生命科学耗材龙头：康宁Corning-2023年报

GlobalDiversity,Equity&Inclusion2023AnnualReport|1

GlobalDiversity,Equity&Inclusion

2023AnnualReport

“Corninghasalwaysrecognizedthattrue

innovationreliesonanenvironmentthatvaluesandcelebratesdifferences.Ourunwavering

commitmenttoadiverseandinclusivecultureisnotjustastrategicimperative;it’stheveryfabricofourpurposeandsuccess.

Bychampioningdiversevoicesandperspectives,wenotonlydeliveronour‘why’ofcreating

life-changinginnovation,butpavethewayforamoreequitableandinclusivefuture.Together,ourpeopleandtechnologiesarevitaltomovingtheworldforward.”

WendellWeeks

ChairmanandChiefExecutiveOfficer

CORNING

GlobalDiversity,Equity&Inclusion2023AnnualReport|2

TableofContents

FromOurLeaders

AMessagefromOurChiefHumanResourcesOfficer4

AMessagefromOurChiefDiversity,Equity&InclusionOfficer4

DE&IatCorning

OurDiversityJourney6

DE&IandCorning’sValues8

OurDiverseGlobalWorkforce9

Spotlights

CorningInitiativesFosterLGBTQ+Inclusivity

11

CommunityOutreachDeliversAccesstoSTEMOpportunities13

FamiliesTakePriorityAcrossCorning15

Awareness,AccessibilityImproveforEmployeeswithDisabilities17

TakingAction

DrivingProgress:TheOfficeofRacialEqualityandSocialUnity20

SustainingEducation,ExpandingAwareness22

OurEmployeeResourceGroups23

GlobalDiversityCouncils29

FocusonPeople

AwardsandRecognition32

RecruitingatCorning37

GlobalDiversity,Equity&Inclusion2023AnnualReport|3

FromOurLeaders

It’sanabsoluteprivilegetoleadHumanResources

atCorning.Since

joiningthecompanyin

July2023,I’veworked

firsthandwithateamthatembedsdiversity,equity,andinclusion(DE&I)–bydesign–ineverything

wedo.

Thisapproachenergizesmeasaleaderanda

person.IncludingDE&I

inourbusinessplanningandpeopleinvestmentsfromtheoutset–insteadofasaseparateinitiative–meansgreaterimpactandgreaterprogress.

Toexecuteourstrategyandgrowourbusiness,wemustwelcomeanddeveloppeoplefromallbackgrounds

whocanandwanttobepartofCorning’ssuccess.Thismeanswemustcontinuouslyhoneourabilitytoattracttalent.Wemustcreateaninclusiveenvironmentwhereindividualcapabilitiesandaspirationscanflourish.Andwemust–aswehavedoneforgenerations–setan

exampleforotherstofollow.

Thisisnotacorporatemission,oranHRmission.ThisisthecollectivemissionofallourteamsaroundtheworldwholivetheCorningValuesandinfuseDE&Iintotheirpersonalandprofessionallives.

Asyoureadthroughthemanyfocusareasand

accomplishmentsacrossourcompany,wehopeyouwillunderstandwhoweareatourcore,andwhyDE&IisthefoundationoflifeatCorning.Wearestrivers,inventors,makers,andsellers.Weareglobalinourreachandin

ourmake-up.WeknowthepowerofdiversitybecauseweseeitinactionatCorninglocationseverydayaroundtheworld.

Ihopeyouwillbeinspired–asweallareatCorning–toembrace,toempower,toequalize,andtoprogress.Andweinviteyoutojoinusinthiswork,makingtheworldabetterplaceforall.

JordanaKammerud

SeniorVicePresidentand

ChiefHumanResourcesOfficer

Corning’shistorywith

diversity,equity,and

inclusionstretchesbackdecadestoourfirst

documentedeffortsin

the1960s.AsCorning’schiefDE&Iofficer,it’sanhonortocontinuethis

legacyandhelpguideoureffortsacrosstheglobe.

Ourcommitmentto

Corning’sDE&Istrategy

remainsunchanged.

