INCLUSION, DIVERSITY & EQUITY INTENTION, ACTION AND SUSTAINABLE PROGRESS DOW | 2021 ESG REPORT | 59 IMPROVING REPRESENTATION AND CLOSING THE ECONOMIC OPPORTUNITY GAP Dow joined OneTen, a coalition of businesses that are coming together to upskill, hire and advance 1 million Black individuals in America over the next 10 years into family-sustaining jobs with opportunities for advancement. “This partnership reflects the fact that we are doubling down on our commitment to attract a diverse talent pipeline – not just to help close the economic opportunity gap for Black talent in America, but also to access and integrate diverse talent within our function,” said John Sampson, senior vice president, Operations, Manufacturing and Engineering, “Operations makes up 57% of Dow and is a complex organization that thrives with diverse talent. We have hiring opportunities with competitive pay and benefits that help us attract diverse talent and foster a more creative, innovative and successful Dow.” “Dow joining forces with OneTen will help remove the barriers while continuing to build relationships with community partners whose objectives mirror ours,” said Undrea Kennedy, Global HR partner. DOW COMMITS TO RACIAL EQUITY AUDIT In March 2022, Dow announced the commissioning of a racial equity audit (REA) that will be conducted by Covington & Burling LLP, a law firm supported by both organizations that has experience working with other leading companies on civil rights and equity audits. The REA, which is in collaboration with Investor Advocates for Social Justice (IASJ), will assess how Dow’s U.S. operations, products, policies and services support racial equity and the company’s ID&E strategy. It is expected the REA will build upon the other comprehensive efforts Dow has taken to lead in all aspects of ID&E both at Dow and in the communities in which we live and work, including to address issues of systemic racism. The results are expected to be published in 2023. Dow ACTs Brazil In Dow Brazil, we leveraged the Dow ACTs framework to advance our racial inclusion plans. In one year, we have made important advances. • 90% of leadership completed the “Inclusion Has All Colors” workshop, which addresses perspectives of slavery in Brazil and systemic racism. It aims to help employees understand the use of appropriate language and the importance of allyship. • New development programs were designed to retain and develop diverse talent. - Seek to the Future assists in developing the skills necessary for manufacturing employees to achieve positions of interest. As a result, 44% of participants were promoted in its first edition. - Afro Journey is focused on building capabilities to advance the careers of potential future leaders of color through coaching, Myers-Briggs Type Indicator assessments, mentoring and building communication skills. • Partnerships with universities encouraged inclusion in the labor market and fostered scientific development. More than R$300,000 ($62,300 USD) was invested through 30 scholarships. • Alvorecer Bahia and Santos Dumont – two NGOs from Brazil that focus on promoting economic growth and sustainable social development among youth and women – received Dow Promise grants for their projects. In addition to a R$25,000 ($5,400 USD) contribution for each NGO Dow volunteers also engage.