CMC 2024 Sustainability Report
  1. Governance
  2. Our Governance Structure
  3. Advancing Inclusion
diversity round

Advancing Inclusion

  • 2-17 Collective knowledge of the highest governance body
  • 405-1 Diversity of governance bodies and employees

We recognize that our continued success requires a diverse and inclusive culture across the organization. The Board actively seeks to feature a variety of experiences, backgrounds and viewpoints across our management team.

When evaluating candidates for the Board, the Nominating and Corporate Governance Committee considers several factors, including their personal and professional backgrounds and other aspects that promote diversity of thought, views and experience, such as:

  • Race
  • Ethnicity
  • Gender
  • Sexual Orientation

The Women’s Forum of New York named CMC a 2023
Corporate Champion for having women occupy more than
40% of our Board seats.

Board of Directors Composition1

Female

40%

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Male

60%

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Executive Leadership Composition

Female

75%

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Male

25%

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1 Data as of August 31, 2024

Inclusivity in Corporate Governance

The following practices and features illustrate CMC's commitment to good corporate governance.

  • Board Independence eight out of nine directors are independent
  • Board Diversity 56% of our continuing directors and director nominees are ethnically or gender diverse
  • Annual Self-Evaluations of Board and committees
  • Regular Executive Sessions of Independent Directors at Board and committee meetings
  • Independent lead director
  • Independent Audit, Compensation, Finance and Nominating and Corporate Governance committees
  • Annual Advisory Vote on executive compensation
  • Proactive Board Refreshment with three new directors in the past three years
  • Preventing Over-Boarding Directors are limited to three other public company directorships
  • Focused Leadership with the CEO limited to one other public company directorship
  • Ethics And Compliance Hotline Employees have access to a confidential, 24-hour service managed by an independent third party
  • Succession Planning with a newly expanded process that goes deeper into the organization from senior leadership down through middle management