INCLUSION:OUR INGREDIENT FOR
BELONGING AND GROWTHDEI Report 2022

We understand that to progress our Diversity, Equity, and Inclusion (DEI) journey, wemust be intentional and focused on our culture, measure our improvements, identify
our opportunities, and seek partnerships that make a difference.
In our third DEI report, we will share how we continually improve against our goals.
We will spotlight our people, our culture, our programs, and our partnerships. This will
showcase how DEI is important to how we grow and innovate in our business whileliving our values and purpose. We know this is a journey and not a destination, so westrive to improve each year to impact our employees, our industry, and our communities.

DIVERSITY EQUITY INCLUSION
is about representation of all varied
identities and differences.

2

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

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

report contents

Message from Leadership
Introduction
		4
5

Our Recognitions		Our Path Forward		

diversetalentinclusive
culturestrategic
partnerships

3

01

DiverseTalent:OUR PEOPLE

02
6

Inclusive
Culture:OUR INGREDIENT

03
9Strategic
Partnerships:
OUR IMPACT

21

28
29

It is once again my honor and privilege to introduce Ingredion’s Diversity,
Equity, and Inclusion (DEI) Report. This is our third consecutive report—and it
details the goals, activities, and achievements from our DEI journey in 2022.
We’ve chosen the theme Inclusion: Our Ingredient for Belonging and Growth.
We’ve selected these words to stress the importance of continually cultivating
an inclusive culture that is underpinned by our values and purpose.
One of our core values is Everyone Belongs. Ensuring belonging has long
been an important focus of our efforts—and inclusion truly is the ingredientthat makes it possible to drive performance and growth in every area of ourbusiness. As we individually and collectively pursue living our values, we also
focus on being a purpose-driven organization. Ingredion positions itself tobring the potential of people, nature, and technology together to make life
better for our employees and the communities where we live and operate.

a message
from our THE HEART OF THE BUSINESS CASECEO

I used that phrase in my opening remarks last year because it makes anessential point: Our DEI commitment remains more than just words on a pageor the sharing of feel-good activities. Diversity, Equity, and Inclusion is at thevery heart of what we stand for as a business.
As I often reinforce within our organization, diversity and belonging are
key pillars of our broader All Life sustainability framework. We see a strong
connection between the enthusiasm for DEI and a passion for doing good in
our local communities through our sustainability actions. As you will learn
on the following pages, we continue to make progress against our goals
and public commitments—and we continue to invest in programs internallyand externally that provide opportunities across the business. Our efforts
also enable us to build the momentum for our programs by celebrating ourprogress and achievements.
For instance, for the third consecutive year, the Human Rights Campaign (HRC)
awarded Ingredion in Mexico the Equidad MX: Programa Global de Equidad
Laboral certification and Ingredion was an inaugural recipient of the 2022 Food
Ingredients Europe Innovation Award for Diversity and Inclusion Innovation.
We also expanded our Business Resource Group (BRG) participation last year,
while launching two new groups.

Strategic partnerships are an important part of our DEI strategy. We
understand that it takes all of our stakeholders to continue to advanceand make an impact. In 2022, we aligned with industry organizations andcustomers to make advances in our efforts and to share our journey andpractices to support others earlier in their journey.

IMMERSIVE UNDERSTANDING

I was personally reminded of the importance of our DEI journey in Marchof 2022 when members of the Executive Leadership Team visited Tulsa,
Oklahoma to participate in an immersive cultural and educational experience.
Our discussions with key leaders at the Tulsa Shared Service Center andvisits to important cultural centers helped deepen our understanding of thecity’s history and resilience after the race massacre of 1921.
Other activities covered in this report include our ongoing work with CEO
Action for Diversity & Inclusion—internally referenced as Ingredients for
Inclusion series—and the 5-Year Celebration of our Alliance of Black Employees(ABLE) (which I was honored to be its founding sponsor) and Women of
Ingredion Network (WIN) BRGs.

PEOPLE MAKE THE DIFFERENCE

In the following pages of this year’s report, you will see details about the
progress we continue to make toward some clearly articulated goals. Just as
importantly, you’ll be introduced to some of our employees who make an
impact and contribute to building our inclusive culture.
Every day, our employees are bringing their experiences, skills, creativity, andpassion together for the good of all. We hope you enjoy hearing their stories
as much as we enjoy sharing them.

JAMES P. ZALLIE (HE/HIM)

President and CEO

Unlocking potential
At Ingredion, we believe that our purpose and values are the fertile
soil for how we deliver value to our employees and our customers.
They are the north star that guides our behaviors, and informs how
we interact with customers, suppliers, and each other.
Our purpose states that “We bring the potential of people, nature, andtechnology together to make life better.” We hold ourselves to thehighest standards in ethics, safety, quality, and sustainability.

diversetalentinclusive
culturestrategic
partnerships

Our All Life Sustainability strategy includes diversity, equity, inclusion,and belonging as part of its framework and aligns to our value—
Everyone Belongs. We embrace diversity and proactively cultivate an
inclusive work culture where each person is respected, valued, andfeels celebrated for the uniqueness they bring.

