Diversity

We know that to win in the marketplace and in our communities, we must create and support a culture of inclusion among our employees, our suppliers, and our consumers. Simply put, our company should reflect the wide diversity of the consumers and communities where we do business. Our shareholders know that our company is stronger with the benefit of diversity in thought, background, ethnicity and lifestyle.

In our recruiting efforts, we attract diverse talent through a number of expanded, non-traditional recruiter networks and talent pools, by using a robust employee referral program, and by putting executive sponsors behind these initiatives. We then retain and develop this important talent, with extensive programs to reduce attrition of diverse talent as well as mentoring programs to give the broadest cross-section of our employees access to career opportunities within our organization.

A prime example is our Employee Resource Groups (ERGs) at Coors, which are self-governed groups aiming to broaden the inclusion of diverse employees, to increase the cultural awareness of the group among other employees, and to reach out to related, external associations in the community. The nine Coors ERGs are:

• Coors Hispanic Employee Network (CHEN)
• Coors Asian Network (CAN)
• Coors African American Association (CAAA)
• Coors Native American Council (CNAC)
• Lesbian and Gay Employee Resource (LAGER)
• Women at Coors (WAC)
• Silent Coors (SC)
• Coors Veterans Group (CVG)
• Field Diversity Action Team (CFDAT)

In building our network of suppliers, we seek out a truly representative group of companies in our communities, including minority- and women-owned businesses. Our supplier diversity team is led by widely recognized and experienced management. If you are interested in becoming a supplier to Molson Coors, please visit:
http://www.coors.com/part_diversity_supplier.asp.

For further information on diversity at Coors, please visit:
http://www.coors.com/part_diversity_workplace.asp