Company: CLX
Filing Date: 2025-10-07
Form Type: DEF 14A
Source: 0001552781-25-000311
Chunk: 13

Company: CLOROX CO /DE/
Filing Date: 2025-10-07
Form: DEF 14A
Chunk 13
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 progress. See the Sustainability Governancesection of this proxy statement for more information about Board oversight of our sustainability matters and overall sustainability governance structure.

Human Capital Management and Corporate Culture

To aid its responsibility for oversight of the Company’s corporate culture, the Board receives information through a number of channels, including:

•Updates from the chief administrative officer and the chief diversity and social impact officer on data and metrics from periodic pulse surveys and inclusion, diversity, equity and allyship (IDEA) updates,

•Our annual employee engagement survey which assesses employee perception of the Company as a place to work as well as their views of leadership,

•Engagements with employees such as site visits and townhalls – for instance, this past fiscal year, Clorox hosted a global town hall with four of our Board members, including the lead independent director and our newest directors, where employees were able to engage directly with our Board,

•Curated Company and industry updates between Board meetings, covering employee resource group activities, town halls, community events, employee features, financial coverage, and Company-wide communications, and

•Updates from the chief legal and external affairs officer &corporate secretary on any significant compliance and hotline matters, and discrimination and harassment complaints.

As part of its oversight of the Company’s corporate culture, the Board also evaluates management’s ongoing efforts to align corporate culture with the Company’s values and strategy.

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 Clorox Company 2025 Proxy Statement > Corporate Governance and Board Matters | 32 |

Executive Compensation The MDCC regularly reviews the Company’s compensation policies and programs to ensure our compensation design offers performance incentives to employees and executives, while mitigating excessive risk-taking. Our executive compensation program contains various provisions to mitigate against excessive risk-taking, including balancing cash and equity compensation, capping payments under incentive plans, using different financial metrics and stock ownership guidelines. Please refer to the Compensation Discussion and Analysissection of this proxy statement for further details on the design of our executive compensation program. In fiscal year 2024, we amended the clawback policy originally adopted in fiscal year 2021 to comply with new SEC and New York Stock Exchange (NYSE) requirements. The amended policy has two parts: a restatement policy, which was updated as part of this amendment, and a detrimental conduct policy, which remained unchanged. The restatement policy allows for the recapture of compensation on a “no-fault” basis from current and former Section 16 officers if the Company’s financial statements are restated. The detrimental conduct policy allows for the recapture