‘‘

DEI STRATEGICPILLARSOURVALUES

Diverse Talent

Care First

Everyone Belongs

Inclusive Culture

We embrace diversity andproactively foster an inclusive work
environment where each person
is valued and feels inspired tocontribute their best.

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

Innovate Boldly

Strategic
Partnerships

We courageously strive forbreakthrough innovations driven
by our relentless curiosity, boldthinking, speed of decision-making,and agile execution.

Partnering with organizations
that align to our mission andkey social causes.

Owner’s Mindset

We understand the importance to our customers,
colleagues, and the world of connecting DEI to all
aspects of our All Life framework. This report provides
several examples of how we’re aligning individual
efforts with our company-wide mission.
LARRY FERNANDES (HE/HIM)

Care
First

Be
Preferred

Senior VP, Chief Commercial and Sustainability Officer
and Executive Sponsor for NEXTWe think and act like owners—
where everyone takes personal
responsibility to anticipate
challenges, proactively searchfor opportunities, and makefact-based decisions that are in
the best interest of the company.

Be Preferred

Everyone
Belongs

OwnersMindsetInnovate
Boldy

5

We actively work to safeguard andenable the wellbeing of our people,
the quality of our products, and our
reputation for trust and integrity.

Focusing on the compositionof our workforce, ensuring that
we are representative of thecommunities where we operateand serve.

We earn the right to be customerpreferred by delivering mutual
enduring value at every touchpointof the customer experience.

2022

01

Diverse Talent
6

DEI
DiverseTalentOur people are the ingredientto our success that cannot be
duplicated
Our commitment to diverse talent is about creating the rightopportunities at the right time and helping our people succeedin their roles. The results on this page provide an unvarnished
glimpse at where we are making significant progress, as well as
those areas where more work remains to be done.

01
02
X%
03

strategic
everyday life
partnerships

7

Women representation at manager and above

Racial andEthnicBreakdown of
U.S. Employees

2021Manager and above

35.3

%

2022

36.8%

Director and above

Achieve global gender
parity at the manager level
and above by 2030.

2021

29.1%

Achieve 38% Black,Indigenous, People of Color(BIPOC) representation
at the manager level andabove by 2030 in the U.S.
Reach industry inclusion
benchmark on global
employee engagement
survey by the end of 2025.

2022

31.4%

Executive and above
2021

diversetalentinclusive
cultureGenderRepresentationof Global Employees

23.6%

2022

21.7%

Age Groups (New)

13.6%%
30-50 years old: 63.7%
Over 50 years old: 22.7

Under 30 years old:

Independent Boardof Directors

36.4% Women representation
18.2% Racial/Ethnic diversity
100.0% over 50 years old

BIPOC
2021

24.5

%

2022

27.8%

Asian
2021

9.1

%

2022

9.7%

Black
2021

5.9

%

2022

5.6%

Hispanic/Latinx
2021

8.1

%

2022

11.1%

Other
2021

1.5

%

2022

1.3%

Numbers reported are in alignment
with the Global Reporting Initiative(GRI) standards 405-1

DEI
DiverseTalentPay Equity

We believe providing a holistic total rewards package contributes to avaluable employee experience and helps us attract and retain employees.
We are committed to equal pay for equal work, regardless of gender, race,
ethnicity, or other personal characteristics. To deliver on that commitment,
we benchmark and set pay ranges based on local market data and consider
various factors such as an employee’s role and experience, job location, andperformance when establishing individual pay levels. We regularly review
our compensation practices to promote fair and equitable pay.
With the support of an independent third-party expert in this field, we
conduct global pay equity reviews for salaried employees comparing
employees in the same pay grade within a country/area to identify any
unsupported distinctions in pay between employees of different genders
and races (as permitted by local country law).

Our 2022 global analysis encompassed almost 5,000 employees across 39
countries. From this analysis, we found no systemic issues and no negative
pay gap between male and female employees. In the United States, we also
review pay for salaried employees in the same pay grade by race/ethnicity(Asian, Black, and Hispanic/Latinx). The 2022 independent analysis foundno systemic issues and no negative pay gap between non-white and white
employees.
Underpinned by our Care First value, a holistic rewards package also
includes benefits that focus on the wellbeing of our employees and theirfamilies. We continue to evolve our programs to meet our employees’
health and wellness needs. We provide access to medical, welfare, andretirement benefits and offer programs to all employees that support
overall wellbeing, including paid parental leave and caregiver leave, as
well as financial, physical, and mental health resources.

diversetalentinclusive
cultureX%

strategic
everyday life
partnerships

Numbers reported are in alignment
with the Global Reporting Initiative(GRI) standards 405-2

8

2022

02

Inclusive Culture
9

DEI
Inclusive
Culture‘‘To have an inclusive culture, you need to be intentional, data-informed, and proactive.
You also need to ensure your programs, platforms, and practices are inclusive andequitable for all employees.

