Supporting Colgate People is the most important driver of our business success. As such, Colgate is committed to helping our people reach their professional and personal goals, offering an array of resources to help expand their horizons, including extensive career opportunities, access to world-class learning and leadership development programs, wellness initiatives and opportunities to contribute to the communities where we work and live. Through these programs, Colgate helps employees stay engaged, motivated and focused on delivering products and services that exceed our consumers’ expectations.
We support all Colgate employees to perform at their fullest potential and recognize the important role organizational diversity and inclusion play in our global success. We work to attract and retain talented individuals who lead with integrity. We align the work of our people to our global strategy through individual and team goals. Our Performance Management process fosters coaching and feedback and ensures that people are focused on the right priorities to drive growth. Our strong learning curriculum reaches all functions worldwide, with 3,000 certified Colgate instructors and more than 300 courses relating to leadership, functional areas of expertise and ethics and compliance. We continue to support our internal coaching initiatives to help build a coaching culture where people feel comfortable coaching others and learning through authentic development conversations.
We are truly global. Our diverse perspectives, work experiences and cultures make us strong. We work with our global colleagues across borders, boundaries and functions to learn, grow, and win together.
We work together globally, to perform at our best locally, always with unwavering integrity. Colgate People welcome each day as an opportunity to improve on the last by building trust with one another and sharing new ideas.
Our work environments encourage everyone to participate and be their authentic selves. Our caring culture fuels a passionate workplace that drives innovation and our enduring success.
Who We Are
- • TRULY GLOBAL
- • FORWARD THINKING
- • TEAM PLAYERS
- • CARING
- • CONSUMER FOCUSED
- • COLLABORATIVE
- • PURPOSE-DRIVEN
- • TRUSTWORTHY
- • DIVERSE
Our social media framework strengthens Colgate’s employer branding and digital presence, resulting in the increase of our talent community and a healthy candidate pipeline. More than 2.3 million people visited our job portal in 2019 and an increasing number continue to engage with us on social platforms such as LinkedIn, Glassdoor and Facebook.
As a truly global company, our diverse backgrounds enable us to respond to the needs and aspirations of the billions we serve worldwide. We strive to ensure that we maintain a focus on diversity and minority recruitment to reflect internally the communities in which we live and work. By doing so, innovation is driven through a diverse set of ideas, approaches and backgrounds and through engaging with various affinity groups and diversity organizations.
In 2019, we continued our focus on building a coaching culture by partnering with BetterUp, a leading provider of virtual coaching. BetterUp Coaching provided 200 Colgate leaders with personalized support that helps broaden and deepen the skills for success and accelerate individual effectiveness and development.
In 2018, one of our goals was to improve the quality of decisions for better performance and greater diversity and inclusion company-wide. To help Colgate People make more informed, effective and confident decisions about people and business, we launched the “DECIDE: The Neuroscience of Breaking Bias” program. In 2019, 2,500 managers globally completed the “DECIDE” program and are now using the strategies to mitigate biases. We are committed to having all Colgate People managers participate and to share their learning with their teams.
We continue to transform our learning strategy to better meet the evolving expectations of the modern workforce and create a continuous learning culture. Our focus is to develop the strategic organizational capabilities that will drive current and future growth for Colgate by offering learning experiences that are closely aligned to our business strategy. A continuous learning culture at Colgate is where Colgate People learn through being curious, through the coaching of their leaders, from reverse mentoring programs and through collaborating and sharing with each other. It is where Colgate People learn through experimentation, external partnerships and through the various roles and experiences they have throughout their diverse careers.
One of the key initiatives includes digital transformation. We believe in technology and people. We have a learning experience platform called Mindspark, a portal through which Colgate People access multi modalities of content including structured, mandatory, functional and curated content. Colgate People have completed a total of 455,000 pieces of internal and external content (including mandatory training) with an average monthly consumption of 22,000 pieces of content. On average, 40% of employees consistently accessed and actively utilized Mindspark for digital learning in 2019.
In April 2019, we launched Metrics that Matter (MTM), our online survey analytics platform. This platform is key in our journey of understanding how learning is impacting our people and their behaviors. Colgate closely aligns business needs with learning performance and provides a variety of learning formats and content. The average learning satisfaction of all Colgate courses has always exceeded industry average with a favorable 66%, with 74% of the learning content judged to be applicable, critical and engaging. With Mindspark and MTM, Colgate continues to drive better learning experiences for all Colgate People and promotes a learning culture that we can smile about.
In 2016, we launched “Colgate Connect,” a global survey to assess key drivers of employee engagement at Colgate. We partnered with an industry-leading vendor to develop the survey, build robust reporting and analytics capabilities and provide managers with a simple tool for reviewing results and action planning with their teams. This survey is conducted every other year. In 2019, we added a shorter “pulse” survey focused on key improvement areas. Combined with additional insights gathered at critical moments of the employee journey -- at the completion of the recruitment process, during the onboarding process and when leaving Colgate -- we are leveraging employee input and analytics to drive engagement.
Through the 2018 Colgate Connect survey, we learned that our people want to learn more about career opportunities at Colgate. Our European team took the lead and conducted in-depth interviews with Colgate People across many functions and geographies. We learned that people are looking for continuous opportunities to learn, make an impact and be challenged. The team used design thinking to reframe and reshape career opportunities and created a “Build Your Best Future” at C-P Europe program, which we are now activating globally for the entire company.
Colgate Learning Strategy Recognized as Best of the Best
The Global Learning Team was recognized by industry experts for the development of its Commercial Selling Skills learning program. This new way of learning was introduced as a ‘pop-up’ session, which is a form of blending traditional instructor-led classes with experiential learning. The learning experience made complex laws and obligations Colgate must adhere to easy for the commercial organization to understand.
Supporting our global Colgate employees includes a serious commitment to health and wellness. Through our Live Better programs, we facilitate physical, emotional and financial wellness for Colgate People and their families. Our goal is to help people make healthy choices at work and at home and to provide the support they need to live more balanced, healthier lives.
We promote physical, emotional and financial wellness for Colgate People and their families. Just as we create products that build brighter futures for everyone, we want to help our employees build brighter futures. Our goal is to help our people live better every day by providing support and resources to help them make healthy choices at work and at home to live more balanced, thriving lives.
