Building an Inclusive Workplace: Diversity, Equity and Inclusion 

At Crestwood, we remain focused on creating a workplace that values diversity, bridges equity and embraces inclusion. By encouraging our employees to bring their authentic selves to work, we challenge our organization to work and think differently to innovate and solve complex problems. Our leadership team is actively engaged in progressing our diversity, equity and inclusion (DEI) initiatives. Our CEO has committed to accelerate DEI at Crestwood through the CEO Action for Diversity & Inclusion pledge. 

Approach

At Crestwood, we prioritize DEI in our sustainability strategy, as outlined in our Five-Point Plan. We believe that creating an inclusive culture is key to retaining and developing the best talent in the industry. Through strategic partnerships, scholarship and internship programs, unique DEI training experiences, supplier diversity programs, community giving and employee volunteering, we aim to build a pipeline of diverse leaders, not just for Crestwood, but for the energy industry.

Our internal DEI Committee, comprised of senior leadership and sponsored by our president, oversees our performance and monitors the progress of our Five-Point Plan and our Diversity, Equity & Inclusion Statement, with quarterly meetings to foster accountability. We are committed to continuous improvement and provide annual updates on our progress to the board-level Sustainability Committee through our chief diversity officer.

Diversity, Equity and Inclusion Five-Point Plan 

During 2022, our newly updated DEI Five-Point Plan served as our roadmap as we worked to close our recognized DEI gaps. 

Our Journey and Progress

Five-Point Plan	2022 Key Achievements
Creating an Inclusive and Engaged Workforce	Created a new DEI floating holiday for 2023 Maintained our talent review committee to ensure all applicant pools are representative of diverse candidates Continued our Crestwood Women’s Network (CWN) in Houston and Kansas City to encourage women to take an active role in personal and professional development 100% of employees who worked with Indigenous communities completed Indigenous Cultural Awareness Training
Focusing on Sustainability and Accountability	Completed our annual gender pay ratio assessment, which was reviewed by a third-party compensation consultant  Included in the Bloomberg’s Gender-Equality Index for the third consecutive year  Incorporated DEI into our ESG due diligence risk register  Developed a plan to externally publish our EEO-1 Survey Data in the third quarter of 2023 for the first time, providing a demographic breakdown of our workforce data by job categories, gender, race and ethnicity
Building the Future Pipeline of Talent	Continued conducting Sister Circles with Young Women’s College Preparatory Academy in Houston Continued to conduct our summer internship program, with approximately 60% diverse candidates and continued our partnership with Genesys Works for a fourth consecutive year to provide year round internships Provided four female students with a CWN scholarship of $5,000 Donated 58% of our social investment to organizations advancing DEI in our communities Completed 715 volunteer hours with or in support of DEI organizations
Attracting Talent for a Diverse Workforce	Continued to focus on recruitment practices where all applicant pools are representative of diverse candidates Increased minority employees in the workforce from 17% in 2021 to 21% in 2022
Creating Meaningful External Partnerships with Diversity Associations	Continued our strategic partnership with Catalyst, a global nonprofit focused on building workplaces for women with actionable research, measurement tools and e-learning opportunities  Continued our engagement with the Women’s Energy Network, Society of Women Engineers, Hispanic Alliance for Career Enhancement and Combined Arms Hosted a round table session with the Hispanic Alliance for Career Enhancement on how leaders can serve as effective allies

Diversity Metrics

We continue to make progress toward a more inclusive and diverse workforce. In 2022, our percentage of minority employees in the workforce increased from 17 percent in 2021 to 21 percent in 2022. We are proud of this achievement but recognize there is more work to be done. 

Gender Equality and Fair Pay Assessments

We prioritize the retention and advancement of women and minorities in our workforce and conduct an annual pay equity evaluation to address potential gaps. This evaluation, which focuses on gender, race and age, is conducted company-wide and analyzed by a third-party compensation consultant. The findings are shared with our Board of Directors' Compensation Committee and reviewed by the Sustainability Committee.

Bloomberg Gender-Equality Index 

For the third year in a row, Crestwood has been included in the Bloomberg Gender-Equality Index (GEI). The GEI evaluates transparency around gender-related practices and policies for publicly listed companies. Crestwood is one of three midstream companies to be included in the Index.

Diversity, Equity and Inclusion Goals Tied to Employee Compensation

To further demonstrate Crestwood’s commitment to DEI, the following goals are tied to all executive and employee compensation in 2023:

2023 DEI Goals Tied to Employee Compensation
All employees (Director +) will participate in dirversity, equity and inclusion training	60 percent of all interns and 60 percent of scholarship recipients are from diverse backgrounds

Looking Ahead

We are committed to retaining our talented workforce and building a pipeline of future talent for Crestwood and the energy industry. Our steadfast commitment to creating a more inclusive, equitable and diverse workforce continues, with the recognition that there is always more work to be done.

In 2023, we aim to:

• Progress the goals outlined in our DEI Five-Point Plan with focused integration across the enterprise and a tailored approach in field operations
• Maintain transparent and productive discussions with senior leaders regarding our talent pool through regular talent review meetings, enabling us to quickly identify and address any processes or systems that lack fairness and equal opportunity
• Continue to benchmark DEI best practices and create strategic plans for gender and minority equality in compensation and advancement, ensuring equal opportunity and access for all through impartial, fair and transparent processes
• Continue driving DEI-focused learning across the organization to increase awareness and reduce unconscious bias 
• Continue expanding our strategic partnerships and deepen our collaboration with current partners
• Continue working with leaders on having challenging conversations and fostering more field-level engagement around DEI conversations