MÁS ALLÁ DE PERTENECER ALÉM DO PERTENCIMENTO强烈的归属感 JENSEITS DER ZUGEHÖRIGKEIT强烈的归属感เกินความเป็นเจ้าของ -; 소속감 그 이상으로 所属を超えてMELANGKAUI RASA KEPUNYAAN ‫رہاب ےس قلعت‬MÁS ALLÁ DE PERTENECER ALÉM DO PERTENCIMENTO强烈的归属感 JENSEITS DER ZUGEHÖRIGKEIT强烈的归属感เกินความเป็นเจ้าของ -; 소속감 그 이상으로 所属を超えてBEYONDMELANGKAUI RASA KEPUNYAAN ‫قلعت‬‫رہاب ےس‬BELONGING
MÁS ALLÁ DE PERTENECER ALÉM DO PERTENCIMENTO强烈的归属感 JENSEITS DER ZUGEHÖRIGKEIT强烈的归属感เกินความเป็นเจ้าของ -; 소속감 그 이상으로 所属を超えてMELANGKAUI RASA KEPUNYAAN ‫رہاب ےس قلعت‬D I V E R S I T Y , E Q U I T Y & I N C L U S I O N R E P O R T
MÁS ALLÁ DE PERTENECER ALÉM DO PERTENCIMENTO强烈的归属感 JENSEITS DER ZUGEHÖRIGKEIT强烈的归属感เกินความเป็นเจ้าของ -; 소속감 그 이상으로 所属を超えてBEYOND BELONGING:

DEI AS A
PATH TOGROWTH ANDCAPABILITY
DEVELOPMENT

It is an honor to introduce Ingredion’s second Diversity,
Equity and Inclusion (DEI) Report, containing details
about the goals, activities and achievements in thecompany’s DEI journey in 2021. The long-running theme
for our DEI efforts has been Everyone Belongs—and weremain committed to all that’s included in that powerfulstatement. For this year’s report, though, we’ve decided
to advance that theme a step further by highlighting
ways we go Beyond Belonging to reach new levels of
engagement across the spectrum of our employee
population. As a business emerging from a challenging
period, this is something we aspire to every day.

THE HEART OF THE BUSINESS CASE

FOCUS + INTENTIONALITY

13 YEARS
Fortune Magazine
World’s Most Admired
Companies List

5 YEARS
2 YEARS
Bloomberg GenderEquality Index

Achieved a 95/100
on Human Rights
Campaign Foundation’s
Corporate Equality Index

Care
First

Be
Preferred

Everyone
Belongs

OwnersMindsetInnovate
Boldy

As you’ll learn on the following pages, our efforts to
go Beyond Belonging extend past feel-good activities
and get to the heart of the business case for a strong
DEI philosophy. For example, our Balsa Nova, Brazil
plant went Beyond Belonging by providing production
technical training for women in the local community.
To enable learning across gender and support careerdevelopment for female leaders, we introduced aReverse Learning program in Europe, the Middle East
and Africa (EMEA). For the second consecutive year,
the Human Rights Campaign (HRC) awarded Ingredionin Mexico the Equidad MX: Programa Global de Equidad
Laboral certification for its policies in favor of diversity
and inclusion of the LGBTQ+ community. Throughout
2021, we wove wellbeing into our global Inclusion Circle
discussions on Mental Health Day, and in support of CEO
Action commitment, I personally kicked off our global
session on Finding Wellbeing and Balance in Your Daily
Hustle in November.

A NURTURING CULTURE
Since a nurturing culture enables growth and innovation,
we have included diversity and belonging as a key pillar
in our broader All Life sustainability platform. We see
a strong connection between enthusiasm for DEI andthe passion for doing good in the community throughsustainability actions. We also continue to follow theDeloitte model for inclusion and recently refreshed ourstrategic framework to align our efforts. As always, weturn to our Regional DEI Councils for strategic direction
and our Business Resource Groups (BRGs) help put into
practice our initiatives. You can find details of theirefforts starting on page 10 of this report. We are proudof what we have achieved at Ingredion. The focus andintentionality of our DEI efforts are essential to ourculture and helped us make positive advances in ourjourney together again in 2021. This past year we again
drew great inspiration from the efforts of volunteers,
BRG leaders and members, and everyone else who
helped make positive change a reality through their dailyinteractions. They continue to help bring a key Ingredion
value to life and ensure not only that Everyone Belongs,
but also that we continue to advance Beyond Belonging.