COLGATE EMPLOYEE HEALTH AND WELLNESS STRATEGY
Key elements of our Employee Health and Wellness Strategy include:
We offer our people the opportunity to take time for their health in a variety of ways. Since 2013, we have offered our Health & Well-being Assessment to employees around the world. This assessment allows our employees to evaluate their health status, understand their risks and provide confidential feedback to motivate behavior change. We also provide Colgate People and their families with access to preventive immunizations, dental care and confidential HIV testing. This is achieved in a variety of ways, including onsite medical clinics and competitive employer-funded benefit plans and government-provided plans.
Colgate’s commitment in the fight against HIV/AIDS is based on our values and our sustainability commitments to “Promote Healthier Lives” and “Contribute to the Communities Where We Live and Work.”
Every year, on the occasion of World AIDS Day, Colgate India invites children to their office in Mumbai to salute their spirits, celebrate their courage and engage with them throughout the day. Every year, a ‘wish tree’ is provided consisting of wishes from each child and through the generosity of our employees, each wish is fulfilled.
Supporting Children Living with HIV: Throughout the year, Colgate India’s Positive Step Program, in partnership with the Network in Thane of People Living with HIV, supports a group of 83 children infected or affected by HIV/AIDS to help provide for their nutrition and education. Colgate’s Business Leadership Program Associates and Volunteers engage with these children through activity based learning sessions, which helps them gain confidence. In 2019, in addition to financial support, Colgate India enhanced its partnership by launching a mentorship program with quarterly face-to-face meetings between children pursuing higher studies and their Colgate mentors. Colgate is proud of the heartwarming success stories, including two women who graduated from the program - one is now a law graduate and is taking her judgeship exams and another is now employed by a top media company in the country.
Educating Healthcare Professionals: Colgate supports HIVDent, a global non-profit coalition of healthcare professionals committed to ensuring access to high quality oral health care services for adults, adolescents and children living with HIV. The organization educates professionals about the oral manifestations of HIV and provides information on infection control, post-exposure protocols, and pediatric/adolescent care, and is a resource to disseminate treatment best practices.
Commemorating World AIDS Day: Colgate is committed to AIDS prevention and education around the world. Our West Africa hub made a monetary donation to an orphanage, helping children who are victims of AIDS. Colgate People took time out to volunteer with the children, deliver products, help cook nutritious meals and have some fun playing games.
Remembering Loved Ones: Colgate remembers those who have lost their lives to AIDS by displaying a portion of the AIDS Memorial Quilt in our Park Avenue headquarters each December. The Quilt was conceived in 1985 by an AIDS activist who asked people to write the names of loved ones lost to AIDS-related causes on signs, which were then displayed during a candlelight demonstration.
To support healthy lifestyles, we offer many programs focused primarily on physical activity, nutrition and tobacco usage. Through these programs, we are able to educate our employees to help them make better decisions both at work and at home with their families.
As one of our major focus areas, nutrition is very important to Colgate. Our strategy includes providing nutrition education in the form of lunch and learns, weight loss counseling and cooking demonstrations. We also partner with our global facility partners Sodexo and JLL to provide healthy food options onsite, increase food labeling and provide dedicated days or sections featuring healthy food.
As a leading oral care company, Colgate continues to focus on tobacco cessation as part of Live Better. Our culture of caring supports good health and encourages our people to quit tobacco use via local cessation programs. While Colgate prohibits smoking within all our buildings, including all manufacturing facilities, warehouses, technology centers and office buildings, we continue to expand the number of smoke-free campuses around the world, local laws permitting.
Since 2013, Colgate has offered a global Health & Well-being Assessment. In 2019, employees from 67 countries took the assessment. Colgate donated a Bright Smiles, Bright Futures oral care kit to a child-in-need for every completed assessment received, providing children with the tools and education they need to maintain a healthy smile.
Over the past nine years, our Live Better Global Healthy Activity Challenge has encouraged all Colgate employees to track and log at least 500 minutes of healthy activity in one month. Colgate People engage colleagues, family, and friends to get active and earn minutes through a range of activities.
In 2019, more than 18,000 Colgate People from 80 countries participated in a variety of healthy activities that ranged from yoga classes and basketball tournaments to stress management workshops. Participants tracked over 23 million minutes of healthy activity. In addition to the tracking tool, we incorporated a social media campaign asking employees to share ‘What Moves Them.’ Employees from around the globe shared their stories and pictures on our Global Live Better community located on our intranet site.
“Live Better” through aerial yoga classes in Hong Kong
“Live Better” through healthy eating and drinking in Turkey
“Live Better” through basketball tournaments in the Philippines
Around the world, we are committed to creating a culture of health and wellness through our benefit packages and employee reward and recognition programs, which help measure progress and encourage engagement. Colgate also remains committed to a safe and healthy work environment with a goal of zero workplace accidents.
Resilience & Stress
Colgate works to provide opportunities for employees to achieve work-life balance. While they vary by geography, programs include:
• Flexible/work-from-home arrangements
• Onsite yoga
• Access to gyms
• Stress management programs
• Subsidized back-up child care
• Elder care assistance and access to counseling services via Employee Assistance Programs
• Company-sponsored medical programs or government-sponsored programs
Colgate is committed to ensuring the financial well-being of our employees at every stage of their lives. Our financial well-being programs aim to help Colgate people learn to live within a budget, fund their children’s education, finance their homes and manage their debt. We also continue to offer comprehensive education to both our salaried and non-salaried personnel in the U.S., including classroom training, webinar programming and personal financial counseling sessions via a third-party provider.
Recognizing that the success of our company is driven by our talented and dedicated employees, we offer market-competitive benefit programs including:
• Retirement savings
• Healthcare and wellness plans
• Flexible work and work-from-home arrangements
• Subsidized tuition benefits
• Subsidized adoption benefits
• Subsidized back-up adult/elder care
• Subsidized back-up child care
• Subsidized maternity and paternity leave
• Employee assistance program
• Employee recognition programs and networking groups
• Disability insurance
• Lifestyle programs
• Critical illness benefit
• Medical security services
• Locally relevant lunch & learn programming
• Ergonomic working environment
• Gym discounts
• Onsite occupational health services
• Onsite fitness classes
• Legal assistance
Colgate has a long-standing commitment to respecting human and labor rights worldwide and supports the United Nations Universal Declaration of Human Rights and the International Labor Organization (ILO) Core Labor Standards. Colgate works with and seeks out business partners who share our commitment to universal human rights. We recognize the responsibility of businesses to respect labor rights and engage with stakeholders adherence to universal human rights. Protecting human and labor rights is one of our key sustainability issues.
To learn more about our human rights strategy and management approach, please see our Human Rights Policy.
Colgate-Palmolive People -- more than 34,000 strong -- reflect the diverse richness of the cultures we serve around the world. As a company, we celebrate differences, promote an inclusive environment and value the contributions of all Colgate People. As we begin to reimagine Colgate and prepare for the future, we must also reimagine how we innovate as a key to catalyze growth and deliver long-term value to our consumers, customers, stockholders and other stakeholders. Colgate is committed to providing employees with an inclusive work environment, training programs and learning opportunities, promotion and growth opportunities, to wellness initiatives and opportunities to contribute to the communities where we live and work.
We believe that our culture and values afford opportunities for everyone to have an impact on our business success. All employees worldwide are provided with a series of training programs focused on building leadership skills. Valuing Colgate People, Managing With Respect and Leading in a Diverse Workplace are a few examples of our training programs. Leading in a Diverse Workplace delivers on the company’s commitment to creating and sustaining a diverse workplace.
A critical piece of our diversity strategy is to ensure that our talent management process incorporates the professional development of women and people of all cultures. Colgate also partners with organizations such as Catalyst, the Conference Board, Diversity Best Practices, National Association for Female Executives, Working Mother Media, DiversityInc., Diversity MBA, the American Association for People with Disabilities, National Organization on Disability, Disability:IN, Human Rights Campaign, Live Out Loud (LGBTQ+ youth), American Corporate Partners (veteran mentorships), Odyssey Media, United Negro College Fund (UNCF), Latina Style magazine, Proud To Be Latina, Hispanic Alliance for Career Enhancement (HACE), Red Shoe Movement, New York Urban League (NYUL), and the Asian American Business Development Center to develop an effective and supportive work environment.
Driven by Colgate’s core value of Caring and supported by the involvement of Colgate People, our diversity and inclusion strategy helps to make a difference in the communities we serve by supporting organizations that address educational disparities, some of which are listed below:
• Determined To Educate
• Springboard Foundation
• Live Out Loud
• NYC Hispanic Chamber of Commerce
• National Association of Black Accountants (NABA)
• Futures and Options
In 2018, Colgate piloted the Advancing Critical Capabilities Empowers Leaders (ACCEL) program, a cross-functional leadership development program for black leaders within the Colgate community. The ACCEL program is designed to provide participants with a greater understanding of:
• Growing personal skills to further enable technical mastery,
• Building strong bonds with others to help achieve organizational goals,
• Identifying new ways to perform roles to achieve improved business results,
• Accelerating leadership development to support future organizational growth, and
• Improving capabilities to be more globally competitive and influential.
In 2019, ACCEL welcomed its second cohort of 21 participants, expanding the focus to leaders in the non-technical functions, including finance, human resources, marketing and customer development. A key component of the program was the planned interaction between the first two years’ participants.
Participants are challenged in a safe and supportive environment to identify personal strengths, growth opportunities and strategies to accelerate their careers at Colgate. This experience has provided employees with the concepts, skills, tools and practices to be valued partners in order to drive improved business outcomes. This leadership development program has been instrumental to retain and enhance the professional opportunities of the community of future black leaders within the Colgate-Palmolive family.
To help foster inclusiveness, Colgate supports employee resource groups made up of team members representing many different diversity dimensions, such as sexual orientation, gender equality, gender expression, cultural backgrounds and ways of life. Each of these resource groups contributes to Colgate’s inclusive work environment by developing and implementing programming to promote business and community involvement as well as cultural awareness. The co-chairs of the employee resource groups make up the Inclusive Leadership Council.
A selection of Colgate national employee resource groups includes:
Colgate Asian Action
Colgate Parents Network
Colgate Black Leadership Network
Colgate Women’s Network
Colgate Abilities Network
Colgate LGBT and Allies Network
Colgate JumpStart Network
Colgate Hispanic Action Network
In addition to the employee resource groups, senior management has formed Diversity Leadership Councils which are committed to driving our diversity & inclusion strategy in support of the Company’s business objectives. Each leadership council consists of mid-senior level, cross-functional management teams appointed by the division/function leader. The councils operate under established charters with a mission and set of operating and decision-making standards. They are helping drive a culture of diversity and inclusion by:
• Providing regional and functional leadership with a framework to establish more effective/efficient talent management and inclusive leadership practices
• Establishing clear diversity objectives and accountability
• Driving a more focused approach to managing high-potential, high-performance career enhancement and upward mobility of women and diverse talent
• Encouraging people to lead, utilizing their diverse backgrounds, leadership competencies and varying perspectives
• Creating opportunities for cross-functional and cross-generational work teams and interactions
• Driving strategies and initiatives to support Colgate People en route to a truly inclusive world-class workforce at all levels
Celebrating Diversity and Inclusion:
• Colgate-Palmolive is a founding member of Women Unlimited, Inc., which provides mentoring, education, and networking to women leaders. To celebrate the 25th anniversary of our partnership, in 2019, we rang the closing bell at the New York Stock Exchange with program alumni.
• Recognizing a lack of inclusive content about oral health for hearing-impaired children, Colgate UK created Sign Language Tales, a collection of stories lasting two minutes that make teeth brushing enjoyable for children.
• Colgate continues its commitment to American Corporate Partners (ACP), a national non-profit organization dedicated to helping post-9/11 veterans successfully transition back into the private sector. Since 2014, more than 104 Colgate employees have volunteered with ACP to help 214 returning veterans through one-on-one mentoring, networking and providing online career advice.
• In 2019, WORLDPRIDE came to New York City to mark the 50th anniversary of the Stonewall uprising. Colgate People in New York’s tri-state area volunteered at World Pride events and the NYC Pride Parade where we reached over 350,000 people with our #SmileWithPride message.
• The Colgate Jumpstart Network (CJN) featured Marie Morcie, head of sustainable finance at the UN Global Compact, as a guest speaker to celebrate Earth Day. The agenda included a presentation on how businesses can use financial tools to address some of the most important sustainability challenges, bringing Colgate experts from different functions to discuss sustainability-related matters. The Earth Day event also included a Recycling Challenge, a fun activity for Colgate People to learn the best practices of recycling in the office.
• C-P Brazil celebrated 10 years of partnership with the APAE DE SÃO PAULO (Association of Parents and Friends of Exceptional Children) which promotes the health, education and skill development of people with intellectual disabilities. C-P Brazil currently has 55 professionals who are part of the APAE program working at the company.
