Kevin Warren

"When we look at DEI and we've got a board that has six women on it and four ethnically diverse directors, one of the most diverse boards in corporate America, period."

"So again, particularly our younger employees, our international employees, our employees on the West Coast, which is almost like international, the sensitivity on things like sustainability are extremely high. And the same with diversity, equity and inclusion. It's not just an ethnic value, it's a value. So employees, they're watching and they're assessing, is this a company? I'm sure you guys will be doing the same thing. Look, working for a company, it's like being in a relationship, right? You probably spend more time in that relationship than others. And so if there's a mismatch in any relationship you're in where the values don't align, where there's not compatibility, that's going to be a problem. And so our employees are they're looking to see, okay, who's walking walk here, who's not just talking it, but doing it whether it's a retention play, whether it's a recruiting play, whether it's a motivation play, it's extremely important. And with the scale of UPS, just thinking about 550 planes, that's a whole fleet of airplanes that are really that's a large carbon footprint. It is a large carbon footprint. So we declared that we would be carbon neutral by 2050, and the airplanes definitely make it harder, but we've bought a bunch of packaged cars that are hybrid, and we've got some plans to really kind of lean in on things that we can do."

"So it was kind of there in amber, but it really ignited it was these stakeholders to say, hey, wait a minute, what are you doing relative to diversity? How many diverse board members do you have? What's your C suite look like from a diversity standpoint? Oh, by the way, what are you doing in your community? Are you making your communities a better place? By the way, the environment, some people think that's an existential threat. What are you doing as far as your carbon footprint? And so you've got these shareholders coming down, and you got these stakeholders by the way, the employees are a big part of these things as well, particularly your younger employees, because these things really matter. So you got the shareholder coming down, the stakeholders coming up, and we're kind of in the middle. We call that the new squeeze. And so that could provide, potentially provide a challenge. And I argue there's actually an opportunity if you do it right."

"We've got six executives between board members and executive leadership team members who are African Americans on the board of directors of Fortune 500 companies. Six, I don't know how many other companies would be able to say that, 41% of our board is women. And you look at our executive team. We've got a female CEO. Female chief diversity officer, female head of sales. Female chief communications officer. We've got a Hispanic CIO and then an African American Chief HR Officer. You kind of get the point. So you really have to kind of lean in from a leadership standpoint and then have policies and be friendly to kind of say, okay, this is something that is a value for us, and we're going to drive it and then extend it to the community. Correct. You look at millennials. It's not just diverse millennials who care about this all millennials, right? They care about your ESG and sustainability. That's a value for them. They want to make sure that you're friendly from a diversity standpoint. You're not just kind of talking it"

"So we kind of took an inventory as to what we were doing because this is one of our values. And we said, okay, that's good, but we need to kind of take it up a level. And so this $3 million was an additional investment than what we've already been doing. And in terms of the unconscious bias training you're educating your staff on racism, just walk us through what that would actually look like just in terms of how you're going to be educating your staff. Yeah. So not only do we want to make a difference externally, we're also looking internally. And this diversity inclusion is one of the core values of our company. I know a lot of companies might say that, but when you look at the top eleven executives inside of our corporation, over half of them are diverse, including three African Americans, Hispanic American, and three women, including our CEO, Carol Tome. So we already were starting from a foundation of this is something that's important, but we know it's not enough. And so we said, okay, let's take this as an opportunity to engage our employees, to be able to have crucial conversations, to kind of raise awareness, and maybe raise awareness by some of our white colleagues that may be doing things they're not aware of that could come across and actually be unfair. So that's some training that we're going to undertake to make our company better."