SchellmanCARES

The core tenant of our SchellmanCARES program is about demonstrating leadership through deliberate actions that support a more sustainable future for the marketplace, our people, the community and the environment.

There are five main pillars of the program reflect the areas that Schellman employees are passionate about:

Charity - at Schellman we believe in generosity and helping the needy or suffering.

Advocacy - at Schellman we encourage our team members to support social causes that matter to them and their communities.

Restoration – at Schellman we recognize our impact on the environment and our responsibility to help reduce our footprint and restore/preserve our planet.

Education – at Schellman we have a duty to lend our professional talents for the betterment of our society.

Service - at Schellman we promote volunteerism and giving back to our communities.

Advocacy: Building Our Inclusion and Diversity Program

Mission

To create an inclusive environment where all team members at Schellman are valued and treated equally, fostering a culture that enables every team member to bring their authentic selves to work.

Purpose: What are Employee Resource Groups?

Network and affinity groups exist not only to benefit each group member as well as to strategically work both inwardly and outwardly to align group members and our organization as a whole.

In an ideal environment, we aspire for our resource groups to support the company’s efforts to attract and retain the best talent, promote leadership and development at all ranks, build an internal support system for team members within the company, and encourage diversity and inclusion among team members at all levels.

Outcomes:

We look to our ERG’s to:

• Enhance our diverse talent and multicultural awareness in order to create a workforce that mirrors the face of the consumers.

• Represent the company, and in some ways operate as a department as they lead other team members toward better cultural understanding

• Establish/Revamp the Corporate Diversity Vision: provide valuable viewpoints on corporate D&I policies and initiatives and look to locate areas in need of improvement.

• Aid in the Recruitment of Minority Employees: Suggest areas of process improvement in recruitment, development, and retention of the minority workforce.

• Connect with an Extended or New Consumer Base: Assist with sales goals and brand awareness through the use of creative and targeted campaigns.

Getting Started:

Create your purpose statement

Create your business plan and calendar of activities and programs.

Announce your ERG

Offer awareness training and education

Outline support for recruiting, mentoring, new employee engagement and sponsorship, community outreach, and representation of the company

Create networks across the organization

Determine your role in community outreach

Determine budget needs for first and second years

Best Practices for Employee Network Groups:

• Commitment and Direction: Strong message of commitment from Principal or member of Executive Leadership that is clear, consistent and communicated throughout the organization; clear appreciation for resource group business case; direct senior leader involvement.

• Authorized Groups Reflect key employee constituencies: extending beyond race, gender, and sexual orientation to ability, faith, professional interests, and lifestyles.

• Role of Resource Group: Act as a “voice” for identity group; actively attract, develop, and retain talent; develop new business opportunities; promote the Brand; community outreach.

• Play an integral role in the Diversity strategy: have “formal” linkages across the organizations entities and functions to leverage affinity group as a resource; help build leadership pipeline.

• Business Connection Actively engage in driving business goals: talent recruitment/retention; employee engagement, personal/professional development; emerging marketing; and being the “face” of the company in the community.

• Governance/ Charter: Offer standards with guidelines and operating agreements

• Affinity Group Leadership: Well trained in leadership and diversity and focused on results, executives across resource groups should be active, and strong and support relationships with team members as well as share best practices and create an active connection to leadership development.

• Funding: Provide annual funding tied to approval of resource group’s business plan; generally see the return on investment value.

Examples of Purpose Statements:

• “The Latino Resource Group helps improve the company’s marketing efforts aimed at the fast-growing Latino population in the US, aids recruitment and retention of Latinos, promotes cultural awareness, and provides opportunities for personal and career development.”

• “The Women’s Leadership Network seeks to make a difference for the company by researching and recommending solutions to issues affecting women; raising the visibility of women; providing opportunities for women to develop leadership skills and broaden their network; and reaching out to women, students and teens in our community.”

• “People Like Us (PLUS) serves as a network and a resource for gay, lesbian, bisexual and transgender (GLBT) employees, fosters general awareness of the GLBT employees and their contributions, and serves as an advisor to Human Resources and Management.”

• “To provide information on the needs of the disabled for internal and external customers, and supporting mobility motoring in the United States and Europe to create the vehicle of choice for customers with disabilities.”

• “Assisting the company in becoming a worldwide leader in promoting religious tolerance, corporate integrity, and human dignity by helping increase and maintain religious diversity; attract, develop and retain talented employees of faith; and be more aware of religious consumers’ and investors’ needs.”