OUR TEAM Team Member Engagement company. The results reflected favorable team alcohol or any illegal or controlled substance that At Casey’s, our people are our most valuable member feedback on empowerment, trust and could prevent one from conducting work activities asset. We actively promote an environment that mutual respect and opportunities to improve in safely and effectively. fosters honest, good-faith communication about areas of learning and development and overall Management matters related to our business activities. We also well-being. Robbery Prevention and host a variety of team member forums to bring Store Burglary Procedures Access Opportunities our team members together with senior leaders The human resources team reviews the survey All Casey’s store team members are required to to learn the current status of our business results and uses them to design an action plan complete training on how to identify instances The Frontline Advisory Board (FAB) operations, build our collective purpose-driven for each functional area. The survey feedback of crime at the stores, such as burglary or is a grassroots team within Casey’s culture and discuss areas of team member provides valuable information about our shoplifting, and what safety precautions to take established to provide two-way concern. For example, our SLT hosts quarterly workplace environment, which may be used by to keep team members and guests safe. During communication between the field companywide town halls following earnings calls, our Extended Leadership Team (ELT) to develop FY 2022, 91% of required team members and 97% and our Extended Leadership Team. and our newly launched affinity groups meet or refine our culture and business objectives. of required leadership members completed these The FAB is relied on to provide direct regularly for engagement activities. safety courses, with incomplete results reflecting feedback around improvement Team Member Health and Safety impacts of regular turnover. opportunities, and planned and We deliver an annual companywide engagement Casey’s is committed to providing a safe and current initiatives, as well as survey to assess our team members’ experience, healthy working environment. Team members transparency from leadership at the ensure alignment with our mission and goals and are required to abide by all safety procedures SSC. Members are Store Managers gauge the current level of morale. Our 2022 and to take the necessary precautions to protect who are nominated within their engagement score was 76% across full- and themselves and their co-workers. This includes regions and exhibit the following part-time team members throughout the entire reporting to work free from the influence of characteristics: • Role model of Casey’s culture and values Supporting • Leader among peers, viewed Casey’s is committed to supporting our team members through as open and trustworthy Transition Back challenging times. We launched a partnership with ReEmployAbility’s • Professional and respectful to Work Transition2Work program during FY 2022 to accommodate injured communicator and sick team members in their transition back to work. • Potential to grow into a District Manager 31 Casey’s 2022 ESG Report