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 |
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 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
|
Increased total female employees by 5%
|
| Creating Meaningful External Partnerships with Diversity Associations |
Strategic Partnerships |
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
2019
| Female | |
| Workforce | 21% |
| Management Roles | 26% |
| Minority | |
| 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 |
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:
- Progress goals outlined in our DEI Five-Point Plan
- Conduct transparent and constructive conversations with senior leaders around our talent pool through our Talent Review meetings. These conversations allow us to more readily identify processes or systems that do not provide equitable opportunity and access
- Continue to benchmark DEI best practice approaches, developing key strategies for gender and minority equality in pay and promotions and providing equitable opportunity and access for every individual in our workforce through impartial, fair and transparent processes
- Continue expanding our strategic partnerships bolstering our DEI programs by joining Catalyst. We plan to continue supporting organizations such as Mid-America LGBT Chamber of Commerce, Genesys Works and Hispanic Alliance for Career Enhancement, Operation HOPE and advancing our Veterans initiatives with Combined Arms