Everyday,welookforwaystodeepenourdedicationtoandawarenessofthethreepillarsthatmakeup

ourstrategy:improvingdiversityinleadership,

accessinganddeployingdiversetalent,andenablingDE&Imindsets.

Inthepast10years,genderandethnicdiversityamongmembersofCorning’sCorporateManagementGroup,whichincludesmorethan200ofthecompany’stop

globalleaders,increasedfrom30%to51%;while

corporateofficerdiverserepresentationincreasedfrom23%to42%.Weareascommittedasevertofurther

embeddingDE&IinourbusinessstrategyandprocessesandenablingamindsetwhereDE&Ipracticesbecomereflexivewithinourculture.

Wearealsofocusedonembracingtheever-broadeningdimensionsofdiversitythatinfluenceourincreasinglyinclusiveculture.Moreandmoreofourcolleaguesareengaginginourglobalefforts.

Herearesomeoftheaccomplishmentsyouwillreadinthisreport:

•Weexpandedorintroducedfamilyleavepoliciesinseveralregionstogivenewparentstheflexibilitytheyneedtocarefortheirchildren(

page15

).

•WeextendedourpassionforDE&Ibeyondour

wallsbyinvestinginourcommunitiestodevelop

thenextgenerationofdiverseSTEMengineersandscientists(

page13

).

•Weintroducednewtoolstoenableallemployeestoformallysharetheirpersonalpronouns,andsitesinPolandandTaiwanhostedinauguralPrideMonthevents(

page11

).

•WeaddedtoourDE&IEssentialstrainingcurriculumtodemonstratehowempathyhelpsbuild

connectionsandtrustwithothers(

page22

).

Throughtheseimportantactivities,wehonorwhowe

areinsideandoutsideofwork.Whetherweareworkingmomsanddads,personallyaffectedbyadisability,orpassionateaboutenergizingthenextgenerationof

inventorsandeducatorsinourcommunities,theresultsofthisworkdemonstratethatDE&Ibenefitseveryoneandisvitaltoourprogressasacompany.

We’reproudofwhatwe’veaccomplishedandwill

continueworkingwithouremployeesandleadershiptokeepmovingforward.

DanaMoss

VicePresidentand

ChiefDiversity,Equity&InclusionOfficer

GlobalDiversity,Equity&Inclusion2023AnnualReport|4

DE&IatCorning

Corning’ssuccessasoneoftheworld’sleadinginnovatorsinmaterialsscience

hasbeenbuiltbythebrillianceanddeterminationofourdiverseworkforcefor

morethan170years.Today,ourDE&Ieffortsspantheglobewithmorethan48,300

employeesbringingtoworkmanydimensionsofdiversity–unitedbyourValues.

OurDiversityJourney6

DE&IandCorning’sValues8

OurDiverseGlobalWorkforce9

DE&IatCorning

Diversity

Journey

Corning’sformalcommitmenttodiversitybegan

morethan50yearsagoandhasgrownsteadily

intoanongoingglobalcelebrationofdiversity,

equity,andinclusiononaglobalscale.

CORNING

1960sand1970s

Whilecompanyleadershadembraceddiversity

decadesbefore,ourdocumenteddiversityjourney

beganin1968withtheformationoftheMirror

Committee.IntheUnitedStates,externalcompliance-basedrequirementssurroundingequalemploymentopportunity(EEO)andaffirmativeactionbecamea

nationalemphasis.TheMirrorCommitteeembracedtheseinitiatives.Effortsthroughoutthenextdecadecenteredaroundendingdiscriminationandensuringaccessforgroupsthathadtraditionallystruggledforinclusion.

Duringthistime,CorningalsobeganitsprogrammaticapproachtorecruitfromhistoricallyBlackcollegesanduniversities.Inadditiontorecruitmentandretention

efforts,thecompanyestablishedtheCorningBlack

EngineeringScholarshipandTrainingprogram

andjoinedtheGraduateEngineeringforMinoritiesFoundation.