• The Hispanic Action Network led a workshop reaching about 150 students at the Hispanic Alliance for Career Enhancement (HACE) annual NYC STEM conference. Colgate is committed to educating employees about the dangers of drug overdose. In 2018, Colgate launched Opioid Awareness seminars and webinars to ensure Colgate People were informed on this topic. Employees were provided with the company policy on alcohol and substance abuse and information on our employee assistance program.
Colgate is committed to pay equity and its role in fostering a diverse and inclusive workplace. It is our policy to select, place, and pay all Colgate People on the basis of qualification for the work performed, without discrimination. Consistent with these values, Colgate has committed to conducting an annual company-wide gender pay analysis across occupations in the United States, along with other steps to promote equal pay and fairness. This annual pay analysis covers race and ethnicity in addition to gender, in accordance with Colgate’s policy, to compensate each individual at a level commensurate with his or her role, work location, individual performance, and experience irrespective of gender, race, ethnicity, or any other category protected by law. Colgate also complies with all applicable laws and regulations related to fair pay practices.
Established in 1998, our Supplier Diversity program is embedded in our U.S.- based organization with clear goals to drive growth. We drive performance through our quarterly Supplier Diversity Forums, and we collaborate with our suppliers to support our goals. We encourage our procurement teams to seek suppliers that add value and innovation while also delivering cost savings.
We maintain accountability by incorporating high standards and objectives for Supplier Diversity for procurement buyers and managers. Our competitive proposal processes are designed to build a diverse network of suppliers. Suppliers interested in doing business with us may register and upload their current certification documents to our supplier diversity database. As part of the registration process, the supplier provides content, including basic company information, capabilities and certification documents. The database is a highly efficient way for suppliers to share their capabilities and learn about business opportunities. We also collaborate with our internal stakeholders to identify needs and research diverse suppliers with relevant capabilities.
We have made progress toward these goals in 2019:
• To support our supplier diversity goals, our teams have set objectives, such as inclusion of diversity spend requirements in contracts with first-tier suppliers, maximizing second-tier spend opportunities and executing targeted supplier day forums to engage and build relationships. In 2019, Colgate spent 5.9 percent of our total U.S. procurement spend of nearly $3 billion with diverse suppliers.
We have expanded our supplier partners to bring value and mitigate risk:
• We began work on a program in North America related to Maintenance, Repair and Operations (MRO) procurement for our Hill’s and Colgate manufacturing facilities. In partnership with Turtle & Hughes Integrated Supply (THIS), a certified women-owned business that prides itself on diversity, we piloted this program at two manufacturing facilities, Cambridge, Ohio and Emporia, Kansas, with an estimated spend of $5 million. Expansion of this program to additional locations could increase our spend up to $30 million, helping our suppliers grow.
• We facilitated the diverse supplier certification process for our temporary labor agency, Nextsource, to be designated as a woman-owned-and-operated entity. Nextsource provides us with factory workers and accounts for approximately $10 million of our annual budget.
Colgate is committed to ensuring the financial well-being of our employees at every stage of their lives. Our financial well-being programs aim to help Colgate people learn to live within a budget, fund their children’s education, finance their homes and manage their debt. We also continue to offer comprehensive education to both our salaried and non-salaried personnel in the U.S., including classroom training, webinar programming and personal financial counseling sessions via a third-party provider.
Colgate’s global health and safety program is grounded in our Environmental, Health and Safety (EHS) Standards. Although we do not participate in the ISO 45001: 2018 and ISO 14001:2015 certification systems, our management system and technical standards expectations are well aligned with them. Our EHS Management System is assessed annually by Apex Service (formerly Bureau Veritas). We have received an Equivalency Statement from Apex that the content and approach for the Colgate EHS Management System are equivalent to ISO Standards 14001:2015 and ISO 45001:2018. Each Colgate-Palmolive facility/organization develops appropriate EHS site-specific management system elements to ensure ongoing compliance, reduce future risks/liabilities and respond to changing requirements. Management systems should meet or exceed all applicable local, regional, and national laws and regulations, in addition to meeting the Company Standards.
Colgate leverages risk assessments and a hierarchy of controls in the following standards: management systems, personal protective equipment and exposure assessment standards, material handling, and walk-working surfaces to identify higher levels of control based on the level of risk potentially present.
Colgate sites are expected to self-assess conformance with our standards and local regulations at 18-month intervals. Corporate audits are conducted every three to five years, closure progress is reported quarterly and verification audits are conducted to provide closure assurance. In 2019, we commenced conducting blended EHS audits with a third-party vendor. The objective was to complete a deeper review of regulatory compliance and adherence to critical risk standards and elements. We have a global partnership with a third-party industrial hygiene firm. Our operations are evaluated annually to ensure occupational health exposures are well controlled. Any identified exposures are managed using the hierarchy of controls. Closure of previously identified exposures is verified by the third-party industrial hygiene provider.
We also provide numerous safety training programs as an important part of our safety management strategy. We offer 150 e-learning courses, which are available in as many as eight languages. Courses cover a range of topics, such as EHS incident management, hearing conservation, ergonomics in the workplace, confined space entry, fire safety emergency, safe work practices and industrial hygiene. We augment e-learning with site-and operational-specific on-the-job training to ensure thorough understanding of expectations and requirements. We also conduct evacuation and emergency preparedness drills across our sites to ensure we are prepared in the event of unforeseen circumstances.
In 2019, our Home Care liquids plant in Cambridge, Ohio completed an emergency response drill with local emergency responders including representatives from the local fire department, police department, emergency services, ambulance, as well as site participants. The drill simulated a chemical release/spill in the base plant that required clean-up and responding to “injured” personnel.
The Colgate EHS Management System contains specific provisions for identifying EHS training needs and establishing corresponding tracking processes to ensure all required training is completed. Training is also mandated when there are new chemicals, equipment and/or processes implemented in the Management of Change-Planning section of the Colgate EHS Management System.
Our 2019 safety results showed improved performance in both our total recordable rate (TRR) and lost workday case rate (LWCR). Our total recordable rate (TRR) was 0.20 (84 recordable incidents), down from 0.22 in 2018. This represents the lowest number of recordable accidents reported in one calendar year in the history of Colgate. Our lost workday case rate (LWCR) was 0.05 (21 lost workday incidents), which was a slight reduction versus 2018. In 2019, we experienced 15 accidents – ranging from fractures to hospitalizations – which Colgate considered “serious” according to the Colgate Accident/Incident Reporting and Recordkeeping Standard. This represents a slight improvement versus 2018 results for serious accidents. We are proud to report zero work-related fatalities in 2019 across all facilities and operations.
