Diversity, Equity & Inclusion

Fostering a Diverse and Inclusive Workforce

Fostering a Culture of Inclusivity and Belonging

Pay Gap

  • Ecolab Prod: 37
  • Ecolab SNC: 27
  • Pest: 39
  • Nalco:29
  • Soluscope:36
  • Laboratoires Anios: 37

Augmentation

  • Ecolab Prod: 35
  • Ecolab SNC: 20
  • Pest: 20
  • Nalco: 35
  • Soluscope: 35
  • Laboratoires Anios: 10

Promotions

  • Ecolab Prod: N/A
  • Ecolab SNC:0
  • Pest: 5
  • Nalco: N/A
  • Soluscope: N/A
  • Laboratoires Anios: 15

Maternity Augmentation

  • Ecolab Prod: 15
  • Ecolab SNC: 15
  • Pest: 15
  • Nalco: N/A
  • Soluscope: 15
  • Laboratoires Anios: 15

Top 10 Pay

  • Ecolab Prod: 10
  • Ecolab SNC:0
  • Pest: 10
  • Nalco: 0
  • Soluscope: 5
  • Laboratoires Anios:10

Totals

  • Ecolab Prod: 97
  • Ecolab SNC: 62
  • Pest:99
  • Nalco:75
  • Soluscope:91
  • Laboratoires Anios:87
  Ecolab Prod Ecolab SNC Pest Nalco Soluscope Laboratoires Anios
Pay Gap 37 27 39 29 36 37
Augmentations 35 20 20 35 35 10
Promotions N/A 0 15  N/A  N/A 15
Maternity Augmentation 15 15 15 N/A 15 15
Top 10 Pay 10 0 10 0 5 10
TOTAL
97 62 99 75 91 87

Purposefully investing in a thriving culture that honors inclusion and belonging is essential to being a purpose-driven company. As such, we strive to advance our organization by:

  • More closely reflecting the communities we serve by expanding applicant pools and talent pipelines to attract, develop and retain a diverse range of talent in management roles
  • Providing individuals equal access to leadership opportunities irrespective of gender, ethnicity or background
  • Fostering a culture of inclusivity and belonging through employee resource groups for employees of all backgrounds
  • Investing in processes and systems that deliver transparency

Ecolab is committed to transparency and has chosen to publicly share our Employer Information Report (EEO-1)—a compliance survey mandated by U.S. federal statute and submitted to the Equal Employment Opportunity Commission. View the latest EEO-1 Report under the “Equal Employment Opportunities” section of ourPolicies & Positionspage.

Of all new management-level
hires in the U.S.
were people of color.

Increase in spend
with diverse suppliers
year-over-year.

Of global workforce
completed an Allyship in Action
training course.

Of all new management-level
hires globally
were women.

Of management-level
associates identified
as people of color.

Of management-level
associates identified
as female.

Creating More Inclusive Communities

Creating More Inclusive Communities

Our culture of inclusion and belonging is focused on supporting and engaging our associates to reach their full potential. We seek to foster a culture of belonging that reflects our longstanding value of collaborating to include diverse perspectives that challenge ourselves to reach our goals and do what’s right.

Supporting a Diverse, Equitable and Inclusive Workforce with Opportunities for All

Supporting a Diverse, Equitable and Inclusive Workforce with Opportunities for All

Recognition for Our Leadership in Diversity, Equity and Inclusion

Supporting a Purpose-Driven Culture

Doing the right thing the right way means that we practice inclusivity, rigorously, every day. We consistently provide associates with opportunities to connect, listen and learn about our differences and to build empathy, understanding and allyship for one another. And we continue to take steps to embed a culture of inclusion throughout our company so that it shows up in how we:

  • Attract and cultivate top talent
  • Create respectful, inclusive workplaces that allow for a multitude of perspectives
  • Do business with our customers and suppliers
  • Leverage our relationships within the communities we serve to promote equitable access to opportunity

26%

Nearly 40% 27% 39% 20% 28% 2023 Milestones

2023 Employee Data

Racial and Ethnic Diversity in the U.S. Global Gender Diversity

INDEX 2023

Progress targets 1:

  • To have at least 25% women in senior management positions by 2025
  • To encourage the recruitment of the under-represented gender at top management level, the company commits to receiving, as far as possible: candidates of the under-represented gender and at least 1 candidate of each gender at the final interview

Progress targets 2:

  • The company sets itself a progress objective on the indicator concerning the pay gap, consisting of obtaining a score of 40/40 at the end of 3 years, by annually reducing unjustified pay gaps, which would not be based on objective and relevant criteria, so as to ensure, for the same work or for work of equal value, equal pay between women and men.

Measures:

  • Monitor and ensure the proper distribution of the envelopes allocated to increases to reduce the pay gap between women and men in the absence of an objective explanation that could justify the pay gap observed.
  • Mixity on our sales teams and access for women to individual variable pay systems determined at the time of recruitment to this type of position, while ensuring fairness of pay on recruitment.
2023 Gender Equality Index

Get in Touch with Us

Give Us a Call

With unparalleled expertise and cutting-edge technology, we partner with customers to deliver world-class results and optimized operations. Contact us to learn how we can help you.

Ecolab Inc.
1 Ecolab Place
St. Paul, MN 55102

Ecolab Customer Service: 
Phone: +1-800-352-5326

Nalco Water Customer Service
Phone: +1-800-288-0879

Give Us a Call

With unparalleled expertise and cutting-edge technology, we partner with customers to deliver world-class results and optimized operations. Contact us to learn how we can help you.

Ecolab Inc.
1 Ecolab Place
St. Paul, MN 55102

Ecolab Customer Service
Phone: +1-800-352-5326

Nalco Water Customer Service
Phone: +1-800-288-0879

Contact Us

Contact Us

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