1980s

Inthe1980s,Corningbegantoproactivelyshift

initiativestobetterrecognizeandcelebratethevastperspectivesofouremployeesandcommunities.Thecompanyfocusedontraining–particularlyonracialandgenderawareness–andevaluateditsrecruiting,people-management,andcompensationpractices

throughadiversitylens.

Corningcompletedthecompany’sfirstfive-year

EEOobjectives(developedin1979)andestablished

newgoalstomaintainourprogress.ThefirstCulture

DiversityDirectorwasappointed,andseveralcorrectiveactionteams(CATs)werecommissioned,includingtheBlackProgress,Women’sIssues,andBlackEducationCATs.

Ofparticularsignificance,Corning’sfirstemployee

resourcegroups(ERGs)emerged.Elevencharter

membersformedtheSocietyofBlackProfessionals

toaddressrecruiting,retention,andprofessional

developmentofBlackemployees.TheCorning

ProfessionalWomen’sForumandtheWomen’sQualityImprovementTeamwerealsoestablished,among

others.

Today,Corninghas15ERGs,representingthecultures

andinterestsofthousandsofourglobalemployees.See

pages23-28

fordetailsonourERGs,allcelebratingourdiverseemployees.

1990s

Inthe1990s,Corningbegantoaligndiversityeffortsmorecloselywithstrategicbusinesspractices,

understandingthatenduringchangerequires

managementaccountability.TheChairman’sDiversityCouncilwasestablished,continuingthecompany’sfocusontherecruitment,retention,andgrowthof

womenandBlackemployeeswhilealsoemphasizingtheneedsofotherminoritygroups.

Wewereagainrecognizedforoureffortstomovewomenintoandupwardinmanufacturingroles

withtheCatalystAward,thepremierrecognitionof

organizationalDE&Iinitiativesdrivingrepresentationandinclusionofwomen.Wefirstreceivedtheawardin1988.

Internally,ourERGscontinuedtogrow.Severalnewgroupsformed,includingtheBlackGrowthCouncil,EDGE(EthnicallyDiverseGroupofEmployees)

andSPECTRA,representinglesbian,gay,bisexual,

transgender,andqueer/questioningemployees.

GlobalDiversity,Equity&Inclusion2023AnnualReport|6

2000s

Thenewmillenniumusheredinelevateddiversity

expectations,andCorningrespondedonaglobal

scale.WeestablishedaGlobalDiversityOfficetodriveprogressthroughoutourworldwidelocations.The

formationoftheEMEADiversityCouncilandtheAsiaTalentCouncilfurtheredtheseefforts.

TheformationofnewERGs,includingtheCorning

ChineseAssociation,CorningProfessionalsNetwork,IndianProfessionalsNetwork,andNativeAmerican

Council,continuedtorecognizeandcelebrateour

diverseemployees.AndourERGsbegantoexpand

globally,withtheformationofachapteroftheCorningWomen’sPartnershipforGrowthinReynosa,Mexico.

Wealsosoughttobroadenourparticipationinexternaldiversityorganizations.Webegana20-yearpartnershipwiththeWomenofColorSTEMandBlackEngineeroftheYearAwards.Thisyear’swinnersarefeaturedon

page34

ofthisreport.

2010s

Corning’sfocusondiversity,equity,andinclusion

expandedthroughoutthe2010switheffortsto

recognizeadditionaldimensionsofdiversityand

implementconsistentpracticesandpoliciesthroughoutourgloballocations.Weachieved100%payparity

betweenmenandwomeninthesevenlargestcountriesinwhichweoperate,andbetweenminoritiesandwhitesintheUnitedStates.Diverserepresentationcontinuedtoincreaseinourleadershipgroups.Forexample,Asianleadershipexpandedintheregionfrom40%tomore

than90%.

Recognizingvariousdimensionsofdiversity,we

launchedtheUP2Women’sInitiative,signedanamicusbriefsupportingmarriageequalityintheUnitedStates,andincreasedoureffortstosupportemployeeswithdisabilities.

