FY20 SCORECARD
PEOPLE
Help our consumers and employees through purpose-led choices that enhance well-being.
SOCIETAL WELL-BEING
diverse suppliers8
CONSUMER WELL-BEING
Enhanced Well-Being Through Our Brands
RELATED PRODUCT CATEGORIES
IN U.S. HOMES VS. FY197
EMPLOYEE WELL-BEING
PHYSICAL
World-Class
Workplace Safety1
(VS. WORLD-CLASS LEVEL<1.0)

SOCIAL
Best-in-Class Employee Engagement2
(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.
Inclusion Index3
Inclusion Index3
Inclusion Index3
professional
Workforce Diversity
Ethnic Minorities
(U.S.)
managers
(vs. 30% U.S. Census Bureau)4
EMPLOYEES
(vs. 33% U.S. Census Bureau)4
WOMEN
(GLOBAL)
managers
EMPLOYEES
Diversity in Corporate Governance
MEMBERS5
(vs. 14% Fortune 500 average)5
MEMBERS5
(vs. 20% Fortune 500 average)5
COMMITTEE MEMBERS
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
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.
- 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.
- 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.
- 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.
- 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.
- “Missing Pieces Report: The 2018 Board Diversity Census of Women and Minorities on Fortune 500 Boards,” Deloitte and the Alliance for Board Diversity, 2019.
- 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.
- 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.
- 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.
- 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.