Supplemental Business Practices

The Corporate Governance and Nominating Committee of our Board of Directors oversees Cooper’s Sustainability strategy, practices and initiatives. The Committee receives multiple updates each year. The Organization and Compensation Committee oversees Cooper’s human capital management, including diversity and inclusion. Our Vice President of Investor Relations & Risk Management leads our Sustainability initiatives. She is supported by a cross-functional Sustainability Project team that helps to integrate Sustainability throughout our operations. Our Executive Leadership team receives frequent updates on our Sustainability initiatives and progress.

Our culture of health, safety and well-being helps our people and businesses thrive. We comply with applicable health and safety laws and regulations and help protect our employees through continuous improvement, education, engagement and risk management. Learn more about our EHS program.

We develop life-changing solutions to address both common needs and complex health challenges. In everything we do – from research and development to the manufacturing and distribution of our products – product quality, patient safety and expanding access are our primary considerations. Learn more about our compliance and quality assurance efforts.

Cooper spearheads scientific and technological breakthroughs through advanced research and development (R&D). Our R&D efforts are focused on improving existing products and developing new ones to solve customer and patient challenges and meet the world’s future healthcare needs. Learn more about our approach to Innovation and R&D.

We have strong information security and data privacy governance and risk management processes. Learn more about our data security and privacy efforts.

We use a risk-based assessment to evaluate, verify and select suppliers. Learn more about how we manage our supply chain.

As outlined in our Commitment to Fair and Equitable Pay policy, ensuring we pay employees fairly and equitably is core to who we are. We regularly review our pay practices to confirm there are no significant pay disparities across gender. We conduct an annual market position benchmark to provide consistency in career path opportunities across our global organization. We have a companywide robust performance management process that enables managers to agree on strong performance goals, capture development priorities and regularly review performance and development progress with their employees. In addition, our formal year-end review process aligns performance outcomes with our annual pay review cycle. All our employees are encouraged to discuss job performance and development on an informal, ongoing basis with their managers or supervisors.