From energy efficient operations, to sustainable products, to active engagement in communities across the globe, Eastman knows firsthand that sustainability is beneficial to our business, our customers, our communities and our world. We are proud of the progress we've made against the goals we set in 2009, but we know we have more to do, which is why we are committed to continuously stretching ourselves and aiming higher. The goals we set in 2010 are designed to challenge our company further.

Economic growth

Environmental

Social responsibility

Safety:

• Maintain our strong commitment to health, safety and employee well-being with continued goals and incident tracking for Corporate Injury and Illness Recordable Rates, Days Away from Work Rates and Process Safety incidents
• Achieve Process Safety goal of <5 incidents in 2011 (incidents defined as per ACC)

Employee growth and development:

• Enhance recruiting, training, communications and mentoring practices with a focus on diverse global perspectives and public policy issues
• Continually improve diversity in our professional hiring pipeline to enrich our collective point of view, including U.S. percentages (where the majority of our employee base is located) for females (30%) and minorities (15%)
• Offer diverse and challenging volunteer opportunities to employees
• Provide sustainability education and awareness training to 80% of our customer-facing employees by 2012

Value chain focus:

• Collaborate with a minimum of six key influencers in our value chain to promote sustainable practices

Community:

• Maintain Community Advisory Panels (CAPs) in our site communities
• Proactively engage key education, environmental and community stakeholders in our communities
• Support community involvement efforts, including philanthropy, volunteerism and in-kind donations

Safety:

• Achieve best ever safety rates of <0.35 OSHA-R and <0.05 DAW by 2015

Employee growth and development:

• Create a culture that thinks and acts in more sustainable ways with volunteer Green Teams creating meaningful sustainability improvements at Eastman sites by 2015
• Develop hiring pipeline that reflects the diversity of talent and background available at our sites globally, increasing the percentages of females, minorities, and nationalities represented
• Develop process to measure percentage of employees involved in volunteer activities and the types of activities. Once baseline data are established, set a goal to increase participation by 10% over the next 3-year period. Revisit goals on a semiannual basis

Value chain focus:

• Expand our value chain engagements to focus on strategic sustainability issues with key influencers such as designers, academia, government and nongovernment organizations

Community:

• Complete neighborhood pulse surveys at every site by 2015 and track perception of Eastman in the communities where we live and work
• Develop philanthropic and contribution strategies which support company strategic objectives; reassess strategies annually to ensure strategic linkage 

Safety:

• Develop a safety culture to prevent workplace incidents, injuries and illnesses to achieve a zero (0) rate

Employee growth and development:

• Create thought leadership diversity and a competitive advantage by expanding our percentages of employees with diversity of national origin, race, gender, education and experience
• Become known as a company of employees committed to community involvement 

Value chain focus:

• Become an active voice in our industry, sharing leading practices on sustainability throughout our value chains

Community:

• Develop stretch goals at each site to increase Eastman's perception and track progress
• Expand contribution and philanthropic strategy across all Eastman sites and develop online, real-time system for tracking