INCLUSION, DIVERSITY & EQUITY INTENTION, ACTION AND SUSTAINABLE PROGRESS DOW | 2021 ESG REPORT | 57 TOTAL REWARDS We reward the contributions of Team Dow by investing in them through Dow Total Rewards, a combination of pay, benefits and other company-sponsored programs. In 2021, we reviewed the rewards offered to ensure they are competitive and continue to meet the needs of a diverse workforce. After researching best practices, listening to feedback from colleagues through an employee survey and considering Dow’s long-term vision and goals, we modernized our rewards and reinforced our commitment to offer equitable and market-competitive programs. PARENTAL LEAVE POLICY Dow’s new global parental leave policy was expanded in 2021 to provide 16 weeks of paid time-off to ALL parents – birthing, non-birthing and adoptive, regardless of gender. Designed with inclusion in mind, this policy provides all parents equal time away from work to bond with their child. FAMILY CAREGIVER LEAVE POLICY The family caregiver leave policy provides employees with up to three weeks of paid time-off to care for family members who are sick or injured. Family caregiver leave can be used for activities such as accompanying a family member to a scheduled medical appointment, visiting an ill family member in the hospital or hospice, and/or providing care as they receive treatment for and/or recover from an injury or illness. VOLUNTEER AND ERG TIME-OFF Every member of Team Dow – whether they work at a manufacturing site, in an office or in the field – is encouraged to make a positive difference by volunteering and getting involved in one of Dow’s ERGs. As part of the company’s comprehensive enhancements to Total Rewards and aligned to our 2025 Engaging for Impact sustainability goal , we launched a Global Volunteer and ERG Participation Policy . The policy allows our employees 12 hours of paid- time-off to volunteer and engage in ERG activities. HEALTH CARE ASSISTANCE Dow offers financial assistance with the cost of health care for U.S. employees who qualify, based on annual pay. Financial assistance is offered in the form of a reduction in premium or an employer Health Savings Account (HSA) contribution. Driving Inclusive Family Policies in Asia Pacific After broadening its definition of family with the inclusion of domestic partnerships, Dow Asia Pacific has worked with its insurance partners to extend coverage to these families. Employees who do not have a marriage certificate, such as LGBTQ+ couples and heterosexual couples who are allowed by law to marry but choose not to do so, now have the option to include their domestic partners in applicable insurance packages offered by Dow.