OurERGscontinuedtogrowandexpandintonew

regionswiththeadditionofADAPT(Abledand

DisAbledPartneringTogether),CorningFamilySupportNetwork,CorningKoreanCommunity,C-VETS(CorningVeteransEngagedtoSupport),andtheGlobalLatino

Organization.

2020s

Diversity,equity,andinclusionarestillattheforefront

ofourcompany’ssocialconsciousness.Inthewake

ofelevatedsocialunrest,CorningcreatedtheOffice

ofRacialEqualityandSocialUnity(ORESU)todrive

systemicchangeacrossourlocationsandcommunities.Initiativesareongoing,suchasthe2021launchofa

five-yearstrategicpartnershipwithNorthCarolina

Agricultural&TechnicalUniversitytopreparestudentsforcareersinSTEM,business,andeducation.

Wehavecontinuedoureffortssurroundingpay

parity,achieving100%genderpayequityforour

salariedemployeesglobally.Andoureffortscontinue

tosetcorporatestandardswithrecognitionsfrom

organizationsincludingtheAmericanAssociationfor

PeoplewithDisabilities,theHumanRightsCampaign

Foundation,andNationalLGBTChamberofCommerce.

Internalpoliciesandprogramscontinuetoevolve

toensureemployeesarerecognizedandsupported

throughouttheircareers.Parentalleavepolicieshave

beenadjustedtoprovidemorebondingtimewith

anewchild,employeescannowdisplaypersonal

pronounsontheirprofiles,andacompany-wideDE&I

trainingcurriculumisexpandingtheawarenessand

perspectivesofourglobalemployees.

Asourdiversityjourney

progresses,wewill

continuetocontributeour

voicetotheDE&Idiscussion.

CORNINGGlobalDiversity,Equity&Inclusion2023AnnualReport|7

Diversity,Equity&Inclusionand

Corning’s

Values

OurValuesarevitaltoCorning’sbusinesssuccess,anenduringsourceofprideandguidanceforouremployees,andthefactorthatultimatelysetsusapartfromourcompetitors.Ultimately,webelievethathowwedothingsisasimportantaswhatwedo.Thatiswhywebelievein“allseven,allaroundtheworld,allthetime.”Thefollowingstatementsexpresshowdiversity,equity,andinclusionare

intrinsictoallsevenValues.

Quality

TotalQualityistheguidingprincipleofCorning’sbusinesslife.

TodeliverTotalQuality,weneedtounderstand,

anticipate,andsurpasstheexpectationsofour

customers.Totrulyaccomplishthat,ourteamsmust

reflectthedimensionsofdiversityembodiedinour

globalcustomersandsuppliers.Wesucceedwhenourdiverseteamscollaborate,continuouslyrefine,and

improvebylearningfromeachother’sexperiencesandbyencouragingeveryindividualtocontributefully.

CORNING

Integrity

IntegrityisthefoundationofCorning’sreputation.

Asacompany,wearecommittedtoactinglawfully,

ethically,andfairly,andtomaintainingthetrustofall

ourstakeholders.Individually,howwetreateachotherisintrinsictoourpersonalandprofessionalintegrity.Astheyrelatetodiversity,equity,inclusion,honesty,

decency,andfairness,wemeanwerespectallpeople,includeallpeople,anddemonstratewithouractionseverydaythatwearecommittedtowelcomingeachemployee’swholeselftotheworkplace.

Leadership

Corningisaleader,notafollower.

Afocusondiversity,equity,andinclusionisessentialinchartingCorning’scourseforcontinuedleadershipin

ourmarketsandbusinesses.Withinourcompany,our

leadersrecognizethatitisonlybyembracingallofthedimensionsofdiversityateveryorganizationallevelandbysustaininganinclusiveworkculturethatwewillfullycapitalizeonthepotentialofourpeople.

Performance

ProvidingCorningshareholdersasuperiorlong-termreturnontheirinvestmentisabusinessimperative.

