29 I n 2018, we brought our leaders and managers together for the company’s first Diversity and Inclusion Forum, which included a keynote address by Marley Dias, the 13-year-old teen activist whose #1000BlackGirlBooks social media campaign went viral in 2015. Our CEO, Randy Day, who is championing diversity and inclusion in our company, first became aware of Dias when she addressed a meeting of the CEO Action for Diversity and Inclusion, of which Day is a member. He was so impressed with this young woman “schooling a room full of CEOs” on the topic they came together to discuss, he knew he had to bring her to Perdue. Our leaders and managers also participated in interactive Unconscious Bias Training to help them recognize those biases in themselves and in the workplace. We recognize as a company we can do all the right things to increase diversity and support inclusion, but we know if we don’t change inside, we won’t reach our goals. We continued to move from accepting diversity to celebrating diversity. Perdue has established Diversity and Inclusion Councils within its operations, and many locations hold annual Diversity Days to celebrate the diversity of languages, cultures and backgrounds of our associates. We are striving to create an environment in which everyone feels welcome, regardless of gender, race, religion or sexual orientation, and where we welcome diversity of thought, experience and perspective. We recognize the need to do more, including increasing the representation of people of color and women in senior management positions, as well as continuing to identify, encourage and promote from within our diverse hourly production workforce. We Continue to Move Beyond Diversity to Inclusion PEOPLE & PARTNERS: OUR ASSOCIATES