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Environmental, health and safety initiatives are central to the operations of our business, and the entire Trinity team works to continually improve our safety performance.
and Responsible Care® standards, which helps us identify and mitigate health and safety risks through operations management, health and safety training, emergency preparedness, performance auditing, program certification, and improvement targets.
Philanthropy and community involvement are cornerstones of our culture, and Trinity’s U.S. and Mexico charitable campaigns are of local and national significance.
Consistent with our corporate purpose, Trinity’s charitable contributions support physical health, community education, and disaster recovery, and are essential to building thriving communities.
Strong governance prac tices support and promote the long-term interests of our stakeholders while ensuring accountability and inspiring trust.
The directors are a strong team of financial and strategic professionals with proven, independent, and diverse executive talent.
Importantly, directors self-identify as gender or racially diverse.
We are pleased to publish this inaugural Corporate Social Responsibility report.
Trinity’s Mexico CSR program is part of our broader environmental stewardship and social responsibility program, which addresses employees, suppliers, and customers, as well as the local community.
Trinity’s Mexico team achieved success by focusing on four pillars: quality of life, our close relationship with the community, environment, and Company ethics.
Both Trinity’s new corporate headquarters and our Highway business’s new headquarters are the first Dallas, Texas-based buildings to receive the WELL Health-Safety Rating.
third-party verified rating system focused on employee health and wellness.
health and wellness protocols in our building operations to help mitigate virus spread.
is committed to supporting the health and wellness of our employees.
DRI assessed racial and ethnic diversity derived from available biographical information for companies based on the race of board members and executive leaders.
Further, DRI compared companies’ racial and gender diversity to county and state population demographics for Harris and Dallas counties.
(LWR), an organization committed to connecting and cultivating women in the rail industry through industry knowledge sharing and scholarships.
Trinity achieved Bronze Recognition as a part of the Workplace Health Achievement program established by the American Heart Association (AHA).
assessment that measures both the health of our workplace and the health of our workforce.
The results are calculated by gauging the quality of workplace health programs and culture of health best practices, as defined by AHA.
Trinity is proud to present our first Corporate Social Responsibility Report.
We strive to help our customers keep their railcars in-service providing lower cost of ownership, more efficient fleet sizing, consistent service, and greater peace of mind.
To learn more about Trinity’s commitments to product quality and efficiency, please see our Statement on Product Stewardship in our ESG Statements.
Served 6 The quality and safety of our products and services are a high priority.
To manage the safety and quality of our products, Trinity is certified to the Association of American Railroads (AAR) specification for Quality Assurance M- operations, and our highway operations are certified to ISO 9000.
In which brings advanced robotic technology that uses a closed-loop water recycling system to the railcar cleaning process to increase safety, efficiency, and sustainability.
Trinity fosters a healthy, productive work environment through our health and safety programs, development and engagement offerings, wellness programs, and diversity and inclusion initiatives.
The health and safety of our employees is our top priority.
We strive to attract and retain a diverse and empowered workforce, which we believe is a critical factor in Trinity’s long-term value.
Our priorities include fostering an inclusive and collaborative workplace, promoting opportunities for professional development, and improving the well-being of our employees.
Finally, we strive to add value to the communities in which we live and work, strengthening our community relationships and leveraging our business partnerships to amplify our impact.
Our safety management system is designed to identify, assess, prioritize and reduce or eliminate risk to protect our employees and others from workplace injuries and harmful exposure to materials handled and managed at our facilities.
We are committed to continuously improving in the three pillars of our safety culture: ( leadership commitment, (2) employee engagement, and (3) risk reduction.
commits to environmental and safety risk reduction and parallels several ISO 45001 standards.
The safety of our employees is our top priority.
We are committed to pro viding a safe and healthy work environment for our employees and seek to protect their well-being through comprehensive health and safety policies and procedures that include the identification and elimination of health and safety risks, operations management, health and safety training, emergency preparedness, performance auditing, program certification, and improvement targets.
This includes setting, maintaining, and training on robust protocols and procedures for the safety of our employees, customers, visitors and the communities where we operate.