Werecognizetheprovenbusinesscasethatdiversity,equity,andinclusionarekeydriversofprofitablegrowthandapositivereturnoninvestment.Bywelcoming

diversityofthoughtandexperience,treatingemployeesequitably,anddevelopinganinclusiveculturewhere

peoplefeelencouragedtocontribute,weareableto

fullyrealizethecompetitiveadvantageofourpeople.Anditisourpeoplewhohaveenabledourperformanceformorethan170years.

Innovation

Corningleadsprimarilybytechnicalinnovationandsharesadeepbeliefinthepoweroftechnology.

Veryfewcompaniescanlayclaimtoahistoryof

producinglife-changing,lifesavinginventionsformorethan170years.Corning’scommitmenttoinnovation

isunwavering,andweknowthatsuccessfulglobal

innovationdependsondiversityofthought,experience,background,andtheuniquetraitsofindividualsworkinginacollaborative,inclusiveculture.Wealsoknowthatfromdiversetalentcomediverseideasthatdrivethe

nextgreatinnovation.

Independence

Corningcherishes–andwilldefend–its

corporatefreedom.

Wealsorespectandcherishthefreedomofindividualstoexpressthemselvesinanopen,collaborative

environment.Whenpeopleareencouragedtoengageinindependentthoughtandinvitedtothensharetheirideasandcollaborate,inspiredandinnovativeproductsandservicesresult.

TheIndividual

Weknowthat,intheend,thecommitmentandcontributionofallouremployeeswilldetermineoursuccess.

CorningbelievesinthefundamentaldignityofThe

Individual.Therichdiversityofourexperiences,

thoughts,andwhoweareasindividualsstrengthens

theimpactofourcollectiveachievements.Wevaluetheuniqueabilityofeachindividualtocontribute,andwe

intendthatallemployeesshallhavetheopportunitytoparticipatefully,togrowprofessionally,andtodeveloptotheirhighestpotential.

LivingOurValues

Morethanwordsdisplayedacrossourlocations,ourValuesliveintheactionsofCorning’s

employeeseveryday.Theseactionstakemanyformsandareevidentfrombreakroomto

boardroom.

OurValuesaredeeplyembeddedinCorning’sculture,andwecelebratethem,ofteninformallythroughdailyacknowledgmentsand,attimes,formallythroughrecognitionfestivities.

Anexampleofformalrecognitiontookplace

in2023whenCorning’sFinanceorganization

hostedthe15thannualFinanceAwards.Oneofthefourawardspresentedeachyearis“ValuesinAction.”The2023recipientwasdescribedasonewho“exemplifiesthesevenCorningValues–alwaysworkingforthegoodofthecompanyandtheworkforcesheservesandsupports.”

Similarly,InformationTechnologyhighlightedfourindividualsatthe2023ITAwardswithits“LivingtheValues”awardforusingthesevenValuestoinformbusinessdecisionsand

interactionswithothers.Onewinnerwasnotedforthewaysinwhichthey“embodyCorning’sValues”aswellastheir“honesty,respect,

decision-making,andopennesstonewideasanddifferentviewpoints.”

InIndia,theCorningIndiaValuesAwards

recognizedsevenindividualswhoexemplifyeachofCorning’sValues.

“Businessleaderscelebratingemployeesfor

livingourValuesunderscorestheirimpactatthebusinesslevel,”saidDanaMoss,vicepresidentandchiefdiversity,equity&inclusionofficer.

“Ourcorebeliefsarereflectedinourpeople,intheworktheydoandhowtheytreatothers.”