I had been looking for an opportunity to increase mybusiness acumen but had concerns juggling school,
work, and home. This program was a perfect fit forme—the content was relevant to my day-to-day workand helped me to understand different aspects of ourbusiness. Beyond that, the opportunity to collaborate
with my colleagues was valuable in building
connections and expanding my network.

Development programs takeoff

In 2022, we expanded the investment in our talent to reach people globally. As wecontinue to mature on our DEI journey, we seek to naturally integrate DEI into everything
we do. This includes a focus on inclusive leadership for our leadership development
programs and a focus on microaggressions as part of required business integrity courses.

MABEL C. (SHE/HER)

Project Leader, Technical Development‘‘

ABLE COACHING PROGRAM: We worked with Powerful Penny to host a series ofprofessional development workshops and introduce coaching circles to a selectgroup of our Black talent to enable them to take greater ownership of their careers.
GROW ESSENTIAL SKILLS FOR MANAGERS: A global manager training program

diversetalentdesigned to build a manager’s foundational skills to lead individuals andteams effectively and engage/retain our talent.
LEADERSHIP, EXCELLENCE, AGILITY, PERFORMANCE (LEAP): A global mid-level

inclusive
culturestrategic
partnerships

X%
everyday life

10

leadership development program that is designed to prepare and enable
employees for senior-level roles in the company by utilizing a blended learning
approach over a multi-month journey.
MCKINSEY: Ingredion continued the partnership with McKinsey’s Connected
Leaders Academy, which equips future leaders with peer networking andsponsorship that helps our leaders achieve their aspirations as well as new
capabilities, mindsets, and behaviors. We currently have leaders enrolled in
the cohorts for Black leaders, Hispanic/Latinx leaders, and Asian leaders.
THE SHE-SUITE BRAND LEADERSHIP INSTITUTE: We continued ourpartnership with The She-Suite for our second cohort of diverse andcross-functional groups. This 24-week journey is the female-focused
initiative of Velvet Suite, a renowned leadership innovation firm.

The McKinsey Management Accelerator not only helped
me sharpen my skills in problem solving and knowledge
in corporate strategy, but it also helped me expand my
network inside and outside of Ingredion. I was thrilledwith the opportunity to connect with many leaders in the
Latino community. Many of the stories people shared hadcommon elements and reminded me of my own story.
VIN C. (HE/HIM)Manager, Supply Chain Systems‘‘

We all have competing priorities and challenges to face, both in our professional
and personal lives; however, being given the opportunity to take part in
McKinsey’s Black Management Accelerator Program afforded me the chance totake a deep dive into areas of the business that I may not be involved in on aregular basis. Not only was the content insightful, it was also easily applicable
to my day-to-day responsibilities and I’m able to walk away with valuable
tools to continue my growth and development. I was able to connect and build
relationships with others within Ingredion who I may not have met otherwise!
TIERRA B. (SHE/HER)

Program Manager, Internal Audit

DEI
Inclusive
CultureVISIT TO TULSA PROVESIMMERSIVE AND EDUCATIONAL

Members of the Executive Leadership Team participated in
an immersive cultural and educational experience during
a visit to the Tulsa Shared Service Center, taking time
to connect with community leaders and local Ingredion
employees. After a tour and meeting at the newly refreshed
Shared Service Center office space, the group was led by
Mary Williams, author and founder of the Black Wall Street
Art Gala, in visiting Tulsa cultural centers and learning
about the legacy of the city’s race massacre in 1921.
This immersive experience helped expand and move
forward each of our leader’s individual DEI journeys.
INGREDION EDUCATIONAL FOUNDATION

diversetalentinclusive
cultureIngredion established a scholarship program
to assist a number of employees’ children
who plan to continue education in college,
university, or vocational school programs.
Scholarships are offered each year for full-time
study at an accredited institution of thestudent’s choice.

19

strategic
partnerships

X%
everyday life

11

AWARDEDSCHOLARSHIPSIN 2022‘‘

It was a personally emotional experience to join our
executive team on the immersive visit to Black Wall Street
in Tulsa. We learned, discussed, and reflected on the
tragic events of 1921. The trip reinforced for me that our
DEI work is integral to our purpose, and that respecting
and celebrating each other’s diverse experiences make us
all better, individually, and collectively.
SHERRI DUBLIN (SHE/HER)

VP, DEI, Culture, Internal Communications, and Talent Acquisition

DEI
Inclusive
CultureINGREDIENTS FOR INCLUSION

In 2017, Ingredion joined the CEO Action for Diversity & Inclusion™ coalition and committed tocultivating a trusting environment where all ideas are welcomed and employees feel comfortableand empowered to have discussions about diversity, equity, and inclusion. Our CEO, Jim Zallie,joined the discussions, sharing his own perspective to the topic being addressed.
In 2022, we introduced Ingredients for Inclusion as our standing series for these spaces. We
started our series on April 2022 with the session “Harnessing the Power of Uniqueness and Belonging
to Engage Talent” led by Dr. Stefanie Johnson. Our colleagues were able to take part in a virtual
Walk of Understanding, facilitated by Translator, creating a safe space to share stories and an
opportunity to reflect on how privilege has impacted their life experience. The series concluded in
December 2022 with a webinar on how DEI Drives Innovation, Growth, and Performance.
DEVELOPING FUTURE LEADERS

