Social Impact

HSE Management System

HSE Policy Statement – A foundational document approved by the General Counsel that establishes safety expectations for all employees, vendors, contractors, subcontractors and third-party partners.

HSE Guiding Principles – Defines the minimum corporate requirements for meeting regulatory and customer expectations, covering incident prevention, preparedness, records management and safety culture.

Corporate Policies and Procedures – Broad-based procedures applied across all business units to mitigate operational risks at the customer, regional and global levels.

Business-Level Procedures and Training – Location-specific controls and training materials developed and maintained directly by individual business groups to address distinct operational environments.

Safety Culture and Practices

In addition to formal training, several layers of engagement keep safety performance visible and actively managed, including:

Field-level and behavior-based observations: Regular assessments to identify and mitigate risks in working conditions as they emerge

Multi-channel training delivery: A blend of computer-based, in-person and virtual modules designed to reach a globally distributed workforce

Regional HSE forums: Operational meetings focused on identifying and addressing emerging safety concerns before they escalate

Corrective action processes: Structured preventive and corrective actions assigned by management, HR and HSE teams to address specific areas of concern

Executive leadership alignment: Regular reporting to the Executive Leadership Team, maintaining visibility and accountability for safety performance

Safety Days

DNOW’s annual Safety Days set aside a full day at each participating location to reinforce protocols and recognize the behaviors that keep people safe. In 2025, 383 employees took part across 10 locations, joined by customers and vendors.

Sessions targeted the risks DNOW employees face: driving, manual lifting, chemical and electrical safety, heavy equipment, fatigue and communication.

Guest speakers from local safety companies trained employees in first response, first aid, AED use and local emergency response, and police departments partnered with DNOW for demonstrations on fire prevention and fleet inspection.

Note: Participation figures reflect legacy DNOW locations.

2025 Training Highlights

Note: 2025 employee training data reflect legacy DNOW only; exclude MRC Global.

Training & Development

DNOW's learning infrastructure includes a learning management system with individual training transcripts for each employee, annual performance reviews structured around feedback and development and a comprehensive onboarding program for new hires. Leadership townhalls give employees direct access to organizational updates and open dialogue. Succession planning is integrated into talent development and reviewed with the Leadership Team.

Following the MRC Global acquisition, DNOW is aligning the two organizations’ development programs, performance processes and training platforms into a single framework with consistent access to development resources.

Growth at Every Stage

A Culture of Inclusion

DNOW is committed to providing equal opportunity in recruitment, compensation, performance evaluation and advancement, without discrimination based on gender, sexual orientation, age, family status, ethnic origin, nationality, disability, religious belief or any other protected characteristic.

This commitment is supported through leadership training, talent acquisition interview training to encourage consistent and fair hiring practices and employee resource groups that help foster connection and engagement across the organization.

Cultural Observances

In 2025, DNOW recognized a range of cultural observances, including Martin Luther King Jr. Day, Black History Month, Juneteenth, International Women’s Day, Asian Pacific Islander Heritage Month, Pride Month, Hispanic Heritage Month, National Day for Truth and Reconciliation and Orange Shirt Day (Canada) and Veterans Day. These observances were supported through ERG-led activities, internal communications, community engagement and awareness initiatives that helped promote inclusion, respect and employee connection.

Employee Resource Groups

DNOW’s five employee resource groups (ERGs) provide opportunities for employees to connect through shared experiences and interests while building relationships across the organization. Through employee-led initiatives and engagement activities, ERGs support collaboration, connection and a stronger sense of community across DNOW’s global operations.

DNOW RAD (Retain – Attract – Develop)

A dedicated space for professional growth, peer networking and inclusive thinking, focused on developing the organization from within.

VOICE (Multicultural ERG)

Celebrates DNOW's cultural diversity through events, advocacy and open dialogue, with a focus on equity and understanding across the organization.

Pride in Action (PiA)

Creates a safe space for LGBTQ+ employees, allies and advocates, offering fellowship, connection and open dialogue on the issues that matter to them.

Truth & Reconciliation Council (T&R)

Brings together Indigenous employees and their allies in support of DNOW’s commitment to reconciliation, guided by the Truth and Reconciliation Commission of Canada’s 94 Calls to Action.

Women of NOW (WON)

Supports the personal and professional development of DNOW employees and advocates for positive change on the issues affecting women in the workplace.

DNOW Lights: Bringing Light to Our Communities

DNOW Lights is the Company’s community engagement program, enabling employees to support organizations in the communities where DNOW operates through volunteerism and charitable giving. In 2025, DNOW employees recorded over 1,800 volunteer hours in support of community initiatives.¹