James P. Zallie(he/him)President
and CEOOUR
COMMITMENTSOURPROGRAMSOURPROGRESSBEYOND THE ACRONYM

HOW WE
DEFINE DEI

DIVERSITY
is about representation of all varied
identities and differences.

3

Many of our strategic customers also have a focus on DEI and the importance ofinclusiveness and belonging in their long-term business strategies. We see thismutual area of focus as another opportunity to benchmark and collaborate withthose customers to drive combined progress.
Larry Fernandes (he/him)
Senior Vice President, Chief Commercial and Sustainability Officer

EQUITYis about ensuring all people havefair access, opportunity, resources,
and are empowered to thrive.

INCLUSION
is about creating a collaborative and openminded environment where everyone feels
they truly belong and can grow.

OUR
COMMITMENTSOURPROGRAMSREPORT
CONTENTS

Building on our three strategicpillars—diverse talent, inclusive
culture and community
partnerships—we arecommitted to being a nurturing
culture that enables growthand innovation driven by ourcommitments and programs,
and measured by our progress

4

21
20
01
02
03
OUR
PROGRESSOURCOMMITMENTSOURPROGRAMSOURPROGRESSOur Commitments 				

6Diversity Councils			

10

Workforce Metrics			

21

Fulfilling Commitments			

7

Business Resource Groups		

11

Supplier Diversity			

22

Advancing DEI Strategy			8

Inclusive Programs			16

Recognizing Our Progress		

23

Strategic Partnerships		

19

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSWHAT DRIVES US FORWARD

Making progress on our DEI journeymeans identifying, articulating andfollowing through on a clear setof commitments. On the following
pages, you can learn more about theconvictions that are driving us forward.

O U R

5

C O M M I T M E N T SOURCOMMITMENTSOURPROGRAMSOURPROGRESSOURCOMMITMENTS

2022 PAY PARITY APPROACH
Because we believe that our people drive ourcompany’s success, Ingredion takes its commitment to
the principles of diversity, equity and inclusion and pay
equity very seriously. We are committed to rewarding
our employees equally for their work based on thevalue they create—regardless of race, gender or otherfactors unrelated to performance.

WORKING TOWARD A MORE INCLUSIVE CULTURE
While we are pleased with the progress we continue to make toward
our milestones, we acknowledge that all significant journeys take time.
During 2021, we formalized and elevated previous articulations of ourcommitments to include the following:

01
03
6

Improve global
representation of womenin management with agoal of achieving genderbalance by 2030.

Evolve our pay
parity approach andmethodology.

02
04

In Europe, increase
representation of womenat the director level andabove, by at least 5%,
by 2024.
Improve representationof Black, Indigenous andPeople of Color (BIPOC)
at the management levelin the U.S., with the goal
to reach 38% by 2030.

At Ingredion, Total Rewards is an importantcomponent of our employee value proposition. Ourcompensation structure and benefits package enable
us to recruit and retain talent within the context of anindividual’s background, experience and performance.
We recognize that pay equity is critical to ourcompany’s success in these areas. We therefore
have invested in external resources to analyze payfor employees globally, continuously reviewing ourcompensation practices and making adjustments
where appropriate. Our sustained efforts have been—
and will remain—a core part of our overall DEI strategy.

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSALIGNING WITH
THOSE WHOSHARE OURCOMMITMENTS
No organization goes on a DEI journey alone.
Ours includes alignment with these key initiatives:
LEADING EXECUTIVES ADVANCING
DIVERSITY (LEAD) NETWORK PLEDGE
We have signed the LEAD Network’s pledge toaccelerate gender parity and drive inclusion in theEuropean retail and consumer packaged goods(CPG) industries.
PARADIGM FOR PARITY®
The Paradigm for Parity movement is a coalitionof business leaders dedicated to addressing thecorporate leadership gender gap. As members of
this coalition, our goal is to achieve gender parity
at the manager level and above by 2030.

7

LEAD is an organization with over 60+
CEOs and Regional Presidents within theEuropean consumer packaged goods andretail industry, many of them our customers,
who gather on a regular basis to share
openly about the challenges and rewards
of promoting more women to leadership
positions. Our EMEA (Europe, Middle East,
Africa) leadership team in 2021 made apledge to increase women in director level
and above positions by 500 basis points(bps) by 2024. This public commitment
is tied to the individual and collective
performance of the leadership teamto ensure sustained results andbehavioral changes.
Mike O’Riordan (he/him)
Regional President, EMEACEO ACTION
In 2017, Ingredion became a signatory of the CEO
Action for Diversity & Inclusion.™ This coalition of over
2,000 organizations, representing over 85 industries,
sets specific actions companies will take to cultivate awork environment where all ideas are welcomed.
HISPANIC PROMISE
Ingredion has joined more than 190 signatories insigning the Hispanic Promise. This first-of-its-kindnational pledge aims to create a more inclusive
workplace that celebrates Hispanics/Latinxs andreflects the communities where we operate and serve.

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSADVANCING OUR DEI STRATEGY
Our recently refreshed DEI strategy remains aligned with our overall purpose as a company to “bring the potential of people,
nature and technology together to make life better.” Everyone Belongs is one of the core values related to that purpose and forms
the foundation for these three strategic DEI pillars. Our intentional and steadfast focus on these pillars helps us embed equitable
practices into our talent strategy and programs while delivering results to our customers. While we still have work to do, we
continue to make progress with the diverse representation at all levels of the organization, starting with our Board of Directors.

In 2021, we invested considerable
time and effort streamlining andelevating our commitments andoverall strategy. DEI is a journey,
and this work will help us move
forward in the best possible way.
Sherri Dublin (she/her)Vice President of DEI,
Culture, Engagement
and Communications• We report our progress twice a year to our Board of Directors and quarterly to our CEO and CHRO
• We advanced the articulation of our goals to be more specific for our black and brown employees• We focused on the importance of intersectionality by standing together to celebrate, support and amplify thevoices of underrepresented groups• We expanded our external commitments to include the Hispanic Promise• We piloted several professional development programs to support the growth and retention of our talent• We embedded wellbeing and mental health as part of Inclusion Circles and our CEO hosted a day focused onallyship and wellness• We addressed concerns in our community through volunteering, corporate donations, an employee matching
program and our Give2021 corporate giving program, raising nearly $173,000 (USD) in fourteen days

01

02

03

Focusing on the composition of ourworkforce, ensuring that we arerepresentative of the communities
where we operate and serve.

Ensuring our culture is inclusive
through the leadership programs
we offer, our BRGs, policies,
practices and processes.

Partnering with organizations
that align to our mission and keysocial causes.

DIVERSETALENT

8

INCLUSIVE
CULTURESTRATEGICPARTNERSHIPSOURCOMMITMENTSOURPROGRAMSOURPROGRESSEVERYONE WORKING TOGETHERTO MAKE A DIFFERENCE

Built on our three strategic DEI pillars, ourprograms make tangible the efforts of all who
are leading our company on this DEI journey.
This includes everyone from those who serveon our global and regional DEI councils to theleaders of our Business Resource Groups (BRGs).
On the following pages, you can learn aboutsome of their work in 2021.

O U R

9

P R O G R A M SOURCOMMITMENTSOURPROGRAMSOURPROGRESSOURPROGRAMSDEI COUNCIL ACTIVITIES
After establishing our Global DEI Council in 2019, we formed regional
DEI Councils in 2021, each composed of business leaders, humanresource partners and select Business Resource Group (BRG) leaders.
Select members of these regional councils also serve on the Global
DEI Council. Here are just some of their activities in 2021.

NORTH AMERICA:

The North America Council
refreshed its structure and offered
several interactive education sessions
to the council members. They alsoestablished three focus areas within
their teams that aligned with theenterprise-wide DEI strategy. They
did this by embedding DEI within the
North American organization andactively supporting the recruitment,
development, promotion and retentionof diverse employees—all while
nurturing external partnerships.

EUROPE, MIDDLE EAST, AFRICA (EMEA):

Collaborating with our ABLE Business Resource Group, theCouncil hosted an Inclusion Circle on “The Atlantic Slave
Trade” and with our WIN BRG on “Sexual Harassment.”

ASIA PACIFIC COUNTRIES(APAC):

Partnering with local experts, theInclusion Council hosted its inaugural
Inclusion Week. The sessionsdelivered key learnings, and selfreflections, as well as inspiration on
cultural intelligence and the bridge
between intelligence quotient (IQ)
and emotional quotient (EQ), whenworking in a global environment.

SOUTH AMERICA: With five BRGs in its council, South America had a strong year, simplifying its governance and evolving communications to leverage
the power of diverse storytelling. This included everything from increased media presence for key stories to celebrating an award for women in leadership.
Engaging leaders across the business in a mentoring program, the team also made powerful connections while continuing to operate in a virtual environment.
Our global employee engagement survey demonstrated measurable impact, with the region scoring an 86 on belonging and 84 on engagement. Other notableachievements include a 35% increase of women in leadership, reached 28% hiring goal of black people at all levels, as well as a new executive mentoring
initiative that’s building awareness with senior leadership on DEI topics.
10

INAUGURAL BRG FORUM
BRGs are integral to the success of our
DEI commitments. In 2021, we hosted
Ingredion’s inaugural BRG Leadership
Forum. In addition to providing BRG
leaders with best practices from experts,
it also featured resources to enhanceleadership skills and opportunities toexpand professional networks.
“The BRGs have such a huge impact
on our culture and engagement.
Bringing them together and investingin their development is a key priority,
something we hope to continue to doannually,” explained Sam Renovato(she/her), Director of Global DEI.

OUR
COMMITMENTSOURPROGRAMSOURPROGRESS

BUSINESSRESOURCEGROUPSIn many ways, 2021 was a year of achievements for ABLE. A
year in which we affirmed the value and credibility of our workby increasing awareness of systemic structures that create gaps
in racial parity, both company-wide and nationwide. Over thecourse of the year, the team worked hard to drive more than 10
impactful actions to increase engagement and support the careerdevelopment of black/brown employees across the business.
Notable among these accomplishments is the instrumental role
ABLE played to facilitate open dialogue across the organization,
to educate and challenge our biases. By making these events
inclusive of all employees,
and partnering with other
BRGs, ABLE showed
leadership by promoting aculture that truly embraces
diversity. Diversity can only
truly be valued and celebrated
in an inclusive culture.
Lauretta Katsriku (she/her)Global Platform Leader
Nutrition, Health & Wellness

11

BRGs are integral to the success of our DEI
commitments. They serve as the conscience ofthe organization, bringing awareness, influencing
policy and practices, and collaborating withexternal partners and customers.

Recruits, advances and retains Black employees
through dialogue, development, support and active
engagement in matters important to the mutualinterest and success of both the company andmembers of the group.
KEY 2021 ACTIVITIES INCLUDE:• Launched Career Development Series• Hosted “Practicing Allyship Everyday”• Introduced larger hair nets for operational teamin Alcantara Plant, which benefits black and POC
employees who typically have bigger hairstyles

OUR
COMMITMENTSOURPROGRAMSOURPROGRESS

BUSINESSRESOURCEGROUPSEMPOWERED’s mission is to make Ingredion an
employer of choice for people with disabilities byfocusing on inclusion in all regions and adjusting
work processes and tools to provide an inclusive work
environment for all.
KEY 2021 ACTIVITIES INCLUDE:• Launch of BRG in South America• Cafe Plural South America event connected
150 people• Bathrooms designed for disabilities in Argentina
and Brazil
12

INSPIRE fully embraces DEI to connect our people aroundthe world and enable our multicultural organization
to make life better across the globe—for us, for ourcustomers and for our communities.
KEY 2021 ACTIVITIES INCLUDE:• With the concern of rising anti-Asian sentiment,
collaborated on a letter of support for the AsianAmerican Community to strongly reflect Everyone Belongs• Hosted a panel discussion featuring six Ingredion
executive leaders sharing their personal journeys
on “How to accelerate your career in a multi-cultural,
global organization,” with more than 700 individuals
in attendance

OUR
COMMITMENTSOURPROGRAMSOURPROGRESS

BUSINESSRESOURCEGROUPS
LIDER leads the organization to achieve greaterbusiness results through the inclusion of Latin
American talent and cultures.

13

NEXT serves as a support community for earlytalent; we will inspire new ways to communicate,develop, learn and grow professionally at
Ingredion.

KEY 2021 ACTIVITIES INCLUDE:• Launched BRG and more than 800 employees
participated

KEY 2021 ACTIVITIES INCLUDE:• Expanded BRG to Pakistan• Hosted first-ever Hispanic Heritage Monthcelebration with more than 200 participants• Improved use of workday learning througha rewards program• Held an Inclusion Circle on the bias ofimmigration• Shared “words of wisdom” articles andinterviews from senior leaders

OUR
COMMITMENTSOURPROGRAMSOURPROGRESS

BUSINESSRESOURCEGROUPS
I assumed the leadershipof PRIDE in order tomake Ingredion aspace of respect andinclusion, where eachof our members isvalued and respected fortheir unique talent andabilities. We have been
growing step-by-step toachieve an inclusive andsafe environment where
we all belong.

Asumí el liderazgo dePRIDE para hacer deIngredion un espacio derespeto e inclusión dondecada uno de nuestros
miembros son valorados yrespetados por su talento
y habilidades únicas.
Hemos ido creciendo
paso a paso para lograr
un ambiente inclusivo
y seguro donde todos
pertenecemos.