diversetalentinclusive
culturestrategic
partnerships

X%
everyday life

12

Through Ingredion’s Internship Program, university students apply their classroom knowledge
to make meaningful impacts across Ingredion offices, idea labs, and manufacturing sites. In
2022, Ingredion hosted 72 U.S. Interns & Co-Ops with representation from 44 universities andorganizational involvement with the Society of Women Engineers, Society of Hispanic Professional
Engineering, National Society of Black Engineers, and Institute of Food Technologists. University
relationships are essential to the success of our early talent programs, and Ingredion is proud topartner with North Carolina A&T University as a presidential sponsor, as well as focusing our
HBCU recruitment strategy with the institution as a core university.
The Ingredion Global Talent for Operations Program is designed to provide recent Operations(Engineering, Quality, and Supply Chain) graduates the opportunity to build a superior foundationin operations and grow organically through the Ingredion organization. GTO Associates are guided
through a three-year rotational program in either manufacturing or supply chain. This program not
only sets a strong pipeline for future leaders, but also increases the diversity of women and BIPOC
employees at Ingredion.

Building connections
through our regional
DEI Councils

Our four regional Diversity Councils are composed ofbusiness leaders, human resource partners, and selectBusiness Resource Group (BRG) leaders. Twice a year
we bring all of the councils together to hold our Global
Diversity Council meetings.
In 2022, our councils designed and held week-long events
that focused on empowering and equipping employeeswith skills and knowledge to provide opportunities
to connect, learn, focus on wellbeing, and strengthen
connections across all our employee populations.

DEI
Inclusive
CulturediversetalentExpanding ourBusiness Resource Groups

As an essential element to our DEI strategy, our Business Resources Groups(BRGs) continued to grow and expand in 2022. With the launch of a new
BRG platform, Affinities by Teleskope, we can now measure the reach,resonance, and impact of our BRG program.
In 2022, we hosted our second BRG Leadership Forum. In addition toproviding BRG leaders with best practices from experts, it also featured
resources to enhance leadership skills and opportunities to expand
professional networks.
WE SAW THE EXPANSION OFEMPOWERED, PRIDE, AND
NEXT TO NEW REGIONS:

strategic
partnerships

everyday life

13

OF OUR GLOBALEMPLOYEEPOPULATIONBECAME MEMBERS
OF A BRG PROGRAM
AT THE END OF 2022

EMEA LAUNCHNOVEMBER 2022

inclusive
culture

X%

10%

+

NORTH AMERICA
EXPANSION INTO
MEXICO JULY 2022

APAC LAUNCHDECEMBER 2022

4K

150

HOSTED
GLOBAL EVENTSENGAGEDEMPLOYEESDEI
Inclusive
CultureOur BRGs

FOUNDED: 2017
MEMBERS: 225
MISSIONTo recruit, advance, and retain Black employees at Ingredion through dialogue,
development support, and active engagement in matters important to themutual interest and success of Ingredion and members of the group.
diversetalentinclusive
culturestrategic
partnerships

X%
everyday life

KEY ACCOMPLISHMENTS• E ngaged with community and built brand awareness at Indiana Black Expo
• Continued coaching cohort and professional development• Celebrated Black History Month with theme “Black Health and Wellness”• Observed Black History Month in the NA region• Held keynote event with Justice Informed: Psychological Safety and theImportance of BRGs with Xavier Ramey• Launched mentoring program for Black employees in Operations in Brazil‘‘

To receive the CEO Awards last year was
important to show to Ingredion employees how
DEI is important, and how ABLE’s actions aremaking the difference. Also, expanding ABLE in
the Andean region was a great achievement.
ISABELA R. (SHE/HER)

Specialist, Platform Technical Lead - Plant Based Proteins

14

DEI
Inclusive
CultureOur BRGs

FOUNDED: 2022
MEMBERS: 70
MISSION

Unify Ingredion’s Asian community where we celebrate
our diverse talent and culture along with our allies
towards the continued pursuit of our company’s growth,
diversity, and success.
diversetalentKEY ACCOMPLISHMENTS•C elebrated Asian American and Pacific Islander Heritage
Month for the first time at Ingredion at launch of BRG• Celebrated Diwali across multiple locations in the U.S.