In 2019, we received independent third-party verification of our health and safety data collection and reporting processes as well as the data itself. As part of this project, the number of hours worked, number of lost-time incidents, number of recordable incidents and number of occupational fatalities were verified at select sites.
The President’s Safety Award Program recognizes Colgate sites when they achieve specific milestones of time in years and/or hours without a Lost Workday Injury or Illness. In 2019, 28 of our manufacturing facilities, global technology centers and warehouse facilities received one or more awards. Our Baddi plant in India achieved 11 years without a lost workday incident by focusing on foundational EHS program elements: Ergonomics, Electrical Safety, Noise Conservation and Training programs.
To continue to maintain our world-class safety performance, we evolved our critical risk programs in 2019 to focus on identification, mitigation and elimination of critical risk incidents, accidents and tasks. Our approach involves establishing foundational culture and engagement, ensuring visible and active leadership, having sound technical programs and solutions to control hazards and reduce/mitigate risks.
Our Hill’s Hustopece plant developed an electronic Safe Work Permit (SWP) tool to help ensure critical risk tasks are properly reviewed and evaluated before the commencement of work activities. The SWP system ensures all key requirements are properly documented, with defined controls established for each risk identified. The individual SWP data points are collected in a database, which enables the site to evaluate issues, trends, and areas for improvement.
2019 Safety Highlights
We continue to sharpen our focus on risk-based safety management with a goal to eliminate serious incidents and fatalities. This approach involves evaluating the risk severity for tasks conducted in our operations, and ensuring the appropriate controls are in place to prevent an adverse outcome. In 2019, our program emphasized establishing and communicating appropriate controls to reduce and mitigate critical risks and serious incidents and fatalities. This expectation has been formally incorporated into our EHS Management System and Audit Program.
Colgate’s EHS Management System requires all sites to conduct an annual risk assessment of site critical risks and establish a corresponding corrective action plan that is reviewed by site leadership. The plan is also reviewed during business reviews with senior leadership twice yearly. All employees are obligated to report at-risk conditions, behaviors and/or near misses. These incidents are either tracked in the company-wide Incident Management System or are tracked locally. As an element of the Colgate EHS Management System, sites are also expected to develop inspection programs involving all levels of site leadership (salaried and clerical) and shop floor employees to identify gaps related to conditions/physical systems and behaviors and establish appropriate mechanisms to provide feedback and address corrective actions.
EHS Technology Solutions
Colgate is embracing technology solutions to reduce EHS risks. Our North America and Latin America EHS Teams have developed the platform that will become our global approach when assessing technology applications to align with our business needs and EHS risks. The platform is based on the following criteria:
In 2019, Colgate hosted a special benchmarking session entitled: “Wearable & Evolving Technologies” through our partnership with ORCHSE Strategies that was attended by 11 external companies. Innovative technologies were presented that included wearable sensors for:
• Ergonomic risks
• Lone worker and heat stress
• Machine guarding circuit reliability
• Driver monitoring
• Body positioning kinetics
Colgate will continue to leverage platforms like this going forward to ‘get external’ and share learnings with peer companies.
Colgate has established appropriate Occupational Medical Standards designed to assess medical surveillance requirements/needs for employees potentially exposed to chemical, physical and/or biological agents. The Occupational Medical Standards work in concert with the Colgate Industrial Hygiene Standards. Additionally, our sites are expected to adhere to all applicable local legislative requirements.
Reducing Noise, Dust and Chemical Exposures
Colgate continues to strive to reduce noise, dust and chemical exposures at our facilities. Our goal is to reduce the number of people who must wear hearing protection or chemical cartridge respirators to reduce their exposure below the applicable acceptable limit. In 2019, we observed improvements in the percentage of employees required to wear mandatory hearing and respiratory protection as compared to 2018:
% Required to use in 2014 (Baseline)
% Required to use in 2018
% Required to use in 2019
While we have not significantly reduced the need to use hearing protection, our toothbrush manufacturing and stand-alone warehouse facilities have eliminated the use of mandatory respiratory protection. We continue to push towards reducing mandatory use of hearing and respiratory protection.
Critical Risk Top 10
In 2019, Colgate launched an enterprise-wide, integrated EHS risk reduction strategy directed at minimizing impacts of elements that have been historically linked to adverse events and outcomes. The program challenges our sites globally to assess the state of the current programs, assess risk and controls in-place and ensure the process is sustainable. Wherever possible, sites are expected to leverage higher levels of control to mitigate risk - engineering, substitution and/or elimination.
The Critical Risk Top 10 are focused on these themes:
1. Assessments & Inspections 6. Forklifts & Yard Safety 2. Critical Risk Training 7. Machine Guarding 3. Working at Heights 8. Spill Containment 4. Electrical Safety & LOTO 9. Water Compliance & Conservation 5. Job Safety Analysis /
Job Hazard Analysis
10. Waste Vendors Our global sites are working on a multi-year plan to ensure that robust systems and controls are in place to address and mitigate potential risks. Updates will be reported into a Corporate tracking system and presented at budget and business reviews.
We have improved our safety-related incentive mechanisms by linking compensation to behaviors that drive a robust safety culture. These behaviors include training completion, physical inspections, corrective action completion, behavioral observations, and participation in activities that engage employees. We do not link compensation to recordable rates and lost-time accidents.
Colgate records all work-related injuries and illnesses in an Incident Management System (IMS). All site-related incidents involving employees, temporary employees, tenant contractors, contractors and/or visitors are reported in the system. The IMS is assessed annually by Apex Services (formerly Bureau Veritas). Apex has indicated that Colgate Palmolive has established appropriate systems for the collection, aggregation and analysis of quantitative data. Colgate leverages risk assessments and hierarchy of controls in the following Standards: Management Systems, Personal Protective Equipment, Exposure Assessment Standard, Material Handling and Walk-Working Surfaces to identify higher levels of control based on the level of risk potentially present.
2019 Safety Week Highlights
Each year, Colgate holds a company-wide Safety Week during which we share best practices and refreshes our commitment to a robust health and safety culture grounded in our EHS Guiding Principles. This week remains a cornerstone of our safety culture and provides an opportunity to focus on fundamentals. Each facility’s own creativity delivers a solid and exciting week and often includes Colgate families in fun and educational activities.
The themes for Safety Week 2019 at our manufacturing sites included: hand safety campaigns and chemical and process safety. Specific themes were also executed for our warehouses, Global Technology Centers and office locations. Some of the activities addressed by our sites included chemical spill and emergency evacuation drills, hand ‘trap’ assessments, assessment of site chemical hazards and risks and engaging external speakers to address key points of safety important to Colgate people at all of our facilities.
