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The value of inclusion

Diversity by the Numbers

We continue to make progress towards our long-term aspiration of representative diversity across all aspects of our business at all levels of the organization. An important part of these efforts is to manage, measure and report key performance metrics to monitor our progress and deploy our resources strategically toward the following aspirational goals for our salaried:

  • Qualified labor force representation among women across the world at all organizational levels.
  • Qualified labor force representation of Black/African American, Latin and Asian ethnic groups in the U.S. at all organizational levels.

Global Gender Data & Trends

Overall S&C Representation by Gender

In 2023, women represented 53% of our global S&C workforce.

Directors and Vice Presidents

We have increased women representation in our Director and Vice President organizational level, growing three percentage points since last year.

Senior Leadership

We continue to make progress towards our aspiration for equal representation of women in the Senior Leadership level of management. For perspective, female representation has increased 9 percentage points since 2019.

Hiring by Gender

Overall S&C

We continue to hire women at a rate equal to or greater than men.

Directors, Vice Presidents, and Senior Leadership

Our commitment to hiring women remains strong. In each of the past five years at least 41 percent of our Executive hires were women.

U.S. Ethnicity Data & Trends

Overall S&C Representation by Ethnicity

In aggregate, the proportion of People of Color in our workforce reflects U.S. labor force demographics. However, our goal is to make more progress in further advancing the representation of Latin and Black/African American employees.

Directors and Vice Presidents

For Directors and Vice Presidents, we have further to go with Black/African American representation to be in line with the U.S. labor force representation.

Senior Leadership

For Senior Leadership, we are in line with or above U.S. labor force representation for Black/African Americans, Latins, and Asians.

*The identified ethnicity data is representative of employees who voluntarily self-identify their race/ethnicity. "Other" refers to American Indian/Alaska Native, two or more races or Native Hawaiian/other Pacific Islander.

U.S. Hiring by Ethnicity

Overall S&C

Over the past few years, overall, our hiring of People of Color has equaled or exceeded U.S. labor force representation.

Directors, Vice Presidents and Senior Leadership

32% of our Executive hires were People of Color in 2023.

You can find our most recently filed Federal Employer Information EEO-1 Reports here, representing our U.S. employees as of December 2022. The categories in the EEO-1 are prescribed by the federal government and do not represent how our workforce is organized or how we measure our progress. As a result, we believe the information reported above may provide a more useful and meaningful reflection of our Company’s diversity.

Supplier Diversity

Total tier 1 and total tier 2 Diverse supplier

In 2023 our Tier 1 spend among diverse suppliers reached 5.3%. Importantly, the Tier 1 and 2 total spends increased 16%.

Tier 1 certified diverse suppliers

The number of diverse suppliers has increased 10% in 2023. Female-owned organizations represent 57% of our diverse supplier base.

* A certified Tier 1 diverse supplier or subcontractor is one that holds a diversity certificate from a recognized national and/or regional organization or municipality that has verified they have at least 51% ownership.

Tier 1 diverse suppliers and subcontractors are Colgate suppliers that are paid by and through our organization.

Tier 2 suppliers are Colgate suppliers who are doing business with diverse suppliers and make payment to them.

Please read the latest Diversity Report to fully understand our beliefs, strategy and actions

Reports and Downloads