Richard L. Fruehauf

"So it is important, and we have a number of tools in our toolkit to do this and to increase our inclusivity. First, we publish a DEI report, and we'll do that again, this, you know, prospective employees can see how we're doing. We can hold ourselves accountable to are we improving the representation within our company of a more diverse workforce? We also have think of it as sort of like a Rooney Rule for football fans when we look at open positions for senior or managerial positions. You have to make sure you have a diverse candidate pool when you're interviewing. So we're doing things that way, I would say, on kind of a more less quantitative approach. We have affinity groups. We call them employee resource groups. We have one focused just on women. We have one for broadly defined DEI groups to make sure that the employees are getting mentorship. They have the ability to communicate, what are the challenges."

"Well, in 2050 we were the first North American headquartered steel company to set a 2050 net zero goal. So we'll be net zero by 2050, count on that. And I think that'll be part of the challenge and the opportunity and what the steel industry will look like in the US. It'll be much cleaner and greener."