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Taking a step forward in our journey

As a leading global agribusiness, CHS can and should be a leader in building an inclusive workplace culture – one where every person feels welcomed, respected and valued. We’re committed to this journey and we know there’s work to do. Our employees’ experiences and ideas will shape our strategy, areas of focus and multi-year roadmap.

Inclusion is a core value at CHS, and living that value has never been more important. We cannot just say the words; modeling inclusive behavior is how we can positively impact our community.

— Jay Debertin CHS president and chief executive officer
Jay Debertin

Our inclusion and diversity commitment

To build a workplace culture where everyone feels welcome, respected and valued, we are:

  • Putting employees’ experiences and ideas at the center of our efforts
  • Designing an inclusion strategy that touches every part of our culture and marketplace presence
  • Creating a council to keep us focused on business goals and achieving results
  • Measuring the diversity and engagement of our workforce

Measuring our diversity: 25% of our global workforce are women; 9% of our U.S. workforce are people of color

Our commitment

Our progress

To live our value of inclusion, we’re committed to listening and taking action. We believe progress will only happen if we do both. Here are some of our most recent steps:

  • Added unconscious bias training to our Leading for Results curriculum
  • Piloted inclusive leadership training
  • Welcomed Harvest PRIDE into our employee resource groups
  • Started tracking supplier diversity in our strategic sourcing process
  • Incorporated inclusion and diversity into our CHS Foundation grant criteria

Measuring our progress: Since 2019, we have seen a 6% improvement in our employees feeling like they can be themselves at work and a 6% improvement in our engagement survey I&D index score.

Read our 2022 Sustainability report

Our progress

Inclusion matters to me because it’s a major contributing factor in my career development and overall wellness. It’s important that I’m part of a work culture where I can be my authentic self, my voice is lifted up and I’m afforded access to equal opportunities. Without inclusion, none of that is possible.

– Janea

This past summer, I was called in for Guard duty on short notice. My supervisor told me not to worry and that she would make sure everything was covered. This was a huge relief. I did not have to worry about my CHS work while tending to the last-minute Guard call in and could focus solely on my Guard responsibilities.

– Nick

Inclusion as a core value

What does it mean to live our value of inclusion? At CHS, it means we’re deliberately creating an environment where different types of people are valued, treated respectfully and can thrive and succeed.

Inclusion as a core value

External partnerships

We invest in partnerships that create a broad and diverse agriculture workforce and talent pipeline:

As a military friendly employer, we’re proud to have nearly 600 self-identified veterans on our team. These partnerships reinforce our commitment to hiring military veterans:

External partnerships

Employee resource groups

Our employee resource groups offer CHS team members the chance to build community and connect through shared interests. These groups are inclusive, employee-led and leader-sponsored:

  • CHS Mozaiko
  • IGH Employee Engagement
  • Harvest Pride
  • Veteran Employee Resource Group
  • Women in Leadership
Employee resource group

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