FY20 SCORECARD

PEOPLE

Help our consumers and employees through purpose-led choices that enhance well-being.

SOCIETAL WELL-BEING

$147M Spending with
diverse suppliers8

CONSUMER WELL-BEING
Enhanced Well-Being Through Our Brands

+6.5M NUMBER OF OUR WELLNESS-
RELATED PRODUCT CATEGORIES
IN U.S. HOMES VS. FY197

EMPLOYEE WELL-BEING

PHYSICAL

World-Class
Workplace Safety1
0.58 RECORDABLE INCIDENT RATE
(VS. WORLD-CLASS LEVEL<1.0)

SOCIAL

Best-in-Class Employee Engagement2
88% EMPLOYEE ENGAGEMENT
(vs. 75th percentile benchmarks of 84% for consumer goods companies and 85% for Fortune 500 companies)
Parity Inclusion Across the Company

The inclusion index measures the percentage of Clorox employees who feel a sense of inclusion at work, with the goal of parity across the company. As a new goal within the IGNITE strategy, the inclusion index in FY20 should be considered a baseline measurement.

80% WOMEN (GLOBAL)
Inclusion Index3
75% ETHNIC MINORITIES (U.S.)
Inclusion Index3
78% TOTAL CLOROX (GLOBAL)
Inclusion Index3

professional

Workforce Diversity
Ethnic Minorities
(U.S.)
30% nonproduction
managers
(vs. 30% U.S. Census Bureau)4
34% nonproduction
EMPLOYEES
(vs. 33% U.S. Census Bureau)4
WOMEN
(GLOBAL)
44% nonproduction
managers
 
51% nonproduction
EMPLOYEES
 
Diversity in Corporate Governance
33% MINORITY BOARD
MEMBERS5
(vs. 14% Fortune 500 average)5
33% FEMALE BOARD
MEMBERS5
(vs. 20% Fortune 500 average)5
43% FEMALE CLOROX EXECUTIVE
COMMITTEE MEMBERS
 
21% MINORITY CLOROX EXECUTIVE
COMMITTEE MEMBERS
 
EEO-1 Information

At Clorox, creating an inclusive and diverse workplace where people feel respected, valued and seen at all levels of the company is a priority — so much so that it’s built into our overall business strategy.

As part of our continued commitment to transparency and progress in our inclusion and diversity journey, we are now sharing our current U.S. demographic representation data, or EEO-1 information, which is submitted annually to the U.S. Equal Employment Opportunity Commission.9

Minority
Executive/Sr Officials & Mgrs 24.5%
First/Mid Officials & Mgrs 29.9%
Professionals 39.0%
Technicians 68.0%
Sales Workers 23.1%
Administrative Support 37.5%
Craft Workers 16.2%
Operatives 38.6%
Laborers & Helpers 61.1%
Service Workers 100.0%
FEMALE
Executive/Sr Officials & Mgrs 36.2%
First/Mid Officials & Mgrs 46.7%
Professionals 56.8%
Technicians 40.8%
Sales Workers 69.2%
Administrative Support 56.1%
Craft Workers 3.9%
Operatives 18.5%
Laborers & Helpers 20.2%
Service Workers 25.0%
ASIAN
Executive/Sr Officials & Mgrs 9.6%
First/Mid Officials & Mgrs 12.7%
Professionals 14.7%
Technicians 6.8%
Sales Workers 2.6%
Administrative Support 2.8%
Craft Workers 1.0%
Operatives 2.0%
Laborers & Helpers 2.7%
Service Workers 0.0%
BLACK
Executive/Sr Officials & Mgrs 6.4%
First/Mid Officials & Mgrs 6.6%
Professionals 11.3%
Technicians 10.7%
Sales Workers 0.0%
Administrative Support 17.3%
Craft Workers 8.1%
Operatives 18.5%
Laborers & Helpers 50.8%
Service Workers 31.3%
HISPANIC
Executive/Sr Officials & Mgrs 8.5%
First/Mid Officials & Mgrs 8.8%
Professionals 10.5%
Technicians 45.6%
Sales Workers 15.4%
Administrative Support 15.0%
Craft Workers 6.5%
Operatives 15.9%
Laborers & Helpers 5.3%
Service Workers 62.5%
NATIVE AMERICAN
Executive/Sr Officials & Mgrs 0.0%
First/Mid Officials & Mgrs 0.1%
Professionals 0.3%
Technicians 1.0%
Sales Workers 0.0%
Administrative Support 0.0%
Craft Workers 0.3%
Operatives 0.6%
Laborers & Helpers 0.4%
Service Workers 0.0%
PACIFIC ISLANDER
Executive/Sr Officials & Mgrs 0.0%
First/Mid Officials & Mgrs 0.2%
Professionals 0.2%
Technicians 0.0%
Sales Workers 5.1%
Administrative Support 0.8%
Craft Workers 0.0%
Operatives 0.6%
Laborers & Helpers 1.1%
Service Workers 0.0%
MULTIRACIAL
Executive/Sr Officials & Mgrs 0.0%
First/Mid Officials & Mgrs 1.5%
Professionals 1.9%
Technicians 3.9%
Sales Workers 0.0%
Administrative Support 1.6%
Craft Workers 0.3%
Operatives 0.9%
Laborers & Helpers 0.8%
Service Workers 6.3%
TOTAL
Minority 36.2%
Female 36.4%
Black 14.3%
Hispanic 12.4%
Asian 7.6%
Multiracial 0.4%
Pacific Islander 0.3%
Native American 1.3%

