CORPORATE CITIZENSHIP
INTRODUCTION
SUSTAINABILITY OBJECTIVES AND STRATEGY
ENVIRONMENTAL
GOVERNANCE AND TRANSPARENT REPORTING
APPENDICES
COMMUNICATION
INITIATIVES IMPLEMENTED FROM COLLEAGUE FEEDBACK As we annually review and update the policies in our Employee Handbook, we take into account colleague feedback from the surveys and communication forums throughout the year. We convene an Employee Interdepartmental Handbook Committee to provide additional insight and feedback on our Employee Handbook. Some examples of enhancements in recent years as a result of this collaborative process include: • Increased our 401(k) match from $1,250 per year to 100% of contributions up to 5% of a colleague’s salary (to the extent permitted by applicable law) • Added employer funding of our Health Savings Account (HSA) program ($1,000 for individuals, $2,000 for family coverage) • Enhanced our Parental Leave Policy with the addition of an extended paid bonding leave • Increased paid time off and provided paid volunteer time off • Codified our flexible hours and remote work policies • Increased learning and development opportunities related to feedback, performance management, and collaboration • Created additional wellness rooms for our nursing parents • Created anonymous, digital suggestion boxes for corporate and union employees
INTERDEPARTMENTAL COLLABORATION One of our guiding principles is that we are a team, and when we win, we all win. To achieve this concept, we foster interdepartmental collaboration through the work we do, in training provided to our senior leaders, in colleague committees, volunteer opportunities, and social events to promote camaraderie and a team mindset. NON-DISCRIMINATION As outlined in our Employee Handbook, we believe everyone has the right to work in an environment that prohibits discriminatory practices. We do not tolerate unlawful discrimination, including any form of unlawful sexual or other harassment or retaliation at work or in work-related settings by or against anyone. PAY EQUITY ANALYSIS In 2023, we conducted a pay equity analysis with a third-party provider to understand the pay differential between male and female colleagues at the company. The survey’s results helped build a strategy to maintain pay equity across gender lines. We plan to conduct another analysis in 2025.
We believe that open and honest communication is essential for sustained high performance. Our monthly internal newsletter, HR Muscle , highlights recent business successes and celebrates team wins, colleague performance, and milestones. The newsletter also shares learning and development opportunities, upcoming events, and benefit offerings. Our senior management team leads quarterly town hall meetings to discuss our earnings results and other topics important to the business and answer questions from colleagues. Twice a year, our Chairman and CEO and President host Q&A sessions with each department.
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2024 SUSTAINABILITY REPORT
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