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Stronger Together: Diversity, Equity & Inclusion Commitments  

by Burt’s Bees | 6 min read

We care deeply for the earth and its people. Yet, we are not whole when some lives aren’t valued. The current social awakening carries with it the collective grief of injustice as well as the spark of meaningful change. Burt’s Bees stands together with the BIPOC community—our employees, partners, customers, friends and neighbors—united against racism, hate crimes, inequities and injustice.

We know we have a responsibility to drive lasting change in our communities and within our own organization. We’ve been deeply engaged in the important work of confronting bias and creating an inclusive and diverse working environment, and we are called to further action. We’re making progress, as individuals and as a company.

Our Commitments to Progress

We have zero tolerance for racism.

We’re ramping up education on inclusive leadership and confronting bias through partnerships with organizations like the Racial Equity Institute (REI). Our entire leadership team and one-third of our employees have completed the two-day Phase 1 Racial Equity training to help develop capacity for understanding institutional and structural forms of racism. Nearly all employees have participated in the Groundwater Workshop, a three-hour introduction to racial equity.

We are creating forums for continued listening and learning, including through our employee resource groups, who advance the diverse perspectives of employees and their allies through cultural events, panel discussions and business forums.

We actively seek BIPOC talent and invest in advancement of Black leaders, including through recruiting from regional Historically Black Colleges and Universities and through a $125,000 commitment to North Carolina Central University (NCCU) over five years to fund operations for the Eagle Angel Network to support Black entrepreneurs.

Our company’s foundation committed $100,000 to the Asian Pacific Fund to support the AAPI community and advocate for human rights policies.

We’ve donated $100,000 to Black-led organizations working for systemic change nationally and in our community of Durham, North Carolina.

  • NAACP Legal Defense Fund
  • Village of Wisdom
  • Communities in Partnership
  • SpiritHouse

We are increasing the Burt’s Bees Foundation’s commitment to supporting BIPOC-led organizations and projects, while working with all grantees to bring an equity and justice lens to their work. In 2019, this funding represented 20% of our grant recipients and 15% of grant dollars. In 2021, these figures were 39% of grants and 23% of dollars. This also represents a 91% increase in funding, as our overall giving has increased.

We’ve sponsored and participated in the Diversity and Equity in Environmental Programs (DEEP) Collaborative, a four-part online workshop series. Several Burt’s Bees leaders joined with environmental NGOs, government and other community leaders to incorporate a focus on racial equity and environmental justice into their work.

We will amplify BIPOC voices and share inclusive perspectives through our content, with continued focus on diverse representation among talent, content creators, and experts featured in our marketing programs.

We are committed to transparency and progress in our inclusion and diversity journey. Here’s a look at our parent company’s representation data as of June 30, 2021.

The Clorox Company Representation

₁ Management defines people of color as any race that isn’t white (Asian, Black, Latino, Native American, Native Hawaiian, or two or more races).

₂ Senior executive is defined as an employee at grade level 32 and above

Our Parent Company’s Commitments

Diversity and inclusion are priorities for The Clorox Company, because it’s the right thing to do for our stakeholders and because it’s imperative to our long-term success as a business. As a people-centered company, Clorox is creating a place where every member of our team feels respected, valued and fully able to participate in our Clorox community.

As a public commitment that reflects this, in 2018, Clorox signed the CEO Action for Diversity & Inclusion pledge and have renewed it annually since. The company also hosted a Day of Understanding where employees engaged in open dialogue about inclusion and diversity, and we host ongoing Cups of Understanding to keep the conversation going. Employee Resource Groups are dedicated to advancing the diverse perspectives of employees and their allies through cultural events, panel discussions and business forums.

Today, Clorox’s 12-member board has five female members and three people of color. Six of our 13 executive leaders are female, including our CEO Linda Rendle, and two are people of color.

Within the Clorox workforce, people of color represent 38% of U.S. nonproduction employees and 31% of U.S. nonproduction managers. Globally, women represent 52% of nonproduction employees and 46% of nonproduction managers. Clorox has set goals on pay equality and inclusion and diversity targets for employees.

Clorox was named one of America’s best employers for diversity in 2020 by Forbes magazine. Clorox proudly partners with the following organizations and others on recruitment and workplace development.

National Association of Black Accountants (NABA) NABA is the leader in expanding the influence of minority professionals in the fields of accounting and finance.

Ascend Pan-Asian Leaders Ascend Pan-Asian Leaders enhances the presence and influence of current and future business leaders of Asian and Pacific Islander descent and serves as a collective voice for those business communities.

Association of Latino Professionals in Finance & Accounting (ALPFA) ALPFA creates opportunities, adds value, and builds relationships for its members, the community and its business partners while expanding Latino leadership in the global workforce.

National Black MBA Association (NBMBAA) The National Black MBA Association leads in the creation of educational opportunities and economic growth for Black people.

National Society of Hispanic MBAs (NSHMBA) NSHMBA supports Hispanic leadership through graduate management education and professional development in order to improve society.

National Society of Black Engineers (NSBE) NSBE’s mission is “to increase the number of culturally responsible Black engineers who excel academically, succeed professionally and positively impact the community.”

Society of Hispanic Professional Engineers (SHPE) SHPE is the source for quality Hispanic engineers and technical talent.

Society of Women Engineers (SWE) SWE is the driving force that establishes engineering as a highly desirable career aspiration for women.

Management Leadership for Tomorrow (MLT) MLT has made groundbreaking progress in developing the next generation of African American, Hispanic, and Native American leaders in major corporations, non-profit organizations, and entrepreneurial ventures.

Out to Innovate Out to Innovate provides an educational and supportive environment for career development and enrichment for LGBTQ+ students, academics, and career professionals in the Science, Technology, Engineering, and Mathematics (STEM) fields.

American Indian Science and Engineering Society (AISES) AISES works to significantly increase American Indian and Alaska Native representation in STEM.

Service Academy Career Conference (SACC) SAAC is a job fair exclusive to graduates of the U.S. Military Academy at West Point, the U.S. Naval Academy in Annapolis, the U.S. Air Force Academy in Colorado Springs, the U.S. Coast Guard Academy in New London and the U.S. Merchant Marine Academy in Kings Point.

Clorox has donated more than $2.5 million to organizations that support Black-owned businesses, Black youth and equal justice.

Clorox has deep roots in Oakland and Atlanta. Over the years, we have evolved to engage in and help address the changing needs of society and our communities. In that time, it’s made a strong impact in our hometown city of Oakland, California, and in places around the globe

Our community engagement is rooted in determining the sweet spot between our company purpose, employee interests and societal needs. And the issues we have faced over the turbulent last year, with a global pandemic and a racial justice awakening, have reshaped how we believe the foundation can help make a difference in people’s lives. 

It was critical for us to make racial equality and equity core to our giving to address social determinants of health. Specifically:

  • Supporting Black businesses in their communities impacted by recent events
  • Engaging Black youth who represent our future
  • Accelerating Black community access to justice and criminal justice reform

Youth development and education is a longstanding area we have funded that focuses on literacy, mentoring and STEM, contributing to enduring change by giving young people and young minds the opportunity to thrive. 

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