Inclusion, diversity & equity

Asian Diversity Network (ADN)

Addressing Anti-Asian sentiments

During times of racial injustice, open conversations are some of the most powerful tools that bring people together. That’s why ADN hosted a “A Day of Understanding” in alignment with CEO Action for Diversity & Inclusion’s approach to creating a more inclusive and equitable workplace. The session provided an opportunity for ongoing dialogue around the topic of anti-Asian sentiment. Nearly 750 ERG participants, including Dow leaders, took part in the conversation, which covered topics such as intersectionality, bias, microaggressions and ways to become an effective advocate.

Disability Employee Network (DEN)

Recycling shoes while helping students learn new skills

The Singapore Permanent Shoes Waste Recycling Ecosystem project collects school and athletic shoes to be recycled and made into sports infrastructure such as jogging tracks and playgrounds. Leveraging this project, DEN recently raised S$34,200 ($25,000 USD) for the Autism Association Singapore to partner with a local school serving autistic students and a tailor-instructor, who teaches graduates how to sew the casings for pads and mats that are made from the recycled shoes. These pads and mats are then used to enhance safety at the school. This partnership helps the students learn a new skillset and prepare for future job opportunities.

Global African Affinity Network (GAAN)

Advocacy

In June, GAAN, the Women’s Inclusion Network (WIN), the Dow
Consumer Solutions business and Dow Government Affairs partnered to support legislative actions to pass the C.R.O.W.N. Act, which stands for Creating a Respectful and Open World for Natural Hair and prohibits race-based hair discrimination in employment and educational opportunities.

Collaboration

In 2021, Dow also announced a collaboration with THE MOST™, a start-up company specializing in textured hair care solutions, to better understand and address the needs of the underserved multicultural textured hair care market.

Business opportunity

Leveraging consumer insights of GAAN members, Dow launched a Textured Hair Care Kit, showcasing six uniquely formulated products that have been tested and tailored to meet the needs of consumers.

GLAD

Austin Dillon and NASCAR Pride

As part of Dow’s 2021 Pride month, Dow and GLAD partnered with Richard Childress Racing and General Motors to sponsor NASCAR driver Austin Dillon’s racecar in Pride-themed paint to bring awareness and drive towards a more diverse, inclusive and equal workplace and world.

Hispanic Latin Network (HLN)

For over 20 years, HLN’s mission has been to promote an inclusive culture and provide development, mentoring, networking and community engagement opportunities for its members and allies.

Initiative Zomerzak

The Benelux HLN chapter in Terneuzen partnered with NGO Stitching Present to support 20 families with immigrant backgrounds with supplies, food and toys for children.

Middle East North Africa Intercultural Network (MENA)

MENA celebrates the Arab American community

Team Dow co-sponsored the Arab American National Museum Gala in Dearborn, Michigan. The gala helped to raise funds for the museum, which provides free and accessible online educational and cultural programming to keep the Arab American community engaged, connected and safe.

PR!ME

Employee development video series

PR!ME produced a video series with executive leaders to help coach employees on how to have meaningful career conversations with their leaders and to make the most of their career regardless of age, level or life situation.

RISE

Growing with RISE

In collaboration with ADN, HLN and PR!ME, RISE launched a next-generation Buddy Program globally. The program helps familiarize new employees with Dow and equip them with the resources they need to get a great start, and assists incoming expats with the challenges that involve
joining a new culture.

RISE created several opportunities to connect Dow’s newest employees to influential leaders and helpful resources. RISE hosted a global fireside chat with Executive Sponsor and Vice President of Global Public Affairs Rebecca Bentley and President and Chief Financial Officer Howard Ungerleider to learn more about the company’s 2021 financial strategy. Ungerleider provided insight on how RISE participants can contribute to Dow’s success and financial performance, as well as shared his reading recommendations for increasing personal business and financial acumen.

Veterans Network (VETNET)

Team Rubicon and Team Dow serve communities

Team Rubicon serves communities by mobilizing military veterans to continue their service, leveraging their skills and experiences to help people prepare, respond and recover from disasters and humanitarian crises.

Eight Dow employees from Team Rubicon were deployed in 2021, with participants coming from Texas, Michigan and Louisiana in the United States, and from Alberta, Canada. Team members helped Little Warriors, a nonprofit camp near Fort Saskatchewan, supporting children who were victims of sexual assault. They also supported the Louisiana communities of Hammond, Houma and La Place following Hurricane Ida. Team Dow contributed more than 400 volunteer hours to Team Rubicon’s efforts in 2021.

VetNet welcomed Dow Canada to Team Rubicon for the first time. Twelve Dow Canada employees were trained and are now ready to deploy and v volunteer.

Womens Inclusion Network (WIN)

Women in Manufacturing webinar

WIN placed a particular emphasis on increasing representation of women in manufacturing. The Women in Manufacturing webinar, MFG Day 21, featured Dow women operations leaders at a Creators Wanted event presented by the Manufacturing Institute and the National Association of Manufacturers. These leaders shared their experiences and celebrated the achievements of women in the industry.

WIN also hosted a global internal webcast which featured a fireside chat between Teresa Keating, global director Environmental, Health, Safety & Sustainability, and John Sampson, senior vice president, Operations, Manufacturing and Engineering. They discussed the results of a survey of global women operations leaders on how to address barriers to increasing the number of women in manufacturing.

Advocacy-in-Action (AiA) Sponsorship Program

The second cohort of the Advocacy-in-Action Sponsorship Program began in 2021. AiA strategically pairs Black protégés with senior leader advocates to share real-world experiences and speak openly and constructively about barriers to career progression. The program takes place over a 15-month period, during which participants receive personalized coaching and development and engage in structured networking. AiA provides intentional exposure and improved visibility for protégés, with the goals of advancing and developing protégés for the next level of career opportunities. Advocates learn to recognize and actively address barriers and biases, serve as sponsors, and set the tone for other leaders to create real change.

AiA Cohort 1&2 Results:

~50% of participants receieved promotions and/or role changes [*as of March 2022]

~90% protege retention

~85% of participants believe AiA meaningfully addressed barriers to advancement and inclusion of Black employees.

Connector programs

Peer Allies

The Peer Allies program is designed to build cross-functional and cross-business relationships through networking. Participants are randomly assigned a new peer ally connection each month and are encouraged to meet for a 30- minute one-on-one introductory conversation. The program has over 1,400 participants at all job levels across North America.

PRISE connections

PRISE Connections, a program structured by RISE and PR!ME, was launched in 2021 to foster integration and meaningful discussions among employees from both ERGs. Approximately 120 new connections were made..

WIN+5

The WIN+5 networking program seeks to increase interaction between female talent and leadership and create a safe environment for participants to develop their skills and build broader professional networks. In 2021, the program helped connect 86 female employees.

Wazobia Peer-to-Peer Mentoring programme

In 2021, the Wazobia Program launched as a peer-to-peer mentoring and coaching initiative that pairs Africanheritage participants with mentors across the Europe, Middle East, Africa and India (EMEAI) region. The goal is to build relationships, strengthen trust and collaboration, deliver robust and innovative solutions, and enable career growth. The 2021 program included sessions focused on employee development, networking and Dow strategy. .

Africa Leadership Program

The Africa Leadership Program (ALP) just completed its first cohort in 2021. Participants engaged in training and business growth projects with the aim of accelerating the development of African leaders to support growth on the continent. The program’s success has inspired the team to extend its impact beyond Africa and develop an IMEAT (India, Middle East, Africa and Turkey) program, which will launch next year..