In 2021, Greif completed its study of pay equity on the basis of gender to assess whether pay disparity gaps exist between men and women performing substantially similar work within the Company globally. The study examined pay of colleagues performing substantially similar work, reviewing statistically significant differences in pay earned by men and women after controlling for factors such as job level, career stage and location. In groups where we identified opportunities to adjust a colleague’s compensation, strategic plans were developed to make the adjustments. In 2021, we announced Greif’s commitment to pay equity and pay transparency to a broader audience of Greif colleagues at a townhall held by the Greif Women Network. Our achievements in 2021 include the clean-up of our job structure in all regions, the development of the Job Catalog and Global Job Descriptions, as well as the pay ranges in all countries and in all global grades. These achievements serve to contribute to advancing towards pay transparency. In 2022, we will continue to monitor gender diversity and pay equity across the organization. Greif continues the journey towards pay transparency with a strong focus on educating and equipping its leaders to make objective pay decisions in line with Greif’s pay policies and will develop best practices to sustain the gains previously made and prevent future pay inequities.

In the United States, we are partnering with universities and national institutions to attract a more diverse candidate pool. We strive to achieve broad reach and cast a wide net with all opportunities available at Greif. Throughout 2021, we attended virtual and in-person career fairs and other platforms to increase our exposure in regions where we do not have a physical presence.

In addition to attracting diverse talent, we are also placing emphasis on retaining and increasing diverse talent at all levels of the organization. In 2021, Greif’s succession plans for key positions include diversity considerations as we plan toward the future. We are also implementing Workday’s Value, Inclusion, Belonging, and Equity, VIBE, tool that will track our diversity measures and allow us to benchmark ourselves against competitors. Please see the משיכה, פיתוח ושימור כישרונות section of this report to learn more about how we are continuing to integrate diversity, equity & inclusion into our talent strategy.

In 2021, colleagues at the manager level and above (including the Board of Directors and Executive Leadership Team) completed unconscious bias and inclusive leadership training through Greif University. A global, third-party vendor developed our inclusive leadership training to align with our Greif Framework and Values. Regional facilitators deliver the training and tailor the program to how biases show up in each region while accounting for cultural demographics and other regional characteristics. In 2021, we had 213 leaders participate in this program. In 2022, we plan to continue rolling out diversity, equity and inclusion training to all remaining managers. The training will address unconscious bias, inclusive leadership and our goals. Greif will also facilitate quarterly sessions to provide an open forum for managers to share best practices and their experiences in their day-to-day role. Any Greif colleague has access to take these trainings as well.