With lack of federal protections for the LGBTQ+ community,
the work of local, non-profit organizations such as Garden
State Equality is essential. Being able to partner with Garden
State Equality has not only brought education and awarenessof the LGBTQ+ community to Ingredion, it has shown theimpact this organization makes every day for our employees,
families, and community who work and live in NJ. Garden State
Equality’s primary objective was marriage equality, but theorganization recognized this was just the beginning of workthat was needed and has carried on to touch all aspects of life
in NJ for LGBTQ+ residents, creating one of the safest places
where we can all thrive. This sense of safety and security for all
is something I hope to see echoed at Ingredion, regardless of
where we operate. The impact Garden
State Equality has had on me and myloved ones is something I admire
deeply and am truly grateful for.

PRIDE promotes a safe, open and inclusive
environment, aimed at empowering the LGBTQ+
community by leveraging allies to bring the value ofauthenticity in the workplace to the forefront.
KEY 2021 ACTIVITIES INCLUDE:• EMEA joined PRIDE via the Hamburg chapter• Gender-accessible restrooms approved in Agile
Ways of Working workstream

Diego Vargas (he/him)
Senior Analyst
Accounts Receivable,
Ingredion Mexico

14• External recognition and partnerships
with Garden State Equality alongside
DEI and LGBTQ+ groups from customers
such as Campbell’s, Chobani, Mondelez,
International Flavors & Fragrances (IFF)
and Danone

Harper F. Hall (they/them)
Global Flavor Applications andTechnical Service Lead
PureCircle by Ingredion

OUR
COMMITMENTSOURPROGRAMSOURPROGRESS

BUSINESSRESOURCEGROUPS

I took a leadership role in the WIN EMEA BRG, because I feel I am in a position where I can mobilize other
women around me, challenge long standing beliefs of my co-workers, support other colleagues and make
Ingredion a more inclusive place to work. Experiencing the passion of my co-workers and feeling the power
we have to change things for the better, when we work together on a shared purpose is very energizing andrewarding. Personally, I am most proud of the momentum we have created over the past two years; the amountof volunteers that are active within WIN, the commitment we have gained from senior leadership, the steps wehave taken – especially in Pakistan – and the close network we have created, being in weekly exchange withcolleagues from Pakistan, Africa and within Europe.
Cathrin Kurz (she/her)Senior Global Business Development Manager
Clean & Simple, Germany

WIN builds an inclusive network that empowers BIPOC,
white, LGBTQIA+ and women with disabilities, along with
their allies (including men and non-binary individuals) toreach their full potential.
KEY 2021 ACTIVITIES INCLUDE:• Increased representation of women at associate level inSouth America through the “Women in Manufacturing”
program• WIN Maryland (USA) addressed inadequate uniform andlocker room space for women at Belcamp and initiated a
project to install nursing rooms at Maryland locations
15

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSOURPROGRAMS
2021 PROGRESS: INCLUSION CIRCLES
Our Inclusion Circles continue to explore important
issues and engage in thoughtful dialogue about the pathforward. Topics explored in 2021 Inclusion Circles:

Mental Healthin the Black
Community
The Cost of
Systemic Inequality
for LGBTQ+
Professionals
in STEM

Breaking Glass
Ceilings

Diversity ofThought,
Perspective,
Personality
and Workstyle

16

What You Can
Do About AntiAsian Violence
The Impact of
Immigrationin the Latin
Community

Mental
Wellbeing in
Recognition ofWorld Mental
Health Day

x
x
x
x

DAY OF UNDERSTANDING
As part of our ongoing commitment to CEO Action
for Diversity and Inclusion, we created spaces
for courageous conversations to advance our
employee’s knowledge and capability to improve
equity and inclusion in the workplace. We invited
external experts to discuss key topics, such as
the importance and best practices for use of
pronouns, sex assigned at birth, gender identityand expression and managing overall wellbeing inyour daily life.
Our CEO taking the time to be honest and transparent, andbeing a human being about what’s affecting us all during
this pandemic, is real leadership.
Anonymous

WELLBEING IN FOCUS
Our emphasis on wellbeing in 2021
included the introduction of MeetingFree Fridays once a month. These specialdays provided an opportunity for our
employees to avoid distractions and focus
on themselves and their work.
Wellbeing was also woven into our
Inclusion Circles throughout the year.
We also held a special event about finding
wellbeing. It featured Michael James
Wong, a TEDx speaker, author and expert
on mindfulness and meditation. The event
included a panel discussion and sharing
circles for additional dialogue.

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSOURPROGRAMSPROMOTING AN INCLUSIVE CULTURE
Creating a culture of inclusion remains a toppriority. In 2021, we collaborated with several
partners to provide open dialogues andgain comfort with what can be challenging
conversations. Our aim was to deepen our
employees understanding and awarenessthrough rich discussions, self-awareness andpersonal growth, while focusing on wellbeing.
Informed by employee feedback. We introduced
specific solutions to develop our employees andprovide them with access to a range of programs
and resources to build their understanding,knowledge and skills in the workplace.

LEARNING AND DEVELOPMENT
We partnered with Justice Informed, asocial impact consulting firm, to facilitate
meaningful and productive conversations
across various dimensions of diversity,with a goal to allow space for individuals
to come together to share their experiences
and further develop specific strategies forworking together more inclusively.

I am grateful for the way our partnership with Justice Informed continued
our DEI journey in 2021 at the plant in North Charleston, South Carolina.
We held bias workshops, had meaningful DEI discussions and culminated
our year with an all-plant workshop led by Justice
Informed, where plant employees developed aCommunity Agreement. A poster now hangs
in our lobby to remind employees of thisagreement and show new employees andvisitors what they can expect while spendingtime in our plant.
Michelle Schaffer (she/her)East Region Specialty Manufacturing Manager

17

DEVELOPING AND COACHING
BLACK EMPLOYEES
We worked with Powerful Penny to host a seriesof professional development workshops andintroduce coaching circles to a select group of
our black talent to enable them to take greater
ownership of their careers.

If you set a goal and write it out, there is no reason why
you can’t achieve it! Being a part of the ABLE Career
Development program helped me better understand andmap out where I want to be in my career and how to use
the tools I learned to make it happen.
Justin Brewer (he/him)
Sr. General Accountant

The cohort experience challenged me to be open
to approaches outside of my comfort zone. It
has also afforded me the opportunity to view mypersonal/professional development as essential
to the growth of the business, not as a distraction
from completing my daily work.
Tanya Irby (she/her)Regional Human
Resources Manager,
West Region

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSOURPROGRAMSDEVELOPING OUR BIPOC TALENT
Ingredion partnered with McKinsey’s Connected
Leaders Academy, which equips future leaders withpeer networking and sponsorship that helps ourleaders achieve their aspirations as well as new
capabilities, mindsets and behaviors. We currently
have leaders enrolled in the cohorts for the
Hispanic-Latinx leaders and Asian leaders. We plan
to expand the program to Black leaders in 2022.

The modules are easy to understand with very
relevant topics. It is great to see topics that I
can apply at work and help me understandother functions within the organization, giving
me a full view of the business. I certainly will
apply some of the topics in my day-to-day.
I also enjoyed meeting people from otherindustries, and the webinar topics werefocused on strengthening business acumen
and leadership skills.
Diana Nieto (she/her)Senior Manager, Business Development
Starch-Based Texturizers US /CAN

DEVELOPING OUR WOMEN
We partnered with The She-Suite for our first cohort ofdiverse and cross-functional groups from North America.
This 24-week journey is the female-focused initiative ofVelvet Suite, a renowned leadership innovation firm. The
She-Suite is on a growth mission to empower careerdriven women with a fresh and proven approach to
become recognized and valued leaders.
The greatest benefit of The She-Suite
program was expanding my internal
network at Ingredion. It provided theopportunity to meet and chat openly
about career and life topics with other
women at Ingredion who I may haveotherwise never met. I’m looking
forward to staying connected with all
the women in this inaugural cohort.
Katie Smothers (she/her)Senior Manager, Sustainability

Crafting a personal brand aroundwhat I value, including mymission, vision and purpose isachievable at every stage of life.
We can become the recognizedand valued leader in us.
Layo Jegede (she/her)Senior Manager, Global Sensory

18

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSOURPROGRAMS
Inspires all girls to
be strong, smart
and bold.

Has as its missionbuilding girls of
courage, confidence
and character.

Committed to protecting
basic human rights forthe most vulnerable
people in society.

STRATEGIC PARTNERSHIPSAt Ingredion having a positive community impact
in the areas in which we operate is an essential partof our DEI journey. We continue to form strategic
partnerships with key organizations, such as:

Provides 24/7 crisis
support services to
LGBTQ+ young people.

Lifts the diverse voices of
LGBTQ+ communities througheducation and advocacy in
New Jersey and nationally.