Our site in Bangpapong, Thailand, had an engaging Safety Week in 2019 that included a Children’s Hand Safety Art Contest, Emergency Evacuation Drills, Safety Culture Enhancement, a team-based Critical Risk Assessment and other engaging EHS activities ranging from training to personal protective equipment demonstrations from local suppliers.
Third Party Code of Conduct
Colgate People are committed to the highest standards of integrity and full compliance with the Company’s Code of Conduct. It is our goal to ensure that our relationships with our suppliers and business partners reflect and support those same high ethical standards.
Colgate’s Third Party Code of Conduct establishes the company’s expectations for suppliers and business partners in a number of critical areas, including labor practices and universal human rights, protecting the environment, health and safety, and ethical dealings. Sections of the Third Party Code are modeled on, or contain language from, the Universal Declaration of Human Rights and the standards of the International Labor Organization.
The Code is provided to suppliers and business partners, and Colgate’s contracts and purchase orders typically require suppliers to abide by the Code’s standards (or suppliers’ comparable code standards), including applicable labor and equal employment laws as well as environmental, occupational health and safety regulations, the Foreign Corrupt Practices Act, and Colgate’s Anti-Bribery policy.
Assessing and Managing Supplier Risk
As a multinational company with a global supply chain, adverse actions and events associated with our supply chain could affect Colgate’s reputation as a responsible company. To manage the risk to the company and to the workers in our supply chain, Colgate has a formal process to identify and manage social, ethical and environmental risks in our supply chain and with other business partners.
Colgate’s Supplier Responsible Sourcing Assessment (SRSA) program requires selected suppliers and business partners to complete a self-assessment focused on labor practices, human rights, worker health and safety, environmental management and business integrity. Risk factors considered in the selection of suppliers to participate in the program include: geographic risks (using the Verisk Maplecroft Risk Indexes), Colgate’s in-country knowledge, industry-associated risks and business criticality to our operations. Through the use of a supplier risk assessment scorecard, selected suppliers and business partners are scored against critical risk factors to determine the need to conduct a social compliance audit. When a supplier is assessed as high risk, a third-party audit of its facility is required. To date, there are currently 610 suppliers and service providers in the program and 50% have conducted a social compliance audit.
As a member of the Supplier Ethical Data Exchange (Sedex), Colgate uses the Sedex Members Ethical Trade Audit (SMETA) protocol when required to assess suppliers’ compliance with laws covering freedom of association, forced and child labor, health and safety, wages and benefits, working hours and discrimination as well as environmental and business ethics matters. Since the program’s inception in 2012, Colgate has assessed more than 80 percent of our spend, including: raw material and packaging suppliers, contract manufacturers, co-packing facilities and warehousing operations. Beginning in late 2018, we expanded our risk assessment scope to include third-party labor providers in our Asia operations with other regions to be included in subsequent years. Internally, Colgate has also completed assessments of all manufacturing facilities and conducted social compliance audits at all facilities located in high-risk geographies.
Colgate is also a member of AIM-PROGRESS, a global industry forum dedicated to the promotion of responsible sourcing practices and sustainable production systems.Through the principle of mutual audit recognition, suppliers share noncompetitive audit data with other manufacturing companies that often use the same suppliers, enabling us to gain information more efficiently and relieving the burden of “audit fatigue” on suppliers.
To further drive improvement in our supply chain, Colgate has participated in capacity-building sessions AIM-PROGRESS that are designed to improve supplier’s social and environmental performance. We have participated in events in Latin America and North America. In addition, Colgate conducts similar independent, responsible sourcing training events for our suppliers.
Colgate does not use forced labor within our own operations, and we strive to eradicate forced labor from our supply and value chains. We are committed to the Consumer Goods Forum (CGF) Resolution on Forced Labor and the Priority Industry Principles (PIP). We believe that every worker should have freedom of movement, no worker should pay for a job and no worker should be indebted or coerced to work. Moreover, it is Colgate’s policy not to work with any supplier or contractor known to operate with forced labor.
In June 2017, Colgate published our disclosure statement, “Respecting Human Rights and Labor Rights: Disclosure Statements,” in compliance with requirements of the California Transparency in Supply Chains Act and the UK Modern Slavery Act and consistent with the CGF Social Resolution. In 2018, to further strengthen our actions on fighting forced labor, we revised our employee Code of Conduct and our Third Party Code of Conduct to incorporate additional language reflecting our expectations on respecting human and labor rights and commitment to the CGF PIP. In addition, we published a Third-Party Labor Provider Recruitment and Employment Standard and a labor provider risk assessment methodology with the objective of establishing expectations and evaluating the risk of forced labor where third party employees, such as temporary workers, are working in Colgate’s operations.
Colgate supports ending the violence and human rights violations by armed groups in the Democratic Republic of Congo (DRC) and neighboring countries that have been funded in part by proceeds from the mining of cassiterite, columbite-tantalite (coltan), wolframite and gold, including their derivatives tin, tantalum, and tungsten (3TGs). Conflict minerals are sourced from the Democratic Republic of Congo and adjoining countries like Angola, Republic of Congo, Central African Republic, Rwanda, Tanzania, Zambia, Burundi, South Sudan and Uganda.
All of our suppliers that currently use 3TGs in our products have been assessed. Our suppliers are expected to only source 3TGs to Colgate that are sourced from mines outside the DRC and neighboring countries or from smelters and refiners that have been designated as Conflict-Free by the Responsible Minerals Sourcing Initiative (formerly known as the Conflict-Free Sourcing Initiative).
For more information, see Colgate’s Policy on Conflict Minerals.
Providing oral health education is a Colgate tradition dating back to 1911. Today, Colgate’s flagship Bright Smiles, Bright Futures® (BSBF) program is among the most far-reaching, successful children’s oral health initiatives in the world. Thanks to progress made in 2019, BSBF has reached more than 1.2 billion children and their families in over 80 countries since 1991. This is made possible by partnering with educators, parents, dental professionals, academic institutions, government and non-governmental organizations (NGOs), such as the Alliance for a Cavity-Free Future, the American Dental Association, the Global Child Dental Fund, the National Dental Association and Save the Children, among others.
The cornerstone of BSBF is its award-winning educational curriculum. Developed by global experts, the multicultural education materials help illustrate how to maintain healthy teeth and gums and are implemented in more than 80 countries in 30 languages each year. In several countries, the program materials are part of the permanent school curriculum.
We have an ambitious target to educate 1.3 billion children through our BSBF program by 2020. To date, we have grown the reach of BSBF by implementing our six-point plan:
In School — Colgate partners with local schools, ministries of health and ministries of education to organize oral health educational classes and provide free oral health products. In the U.S., 3.5 million children across all 50 states (nearly nine out of every 10 kindergarten students) participated in BSBF’s classroom curriculum.
Community Relations — In some countries, Colgate brings BSBF directly to communities in need. In the U.S., BSBF provides a fleet of nine mobile dental vans based in hub-cities working with dental professionals, non-professional volunteers and the community to provide education, dental screenings and treatment referrals annually. Each year, the BSBF dental vans reach over 10 million children in under-served rural and urban communities. Of those reached, 1.8 million children received over $57 million in donated dental care.
Employee Engagement — In 2019, 23% of Colgate employees worldwide volunteered through BSBF and gave back to the local communities where we do business.
Integrated Marketing Communications (IMC)/Trade Partner — With retail partners, such as Walmart in the U.S. and Tesco in the U.K., BSBF engages consumers at local stores and online. Educating consumers about the importance of improving oral health is a priority in each market where we do business because making good oral health a reality is also good for business.
Digital — Educational resources are provided online, including downloadable teachers’ guides, videos, oral health games and apps, which are available in the Apple iTunes and Google Play stores.
Professional Partnerships — Colgate partners with government health agencies, NGOs and dental associations to expand the reach of oral care education around the world.
• In 2019, Colgate's Bright Smiles, Bright Futures® program, held the largest ever toothbrushing participation event in Malaysia. In partnership with the Ministry of Education, State Education Office, and the Alliance for a Cavity-Free Future, a total of 3,245 students came together to brush their teeth simultaneously, pledging for a 'Brighter Future with Zero Cavities.' Since 2010, BSBF has reached nearly 4 million children in Malaysia with oral health education.
• In October 2019, BSBF launched its Smile Agents volunteer online training program, which trains employees on the BSBF initiative, oral health and correct brushing techniques, to equip them with the knowledge required to participate in BSBF activities and continue improving children's oral health around the world. After completion, all participants receive a certificate to become an official BSBF Smile Agent.
• C-P India Limited joined hands with the Indian Association of Public Health Dentistry (IAPHD) and Kalinga Institute of Social Sciences (KISS), Bhubaneswar, to raise Oral Health awareness in India, setting a new Guinness World Record for the largest number of people brushing their teeth simultaneously at a single venue. To create this new Guinness World Record, 26,382 people including students, Institute staff and children from local communities gathered at KISS, to brush at the same time with Colgate Strong Teeth toothpaste and Colgate toothbrushes.
• Colgate’s commitment to increasing access to children’s oral health and education in the community includes a strategic partnership with Save the Children, an international nonprofit organization that seeks to give children a healthy start in life, the opportunity to learn and protection from harm. Since 2017, the partnership has reached over 300,000 children around the world. In 2019 alone, BSBF and Save the Children reached more than 175,000 children with oral health education in Bolivia, Colombia, Dominican, Republic, El Salvador, Guatemala, Honduras, Laos, Mexico, Myanmar, Tanzania, Thailand and the U.S.
• In July 2019, in the U.S., Colgate launched its new Colgate® Magik augmented reality toothbrush and app that helps children ages 5-10 develop healthy brushing habits to bring out their best smile. This interactive experience entertains kids to brush effectively and allows parents to track their progress. Colgate® Magik partnered with BSBF to donate a toothbrush to a child in need for every Magik brush sold.
• In Ghana, our BSBF team partnered with SOS Children’s Villages International to celebrate World Oral Health Day with 2,000 school children, celebrating the theme: “Say Ahh! Act on Mouth Health.”
• For National Tooth Brushing Day, C-P Papua New Guinea brought 430,000 people together to brush their teeth for three minutes as part of our BSBF program.
• After C-P Mexico helped pioneer a Daily Toothbrushing Law requiring Mexico City public schools to include oral care in the curriculum, Veracruz State joined the effort. To support this public policy, Colgate provides students with toothbrushes and toothpaste for school and home use. Four more Mexican states aimed to join in 2019 as Colgate advocated for a nationwide standard. Colgate’s Latin American Division would also like to replicate this approach in other countries in the region.
The simple act of washing hands with soap is one of the most effective ways to prevent disease transmission, especially among children. However, handwashing with soap is not always widely practiced. As a leading marketer of bar and liquid hands soaps, Colgate-Palmolive, through its brands Protex, Palmolive and Softsoap, is working with public health officials, academia, local schools, and clinics to educate millions of children and their families about the health and hygiene benefits of handwashing with soap. Our global handwashing program provides educational materials and sample products to schools and communities, and builds awareness through advertising and public relations campaigns. In some countries, Colgate teaches handwashing as part of our Bright Smiles, Bright Futures® (BSBF) oral care education program, building education about proper handwashing into the oral care curriculum and messaging. Like the oral care component of BSBF, the program creates shared value for both Colgate and society, helping to improve health outcomes while building brand awareness and reputation for Colgate’s Palmolive and Protex soap brands.
Colgate also committed to provide $20 million in health and hygiene products to community-based organizations in the U.S. and abroad that have the infrastructure to distribute the donated product to those most in need in local communities. Local Colgate teams support frontline medical and emergency care workers, and the most vulnerable populations, including in New York, where Colgate donated health and hygiene products to local hospitals, medical professionals, and nonprofit organizations serving the homeless. The Company’s Tom’s of Maine subsidiary has provided more than $500,000 in product and cash to support local COVID-19 relief efforts. Hill’s Pet Nutrition is also supporting animal shelters and pet fostering efforts through product and financial donations. In addition, the Company launched an employee matching gift campaign for all 34,000 Colgate employees around the world. Colgate will match $1 million in employee donations, which will go to nonprofit partners supporting those in need, such as WHO, Save the Children and CARE, among others.
• Colgate was one of the nine founding members of the Global Handwashing Day campaign, among other organizations such as the World Bank and UNICEF. Celebrated October 15th, Global Handwashing Day drives awareness of the vital importance of handwashing with soap and its impact on health.
• For many years, Protex has been carrying out a handwashing campaign in Latin America, to raise awareness about the importance of handwashing hygiene in preserving good health. Children are taught proper handwashing techniques along with reinforcing our global commitment to “Making Every Drop of Water Count.”
