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Equal Opportunities Employer

Church & Dwight Co., Inc. is an equal opportunity employer. It is our policy and practice to comply with all applicable fair employment practices and equal opportunity laws. We recruit, employ, train, compensate, promote, transfer, demote, layoff, recall and discharge without regard to race, creed, religion, color, national origin, ancestry, age, sex (including pregnancy), sexual orientation, marital status, familial status, domestic partnership status, civil union status, gender identity or expression, atypical hereditary cellular or blood trait, disability (including AIDS and HIV infection), genetic information (including refusal to submit to a genetic test or make available the results of a genetic test to one's employer), service in the Armed Forces of the United States, and veteran status, or any other applicable classification protected by law.

Employees and applicants of Church & Dwight will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in an investigation or compliance review related to, the Americans With Disabilities Act, Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, the Veterans Employment Opportunities Act of 1998, or any other federal or state non-discrimination law, rule, or regulation.  Such rights include protection against discrimination on the basis of a person’s relationship or association with a protected veteran or individual with a disability.

If you believe that you have been discriminated against in any manner as described above, you should notify Abreah Santiago, Director, Talent Management, Diversity & Inclusion. Church & Dwight will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy.  All matters will be investigated, and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary.  Retaliation against anyone who complains of or witness’s behavior contrary to this policy is also prohibited.

Church & Dwight also maintains affirmative action programs to implement our equal employment opportunity policy for individuals with disabilities and protected veterans.  Employees or applicants who wish to review the narrative portion of  Church & Dwight’s affirmative action program for individuals with disabilities or protected veterans may schedule an appointment to do so by contacting  Abreah Santiago, Director, Talent Management, Diversity & Inclusion, as the Equal Employment Opportunity (EEO) Manager for Church & Dwight. Abreah can be contacted via email at Abreah.Santiago@churchdwight.com during normal business hours.

As an equal opportunity employer, Church & Dwight is committed to providing access and opportunities to individuals with disabilities. Applicants that require accommodation in the job application process may contact 877-809-8449 or email their resume and cover letter to jobs@churchdwight.com. Please note that these options are available only to those needing an accommodation because of a medical condition or disability. All email submissions should include “Accommodation needed” in the subject line as well as information related to the specific position you are interested in (requisition number, job title, location, etc.). Church & Dwight will not respond to inquiries made to jobs@churchdwight.com or 877-809-8449 that are not related to accessibility of the online application system by persons with medical conditions or disabilities.

Church & Dwight will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with  Church & Dwight’s legal duty to furnish information. 41 CFR 60-1.35(c)

Chief Executive Officer