Trinity continues to improve our safety performance by learning and adopting new strategies and looking for new ways to strengthen our safety approach, including enhanced communications and employee feedback to improve employee engagement and further drive our safety culture; collaborative teams to identify and implement new safety technologies and best practices; and digital collection and dashboarding of EHS metrics for informed decision making.
We remain steadfastly committed to the health and safety of our Trinity team and to achieving a goal of zero workplace injuries.
Nothing is more important than the safety of our employees.
To develop potential women leaders at Trinity through knowledge transfer, mentorship, and relationship building.
These include safety trainings at our facilities, first-time manager trainings, and situational leadership trainings.
Ad ditionally, we offer employees further educational opportunities through continuing education and industry conferences, as well as tuition reimburse ment.
efforts have resulted in more than quality, and safety improvements combined.
To improve employee well-being and health, Trinity offers the BE WELL program to support employees’ physical, emotional and financial wellness.
We offer a comprehen sive suite of health and welfare benefits, such as company paid disability programs (short-term and long-term), as well as retirement plans for employ ees in the U.S. and Mexico, including a for U.S employees that includes a company match.
wellness half-days, a smoking cessation program, and paid time off for parental leave.
We are committed to promoting human rights and strive to ensure that the products and services provided by Trinity and our third-par ty business partners are ethically sourced and are aligned with human rights laws in countries in which they originate.
and Universal Declaration of Human Rights (UDHR), and sets limitations, with minor business-critical exceptions, on the number of hours employees can be scheduled to work as well as the number of consecutive days without a rest day.
We also respect the rights of employees to associate freely and to openly communicate and share ideas and concerns with management regarding working conditions and practices.
to protect human rights and provide quality work ing conditions around the world, to be followed by our suppliers as well.
As mentioned in our Statement on Supplier Management, Trinity’s expectations for suppliers are included in our Supplier Handbook and our Code of Business Conduct and Ethics, which require suppliers to uphold human rights and identify conflict minerals in their operations and supply chains.
To learn more about supplier oversight at Trinity, please see our Statement on Supplier Management in Trinity’s ESG Statements.
They are: employees across the Company; 2) to increase the representation of female and minority employees in leadership roles; and 3) to build a more inclusive culture.
Initiatives tied to achieving our strategic objectives include a refreshed recruiting strategy to attract diverse talent and develop partnerships with external vendor resources for diverse talent; increased diversity in all interview slates, interview panels, and succession slates; enhanced onboarding process for external hires; and a more robust feedback process for employees to share perspectives on diversi ty, equity, and inclusion issues.
Trinity’s Diversity and Inclusion committee, for instance, organizes month-long celebrations for national cultural awareness campaigns.
Additionally, our Women’s Initiative for Success and Empower ment (WISE) was established in group for the professional development of female leaders in the organization.
As a result of this group’s success, the Company’s women lead ers established the Women of Trinity (WoT) in developing potential women leaders across the enterprise through knowledge transfer, mentorship, and relationship building.
Supplemented by our robust resources, the success of our Company is bolstered by employee training, an inclusive culture, and a diverse workforce.
To learn more about our Diversity and Inclusion efforts, please see our Social Responsibility statement in Trinity’s ESG Statements.
improved the health of the women in the community, by donating nearly $ heart health.
program involving Trinity employees that combines team-building and community giving and outreach.
TEAM@WORK members host quarterly team-building events focused on giving back to the community while building lasting peer relationships at the same time.
Additional examples of Trinity’s recent community support follow.
Our goal is to promote the long-term interests of stakeholders, strengthen accountability, and inspire trust.
Our Board of Directors is also committed to the Company’s continued respect for human rights throughout all our operations.
Team have oversight of the Company’s Environ mental, Social and Governance initiatives.
The Board and its committees oversee Environ mental, Health and Safety (EHS) initiatives and risk exposure related to the Company’s operations, in cluding safety, environmental, financial, contingent liabilities, and other risks material to the Company.
We conduct an annual compliance and ethics campaign to provide training and promote awareness and engagement.
We are proud of the progress we have made thus far, and we are even more excited as we continue on our path toward long-term integration of ESG principals across our business.
Employee Health & Safety ( (2) Fatality rate Number 1 employee; 0 contractors (FY 2019) 2 employees; 0 contractors (FY 2020) (3) Near miss frequency rate (NMFR) Rate Trinity recognizes the importance of reviewing all work-related environmental, health and safety incidents, including near misses.
