Employee training and development
Training and development resources are available through both internally created and third-party curricula, focusing on compliance, enrichment, and upskilling. Employee engagement is monitored through our annual “Your Voice, Our Future” survey, and insights from employee feedback help shape our wellbeing resources and benefits, including mental health support. In 2025 we achieved a record-breaking 88% response rate to the survey, with over 19,000 colleagues sharing valuable feedback on our business, engagement, and culture. See more in the Human capital management section of our 2026 Proxy Statement.
Mandatory training for employees covers human rights parameters, including safety, information and personal security, inclusion, ethics and Code of Conduct, anti-corruption, harassment prevention, wellbeing, and other topics.
Each mandatory training has a targeted audience, many of which are Company- wide requirements (examples include vehicle safety, harassment prevention, and our Code of Conduct), as well as other targeted regional, country, business, or task-specific audiences (examples include anti-trust training and procurement procedures). Company-wide requirements are typically focused on the full-time and part-time workforce, whereas some training is also required of contractors within the organization (for example, information security and vehicle safety).
All colleagues have access to personal development resources through self-service resources (LinkedIn Learning training library) and global learning events (Development Planning Month, Be Curious Week). Through Corteva's Próspera program with Wellhub, employees and their families can access wellness resources and top-tier apps that support physical, mental, and financial health globally. Additional benefits include paid tuition opportunities, family planning support, covered counseling sessions, and more.
We also offer comprehensive training and coaching programs to support leadership development at all levels. These initiatives are designed to foster high performance by enhancing leaders’ understanding of our vision and strategy, while also strengthening core competencies and fostering growth.
Inclusion and belonging
As a global technology company, we view a culture of inclusion and belonging to attract and retain talent as a key to our success. To stay competitive and lead the industry, we know it is crucial to have a workforce that reflects the farmers we serve and the markets where we operate, and is equipped with the skills to develop new technology. We aim to create an environment where colleagues seek out different perspectives and ideas, and challenge the status quo, to deliver for our customers and consumers around the world. This approach also fuels the curiosity, creativity, and innovation we need for long-term success.
One of the ways we do this is through our Business Resource Groups (BRGs). These are organized networks of colleagues who volunteer their time and talents to bring others together, celebrate different cultures and backgrounds, and serve our Company and our communities. Participation is voluntary and open to everyone. Our nine global BRGs are strong partners to leaders across our organization and are actively engaged in various talent sourcing, recruiting, mentoring, retention, and career development initiatives.
Non-discrimination and harassment
In 2025, there were 43 substantiated reportable incidents globally of violations to the Discrimination, Harassment, and Retaliation Prevention Policy or the Respect & Responsibility Policy. Of these 43 cases, 18 involuntary termination actions were taken, and 25 cases had disciplinary action and/or remediation plans implemented.
We internally maintain detailed non- discrimination policies outlining expectations that apply to all employees globally. These policies discuss specific non-discrimination topics, including prohibiting sexual and non-sexual harassment, and reinforcing escalation processes and corrective or disciplinary actions that may result. Employees are required to complete training on preventing workplace discrimination and harassment at least every two years, or annually when required by law.
Incidents are reviewed regularly; we disclose incidents to the Board on at least an annual basis and usually quarterly. To further reinforce ethical conduct, we encourage employees to speak up about any questionable or unethical behavior. Reports can be submitted confidentially, and we maintain a zero-tolerance policy for retaliation against anyone who raises concerns in good faith. Employees have multiple reporting avenues, including their leader, HR, legal, or an anonymous global hotline.
We maintain policies and controls designed to support compliance with applicable employment and labor laws in each jurisdiction where we operate, and our policies prohibit child labor, forced or compulsory labor, violations of the rights of Indigenous Peoples, and other human rights abuses.
To enforce these human rights principles in action, we post signage in physical offices to convey our zero-tolerance stance on child labor, forced or compulsory labor, discrimination, and other unethical workforce practices. For example, we take a proactive approach to these concerns in India, with certain measures such as community training guided by the UN Universal Declaration of Human Rights, the International Labour Organization Declaration on Fundamental Principles and Rights at Work, and the Indian legal provisions on child labor.