Building an Inclusive Workplace: Diversity, Equity and Inclusion 

At Crestwood, we continue our journey in valuing diversity, building inclusion and inspiring diverse perspectives, ideas, skills and knowledge into everything we do.  

During 2021, we rolled out training in understanding unconscious bias, created mentoring circles encouraging enhanced knowledge sharing and invited local Indigenous professionals of the Mandan, Hidatsa and Arikara (MHA) Nation to discuss cultural Indigenous awareness through collaborative discussions. We continue to bridge equity by building and adjusting processes and systems that are impartial, fair and provide equal outcomes for each employee.

Our executive leadership team is actively engaged in cultivating inclusion by encouraging participation and working collaboratively across business units to further innovation. Our CEO has embodied this priority by taking the CEO Action for Diversity & Inclusion pledge, committing to advance diversity and inclusion within our company. 

For more information on our work with local Indigenous communities, please visit our Indigenous Relations page.

Our Approach

Diversity, Equity and Inclusion (DEI) remains a key focus area of our company’s sustainability strategy. In 2021, we continued our progress in executing on our Five-Point Plan which outlines our approach to enhance DEI inside and outside the organization. 

The underpinning value of our DEI strategy continues to focus efforts on building a company culture that cultivates and inspires our current workforce. We continue hosting a variety of opportunities for building a future pipeline of diverse talent to experience and consider careers in the energy industry while monitoring our progress and addressing our recognized diversity gaps. Our engagement through strategic partnerships, providing scholarships and internship programs, implementing unique DEI training experiences, supporting supplier diversity programming and encouraging community giving and employee volunteering provides avenues to building an inclusive society.

Our established DEI Committee, comprised of senior leadership from across the organization and sponsored by our president and chief financial officer, continues oversight of our performance and monitors the progress of Crestwood’s DEI Five-Point Plan and commitments in our Diversity, Equity & Inclusion Statement. During 2021, the committee met quarterly to assess impacts and foster accountability to furthering our DEI commitments. Our chief diversity officer provides quarterly updates on our progress to the Board of Directors maintaining our commitment to transparency throughout the entire organization.

Diversity, Equity and Inclusion Five-Point Plan 

During the fourth quarter of 2021, we embarked on a sustainability materiality refresh and developed our 2022-2024 sustainability strategy. This process included updating Crestwood’s DEI Five-Point Plan. This plan outlines our roadmap and highlights key performance milestones for closing our recognized DEI gaps. Building upon our already unique workplace culture at Crestwood, we fully recognize there is always more work to be done in promoting Diversity, Equity and Inclusion. 

Crestwood Voice

Through our various employee engagement strategies, we remain focused on retaining our talented employees, recruiting the next generation and finding unique strategic community, nonprofit and academic partnerships to enhance our culture and tap into our future talent needs.

Manasi Pandya
Vice President, Human Resources and Diversity & Inclusion

2021 Diversity, Equity and Inclusion Achievements

Five-Point Plan Activity Outcome
Creating an Inclusive and Engaged Workforce Performance Management Established Crestwood’s Talent Review Committee  Cross-collaborative process discussing skills, accomplishments and readiness for advancement, special assignments, professional development and other key talent management objectives
Focusing on Sustainability and Accountability

Gender Equality Index & Gender Parity Exercise
Annual assessment exercise providing information and data for decision making in compensation, policy development, representation and transparency

Gender Pay Ratio reviewed by third-party compensation consultant and data submitted to Bloomberg’s annual Gender-Equality Index

Crestwood awarded for a second year in a row in the Bloomberg’s Gender-Equality Index

Building the Future Pipeline of Talent

A Focus on Mentoring
Conducted Sister Circles with Young Women’s College Preparatory Academy in Houston

Diverse Internship Program

Encouraged employees to volunteer at DEI-related organizations

Over $600,000 in corporate giving to DEI-focused organizations in 2021

Provided a female student a summer internship after providing her with a CWN $5,000 scholarship to attend college focusing on engineering 

Summer internship program consisted of 58% diverse candidates

598 volunteer hours to DEI organizations

Attracting Talent for a Diverse Workforce

Talent Acquisition Process
All applicant pools are representative of diverse candidates

Enhanced Veteran Hiring Policy

Increased total female employees by 5%

Shared open positions with Veteran networks to broaden our reach

Creating Meaningful External Partnerships with Diversity Associations

Strategic Partnerships
Engagement in organizations such as the Women’s Energy Network, Society of Women Engineers, Hispanic Alliance for Career Enhancement and Combined Arms continues to connect employees internally, while providing professional development and strategic networking

Created two new partnerships with organizations supporting Diversity, Equity and Inclusion

Diversity Metrics

At Crestwood, we are making progress toward a more inclusive leadership by promoting from within. We will be updating our diversity metrics and profile in 2022 with a concentrated effort to continue developing, promoting and advancing representation within our workforce as we continue our DEI journey. In the last year, we made progress through our retention and recruitment efforts in advancing our overall representation. 

Diversity, Equity and Inclusion Metrics

Gender Diversity
Workforce 21%
Management Roles 26%
Minority Diversity
Workforce 16%
Management Roles 14%

Gender Equality and Fair Pay Assessments

Crestwood continues to increase opportunities to retain and promote women and minorities. Each year we conduct a gender, race and age pay-gap analysis. We use the results to evaluate and address any potential pay parity issues. This information is evaluated by a third-party consultant specializing in compensation and the accumulated results are shared with members of our Board of Directors’ Compensation Committee.

Bloomberg Gender-Equality Index 

For the second year in a row, Crestwood has received the prestigious Bloomberg Gender-Equality Index (GEI) award. We are only one of three midstream companies to be included in the Index. The GEI evaluates transparency to gender-related practices and policies for publicly listed companies.

Diversity, Equity and Inclusion Goals Tied to Employee Compensation

To further demonstrate Crestwood’s commitment to DEI, the following goals are tied to employee compensation in 2022:

2022 DEI Goals Tied to Employee Compensation

All Arrow asset employees and supporting corporate team members to take Indigenous cultural awareness training 60 percent of all interns and 60 percent of scholarship recipients are from diverse backgrounds

Crestwood Women’s Network: A Focus on Professional Development

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Crestwood Women’s Network: A Focus on Professional Development

In early 2019, we launched the Crestwood Women's Network (CWN) in Houston and Kansas City to create a platform that encourages women to take an active role in personal and professional development, building relationships through networking and making a difference through women-oriented outreach activities. Through Crestwood Women’s Network, our company offered a quarterly professional development series for female employees to gain valuable information on leadership development. We received excellent feedback from our employees on the value these professional development sessions provided.

A New Partnership with Catalyst

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A New Partnership with Catalyst

At Crestwood, we are excited to grow our strategic partnerships in 2022 by joining Catalyst, a global nonprofit supported by many of the world’s CEOs and leading companies to help build workplaces that work for women. A unique feature of Catalyst’s work includes MARC (Men Advocating Real Change) which provides a community of male champions for gender diversity. 

Looking Ahead

We remain committed to retaining our talented workforce while attracting and building the future pipeline of talent. In addition, we know that it is essential to onboard and integrate employees from Oasis Midstream into the Crestwood culture, fostering inclusion and collaboration while sharing best practices from each company. 

In 2022, we aim to: