Building a Culture of Inclusion One Person at a Time!

1. Building a Culture of InclusionOne Person at a Time! “The business case is clear. Different voices and viewpoints are essential elements of innovation, and innovation is essential to our strategy. We’ve seen volumes of research that clearly link diversity to engagement, growth, high performance and bottom-line results.” – Gregory FreiwaldDow Executive VP, HR

2. Agenda • Strategy • Attracting, developing & retaining • Culture • Engagement inside • Thinking outside the Diamond • A picture of success

3. High Stakes Business Case • People with disabilities are moving to the forefront of the Dow diversity and inclusion strategy: • Changing workforce composition • Social responsibility • Passed and pending legislation • Common mismanagement of individual differences and fairness

4. Dow Global Disability Strategy • Global Position Statement: People living with disabilities are a unique source of talent who can deliver substantial value to our company, our customers and our communities. Dow is committed to the recruitment and development of top talent, including individuals who happen to live with a disability. Attracting Retaining Communicating Developing Shared accountability among all stakeholders is embedded in all four strategic areas.

5. Attracting • Partnerships • Disability Outreach Internship Program • Rotational Programs • Experienced Hiring

6. Developing • Awareness/Etiquette • Unconscious Bias • Understanding Diversity & Inclusion • HH Dow Partnership with National Technical Institute of the Deaf

7. Retaining • Global Accommodations Policy • Accessibility Governance Team • Mentoring • Diversity & Inclusion Council • Breaking down barriers

8. CurrentState We have made progress in the of alignment of messaging and actions, internal collaboration, and ultimately improving outcomes. Dow’s emphasis on creating andmanaging an inclusive culture for people with disabilities is becoming increasingly important. Europe • 2011 sponsorship of the Special Olympics • Launched “Power of Words” educational activity on the importance of respect • Participated in 2011 “R-word” campaign to promote tolerance and respect in the disability space • Collaborated with Ministry of Social Affairs Project to facilitate placement of 10 people with disabilities • Conducted disability leadership awareness training E. Asia and the Pacific • Developed country-specific disability strategy in 2011 • 2010 GEOAS results indicated 121 employees who self-identified with a disability • Conducted facilities assessment to determine accessibility gaps • Implementeddisability hiring targets North America • Launched DEN Refresh Strategy in 2011 • Dow has been a two time sponsor of the Paralympics • Expanded relationship with National Technical Institute for the Deaf (NTID) since 2010 • 2012 sponsorship of NTID’s DeafTec Grant focusing on educational awareness • New DEN Chapter established in 2011 - Delaware Valley • Sponsoring a Wounded Warrior to participate in “Soldier to the Summit” • 2012 USBLN member • Disability Mentoring Day Latin America • Has 5 partnerships with specialized recruitment firms on diversity • Has conducted 21 Diversity sessions to over 180 employees • Active DEN Chapters in Brazil, Mexico and Argentina • Expanded Global Disability Accommodation process to Mexico • Participated in the Inter-American Development Bank A World of Solutions: Innovations for People with Disabilities contest

9. Inclusion of People with Disabilities Human Capital Development EmployeeExperience Commitment to Community

10. DEN – Employee Experience Vision Improve attraction, retention, and advancement of employees with disabilities Mission Create opportunities for career development and advancement of all employees with disabilities

11. Mentoring & Culture Activities

12. Olympic Partnership

13. Champions of Inclusion Program Recognizing employees who are role models in breaking down stereotypes of people with disabilities. Rhonda HenningTalent Acquisition SpecialistDow Workforce PlanningMidland, MI Marcus ViniciusKerekesMarketing Intelligence Specialist Sao Paulo, Brazil Marie Madeleine HentschAdministrative LeaderLauterbourg, France SalmanAjaz MerchantSenior Technologist EH&SMumbai, India Heather ColeHCP Improvement EngineerFort Saskatchewan, Canada http://dowtoday.intranet.dow.com/absolutenm/templates/?a=14127&z=5

14. DEN Profile Around the World DEN has active chapters at the following locations: North America Bound Brook Freeport Midland Philadelphia Spring House Europe, Middle East, Africa France/Paris Germany Horgen Iberica Italy Rhine Center Schkopau (Central Germany) Terneuzen/Benelux UK Asia Pacific India Japan Latin America Buenos Aires, Argentina Guadalajara, Mexico Mexico City, Mexico Sao Paulo, Brazil

15. Commitment to Our Community It’s embracing diversity… in each one of us… in all of us.

16. BLN Website Homepage

17. A Picture of Success • Dow has a comprehensive disability training program that is adaptable and responsive to different service roles, cultures and local needs • Dow has an active and broad recruiting strategy that targets individuals with disabilities • DEN is recognized as an effective internal source of support for people with disabilities within Dow • Dow has active community engagement that focuses on disability • Employees and managers are committed to Dow’s position statement regarding people with disabilities • Disability is a recognized component of Dow culture