B Corp Belonging Statement

Read as pdf: BCorp Belonging Statement.pdf

We call our people “the pack” for a reason. The name refers to a group that has a shared ambition; a group whose members understand they’re even stronger as a collective than they are individually.

Being part of our pack doesn’t mean one abandons their personal beliefs in lieu of the team’s; on the contrary, we know our pack becomes even stronger with differing voices and perspectives. Which makes it critical that we create an environment where each member of the pack knows they are valued. That each member truly belongs.

At Edgard & Cooper, we know “belonging” isn’t a sentiment that occurs naturally. It needs to be created intentionally.

That’s why we support the members of our pack by embedding a sense of belonging into everything we do — our values, our internal operations, even our business strategy. It’s why, in everything they do, our people find room to grow and try new things. The ambition to support a sense of belonging shapes how we make decisions, how we work across teams, and how we respect our people.

You’d think a sentiment wouldn’t be so easy to see. And yet, at Edgard & Cooper, the sense of belonging is quite visible. It shows up in our pack’s open dialogue, shared responsibility, and the values that guide our work together.

The open dialogue is most apparent during our engagement survey process. Our pack members speak freely about and debate the findings, and the results of those discussions shape our culture.

Our shared responsibility includes important topics such as diversity, inclusion, and impact, because we believe our greatest strength comes from learning and moving forward together.

And then there are our values — which aren’t just words on a poster in the office. They act as behavioral prompts on an everyday basis. One of those values is “Make mistakes, get better” which promotes an environment of safety, where people can acknowledge mistakes, share what they learned, and use the insights to constantly improve. Another value is “Be more dog” which serves as a constant reminder to have fun, connect with each other, and appreciate the experiences we’re sharing as part of a team working towards the same goal.

This dedication to a sense of belonging affects moments each day, such as how we listen, how we share ideas, how we support each other by making space for different opinions and new ideas.

Apparently, “belonging” isn’t so hard to see after all.

We conduct regular listening surveys with our pack members to gauge how our people experience belonging and where we need to improve. Generally speaking, the intentionality we give to creating an environment of belonging has been widely appreciated.

In 2025:

Building an inclusive company culture requires ongoing attention. We continue to listen, adapt and invest in how our pack experiences work every day, so each member can contribute, grow and feel part of something meaningful.

And our efforts aren’t limited to within our own walls. For our customers, our Responsible Marketing Policy helps assure that our products are accessible to a wide range of pet parents, that complaints are handled fairly, and that we are actively promoting non-discrimination wherever we can.

And for our communities, our Responsible Advocacy Policy guides us to partnerships that contribute to a fair and inclusive society, engage in responsible advocacy, and support underrepresented groups such as providing employment opportunities for people with disabilities.

To make sure well-intentioned ideas are put into meaningful practice, our People Pack has an active JEDI Action Plan that is shared with the whole pack and keeps us moving in the right direction.

Our Business Operations Director ensures that plan is discussed at least annually at the Director level.

Date of creation / last: 2nd September 2026

Oversight by: Business Operations Director

Date for next review: 01 September 2028