Equality

Crane Company was founded on the timeless principles of equality, honesty, and fairness – values enshrined in the R.T. Crane resolution. These guiding principles have shaped our identity and provided a strong foundation for the inclusive and high-performance culture we proudly uphold today.

At the heart of our culture is a commitment to trust and mutual respect, which extends to every level of the Company – from our Board of Directors and senior management to our associates around the world. We firmly believe that diversity of experiences, perspectives, and backgrounds strengthens our Company, leading to better leadership, more innovative ideas, and a more thoughtful approach to addressing the needs of all stakeholders.

With a global workforce of over 7,300 associates operating across 21 countries, we are dedicated to building teams that embody the unique strengths and perspectives of the communities in which we operate. This global reach enables us to draw on a wide range of talents, skills, and ideas, which drive our innovation and adaptability. By creating the culture of collaboration and innovation across our workforce, our Company is well-positioned to meet the challenges of today while building a foundation for sustainable growth in the future.

Equality Highlight

Culture & Equality Training

Crane’s commitment to diversity and inclusion is grounded in our broader culture and strengthened through the Crane Business System’s continuous improvement mindset. We view inclusion as a long-term cultural priority that reinforces our values in practice and supports our ability to attract, develop, and retain talent across the Company. Consistent with this approach, we seek disciplined ways to embed our values into how we lead, collaborate, and make decisions.

Crane initiated internal “Culture & Equality” training workshops in 2021, marking a deliberate step to embed inclusion more consistently into how we lead and operate.

Rather than adopting a commercially available, off-the-shelf program, we developed specialized training experience designed around Crane’s culture, history, and operating context. This tailored, in-house approach allows us to emphasize the values of integrity, respect, and shared accountability while reinforcing the practical expectations and behaviors that support our inclusive workplace.

The workshops are led by Crane management, not third-party facilitators. We consider this leadership ownership essential to effectively convey the importance of the initiative, setting clear expectations, and reinforcing that inclusion is an organizational priority supported at all levels. Senior leaders establish the tone through direct participation and messaging, and business leaders and HR partners are positioned as accountable owners responsible for sustaining progress within their teams.

Associates consistently value the workshops for their practical, discussion-based format and the opportunity to engage in meaningful dialogue about respect and inclusion in the context of Crane’s culture. The sessions combine structured content with interactive breakout activities that encourage reflection, honest conversation, and shared accountability at the team level. Associates also benefit from connecting with colleagues outside their day-to-day roles, strengthening collaboration and reinforcing a common understanding of inclusive expectations and behaviors.

Crane delivers the Culture & Equality workshops on a recurring 12–18-month cycle, with the most recent round completed in 2025. This regular cadence strengthens the Company by providing a disciplined forum for teams to revisit commitments, reflect on progress, and align on practical actions that reinforce respectful behaviors.

The intended outcomes of these workshops are to:

• Raise awareness of Crane’s overarching culture and history, reinforcing the principles that shape how we operate and engage with one another.
• Align associates to leadership expectations at Crane and reinforce a common understanding of inclusive behaviors.
• Demonstrate that expectations are set from the top through visible executive engagement, and establish Presidents, Site Leaders, and HR Leaders as accountable owners of inclusion initiatives.
• Provide clarity on the principles of inclusion and the practices Crane uses to support equality and fairness across the associate experience.
• Engage teams in structured selfreflection and assessment to understand their current maturity in promoting inclusion.
• Use the results of that assessment to establish practical, team-level commitments that strengthen inclusion and support ongoing improvement.