Expanding on our existing cultural aspects of diversity & inclusion, in mid-2020, we formally launched our Inclusion Program, which is rooted in Equitrans’ core value of collaboration – being a reliable partner inside and out. We recognize that creating a sense of belonging is essential to maintaining a positive, engaging culture – and contributes to greater innovation by allowing employees to feel comfortable and safe in providing feedback and suggestions. In addition, an inclusive culture is imperative to attract and retain top talent, which is critical when navigating through a competitive job market. At Equitrans, we value and respect the well-being and work ethic of all employees involved with our business, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a disabled veteran or veteran. As we recognize and celebrate the value of all employee voices, we lead our diversity and inclusion efforts to empower and provide equitable opportunities for minority groups. E-Train’s Inclusion Program is composed of four pillars and through these pillars we strive to advance diversity, equity, and inclusion within our company. Further information about the inclusion initiatives can be found in the Diversity and Inclusion section of our Corporate Sustainability Report and a portion of the current and past initiatives are highlighted below.

• Accountability is our internal training efforts for employees and leaders; employee recognition and appreciation; and office accessibility and inclusiveness. Initiatives include:
• Tom Karam, Equitrans’ chairman and chief executive officer, signed the Action for Diversity and Inclusion Coalition’s CEO Pledge to reiterate Equitrans’ dedication to inclusiveness.
• Mandatory DEI trainings, such as Unconscious Bias and Recognizing Ageism to Be More Inclusive for all employees
• Annual meetings with the Board of Directors and senior leadership to review diversity metrics, inclusion initiatives, and ways to improve diversity, equity, and inclusion efforts
• External recruitment focuses on sourcing diverse candidates and networking with diverse organizations; attending diversity career fairs; and ensuring our job postings utilize inclusive, unbiased language. Initiatives include:
• Partnered with Historically Black Colleges and Universities (HBCUs), West Virginia Women Work, local career and technology centers, and several other minority-focused agencies to recruit women and diverse candidates
• Revised internal career ladders to broaden the eligible candidate pool
• Expanded our geographical recruitment outreach to the continental United States for most roles with a Remote workplace persona
• Internal outreach is the enhancement of internal networking and relationship building; access to employee assistance and support programs; and ensuring Company policies and facilities are inclusive. Initiatives include:
• Hosted guest speakers to educate employees on various inclusion-related topics
• Launched a Pronouns Matter Campaign on the importance of gender pronoun usage in email signatures, internal systems, and LinkedIn profiles
• Implemented Blind Resume Screening, in which personal information such as gender, graduation dates, and other information that could lead to “hiring bias” are removed from a candidate’s resume prior to sharing it with the hiring team
• Provided managers with Windmills Disability Awareness Training,
• Launched Employee Network Groups (ENGs) guidelines, which provide employees with opportunities to create diversity- or affinity-focused groups that are employee led and company supported
• Established an internal Mentor Program geared toward underrepresented key talent
• Created a DEI Champion badge program whereby employees participate in inclusion-related learning activities to earn one of three levels of an Equitrans Midstream DEI badge to display on their email signature and through social media, to outwardly display their commitment to inclusion at Equitrans
• External partnership focuses on our vendors and suppliers to ensure we are partnering with diverse, minority-, women-, and veteran-owned organizations and businesses. Initiatives include:
• Formed partnerships with the African American Chamber of Commerce of Western Pennsylvania and West Virginia University’s LGBTQ+ Center
• Earned the distinction of being recognized as a Certified Age Friendly Employer through the Age Friendly Institute
• Corporate member of the Women’s Energy Network (WEN) with nearly 10% of employees holding WEN memberships

Through our various programs and initiatives since the formal inception of our Inclusion Program, we have worked diligently to build awareness for our employees on the importance of an inclusive culture. However, our work is not finished. We look forward to continuing our inclusion efforts and advancing to greater education, outreach, and overall employee representation.

Managing workforce culture ensures Equitrans remains a safe, inclusive, and supportive environment for all employees. Further information can be found in the Workforce Culture section in our Corporate Sustainability Report.