Finally, an independent audit would provide objectivity, assurance and specialized expertise beyond what would be possible with an internal analysis. We urge GEO to assess its behavior through a racial equity lens to identify how it contributes to systemic racism, and how it could begin to help dismantle it.
COMPANY RESPONSE TO SHAREHOLDER PROPOSAL
We have a long-standing commitment to advancing racial equality and diversity, equity and inclusion (“DE&I”) among our stakeholders, including employees, inmates, detainees, residents and the communities where we operate. Our Board of Directors has carefully considered the shareholder proposal and, while we share the Proponent’s goal to advance racial equity, we do not believe the Proponent’s proposal is the best way to accomplish this shared goal and our Board recommends a vote “AGAINST” this proposal.
We strongly believe that the external audit called for in this proposal is overly prescriptive in its scope and would not be meaningfully additive to our existing extensive processes, commitments, actions, investments and transparent disclosures in DE&I and racial equity. Additionally, we believe that the lack of details and any real consensus as to what specifically the audit would seek to review, evaluate or accomplish for this purpose could significantly distract us from executing toward our core DE&I and racial equity actions, investments and disclosures. As a result, we believe our shareholders would be better served with our resources being used to further deepen our extensive DE&I and racial equity efforts outlined in more detail below, rather than diverting management attention and significant resources to an external audit.
Commitment to Our Workforce and Management, Contractors and Vendors
Anti-Discrimination
In each of our operations throughout the U.S., we comply with all federal, state, and local labor and employment laws and regulations. We have zero tolerance anti-discrimination policies that are covered as part of the training conducted for all our U.S. employees and include detailed instructions for multiple ways for employees to report incidents.
Our Code of Business Conduct and Ethics expressly provides that “[e]mployment decisions must be based only on an employee’s or applicant’s qualifications, demonstrated skills and achievements without regard to race, color, sex, national origin, religion, age, disability, veteran status, citizenship, sexual orientation, gender identity or marital status.”
Diversity
We are an equal opportunity employer focused on the rich diversity of our workforce. Across our organization, under-represented minorities of the United States — including African American, Hispanic and Latino, Asian, Pacific Islander, Native Hawaiian and Native American/Alaskan — accounted for 68% of our U.S. employees in 2022. In 2022, minorities comprise 43% of our corporate workforce in the U.S., 73% of our facility security staff, and 32% of those serving in management positions as directors or above. Of the nine members of our Board of Directors up for re-election at this Annual Meeting, two are members of minority communities.
As of 2022, women account for 56% of our corporate employees, 42% of our facility security staff, and 32% of those serving in management positions as directors and above. We also continue to recruit women to our workforce, with women comprising 56% of our new hires in 2022. Women are also involved at the highest levels of our organization. Of the nine members of our Board of Directors up for re-election at this Annual Meeting, two are women.
Our employee population is also diverse by age. Of new hires in 2022, 41% were under age 30, 42% were between ages 30 and 50, and 17% were ages 50 and older.
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