FINANCIAL

Retirement Readiness6
64% Income Replacement Ratio (vs. 75%
Vanguard target benchmark)

To determine retirement readiness, we measure the income replacement ratio for U.S. employees participating in the Clorox 401(k) program. As a new goal within the IGNITE strategy, the income replacement ratio in FY20 should be considered a baseline measurement.

Note: To see a more comprehensive set of ESG goals and progress, visit thecloroxcompany.com.

Reviewed by Ernst & Young LLP. Please refer to the Review Reportthe Review Report.

  1. Based on industry benchmarking by Clorox, we consider a recordable incident rate of 1.0 or less to be world-class performance. Our FY20 RIR of 0.58 means that for every 100 Clorox employees globally, not including workers at offices with fewer than 30 employees but including remote workers, we averaged less than one reportable incident during the past year. According to the latest available data from the U.S. Bureau of Labor Statistics, the average RIR for goods-producing manufacturing companies is 3.4. The criteria used to determine RIR follows the U.S. Department of Labor’s Occupational Safety and Health Administration guidelines and is applied globally.
  2. The FY20 engagement survey was open for three weeks, during which time 84% of eligible Clorox employees completed the survey. The engagement survey was administered by Perceptyx. Engagement is defined as the extent that employees have pride in the company, intend to stay, get intrinsic motivation from their work and would recommend the company as a good place to work. Performance is compared to the Perceptyx Fortune 500 and CPG benchmarks. Perceptyx’s Fortune 500 benchmark is comprised of 72 companies from Fortune magazine’s annual Fortune Global 500 list and includes 6.14 million survey responses. The Perceptyx CPG benchmark comprises employee survey results from organizations that produce consumer goods, including results from 33 companies and 1.46 million survey responses.
  3. Expressed as a percentage of employees experiencing Clorox as an inclusive workplace, measured across the company overall (global) and among female (global) and ethnic minority (U.S. only) employee subgroups. The inclusion index was measured through an FY20 engagement survey, administered by Perceptyx, in which 84% of eligible Clorox employees participated. Inclusion is defined as the extent that employees feel their manager encourages diverse perspectives, that senior leadership visibly demonstrates that having a diverse and inclusive workforce is important for Clorox’s business success, that teams openly discuss differing opinions in reaching decisions, and the ability to be one’s authentic self at work.
  4. U.S. Census Bureau benchmark metrics are based on the U.S. Census Bureau’s Equal Employment Opportunity (EEO) Tabulation 2006-2010, American Community Survey 5-year dataset. The benchmarks are modeled using Clorox’s workforce as of June 30, 2018. The calculations utilize weighted averages by U.S. Census job code and apply approximate workforce location assumptions based on Clorox’s historical workforce locations and headcount trends.
  5. “Missing Pieces Report: The 2018 Board Diversity Census of Women and Minorities on Fortune 500 Boards,” Deloitte and the Alliance for Board Diversity, 2019.
  6. Retirement income available as a percentage of pre-retirement income, calculated by Vanguard for U.S. employees participating in the Clorox 401(k) program (95% of U.S. employees). Based on Clorox 401(k) and estimated Social Security income at retirement (age 67); excludes outside income sources or personal savings outside of Clorox 401(k) (unless provided to Vanguard by participant). 64% income replacement ratio reported as of June 25, 2020. Vanguard’s target benchmark of 75% is defined as the percentage of pre-retirement income required to maintain one’s lifestyle at retirement.
  7. Metric reflects increase in the number of our wellness-related categories in U.S. homes, including cleaning; natural personal care; vitamins, minerals and supplements; and water filtration and hydration.
  8. Metric reflects spending with diverse suppliers, including minority, women, service-disabled and veteran-owned business enterprises as well as gay, lesbian, bisexual and transgender business owners in the U.S. and Puerto Rico.
  9. Our breakdown of job categories and demographic information provided is in line with EEO-1 categories that are defined by the U.S. Equal Employment Opportunity Commission.