SECTION 3
D I V E R S I T Y, E Q U I T Y A N D I N C L U S I O N DIVERSITY, EQUITY AND INCLUSION (DE&I) IS FUNDAMENTAL to who we are as a company. In 2022, we finalized our DE&I strategy with the support of an
NOVOLEX DIVERSIT Y, EQUIT Y & INCLUSION PILLARS
external consulting firm specializing in DE&I, Exponential Talent. Novolex disclosed in last year's sustainability report that the firm facilitated a culture assessment that included more than 15 one-on-one interviews with senior management, and 20 randomly selected focus groups at all levels of the organization to determine the state of inclusion and belonging within Novolex. Based on the results of the assessment, Novolex created five pillars that would drive DE&I strategy with annual objectives and guidance for our overall business. Created with the intention to embed DE&I in all parts of our business and culture, the pillars will guide us in the creation of a workforce that is representative of the communities in which we operate, a workplace where there are equitable opportunities to learn and grow, as well as creating a culture where all feel included regardless of identity or background.
At Novolex, At Novolex, Diversity Diversity is the unique is the unique differences, differences, both At Novolex, visible bothand visible Diversity invisible, and isinvisible, the in the unique identities, in the differences, identities, Atexperiences, Novolex, both experiences, Diversity visible and is the invisible, unique differences, inAt theNovolex, identities, both Diversity experiences, visible Atisand Novolex, the invisible, unique Diversity differences, in theisidentities, the both unique visible experiences, differences, and invisible, both visible in the identities, and invisible, experiences, in the identities, experiences, abilitiesabilities and backgrounds and backgrounds of our people. of our people. We are We creating abilities are creating and a workforce backgrounds a workforce that represents ofthat our represents people. the abilities communities Wethe are and communities creating backgrounds in a workforce in of ourthat people. represents abilities We and arethe creating backgrounds communities abilities a workforce ofin and our backgrounds people. that represents We are of the creating our communities people. a workforce We are in creating that represents a workforce the communities that represents in the communities in LEADERSHIP COMMITMENT & ACCOUNTABILITY which we which operate. we operate. which we operate. which we operate. which we operate. which we operate. Equity isEquity fair treatment is fair treatment for our people. for our people. are We creating Equity are creating a isworkplace fair treatment a workplace where forthere where our people. are there equitable are Equity We equitable areiscreating treatment a workplace ourwhere people. there Equity We are are is equitable fair creating treatment Equity for our is fair people. where treatment there We are for arecreating equitable people. a workplace We are creating where there are equitable where there are equitable InWe order to ensure that we continue tofair grow in for our DE&I journey, wea workplace are developing aour DE&I Council thata workplace will come opportunities opportunities to learnto and learn grow. and grow. opportunities to learn and grow. opportunities to learn and grow. opportunities to learn opportunities and grow. to learn and grow. Inclusion Inclusion is a safeisworkplace a safe workplace where our where people our people feel Inclusion respected, feel is respected, a safe accepted workplace accepted and supported. where and supported. ourInclusion people We are strategy feel We creating is a are safe respected, creating workplace a and accepted a where and our Inclusion supported. peopleisfeel a safe We respected, workplace areInclusion creating accepted where is aa safe our and workplace people supported. feel where respected, Weour are people creating accepted amade respected, and supported. are creating supported. a We are creating a together to drive DE&I programming, goals moving forward. The DE&I Council will befeel upaccepted of We and culture culture where all where feel included all feel included regardless regardless of identity of culture identity or background. where or background. all feel included regardless culture of identity where or allbackground. feel included regardless culture of identity where allorfeel background. culture included where regardless all feel included of identityregardless or background. of identity or background.
top leaders from across the company. Additionally, leaders across the company will also begin to develop DE&I DE&IDE&I 2023 2023 Objectives DE&I 2023 Objectives focused goals forObjectives their teams. DE&I 2023 Objectives DE&I 2023 Objectives DE&I 2023 Objectives
Leadership Leadership Commitment Commitment & Accountability & Accountability Leadership Commitment & Accountability Leadership Commitment & Accountability Leadership Commitment Leadership & Accountability Commitment & Accountability
RECRUITMENT
In order to In ensure order tothat ensure we continue that we continue to grow in toour grow DE&I in our journey, DE&I In order we journey, to areensure developing we are thatdeveloping wea continue DE&I a DE&I to grow in In our order DE&Itojourney, ensure that we are wedeveloping continue to agrow DE&Iin In our order DE&I to ensure journey, that wewe are In continue order developing to ensure to grow a DE&I that in our we DE&I continue journey, to grow we are in our developing DE&I journey, a DE&I we are developing a DE&I Council that Council will come that will together come together to drive DE&I to drive programming, DE&I programming, Council strategy that and strategy will goals come and moving together goalsforward. moving to drive forward. DE&I programming, Council that willstrategy come together and goals tomoving drive DE&I forward. Council programming, that will come strategy together Council and goals to that drive moving will DE&I come forward. programming, together to drive strategy DE&I and programming, goals moving strategy forward. and goals moving forward. The DE&IThe Council DE&Iwill Council be made will be upmade of topup leaders of topfrom leaders across from The the across DE&I company. Council the company. Additionally, will be Additionally, made leaders up of top leaders leaders Thefrom DE&Iacross Council thewill company. be made Additionally, up of top leaders leaders The DE&I from Council across the willcompany. beThe made DE&I Additionally, upCouncil of top leaders will leaders be from madeacross up of the top company. leaders from Additionally, across the leaders company. Additionally, leaders across the across company the company will also begin will also to begin develop to develop DE&I focused DE&I across goals focused the forcompany goals their teams. for their will also teams. begin to developacross DE&I focused the company goalswill for their also begin teams.to develop across DE&Ithe focused company goals willfor across also their begin the teams. company to develop willDE&I alsofocused begin togoals develop for their DE&Iteams. focused goals for their teams.
