See people who work at Church & Dwight Co., Inc. and explore the typical job functions within each department of our company.
Read an overview of the steps involved when you apply for a job with us.
Learn about our compensation and benefits programs as well as our commitment to professional development.
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, and promote 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.
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 email@example.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 firstname.lastname@example.org or 877-809-8449 that are not related to accessibility of the online application system by persons with medical conditions or disabilities.
The contractor 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 the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)