Ecolab takes our responsibility to our employees and our communities. We believe in compensating our employees fairly and in compliance with local laws. We promote the well-being of our employees, our customers and our customers’ customers by contributing to programs and initiatives that enhance the quality of life in the communities where they work and live.
We recognize employees’ right to form or join unions and encourage them to make an informed decision on the matter. Where employees have chosen to be represented by a labour union, we fulfill our bargaining obligations as defined by law. Only a small percentage of our employees are currently covered under trade unions or collective bargaining agreements.
Ecolab adheres to all immigration standards and complies with all statutory requirements in the locations where we operate. We respect the rights of all people and hold our suppliers to the same high standard of social responsibility. Ecolab does not have any operations at risk for forced, compulsory or child labour.
Ecolab complies with applicable labour and employment law and does not discriminate. Our recruitment, hiring, compensation, promotion, transferring, training, corrective action and termination practices are based exclusively on an individual’s qualifications and ability to perform the job. Only criteria which are relevant to the job are considered. Specifically, in order to maintain a work environment that is free from discrimination, all employment-related decisions must be made without regard to:
Respect for others is fundamental to Ecolab’s culture. Disrespect can disrupt the productivity of our employees and threaten Ecolab’s success. To help ensure an environment of mutual respect, Ecolab does not tolerate any form of harassment or other intimidating behavior, including physical, emotional or verbal abuse. We prohibit any form of harassment, whether by an employee, a temporary employee or an external vendor, in which:
Violating this policy subjects an employee to disciplinary action, up to and including termination of employment.
Ecolab has a proactive set of programs in place to ensure that we provide equal employment opportunities and encourage diversity and inclusion throughout our operations. Ecolab supports ten employee networks to foster employee development and connections, including the following networks:
Report according to the UK Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Under new legislation that came into force in April 2017, UK employers with 250 or more employees are required to publish statutory calculations every year showing how large the pay gap is between their male and female employees. The figures below are an accurate reflection of our gender pay gap for 2016/17 for the Ecolab, Nalco and Nalco Manufacturing businesses in the UK, inclusive of Energy Services. We will utilise these results to inform our employment policies and promote gender pay parity across our businesses.
Download the employer statement here.
| Differences | Value |
|---|---|
| Difference in mean hourly rate of pay | 2.8% |
| Difference in median hourly rate of pay | 4.6% |
| Difference in mean bonus pay | 27.9% |
| Difference in median bonus pay | 54.5% |
| Bonus pay | Male | Female |
|---|---|---|
| Percentage of employees who received bonus pay | 99% | 99.6% |
| Employees by pay quartile | Male | Female |
|---|---|---|
| Upper quartile | 75.6% | 24.4% |
| Upper middle quartile | 80.6% | 19.4% |
| Lower middle quartile | 80.9% | 19.1% |
| Lower quartile | 68.4% | 31.6% |
Person responsible at Ecolab Ltd.:
Debra Piper, HR Generalist
Size of organization:
Number of employees within the organization: 1000 to 4999
| Differences | Value |
|---|---|
| Difference in mean hourly rate of pay | 31.1% |
| Difference in median hourly rate of pay | 32.8% |
| Difference in mean bonus pay | 55.2% |
| Difference in median bonus pay | 35.8% |
| Bonus pay | Male | Female |
|---|---|---|
| Percentage of employees who received bonus pay | 85% | 95.1% |
| Employees by pay quartile | Male | Female |
|---|---|---|
| Upper quartile | 84.6% | 15.4% |
| Upper middle quartile | 63.4% | 36.6% |
| Lower middle quartile | 60.5% | 39.5% |
| Lower quartile | 38.7% | 61.3% |
Person responsible at Ecolab Ltd.:
Debra Piper, HR Generalist
Size of organization:
Number of employees within the organization: 500 to 999
| Differences | Value |
|---|---|
| Difference in mean hourly rate of pay | 2.5% |
| Difference in median hourly rate of pay | -7% |
| Difference in mean bonus pay | -4.5% |
| Difference in median bonus pay | 26.3% |
| Bonus pay | Male | Female |
|---|---|---|
| Percentage of employees who received bonus pay | 93.1% | 76.7% |
| Employees by pay quartile | Male | Female |
|---|---|---|
| Upper quartile | 75.5% | 24.3% |
| Upper middle quartile | 86.5% | 13.5% |
| Lower middle quartile | 91.9% | 8.1% |
| Lower quartile | 78.4% | 21.6% |
Person responsible at Ecolab Ltd.:
Debra Piper, HR Generalist
Size of organization:
Number of employees within the organization: Less than 250