In order to attract the best diverse talent to Novolex, we are working to implement DE&I best practices in our recruiting
processes. This includesRecruitment training recruiters on how to remove bias from Recruitment job descriptions as well as training recruiters Recruitment Recruitment Recruitment Recruitment In order to In attract order to theattract best diverse the besttalent diverse to Novolex, talent to Novolex, we areInworking order we aretoto working attract implement the to implement best DE&I diverse bestDE&I talent best to Novolex, In orderwe toare attract working the best to implement diverse talent DE&I tobest Novolex, In order to weattract are working the best In toorder diverse implement totalent attract DE&I tothe Novolex, best best diverse we aretalent working to Novolex, to implement we areDE&I working bestto implement DE&I best practicespractices in our recruiting in our recruiting processes. processes. This includes This includes training practices recruiters training recruiters inonour how recruiting to onremove howprocesses. tobias remove fromThis bias includes from practices training in our recruiters recruiting onprocesses. how to remove This bias includes practices fromtraining in ourrecruiters recruiting practices on processes. how to in remove our This recruiting includes bias from processes. training recruiters This includes on how training to remove recruiters bias from on how to remove bias from job descriptions job descriptions as well asastraining well asrecruiters training recruiters and hiring and managers hiring job descriptions managers on how to on as make how wellless to as make training biased lessrecruiters biased and jobhiring descriptions managers as well on how as training to make recruiters less biased job anddescriptions hiring managers as well onjob as how training descriptions to make recruiters less asbiased well andashiring training managers recruiters on and howhiring to make managers less biased on how to make less biased hiring decisions. hiring decisions. We will also Weexamine will also examine our processes our processes to better hiring to track better decisions. candidates track We candidates and willwork alsoand examine to workour to processes hiring decisions. to better track We will candidates also examine and work our processes to hiring decisions. to betterWe track willcandidates hiring also examine decisions. andour work We processes to will alsoto examine better track our processes candidates to and better work track to candidates and work to develop develop a strong external a strong employer external employer brand to brand enhance to enhance our ability develop our to ability attract a strong to great attract external candidates. great employer candidates. brand to enhance develop our a strong abilityexternal to attract employer great candidates. brand todevelop enhancea our strong ability external to attract develop employer great a strong candidates. brandexternal to enhance employer our ability brand toto attract enhance greatour candidates. ability to attract great candidates.
and hiring managers on how to make less biased hiring decisions. We will also examine our processes to better track
candidates and work to develop a strong external employer brand to enhance our ability to attract great candidates.
Growth Growth & Development & Development Growth & Development GROWTH & DEVELOPMENT
Growth & Development
Growth & Development Growth & Development
In order to In advance order to advance efforts that efforts increase that increase the retention the retention and advancement In order and advancement to advance opportunities efforts opportunities that for the increase for the the retention In orderand to advance advancement effortsopportunities that increase the for the retention In order toand advance advancement efforts In order that opportunities increase to advance the forretention efforts the thatand increase advancement the retention opportunities and advancement for the opportunities for the diverse talent diverse within talent thewithin company, the company, we are developing we are developing training diverse programs training talent programs to within helpthe emphasize tocompany, help emphasize thewe arethe developing diverse talent training within programs the company, to help emphasize we are developing diverse the talent training within programs the diverse company, to help talent we emphasize within are developing thethe company, training we programs are developing to help training emphasize programs the to help emphasize the benefits of benefits and opportunities of and opportunities for internal forpromotion. internal promotion. We arebenefits also Weensuring areofalso andensuring that opportunities DE&Ithat bestDE&I for practices internal best practices promotion. benefits We of are andalso opportunities ensuring that for DE&I internal best promotion. practices benefits of Weand areopportunities also ensuring benefits for that of internal DE&I and opportunities best promotion. practicesWe for are internal also promotion. ensuring that We DE&I are best also ensuring practicesthat DE&I best practices are embedded are embedded in our Talent in our Review Talentand Review Development and Development processes. are embedded processes. in our Talent Review and Development are embedded processes. in our Talent Review and Development are embedded processes. in our Talent are embedded Review andinDevelopment our Talent Review processes. and Development processes.