Dedicated to exposing girls
in Chicago, ages 10-18 years
old, to science, technology,
engineering and math (STEM).

Reduces barriers to employment
through partnering with leading
companies ready to hire unemployedor underemployed job seekers.

Ingredion employees continue to be very active with the Chicago High School of Agricultural
Sciences (CHSAS). They volunteered for the Career Day, job shadowing, senior interviews andserved as judges for the Science Fair. Ingredion also presented a “Dress for Success” presentation
to female Juniors and Seniors and invited CHSAS students to join Ingredion on an farm tour
sponsored by the Illinois Farm Bureau. Finally, Ingredion sponsors a $5,000 annual scholarship.
19

ABLE & THE HATCHERY CHICAGOCollaborating with The Hatchery Chicago,a nonprofit food business incubator, our
ABLE Business Resource Group supported
a back-to-school community event on
Chicago’s West Side. The event aimed toensure that every child in the Garfield Park
neighborhood had the necessary supplies
to begin the school year.
To prep for the event, ABLE members
volunteered to pack 250 backpacks andorganized all supplies. The day of the drive,the team had fun distributing the schoolsupplies and interacting with the children
and their families. The team was joinedby ABLE Executive Sponsor, Jorgen Kokke,
Executive Vice President and President of
the Americas.

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSON OUR WAY

Our tangible efforts to move “Beyond
Belonging” continued on many different
fronts in 2021. On the following pages,
you’ll learn details about some of theactivities that marked our progress on
our DEI journey in the past year.

O U R

20

P R O G R E S SOURCOMMITMENTSOURPROGRAMSOURPROGRESSOURPROGRESS

Increase of BIPOC Interns%
30
in 2020%48
in 2021

Increase of Female Interns%
49
in 2020

EMBEDDING DEI INTO
TALENT PRACTICESAs part of our diverse slate hiring initiative, we havecommitted to including at least one woman (globally) and
BIPOC (U.S.) candidate at the hiring manager interview step.

%55
in 2021

RACIAL & ETHNICITY BREAKDOWN OF U.S. EMPLOYEESRACE & ETHNICITY (Manager and above)

INGREDION YE 2021

INGREDION YE 2020

INGREDION YE 2019

GENDER REPRESENTATION OF GLOBAL EMPLOYEES

BIPOC

24.5%
(154/628)

25.5%(153/599)

24.3%(142/584)

WOMEN REPRESENTATION

Asian

9.1%
(57/628)

10.4%(62/599)11.1%(65/584)

Women (Executive and above)
Women (Director and above)
Women (Manager and above)
Women (Professional and above)
Women (Associate and above)

INGREDION YE 2021

INGREDION YE 2020

INGREDION YE 201923.6%
(17/72)

21.7%(13/60)14.5%(8/55)

Black or African American

29.1%(96/330)

25.9%(83/321)24.9%(75/301)

5.9%(37/628)

6.1%(36/599)

5.0%(29/584)

Hispanic or Latinx

35.3%(558/1579)

33.2%(531/1600)

31.9%(482/1510)

8.1%(51/628)7.0%(42/599)

6.7%(39/584)

American Indian or Alaska Native

39.7%(1942/4887)

38.2%(1902/4985)

36.7%(1707/4647)

0.3%(2/628)0.2%(1/599)0%(0/584)22.4%(2489/11110)

21.2%(2473/11678)

19.6%(2095/10671)

Native Hawaiian or Other Pacific Islander 0.2%
(1/628)0.3%(2/599)0.2%(1/584)

1.0%(6/628)

1.7%(10/599)

1.4%(8/584)

Note: Our gender parity goal is at the manager level and above, including all women globallyat manager, director and executive level. We set our gender parity goal at 50% by 2030.

21

The success of our internship and early career
program is driven by key relationships with the
National Society of Black Engineers, Society of
Women Engineers, Institute of Food Technologists,
and INROADS. With representation from 46 schools
and universities across the U.S., the 65 interns in
our 2021 program included both gender diversity(55% women) and racial diversity (48% POC).

Two or More Races

Note: Our goal is to improve representation of Black, Indigenous and People of Color (BIPOC) at the management level
and above, with the goal to reach 38% by 2030.

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSOURPROGRESSSUPPLIER DIVERSITY
We remain committed to supplier
diversity across all our regions. The
accompanying chart breaks down
our progress in 2021 as it relates topercentage spend.

