Cascade Strategies, Inc.
Diversity, Equity and Inclusion Policy

Cascade Strategies is committed to workforce diversity, creating equity across our systems, and fostering and advancing a culture of inclusion. Our culture of belonging is about uniting different backgrounds, beliefs, abilities and experiences in an environment where everyone feels valued and works together to achieve meaningful outcomes.

We seek to create an inclusive environment and respect the dignity and diversity of all people. This philosophy guides how we engage with one another and inspires us to take purposeful action to support the consumers, customers, employees and communities we serve.  This makes diversity, equity and inclusion (DEI) everyone’s responsibility – that of every employee.

This Diversity, Equity and Inclusion (DEI) Policy sets out the principles and requirements by which Cascade Strategies will enhance DEI throughout the organization. The Policy is applicable to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity. The Policy applies to all employees and anyone conducting work on behalf of Cascade Strategies.

Our DEI strategy is guided by internal and external insights, best practices and continuous employee feedback, which together remind us that while diversity changes by location, inclusion is the same everywhere. Our approach allows us to continuously evaluate our DEI strategy to ensure it remains relevant to meet the changing demands of the communities we serve.

Our DEI strategy is based on four strategic pillars designed to accelerate how we bring innovative solutions to an increasingly diverse world:

• Culture of inclusion
• A workforce that reflects the diversity of our communities
• Business strategies to serve diverse markets
• Equitable access and outcomes.

We are accelerating our culture of inclusion where every individual belongs. The outcome is to foster a culture of belonging aligned around an inclusion strategy that reflects local nuances and regional priorities.

We are continuing our work to build a workforce that reflects the diversity of our communities. We seek to create a diverse workforce that better reflects the vast range of communities we serve, ensuring that we really understand and serve the needs of local markets.

It is also critical to embed DEI into our business strategies to better serve the needs of our diverse consumers and customers.  We believe this approach positions our businesses to deliver on our promise to solve challenging issues.

We are also elevating our focus on achieving equitable access and outcomes. This requires tailoring our tools, resources and mindsets to meet the unique needs of individuals, so everyone has a fair and equitable opportunity to participate and contribute to their fullest potential at Cascade Strategies.

Policy Guidelines

Diversity, Equity & Inclusion Definition:

Our definition of Diversity, Equity & Inclusion is We All Belong. A place where all of us have a responsibility to accelerate our progress, and where we all are accountable and empowered to drive change—here and in the world at large.

DEI Vision:

Be yourself, change the world. Our vision at Cascade Strategies is for every person to use their unique experiences, backgrounds and abilities together—to spark solutions that create a better world.

DEI Mission: Make DEI how we work every day

Our mission is to make DEI our way of doing business. We will advance our culture of belonging where open hearts and minds combine to unleash the potential of the brilliant mix of people at Cascade Strategies. We will create equity by tailoring tools and resources to meet individual needs, and by continuously improving our systems and processes so everyone has the opportunity to reach their full potential.

Employee Responsibilities:

DEI is everyone’s responsibility at Cascade Strategies. It requires purposeful action every day. Every employee is trained on DEI and is responsible for:

• Respecting the dignity and diversity of all people.
• Creating an inclusive environment that is free from discrimination, harassment and bullying.
• Enhancing their awareness of potential unconscious bias and how that might hinder our ability to be more inclusive and collaborative with one another.
• Focusing on conscious inclusion to be more intentional with their actions to drive diversity, equity and belonging.

People Leader Responsibilities:

Additionally, people leaders are accountable for specific DEI responsibilities and for achieving DEI outcomes as part of their job performance. These responsibilities include but are not limited to:

• Ensuring that employment-related decisions are free from discrimination.
• Setting individual DEI goals to foster diverse representation and an inclusive environment within their teams.
• Engaging in conscious inclusion and other behaviors that promote equity.
• Committing to an individual goal as part of annual goals-and-objectives-setting to help Cascade Strategies meet our DEI responsibilities.
• Mitigating potential unconscious bias in employment decisions and talent practices (including performance and development, compensation, hiring).
• Drawing from a broad pool of talent in order to inclusively reach talent, create diverse environments and, ultimately, a workforce that reflects the communities we serve.
• Providing reasonable accommodations for qualified individuals with a disability and for those with needs related to their religious observance or practices of personal religious expression. A reasonable accommodation depends on the facts and circumstances, and will be addressed on a case-by-case basis.
• Creating an inclusive and safe work environment that supports DEI and behaviors that reinforce our values. This includes:
  • Ensuring a work environment that is free from discrimination, harassment and bullying.
  • Consistently displaying inclusive leadership behaviors, valuing all perspectives and listening to diverse points of view.
  • Role modeling inclusive and respectful behavior in the work environment and all work-related activities.
  • Encouraging employees to collaborate, make suggestions, and respect and listen to diverse opinions.
• Cultivating a culture that inspires respect for all employees, customers, vendors, contractors and others in the work environment.
• Appropriately addressing any other behavior not consistent with this or other policies, or with applicable laws relating to equal opportunity, diversity, equity or inclusion.

Discrimination, Harassment and Bullying:

Cascade Strategies provides equal opportunities for employment. We base employment decisions on merit, considering qualifications, skills, performance and achievements, and we do not tolerate discrimination against any employee or applicant for employment based on non-work-related personal characteristics, such as race, color, religious beliefs, pregnancy (including childbirth or related medical conditions, as well as breastfeeding needs), gender, sexual orientation, gender identity or expression, transgender status, national origin, ethnic origin or background, social origin, family or marital status, age, disability (physical or mental), medical condition, genetic information, veteran’s status or military service, or based on union membership or union activity.

We provide reasonable accommodation to qualified individuals with a disability as well as individuals with needs related to their religious observance or practice.

All of us have a right to work in an environment free from the demoralizing effects of harassment or unwelcome offensive or improper conduct.  Our company will not tolerate harassment, bullying or conduct that could lead or contribute to harassment of employees by managers, supervisors or co-workers.  We also will actively seek to protect employees from harassment or bullying by non-employees in the workplace.  Similarly, Cascade Strategies will not tolerate harassment or bullying by its employees of non-employees with whom our employees have a business, service, or professional relationship. This also extends to conduct that takes place off company premises (including on social media) that could reasonably impact employees or others within our workplace.

Reporting Inappropriate Conduct:

If an employee believes that they or another individual has been subjected to conduct prohibited by this Policy, the employee is urged and expected to report the relevant facts promptly.  An employee may make a report either orally or in writing.  Concerns can be raised to any member of the Cascade Strategies board, management, any department head, or any service group manager.  If an employee feels it is not safe to make this report to any person or title mentioned above, that employee may write out the grievance and send this grievance to the Washington State Employment Security Department/ DEI Division, without fear of reprisal or loss of employment.  The Washington State Employment Security Department/DEI Division will forward a copy to Cascade Strategies management, and the department will arbitrate the dispute.  The department’s rules of arbitration will govern the dispute, including the no-reprisal rule.

All incidents, whether reported internally or externally, will be investigated appropriately and expeditiously, with an effort to keep the source of the report confidential, with the disclosure of information only as necessary to facilitate the investigation or resolution of the matter.  Cascade Strategies encourages employees to report in good faith any possible violation of this Policy.

Prohibition of Retaliation:

We will not tolerate threats or acts of retaliation of any kind against any individuals because they report conduct reasonably believed to violate this Policy, or in good faith provide information in connection with a report or investigation of any such conduct.

Consequences:

Employees who do not comply with this Policy and/or are found to have engaged in discrimination, harassment or bullying, will be subject to appropriate disciplinary action, up to and including termination of employment.

Considerations:

Cascade Strategies complies with the laws of each country in which we do business.  Accordingly, to the extent that following local law would conflict with this Policy, local law must be adhered to.

Right to Terminate or Amend Policy:

The company reserves the right to modify, suspend, change or terminate this Policy at any time, in accordance with local law. This Policy does not create any contractual rights or obligations, whether expressed or implied.  Subject to local law, the English-language version will prevail.

Last Updated: May 2024