2021 SUSTAINABILITY PROGRESS REPORT | Cummins Inc. 47 Percentage of Latinx employees in the U.S. 7.6 Percentage of Black employees in the U.S. 11.6 DIVERSITY, EQUITY AND INCLUSION BY THE NUMBERS As of Dec. 31, 2021 Percentage of Cummins’ global workforce made up of women. 27.8 40 Percentage of Cummins’ vice presidents and corporate officers made up of women. 15.6 Percentage of Cummins’ vice presidents and officers in the U.S. who are Black. virtual Safe Space forums and Mindful Meditation sessions that promoted inclusion and belonging during transitional times, as many employees continued to work remotely during the COVID-19 pandemic. REACHING GREATER HEIGHTS Cummins has won numerous awards ( page 16 ) for inclusion, ranging from the work environment it establishes for people with disabilities to inclusion of multi-cultural women and LGBTQ+ employees. But winning awards is never the end game. The company’s longstanding commitment to diversity, equity and inclusion is a journey to reach greater heights in company goals; particularly, Cummins’ aspirational goal to achieve globally 50% female representation at all company levels, as well as the aspiration for 12% representation of Black employees and 18% of Hispanic and Latinx employees across all company levels in the United States. At its core, Cummins believes it makes a difference in the lives of many because, no matter where anyone goes, or what communities they work in, Cummins brings its goal of creating a more prosperous world where all people are embraced for who they are and what they aspire to achieve. Cummins, for example, implemented new, more comprehensive quarterly DE&I Dashboards for senior leaders to regularly track and act on critical metrics to move forward representation, development, and advancement of diverse groups across the company. This work has shone a bright light on underrepresented groups within Cummins and is indicative of gains made possible by a firm and strategic plan of action. Concurrently, the company rolled out extensive training and resources to support meaningful dialogue about race. The DE&I team facilitated workshops with company leaders on the deep roots of systemic racism in the United States and how it affects perceptions and actions today. Increasing transparency around the DE&I progress was a high priority in 2021. For the first time, Cummins externally shared representation data for U.S. employees and the new Global DE&I strategy to support aspirational diversity goals in the company’s 2020 Sustainability Progress Report . Additionally, Cummins’ Employee Resource Groups (ERGs) have played an instrumental role in supporting the mental health needs of employees by sponsoring and hosting The company’s methods are designed to promote inclusion and full employee engagement to help solve problems and power innovation for customers and create sustainable success for Cummins employees. The company has implemented a wide range of initiatives, led by the Global DE&I team and leaders across the organization. These initiatives are crafted so everyone is accountable for making room for everyone to succeed, no matter who they are, where they are, or what they believe. The company’s differences are celebrated and embraced in its vision to create both an inclusive culture and equitable environment. PUTTING STRATEGY INTO ACTION Over the past year, Cummins has made strides in advancing its strategic goals to make the company’s DE&I vision a reality. CUMMINS ADVOCATING FOR RACIAL EQUITY The company’s approach to diversity, equity and inclusion can be seen in Cummins Advocating for Racial Equity (CARE), a new initiative to help dismantle institutional racism in the United States. The initiative, launched in 2020, focuses on police reform, criminal justice reform, social justice and economic empowerment. Learn more about CARE in the Community Engagement section ( page 40 ). DIVERSITY, EQUITY AND INCLUSION //