We also continue to receive
recognition for our efforts in
key geographies. For example,
Ingredion South Africa hasachieved certification for the third
consecutive year in a governmental
program designed to integrate
black South Africans in theworkplace, support black-ownedand-operated businesses and giveback to black communities affectedby years of apartheid.

22

2021

U.S. Diverse Supplier Spend ReportYTD Percentage Spend (by classification)

2021 Quarterly Spend Totals ($M USD)
DIVERSITY CLASSIFICATION

Q1

Q2

Q3

Q4

TOTALS

Women-Owned
Asian-Pacific American
Veteran-Owned
Hispanic American
African American
Native American

$5.25
$2.30
$0.61
$0.05
$0.28
$0.03

$6.60
$2.07
$0.48
$0.05
$0.13
$0.01

$9.34
$2.33
$0.58
$0.09
$0.10
$0.00

$9.91
$1.27
$0.60
$0.02
$0.18
$0.03

$31.09
$7.97
$2.28
$0.20
$0.70
$0.08

2021 TOTAL
2020 TOTAL% CHANGE YoY

$8.52
$7.13
19.49%

$9.34
$8.53
9.50%

$12.45$7.38
68.71%$12.01$10.3515.99%$42.32$33.3726.81%

0.5% 1.7% 0.2%
Hispanic
AmericanAfricanNativeAmerican American

5.4%
VeteranOwned

18.8%
AsianPacific
American

73.5%
WomanOwned

OUR
COMMITMENTSOURPROGRAMSOURPROGRESSACKNOWLEDGINGOUR PROGRESS

RECOGNITION
Third-party recognition is not the only—or eventhe most important—measure of success. It does,
however, serve as another indicator of progress
toward our DEI objectives. We are honored to sharejust some of that recognition from 2021.
We continue to use Bloomberg’s Gender Equality
Index as a benchmark to measure our performanceand evaluate opportunities for improvement.

2021

Bloomberg’s
Gender-Equality Index%
41.3
in 2020%
66.7
in 2021

THE STEP AHEAD AWARDSThe Manufacturing Institute’s STEP Ahead
Awards recognize women in science,technology, engineering and production
careers who exemplify leadership within
their companies. In 2021, Ann Eddy (she/her), a project engineer at Ingredion, wasnamed a STEP Ahead Emerging Leader.
She was joined by Eric Seip (he/him),
WIN Executive Sponsor and Senior Vice
President Global Operations and Natasha
Carter (she/her), Quality Control Lead.

HUMAN RIGHTSCAMPAIGN RECOGNITION
For the second consecutive year,
Ingredion in Mexico received the
HRC Equidad MX: Programa Global
de Equidad Laboral certificationby the Human Rights Campaign
for our policies supporting
diversity and inclusion of the
LGBTQ+ community.

At Ingredion, we all belong.
We accept diversity andcontinuously work toward
a more inclusive work
environment
where each
person isvalued and feels
inspired to be
and do their best.

En Ingredion todos
pertencemos.
Aceptamos la diversidad
y promovemos
activamente un
ambiente de trabajo
incluyente en dondecada persona esvalorada y se siente
inspirada a dar lo mejor
de si misma.

Leopoldo Horle (he/him)
President and General Director
Ingredion Mexico

23

WHAT’S NEXT:CONTINUING
THE DEI JOURNEY

As we take time to reflect on our 2021 achievements,
it makes me proud to have joined an organizationthat lives its values through its inclusive culture. As
we move forward on this important journey andlook to make strides in 2022, I’m personally excited
to be more involved and see more of our employees
connect, engage and make a difference no matter
how big or small. Inclusion happens in everyday
moments and interactions, from team meetings tolearning experiences, to making an impact in ourcommunity.

Our DEI journey in 2022 continues, and we remainenergized by the opportunities to reach evengreater levels of engagement among our employee
population. I’m excited about the expansion of ourBusiness Resource Groups to build upon strategies toattract and develop a diverse and talented workforce.
We will stand on our value of Everyone Belongs
and provide programs and initiatives that take us
Beyond Belonging.

We consider it both an imperative and a privilege
to continue building on our three pillars of diverse
talent, inclusive culture and strategic partnerships.
And we will be focused on and intentional withbuilding capabilities to create a culture where
everyone can be their true selves—regardless of theirrace, color, religion, age, gender, gender identity,
gender expression, status, sexual orientation, veteranstatus, military status or disability.
We are determined to continue living our purposeof making life better for all and look forward toreporting on our progress next year in our third
annual DEI report.

Nancy Wolfe(she/her)
Senior Vice
President andChief Human
Resources Officer