• Supporting WASH [water, sanitation and hygiene] programs is part of Colgate’s Water Stewardship Strategy and our commitment to partner with local and global organizations to bring clean water to underserved areas of the world. Through our partnership with Water For People, Colgate supports programs that provide access to clean water, sanitation systems, and health and hygiene education, including handwashing. Colgate has contributed to the Water For People’s “Everyone Forever” program, helping them to reach over 460,000 people since 2013.
Hill’s mission is to help enrich and lengthen the special relationship between people and their pets. Through the Hill’s Food, Shelter & Love™ program, Colgate partners with animal shelters across the U.S. to provide discounted Hill’s pet food, training, digital tools and content, as well as shelter visuals. For pet owners, Hill’s provides Science Diet adoption kits with coupons and access to a new pet parent website. Hill’s believes the combination of loving shelter care as well as premium nutrition helps to make pets healthy and happy so they are ready to go to their forever home. In 2019, through this partnership with animal shelters, we provided pet food with a retail value of more than $3.2 million, and helped more than 724,000 dogs and cats find new homes.
Hill’s also partners to provide emergency food shipments to shelters and veterinary hospitals in the event of a disaster through its Disaster Relief Network. In 2019, Hill’s responded to 20 emergencies across the U.S. and shipped over 33,000 pounds of pet food to more than 56 unique organizations in communities affected by the disaster.
• In 2019, Hill’s was proud to return as a national sponsor of NBCUniversal’s “Clear The Shelters” nationwide pet adoption campaign. Over 1,900 shelters participated and more than 161,000 pets were adopted during this campaign. Over 400 Colgate and Hill’s People volunteered to work at participating shelters near them on Clear The Shelters Day, Saturday, August 17.
•In addition to Colgate donating relief funds to the American Red Cross and products to Americares, Hill’s donated food to Florida shelters and worked with the International Fund for Animal Welfare, and others, to get food to pets affected by hurricanes in the Bahamas.
Driven by Colgate’s core value of Caring and supported by the involvement of Colgate People, our Community Giving Program makes a difference in the communities we serve by supporting organizations that address, among other things, health and educational disparities. Colgate contributes both funding and products to a wide range of charities and community organizations around the world. Colgate also partners with retailers, consumers and our employees to raise funds.
Colgate’s giving priorities are:
1. Creating educational opportunities
2. Advancing health and well-being
3. Engaging Colgate people
* Cash and in-kind contributions to charitable organizations, including spending for the Bright Smiles, Bright Futures program in Colgate’s 20 largest subsidiaries (by oral care sales).
Creating Educational Opportunities
- • Community has always been a top priority at Colgate. One of our proudest initiatives is Estrellas Colgate in Mexico, a non-profit fully funded by Colgate since 1980 to help low-income children foster good habits and gain education through athletic and health programs.
- • Colgate is proud to partner with the YMCA to help Black and Hispanic teens from underserved communities and schools have access to quality educational programs like Y Scholars. We are a proud sponsor of the Hispanic Achiever Awards and College Scholarships.
- • In 2019, Colgate-Palmolive India under its Keep India Smiling Mission launched the Keep India Smiling Foundational Scholarship program, in partnership with the ShikshaDaan Foundation and technology partner Buddy4Study. This initiative aims to reach more deserving people by offering not just financial aid but also mentorship at a foundation level for academics, sports, and community betterment programs. To date, the program has received 65,000 applications.
• To promote the importance of education among Latinos and help them on the path to higher education, Colgate partners with the Hispanic Heritage Foundation to sponsor the Haz la U educational grant program. Each year, this program awards 31 educational grants totaling $100,000. This initiative is committed to preparing future generations of Latinos and to giving them the tools to become leaders in their communities.
• The Colgate Women’s Games continues to be the largest amateur women’s indoor track and field series in the U.S. For 46 years, this program has helped young girls and women develop a strong sense of personal achievement and self-esteem, value teamwork and appreciate the importance of education. Open and free to all participants, Colgate Women’s Games has awarded more than $2.6 million in educational grants-in-aid. And to date, 26 Colgate Women’s Games alumni have gone on to compete in the Olympics!
• Started in 2016, Colgate’s Seva Mandir Education Scholarship Program, today provides 50 Indian children from the tribal villages of Udaipur, Rajasthan, with a quality education. This program supports the entire education cost, hostel stay, travel and bridge classes, including sports initiatives for each child enrolled in the program.
Advancing Health and Well-being
- • Colgate’s Bright Smiles, Bright Futures program which began in India in 1976 in partnership with the Indian Dental Association (IDA), is committed to spreading awareness and education among children about oral care. BSBF has touched the lives of approximately 170 million school children between the ages of 6 through 14 across rural and urban India. With the use of visual aids, BSBF volunteers teach children about the importance of oral care and the right techniques of brushing.
- • In South Africa, Colgate sponsors the dental clinic within the two Phelophepa Trains, treating over 23,000 people in many communities where medical services and infrastructure are unavailable. More than 125,000 people were reached through outreach programmes where screening and education took place.
Engaging Colgate People
- • Tom’s of Maine continues its practice of donating 10% of profits each year to nonprofit organizations committed to causes, such as environmental sustainability, human health and education, and environmental sustainability. In 2019, Tom’s of Maine donated over $1 million to the Nature Conservancy, with funding directed towards water conservation efforts. The funded projects support important regional needs, including dam removal in the Northeast, watershed restoration along the Mississippi River, and water conservation in the West. In 2019, Tom’s of Maine also began supporting watershed education and protection efforts in Canada.
- • Colgate People at our corporate headquarters in New York City participated in the Cotton’s Blue Jeans Go Green™ Recycling Program. We collected 200 pounds of denim that will be transformed into home insulation. Denim is made mostly from cotton, a sustainable fiber, which can be broken down to its natural state and transformed into something new. By diverting denim away from landfills, where it would otherwise join the millions of pounds of textiles thrown out every year, the Cotton’s Blue Jeans Go Green™ program strives to make the world a little greener.
- • Colgate partners with ActionAid to support communities in times of natural disasters. The incessant rains of 2019 caused severe floods in many states in India, including Karnataka, Maharashtra, Bihar and MP. These floods resulted in many casualties, loss of crops and damage to households, which also impacted children’s education. CP-India along with ActionAid provided much needed support to these areas in the form of dry ration kits, oral hygiene kits, supply of drinking water, nutrition kits and other household goods for 1,582 families. Rehabilitation support was also provided to 626 families in the form of repairing their homes, providing educational materials to their children and livelihood support of tricycles.