‘‘

inclusive
culturestrategic
partnerships

X%
everyday life

15

The launch of our ADAPT BRG expands our cultural dimension in our DEI journey. It is
important to recognize that the Asian population is the largest portion of the world
population, and they are taking leading positions in the largest global economies.
Understanding the history, behaviors, and preferences puts us in a position to be
more inclusive and to extract the best potential, be it with work colleagues, customers,
or partners. Asian culture is everywhere, not only in the APAC region, and the influence
this population has in the U.S. is undeniable. Let’s immerse ourselves to get to know
this culture better for a better understanding of our own world!
VALDIRENE EVANS (SHE/HER)

Senior Vice President and President, Asia-Pacific, and Global Head of Pharma, Home and Beauty,
and Executive Sponsor for ADAPTDEI
Inclusive
CultureOur BRGs

FOUNDED: 2021
MEMBERS: 114

FOUNDED: 2019
MEMBERS: 136

MISSIONMISSION

Make Ingredion an employer of choice for People with Disabilities.
KEY ACCOMPLISHMENTS

diversetalentinclusive
culturestrategic
partnerships

X%
everyday life

16

•R
 ecognized Autism Awareness Month and Affinity month in April
including events that highlighted visible and invisible disabilities• Hosted keynote speaker on Empowering Your Awarenessand Disability Etiquette• Held collaborative event EMPOWERED Technology &What’s NEXT on accessibility in technology• Sponsored Do4Them race in Brazil

Embrace cultural diversity for an inclusive environment
to unlock the full potential of people to make life better.
KEY ACCOMPLISHMENTS•O bserved International Day of the World’s Indigenous People in August• Hosted Café Plural Cultural Diversity: A Personal Experience by Rosa Pereira• Organized Diverse Colors of Ingredion Art Competition‘‘

INSPIRE is keeping no bounds to create a culturally inclusive
environment. Speaking of the last year, INSPIRE had brought to thediscussion, both conscious and unconscious biased behaviors which
I believe is an extremely intricate topic. People felt more confident insharing their rich and diverse culture and there had been an immense
acceptance and respect towards each other’s cultural identities.
SUMAIRA G. (SHE/HER)

Innovation Specialist

DEI
Inclusive
CultureOur BRGs

FOUNDED: 2021
MEMBERS: 102

FOUNDED: 2019
MEMBERS: 411

MISSIONMISSION

Lead the organization to achieve greater business results throughthe inclusion of Latin American talent and cultures.
diversetalentinclusive
culturestrategic
partnerships

X%
everyday life

17

KEY ACCOMPLISHMENTS•O bserved Hispanic Heritage Month• Held Food, Family, & Love event featuring Masa Madre Latinx
entrepreneurs from The Hatchery• Organized “Dance for Your Health” event

As a support community for early talent, we will
inspire new ways to communicate, develop, learn,
and grow professionally at Ingredion.
KEY ACCOMPLISHMENTS•O bserved NEXT’s affinity month globally in alignment
with National Intern Day in July
• Hosted Lessons with Leaders Series• Promoted Plant Based Protein Cook Off• Executed Jingle and Mingle networking event‘‘

Since 2020, countless employees (including me!) have started
new jobs remotely and struggled to connect with their colleagues.
Leading NEXT is a way for me to help welcome early talent and build
relationships between new and seasoned Ingredion employees. We
have an amazing team here, and I want to make sure new employees
love coming to work each day.
GABRIELLE L. (SHE/HER)GTO Associate, Supply Chain

DEI
Inclusive
CultureOur BRGs

FOUNDED: 2019
MEMBERS: 327
MISSIONPRIDE at Ingredion and its allies promote a safe, open, and inclusive
environment aimed at empowering the LGBTQ+ community in orderto bring the value of authenticity in the workplace to the forefront.
KEY ACCOMPLISHMENTS

diversetalentinclusive
culturestrategic
partnerships

X%
everyday life18

• Observed PRIDE month globally in June
• Created popular events, including the Allyship Leadership Panel featuring
Jim Gray and other senior leaders and the PFLAG event What the +:Understanding and Supporting Expansive LGBTQ+ identities• Expanded Culture Club featuring movies and books that feature LGBTQ+ themes• Expanded participation in PRIDE parades around the world‘‘

Seeing PRIDE become a truly global team with the launch of a new chapter in our
APAC region last year was amazing. It proves to me that, though the support needed ineach region varies, the work we do is both appreciated and needed. It is my belief thatboth allies and the wonderfully diverse community that is the LGBTQIA2S+ has a space
here at Ingredion and we, as PRIDE leaders, are being encouraged to do more year overyear to ensure that space is enshrined within the culture of the organization.
HARPER H. (HE/THEY)

Global Flavor Applications and Technical Service Leader, PureCircle by Ingredion

DEI
Inclusive
CultureOur BRGs

FOUNDED: 2022
MEMBERS: 79
MISSION

Inclusively connect Military, Veteran, Military Families, and their allies by being
the voice of the community, to support transitions from the Military to Civilian
life, to sustain a balance between Military and Civilian commitments, andestablish a community that attracts, develops, and retains top Military talent.
diversetalentKEY ACCOMPLISHMENTS•O bserved Veteran’s Day with activations throughout the month• Hosted “Meet the Vets” employee-panel that honored those who served,
and their families, and learned about their transition to Civilian life
• Shared Fun Fact Quiz on knowledge of the branches of the Military‘‘

inclusive
culturestrategic
partnerships

X%
everyday life

19

Launching SERVE has been an incredibly meaningful way ofcelebrating and inclusively connecting our Military, Veterans, Military
Families, and their allies. I’m also thrilled about our partnership with
American Corporate Partners, which has enabled our colleagues tobegin valuable mentorships and to source and recruit Military talent.
More to come in 2023 as we grow the SERVE BRG!
RAMESH T. (HE/HIM)

Director, Marketing & Digital Communications

DEI
Inclusive
CultureOur BRGs

FOUNDED: 2017
MEMBERS: 563
MISSION

diversetalentinclusive
culturestrategic
partnerships

X%
everyday life20‘‘

It was an honor to represent Ingredion together with
Samantha Renovato in front of the jury for the FIE
Innovation Awards.

Build an inclusive network that empowers BIPOC,
white, LGBTQIA+ women, and women with disabilities,
along with their allies (including men and non-binary
individuals) to realize their full potential.
KEY ACCOMPLISHMENTS•O bserved International Women’s Day globally and
Women’s History Month in the United States• Hosted keynote event with customer activations globally• Ran Breast Cancer Awareness Pink Ribbon Campaign• Held “50 Ways to Fight Bias Workshop”• Launched Job Share in EMEA
• Executed “Male Allies” panel session• Added uniforms for pregnant women in South America• Awarded first ever Food Ingredients Europe (FIE)
Diversity and Innovation Award• Delivered virtual session to promote technicalprofessions to female students on Girls Day

To receive the FIE award for Ingredion’s DEI andspecifically WIN activities means a lot to me. It shows
the relevance of the topic and that our activism and hard
work is recognized and valued not only within Ingredion
but also in the industry.
It shows that we are not doing this only to develop as
a company, but that we also have an impact on theindustry we are working in. We are collaborating closelywith our customers through the LEAD Network in EMEA
which gives us the opportunity to learn and share, but also
to strengthen the relationship with our key customers.
We still have a way to go to achieve gender equality,
but this award shows we are on the right way!
MADELEINE F. (SHE/HER)

Senior Technical Service Technologist

2022

03

Strategic Partnerships
21

DEI
Strategic
Partnerships

0.2%

At 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.

Hispanic
American

2.7%

MAKING A DIFFERENCE WITH SUPPLIER DIVERSITY

We remain committed to supplier diversity and are
early in our journey, we are proud to see a:

53.8%

INCREASE IN OUR
SUPPLIER DIVERSITYSPEND VS. THE
PREVIOUS YEAR

NativeAmerican2022

inclusive
culturestrategic
partnerships

22

I have seen firsthand the power of a diverse set of external partners, and having a robust
Supplier Diversity program is a key enabler, not only of our DEI strategy, but as an overallbusiness strategy. While at Ingredion we are in the beginning stages of our Supplier
Diversity journey, we understand the importance of bringing diverse suppliers into our
supply base, as it will ultimately drive innovation for our customers, lead to a broader
and positive impact in the communities we serve and operate, and unleash the power of a
supply base that mirrors the potential, creativity, and possibilities that come from diversity.
JAVIER E. (HE/HIM)

Vice President, Global Procurement

84.2%
WomenOwned

VeteranOwned

U.S. Diverse
Supplier Spend‘‘

AsianPacific
AmericanAfricanAmerican10.6%

YTD Percentage Spend(by classification)

diversetalent%0.1
2.2%$65.09M
USD

DEI
Strategic
Partnerships

diversetalentinclusive
cultureAligning to advance our strategy
with impactful partners

We understand that no organization can go on its DEI journey alone. It takes key
partnerships to advance the work inside the organization, as well as externally.
We align and join other organizations such as:

2019

2020

2021

This CEO diversity pledge
involves a set of practices topromote effective workforce
communication, raise awarenessof unconscious bias habits, andcreate preventative measures.
By signing the pledge, CEOs
agree to make inclusion anddiversity part of their company
culture.

The Paradigm for Parity®
coalition is a community ofbusiness leaders dedicatedto addressing the corporate
leadership gender gap. Asa member of the coalition,
our goal is to achieve gender
parity at the manager andabove level by 2030.

Ingredion has joined morethan 300 companies in signing
the Hispanic Promise in 2021.
Launched at the World Economic
Forum in 2019, the first-of-itskind national pledge aims tocreate a more inclusive workplacethat advances and celebrates
Hispanic/Latinx employees,
consumers, and communities.

LEAD is an organization withover 60 participants. In 2021,
we signed the LEAD Network’s
pledge to accelerate gender
parity and drive inclusion in
the European retail andconsumer packaged goods(CPG) industries.

strategic
partnerships

An organization that focuses on key
employability projects aimed at employing
people with disabilities in Brazil.

23

DEI
Strategic
Partnerships

diversetalentAligning to advance our strategy
with impactful partners continued2022
As part of the launch of SERVE military
BRG in 2022, we partnered with ACP
to focus on helping returning-Veteransand active-duty spouses find their next
careers through one-on-one mentoring,
networking, and online career advice.