GlobalDiversity,Equity&Inclusion2023AnnualReport|8

GlobalEmployeeDemographics

2023Snapshot

OurDiverse

Workforce

48,300

TotalGlobal

EmployeePopulation

150

Locations

44

Countries

GlobalDistributionofCorningEmployees

North

America

31%

Latin

America

27%

Gender

69%

Male

31%

Female

Gender

44%

Male

56%

Female

Age

14%47%39%

Age

33%54%13%

9.7

AverageYears

ofService

6.7

AverageYears

ofService

Asia

Pacific

29%

Europe,Middle

East,andAfrica

13%

Gender

80%

Male

20%

Female

Gender

58%

Male

42%

Female

Age

11%79%10%

Age

16%57%27%

7.4

AverageYearsofService

8.1

AverageYearsofService

AgeUnder30yearsold30-49yearsold50+yearsold

PursuanttoanagreementwithshareholderHolyLandPrinciples,thefollowingisabreakdownoftheworkforceofCorning’ssubsidiaryMobileAccess,Inc.inIsrael-Palestine:Executive/SeniorLevelOfficialsandManagers:Non-Arab0,Arab0;First/Mid-LevelOfficialsandmanagers:Non-Arab6,Arab0;Professionals:Non-Arab1,Arab0;Technicians:Non-Arab0,Arab0;SalesWorkers:Non-Arab0,Arab0;AdministrativeSupportWorkers:Non-Arab0,Arab0;Craftworkers:Non-Arab0,Arab0;Operatives:Non-Arab0,Arab0;LaborersandHelpers:Non-Arab0,Arab0;ServiceWorkers:Non-Arab0,Arab0.TheabsenceofArabemployeesisduelargelytoMobileAccessInc.’ssize,geographiclocation,andspecializedworkforce.

EmployeedatafromoursubsidiaryHemlockSemiconductor(HSC)arenotincluded.

§OnlyincludesdatafromTrueBlue,Corning’sHRplatform.

GlobalSalariedEmployee

RetentionRate

GlobalEmployeesbyAge

95.2%

Basedonvoluntaryturnoverrate,excludingretirements

19%

Under30yearsold

59%

30-49yearsold

22%

50+yearsold

GlobalEmployeesbyGender

64%

Male

36%

Female

U.S.EmployeesbyRace

0.3%

AmericanIndian/AlaskanNative

9.7%

Asian

10%

BlackorAfricanAmerican

5%

HispanicorLatino

0.2%

NativeHawaiianorOtherPacificIslander

73.8%

White

1%

TwoorMoreRaces

GlobalDiversity,Equity&Inclusion2023AnnualReport|9

Spotlights

Corningiscommittedtoleadingourpeople,businesses,and

communitiestoanintuitiveDE&Imindset.Onthefollowingpages,we

spotlightsomeofthewaysCorningembracedthismindsetin2023

byhelpingincreasediverserepresentationinourcommunitiesand

workplace,creatingopportunitiesfortheadvancementofdiversetalent,

andstrengtheningthecultureofinclusionwhereweworkandlive.

CorningInitiativesFosterLGBTQ+Inclusivity

11

CommunityOutreachDeliversAccesstoSTEMOpportunities13

FamiliesTakePriorityAcrossCorning15

Awareness,AccessibilityImproveforEmployeeswithDisabilities17

Spotlight

Corning

initiatives

foster

LGBTQ+

inclusivity

AsAnthonyPetrellaconsideredhisemployment

options,hedidthe“traditional”researchonprospectiveemployers–employeesatisfactionratings,locations,

healthandretirementbenefits.ButforAnthonyandmanyotheremployees,bothpotentialandcurrent,anotherfactorwasjustasimportant.

“IreadCorning’sValueofTheIndividualinmyresearch,andthatplayedabigroleinmydecisiontojointhe

company,”saysAnthony,ateamleaderatCorning’s

AdvancedOpticsplantinFairport,NewYork.“When

joininganewcompany,itcanbechallengingifthereisuncertaintyabouthowyourmoralswillalignwithothers,butreadingtheValuesgavemetheconfidenceto

commitmyselfandmycareertoCorning.

“Iwaslookingforevidenceofethicallyresponsible

leadershipandtheabilitytoauthenticallycontributeandexistintheworkplacewithoutfearofdiscrimination.”

Withemployeesplacingsuchvalueonworkplace

inclusionandequity,whereeveryonecanbetheirtrueandauthenticselves,Corning’spolicieshavecontinuedtoevolve.ForourLGBTQ+employeesandallies,this

isdrivenbothatthecorporatelevelandthroughtheactionsofmanydedicatedemployees.