In order to advance efforts that increase the retention and advancement opportunities for the diverse talent
within the company, we are developing training programs to help emphasize the benefits of and opportunities
Inclusive Inclusive Cullture Cullture Inclusive Cullture CulltureInclusive Cullture forCullture internal promotion.Inclusive We are also ensuring that DE&I best practices Inclusive are embedded in our Talent Review and In order to In foster order atoculture foster awhere culture our where people ourfeel people respected, feel respected, Inaccepted order toaccepted foster and supported, a culture and supported, where we will our work we people will work feel In order respected, to foster accepted a cultureand where supported, our people we In will feel order work respected, to fosteraccepted a culture In where and order supported, to our foster people a we culture feel willrespected, work where ouraccepted people feel and respected, supported, accepted we will work and supported, we will work closely with closely the DE&I with the Council DE&Ito Council develop to develop consistent consistent programming closely programming with that recognizes the DE&I that recognizes Council culturaltoidenticultural developidenticonsistent closelyprogramming with the DE&Ithat Council recognizes to develop cultural consistent closely identi- with programming the DE&I Council that closely recognizes towith develop thecultural DE&I consistent Council identi-programming to develop consistent that recognizes programming cultural identithat recognizes cultural identities and their ties and unique theircontributions unique contributions to the Novolex to the Novolex community. ties community. We andwill their also We unique listen will also contributions to our listen Novolex to our to Novolex the Novolex ties and community. their unique We will contributions also listen to our the Novolex ties and community. their unique Wecontributions will ties also andlisten their toto the unique our Novolex Novolex contributions community. to the WeNovolex will alsocommunity. listen to ourWe Novolex will also listen to our Novolex Family and Family gather and input gather on additional input on additional programsprograms and support and Family systems support andto systems gather help make input to help everyone onmake additional everyone feel aprograms feelFamily a and support and gather systems inputto onhelp additional make everyone programs Family feel andaand support gathersystems input Family on toadditional help and make gather programs everyone input on and feeladditional support a systems programs to help and support make everyone systemsfeel to help a make everyone feel a sense of belonging. sense of belonging. sense of belonging. sense of belonging. sense of belonging. sense of belonging.
Development processes. INCLUSIVE CULTURE
Supplier Supplier Diversity Diversity
Supplier Diversity Supplier Diversity DiversitySupplier Diversity In order to foster a culture where our people feel respected, acceptedSupplier and supported, we will work closely
In order to In develop order to develop and buildand supplier build partnerships supplier partnerships that reflect Inthat order greater reflect to develop diversity, greaterand diversity, ourbuild Procurement supplier our Procurement partnerships In order thattoreflect develop greater and build diversity, supplier our Procurement partnerships In orderthat to develop reflect greater and In build order diversity, supplier to develop ourpartnerships Procurement and build that supplier reflect partnerships greater diversity, that reflect our Procurement greater diversity, our Procurement team hasteam already hasbegun already work begun to understand work to understand who our diverse who our team suppliers diverse has already suppliers are. The begun new are.work The Coupa new to understand Coupa who team our has diverse already suppliers begun work are. The to understand new Coupateam who our has diverse already suppliers begunteam work are.has toThe understand already new Coupa begun whowork our diverse to understand suppliers who are.our The diverse new Coupa suppliers are. The new Coupa platform platform is pivotalisinpivotal this venture in thisand venture the Procurement and the Procurement teamplatform willteam continue iswill pivotal continue to work in this hand toventure work in hand hand andwith in the hand Procurement with platformteam is pivotal will continue in this venture to work andhand the Procurement in hand platform withisteam pivotal willincontinue thisplatform venture to work and is pivotal the hand Procurement in inthis hand venture withteam andwill thecontinue Procurement to work team hand willincontinue hand with to work hand in hand with our DE&Iour leaders DE&Itoleaders ensuretothat ensure we’rethat all moving we’re allforward movingwith forward ourthe DE&I same with leaders the goals. same to ensure goals.that we’re all moving ourforward DE&I leaders with the to same ensure goals. that we’re all moving our DE&I forward leaders with to theensure same ourthat goals. DE&I we’re leaders all moving to ensure forward that we’re with all themoving same goals. forward with the same goals.
with the DE&I Council to develop consistent programming that recognizes cultural identities and their unique
contributions to the Novolex community. We will also listen to our Novolex Family and gather input on additional programs and support systems to help make everyone feel a sense of belonging. SUPPLIER DIVERSITY In order to develop and build supplier partnerships that reflect greater diversity, our Procurement team has already begun work to understand who our diverse suppliers are. The new Coupa platform is pivotal in this venture and the Procurement team will continue to work hand in hand with our DE&I leaders to ensure that we’re all moving forward with the same goals.
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