Our connection with IFT is important in facilitatingchange in our industry. In 2022, Ingredion establisheda DEI-specific partnership, sharing best practices and
BRG frameworks with their network. They provide aforum for connecting professionals, technologists, andstudents who have a passion for food to collaborate,
learn, and contribute to innovative solutions for the
benefit of all people around the world.

‘‘

inclusive
culturestrategic
partnerships

In 2022 Ingredion finalized a partnership with the Institute of Food Technology(IFT), an organization based in Chicago which has a thriving community of
12,000+ passionate scientists, innovators, investors, and students extending to
90+ countries who are dedicated to advancing the science of food to feed ourplanet now and into the future. It has been great to share Ingredion’s journey in
DEI and learn from other organizations with various in-person and online events.
MARCO V. (HE/HIM)

Vice President Strategy and Chief of Staff, Americas and North America Diversity Council Co-Lead24

In 2022, we joined the Out & Equal
organization to strengthen our initiatives
on LGBTQ+ workplace equality. In order tofoster a feeling of belonging, it is importantto create inclusive spaces that foster growthand encourages the development andperformance for all our employees.

DEI
Strategic
Partnerships

Finding purpose in
our communities

Our commitment to communities is a crucial part of our
purpose. Being a global organization, it is the actions ofour teams that are the recipe for making an impact
locally as well as globally.
From supporting the victimsof the Turkey and Syria
earthquakes to volunteering
at local food banks or
packing meals for seniors
and children, our purposeis powered by our people.
For example:

For the third consecutive year,
Ingredion South Africa achieved
certification in a governmental
program designed to encouragebusinesses to integrate Black South
Africans in the workplace, support
Black-owned and operated businesses,
and give back to Black communities
affected by years of apartheid.

diversetalentinclusive
culturestrategic
partnerships

25

Ingredion has teamed up with
Partners for Care to purchase water
storage tankers and backpacks,
providing children at 32 schoolsin Marsabit, Kenya with clean
drinking water.

After 18 months of development, Ingredion
Africa helped to commercialize a shelf-stable,
micronutrient-fortified porridge drink to help
combat hunger and malnutrition with school
children in Kenya. Collaborating with several
organizations, the project aimed to improve
school attendance and nutrition for children
living in arid regions of Kenya and informal
settlements in Nairobi. The pilot project
supported 5,000 children in three counties,
and in 2023 is expected to provide nearly
8 million servings.

The flagship of Ingredion South Africa’s
Broad-Based Black Economic Empowerment
Act (B-BBEE) program is a focused social
development, supplier development, andenterprise development program, echoing
the Care First and Everyone Belongs values.
As part of this journey, educational support
has been a key focus through partnerships
with the African Leadership Academy,
the Forest Town School for special needs
children, and the Quali Books mobile libraryservice. In addition, Ingredion South Africa
has supported Black women-owned small
businesses and Black-owned suppliers.

DEI
Strategic
Partnerships

diversetalentinclusive
culturestrategic
partnerships

26

Additional outreach to
impact communities
We organized the World Food Day across several sites inThailand last year. With the international theme of Safer
Food, Better Health, we visited schools in our communities
and taught students about Food Safety/Hygiene andprovided them with a special lunch and other donations.
Ingredion leadership teams and ASEANI Leadership
members in Bang Na also joined in the events.

Ingredion Brasil was one of thesponsors of the 2nd Race of Dreams.
This Do4Them race honored athleteswith disabilities and allowed our
employees to support the athletes
during the race.
In addition, the race also broughta new perception of Paralympic
sport to everyone and provided theinclusion of people with disabilities
who want to and can participate
in running events and otheractivities.

Argo Community High School is making history byerecting a life-sized bronze sculpture honoring the life
and work of Mamie Till-Mobley, mother of Emmett Till.
Ingredion proudly sponsored the creation of the Argo
Higher Education Foundation Mamie Till-Mobley andEmmett Till Memorial and Mamie-Till Mobley Scholarship.

DEI
Strategic
Partnerships

diversetalentinclusive
cultureOrganizations and alliances we support

Throughout the year we collaborated with the Hatchery, anonprofit food business incubator in community events,
hosting several of the entrepreneurs at our corporate
headquarters, including our Juneteenth celebration.

Committed to basic humanrights for the most vulnerable
people in society.*

Ingredion partnered with SENAI toprovide customized training to upskill
women in the community and preparethem for jobs in manufacturing.

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

Provides 24/7 crisis support
services to LGBTQ+ youth.*

27*Featured organization in our annual Give Campaign

The engagement with Chicago High School of
Agricultural Sciences is fully aligned to Ingredion’s
purpose and sustainability agenda. In addition tosponsoring an annual scholarship, we participate in
the annual Career Day and Senior Exit interviews.

Support the mission building girls of
courage, confidence, and character.

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

DEI

Recognition as ameasure of our progress

We are proud of the recognition we have received aroundthe world. Thank you to all our global employees who makethis possible every day.