These forward-looking statements may relate to, among other things, our goals, commitments and programs, and projections of future results, including our ability to meet our goals; the impact on our business, operations and financial results of the COVID-impact; management of relationships with our associates, potential associates, suppliers and service providers; cost and availability of labor; costs of fuel and other energy sources; international trade disputes, natural disasters, climate change, public health issues (including pandemics and quarantines, related shut-downs and other governmental orders, and similar restrictions, as well as subsequent re-openings), cybersecurity events, military conflicts or acts of war, and other business interruptions that could disrupt operation of our facilities, our ability to operate or access communications, financial or banking systems, or supply or delivery of, or demand for, the Company’s products or services; the impact of regulatory changes; the impact of acquired companies on our organization; and our assumptions, expectations and projections regarding any of the foregoing.
Note on Materiality: Materiality, as used in this report, and our ESG priority assessment process, is different than the definition used in the context of filings with the Securities and Exchange Commission.
Built around our core values, our approach to ESG centers around three key pillars – Focus on Our People, Operate Sustainably, and Strengthen Our Communities.
Our U.S. workforce is more ethnically diverse than the U.S. working population.
In addition, we increased the representation of female and underrepresented minority groups across our managers and above cohort in the U.S. during 2021.
CEO Letter “Built around our core values, our approach to ESG centers around three key pillars – Focus on Our People, Operate Sustainably, and Strengthen Our Communities.
In approximately 36% of our U.S. new hires were women, while more than 57% of U.S. new hires were from an underrepresented minority group.
Our partnership with suppliers allows us to give our customers access to hundreds of products that are good for their homes, good for the environment, and good for their wallets.
We focus on strengthening our communities by giving back financially and through our associates’ time and efforts dedicated to Team Depot volunteer activities – a hallmark of who we are.
We also value our nonprofit partners that enable The Home Depot Foundation to improve the homes and lives of U.S. veterans, train skilled tradespeople to fill the labor gap, and support communities affected by natural disasters.
We have learned over the years that one of the best ways for us to make sure we understand the relevant environmental, social and governance (ESG) impacts of our business and the current areas of focus of our many stakeholders is to engage with our stakeholders.
We take part in industry efforts to raise awareness about the ESG responsibilities we all share.
These interactions help validate our own priority assessment; they also help us gauge the impact of our business, refine ESG priorities, measure our progress and design ways to improve.
We value seeing ESG impact and opportunities through our operational lens and also through the lenses of our stakeholders.
We also provide quarterly updates to our Nominating and Corporate Governance Committee regarding our ESG engagement.
Our ESG priorities and plans are communicated internally and externally via various channels, including in this annual report.
Stakeholders share their perspectives on our ESG practices.
This chart outlines the process The Home Depot uses to assess, prioritize and address potential ESG issues.
The Home Depot sets goals to drive ESG progress, benefiting our associates, customers, suppliers and communities, as well as our company.
ESG TRANSPARENCY This chart highlights The Home Depot’s key ESG metrics.
AAMeasures resilience to long-term, financially relevant ESG risks Leading third-party sustainability rating organizations monitor and report on our progress.
They take pride in improving their departments and businesses in multiple ESG aspects.
Our leadership understands that an effective environmental, social and governance strategy cannot happen in isolation.
It is not the sole responsibility of a corporate ESG team.
Rather, our ESG strategy must reflect The Home Depot’s core values, and it must be embedded in all aspects of how we run our business.
Sustainably While our office of Diversity & Inclusion has existed within the company for more than a decade to help diversify our workforce and support change in our communities, we expanded in an enhanced mission: Diversity, Equity and Inclusion (DEI).
Adding equity to our focus reflects our desire to promote fairness, remove bias and ensure all of our associates and business partners have access to the resources they need to succeed at work.
We also leveraged Yammer to reach more associates with C.A.R.E. talks, a series of diversity discussions that Champion Awareness, Respect, and Equity for all associates.
In addition, we are working to enlarge our network of external partner organizations to enhance the career development of our female, minority, LGBTQ+ and veteran associates.