Davey Tree Flipbooks

4 THE DAVEY BULLETIN | September/October 2022 Q. WHAT IS DAVEY'S STANCE ON DIVERSITY, EQUITY AND INCLUSION ISSUES? targeted to rollout to field employees in the coming months via Davey's arborist skills trainers. We have also worked to define and create "Employee Affinity Groups" to provide a safe, open and inclusive forum where under-represented employees across the company with shared identity, characteristics or experiences can build community, with the support of Davey, to foster a diverse and inclusive workplace. Examples of employee groups within Davey who will be supported by affinity groups are the company's LGBTQIA+, African American, Women and Latinx/Hispanic populations. The next step for our Employee Affinity Groups, which we hope to complete by year-end, is to identify "champions" who will lead these groups, hold kick-off meetings to review policies and goals, and then start group meetings and dialogue with the help of our JEDI team. We're also looking at a broad communications policy update. This is already under way and includes recognizing a greater variety of holidays and events on DaveyConnect and the company's social media pages. And we're reviewing some terms that have been part of the Davey vocabulary for decades that may be due for an update if the word does not accurately reflect our entire employee base. For example, we are phasing out the word "groundman" in all company-related communications in favor of the more accurate term "groundperson." The work of the Davey JEDI team truly is about us being a company of employee-owners. We treat people A. Here at Davey, we expect our employees will treat people with respect regardless of a person's beliefs, gender, race, orientation, or other personal elements that have little or no bearing on their responsibilities here at Davey. We ask our employees to be considerate, courteous and supportive of your fellow Davey employees. We are working on several initiatives, being led by our Justice, Equity, Diversity and Inclusion (JEDI) team, to make sure we're living our values. Here are some examples of how our field employees will benefit from our JEDI efforts. First is training, and that starts with a basic introduction to what JEDI means. This spring we launched an introductory video for supervisors and managers explaining what diversity, equity and inclusion is and what it looks like in the workplace. That was launched through the Davey Learning Management System and is now accessible for all employees through April 2023. In partnership with the training and safety departments, Davey operations have held several women's climbing and career workshops this year. The JEDI team is working to ensure these continue to improve and are a mainstay in the company's quiver of training options. A new program called "Successful Futures" is a tailgate-based program designed to be completed in five different tailgate meetings. The topics it will address are: "What is DEI;" "Unconscious Bias;" "Gaslighting;" "Stereotyping;" and "Microaggressions." This program is like family here at Davey. We work hard to put policies in place that are beneficial to the employees because we are the owners, and part of that means being inclusive and treating all people equally. That's part of being a good Davey citizen. These strategies aren't just about doing right by everyone. This is good business. It helps broaden the pool of potential candidates who might want to build a career at Davey. We want job candidates to see they will get a fair shake here and get every opportunity to grow and be successful. It's good for the company to be inclusive and grow the number of people who look at us as a viable option for a career because they know they can come here and be safe, and be treated fairly. Pat Covey Davey Chairman, President and CEO ASK THE CEO

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