Recognizingourtrueidentities

InternationalPronounsDayhadspecialsignificanceatCorningin2023.Thecompanylaunchedanewinclusivefeatureonitsinternalemployeeinformationsystem,

givingeveryonetheabilitytoselectanddisplaytheirpersonalpronounsontheirprofile.

“Pronounsdefinepeoplebeyondtheirappearanceandareanimportantpartofaperson’sidentity,”saysJeffreyEvenson,executivevicepresidentandchief

strategyofficer,andexecutivesponsorofSPECTRA,

Corning’semployeeresourcegroup(ERG)forlesbian,gay,bisexual,transgender,andqueer/questioning

employeesandallies.“Theuseofpersonalpronounsisonewaytohelpeveryoneavoidassumptionsandshowrespect,andtheymakeiteasierforemployeestofeelcomfortablebringingtheirwholeselvestowork.”

Thenumberofindividualsidentifyingasgendernon-conforminghasincreasedatCorning,Jeffreyexplains,andthefeatureisonewaytoensureeveryoneis

respectedandvalidated.Wheneditingtheirpersonalinformation,whichisvisibletoco-workersandpeers,employeescanselecttheirpronouns–He/Him,She/Her,andThey/Them,aswellascombinationsoftheseandtheoptionto“askmeaboutmypronouns.”

ThefeatureisapositiveandneededstepforCorning’sLGBTQ+employees,saysMichelleWallen,aresearchscientistandDistinguishedAssociatewithCorning

Science&TechnologyandaleaderinSPECTRA.

“Manyemployeesarealreadydeclaringtheirpronounsinemailsignaturesandotherplaces,andthisoptionwillhelpcreateamoreinclusiveenvironmentforeveryone,”shesays.“WeareexcitedtoseeCorningtakethisstep.”

SPECTRAgrowthfuelschangeand

cultivatesinclusivity

SPECTRA–whichplayedapivotalroleintherecognitionandtrainingaroundInternationalPronounsDay–is

growingacrossCorning’slocations.Andwiththat

growth,thegroupisdrivingsignificantchangearoundLGBTQ+inclusivity.

SPECTRAhadagrassrootsbeginningin1999,drivenbyemployeesinNewYork.In2001,Corningoffereda

GlobalDiversity,Equity&Inclusion2023AnnualReport|11

fullyrecognizedERGforLGBTQ+employees,andin

2005,membershipopenedtoallies.Today,SPECTRAprovidesresourcesforawareness,advocacy,and

networkingopportunitieswithinthecompanyandits

localcommunities.Thegroupfostersawelcoming

atmosphereandequitabletreatmentatCorningand

helpsthecompanymaintainitspositionasaleaderindiversityandhumanrights.Italsoinformscorporate

leadershipaboutissuesthataffectemployeesand

advocatesforchangesinpolicies,benefits,culture,andworkenvironments.

Sinceitsinceptioninthe1990s,SPECTRAhas

influencedandcontributedtodomesticpartner

benefits,Corning’sharassmentpolicy,gendertransitionguidance,andlegislationincludingmarriageequality.

Recentgrowthacrossexistingandnewchaptersis

bringingarenewedenergyandmoreemployeesreadytosupportthegroup’sstrategicinitiatives.

ExistingchaptersinNewYorkandNorthCarolinaare

seeinganinfluxofnewmembers,someofwhom

participatedinaSPECTRAstrategysummitheldinearly2023.Membersstayedveryactivethroughouttheyear,participatinginPrideevents,educatingfriendsand

co-workers,volunteeringatcommunityevents,andadvocatingforchange.

Illustratingtheimportanceofitsmission,employees

formedtwonewSPECTRAchaptersduringtheyear.InMexico,newmembersplannedandparticipatedinPrideMonthcelebrations,organizededucationalsessionsandawarenesscampaigns,andheldnetworkingevents.

“ThisisoneofCorning’slargestregionsintermsof

workforce,soitwasapriorityforustodemonstrate

strongLGBTQ+representationandsupport,”says

EstefaníaMartínez,commun