Important
Recognitions

diversetalent2 years: Certified Top
Employer in Thailand andSingapore Companies 2022

5th consecutive year

2nd consecutive year ranking
for Ingredion Mexico‘‘

inclusive
culturestrategic
partnerships

Ingredion Mexico
involved in Super
Women’s Companies
2022

At Ingredion we are committed to gender equality; and like our vision andvalues, these are not just words but reflections of our actions. It gives me a great
sense of pride to have, for four consecutive years, one of our women leaders
selected by the Manufacturing Institute to receive the prestigious “Women Make
America” award. This is a reflection of the capability and commitment not just of
our women leaders but in Ingredion as a whole.
ERIC SEIP (HE/HIM)

SVP Global Operations and CSCO and Executive Sponsor for WIN

28

Ingredion Mexico
in “Súper Empresas”
Ranking 2022

First Time winner for
WIN BRG for Food
Ingredients Europe
Diversity & Inclusion
Innovation Award

1 year: Certified Great
Places to Work in Brazil,
Colombia, and Peru

Our Path Forward
Thank you for taking the time to read our Diversity, Equity, and Inclusion Report. We are proud toshare details about our DEI journey. Personally, nothing’s more enjoyable than shining a spotlight on
our company’s goals, successes, employees, culture, programs, and partnerships. Despite a year oftransition and a dynamic talent market—last year was a time of resiliency and impact for Ingredion.

a message
from our

CHRO

As our theme highlights, inclusion is an essential ingredient for our growth. In 2022, we saw ouremployee engagement score increase by three points and our inclusion score rise by two points from
April to November. We are proud of this increase but understand that we have more to do.
Of course, 2022 is only one more chapter in our ongoing DEI story—and reflecting on the growth
we achieved this past year only makes me more enthusiastic for what lies ahead. As a company, weare determined to continue living our purpose of making life better for all. We understand this isa journey rather than a destination as we strive to improve each year to make an impact on our
employees, our industry, and community.
As we look to make strides in 2023, we look forward expectantly to all the ways our employees willcontinue to connect, engage, and make a difference in daily interactions, learning experiences, andcommunity-impacting activities. As I’ve mentioned before, inclusion happens in everyday moments
and encounters. It’s those connections that create a sense of belonging for everyone, regardlessof our differences. We will continue to be intentional in enhancing a culture of inclusion, provide
opportunities that celebrate our diversity, and demonstrate our values through actions. Our efforts are
aimed at ensuring that our people feel respected, valued, heard, and supported and have opportunities
that help them develop, grow, and thrive at Ingredion.
I look forward to the impact we will continue to make—together!

NANCY WOLFE (SHE/HER)

SVP and Chief Human Resources Officer
and Executive Sponsor for SERVE

2022

Diversity Data
The data in this report has been prepared for a broad range of stakeholders, including, but not limited
to, our employees, customers, prospective employees, suppliers, and investors. All data is reported asof December 31, 2022.
The inclusion of information in this report should not be construed as a characterization or an admission
regarding the materiality or financial impact of that information for purposes of U.S. securities law. For
additional information regarding Ingredion, please see our current and periodic reports with the Securities
and Exchange Commission, including our Annual Reports on Form 10-K and Quarterly Reports on Form 10-Q.
diversetalentinclusive
culturestrategic
partnerships

30

We do not independently verify information that is self-reported by third parties. Further, the data containedin this report has not been audited or verified by any third party. While such data represents the best
information available at the time of publishing this report, it is subject to certain limitations related to,among other things, the data collection processes in place at the time such data was collected. Our datacollection processes continue to evolve and enhance over time.
This report contains or may contain forward-looking statements within the meaning of Section 27A of the
Securities Act of 1933, as amended, and Section 21E of the Securities Exchange Act of 1934, as amended. The
Company intends these forward-looking statements to be covered by the safe harbor provisions for suchstatements. These statements are based on current circumstances or expectations, but are subject to certain
inherent risks and uncertainties, many of which are difficult to predict and beyond our control. Although we
believe our expectations expressed or implied in these forward-looking statements are based on reasonableassumptions, investors and others are cautioned that no assurance can be given that our expectations will
prove correct. Our forward-looking statements speak only as of the date on which they are made, and we
do not undertake any obligation to update any forward-looking statement to reflect events or circumstances
after the date of the statement as a result of new information or future events or developments.

2021

Consolidated U.S. Employer Information Report (EEO-1)(2022 data will be published in line with the EEOC deadline (mid-July 2023)
CATEGORIES

diversetalentinclusive
culturestrategic
partnerships

31

TOTAL NON-MINORITYTOTAL MINORITYTOTAL WOMEN

Executive/Senior Officials and Managers
First/Mid-Level Officials and Managers
Professionals
Technicians
Administrative Support
Craft Workers

74.0%
72.6%
66.6%
65.9%
67.7%
65.2%

26.0%
27.4%
33.4%
34.1%
32.3%
34.8%

24.7%
41.0%
48.7%
46.3%
56.6%
6.3%

2021 TOTAL

67.4%

32.6%

29.3%

Total percentage is based on a US workforce of 2,353. Figures may not sum to total due to rounding.