INDEX Member Relations/ Benefits

Name: Equal Employment Opportunity Statement

Number: 6-1 Sheet: 1 of 4 Date: 2016-06-06 Applies to: Worldwide

Equal Employment Opportunity Statement

Equal Employment Opportunity

It is Woodward’s policy to provide equal employment opportunity for all qualified members and applicants without regard to race, color, religious creed, age, sex, national origin, ancestry, physical disability, mental disability, medical condition, sexual orientation, gender identity or expression, veteran status, marital status, genetic information, or other protected class, and to make all employment decisions in accordance with this principle of equal employment opportunity. This policy applies to every aspect of employment, advancement, transfer, demotion, layoff, termination, compensation, benefits, training, development, and working conditions. It is actively implemented at every Woodward facility.

Americans With Disabilities Act

Persons with disabilities are protected from discrimination by the Americans with Disabilities Act of 1990, as amended by the Americans With Disabilities Act Amendments Act. Woodward will not discriminate against qualified individuals on the basis of disability in regard to recruitment, job-application procedures, hiring, firing, promotion, advancement, layoff, leave of absence, compensation, benefits, job assignment, training, or any other terms, conditions, or privileges of employment.

Woodward will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant for employment or a member, unless such accommodation would impose an undue hardship on the operation of Woodward’s business in accordance with all applicable laws.

Members who require an accommodation in order to perform the essential functions of their position should contact their Human Resources Representative and request such an accommodation. Woodward and the member will engage in an interactive process to determine whether a reasonable accommodation can be made that would permit the member to successfully perform the essential functions of the position.

Similarly, reasonable accommodations will be made to enable an applicant with a disability to have an equal opportunity to participate in the application process and to be considered for a job, unless such accommodation would cause undue hardship.

INDEX Member Relations/ Benefits

Name: Equal Employment Opportunity Statement

Number: 6-1 Sheet: 2 of 4 Date: 2016-06-06 Applies to: Worldwide

Religious Accommodation

Woodward will reasonably accommodate a member’s sincerely held religious beliefs, including religious dress and grooming practices, so long as the accommodation will not impose an undue hardship on Woodward.

Woodward will attempt to accommodate members desiring time off for religious observances or practices unless doing so would cause an undue hardship on Woodward. Requests for religious accommodations must be made to Human Resources as far in advance as possible. Available vacation will be applied to such time off.

In addition, a member who perceives a conflict between job requirements and a religious belief or practice should bring this conflict to the attention of Human Resources. The Company will work with the member to determine whether a reasonable accommodation can be identified without undue hardship to the Company. In evaluating a requested accommodation, the impact on other members and any hardship to the business must be considered.

Affirmative Action

As a federal contractor, Woodward develops and maintains written Affirmative Action Programs (AAPs) for women, minorities, protected veterans, and individuals with disabilities. Implementation of the Company’s Affirmative Action Programs shall be the responsibility of the Vice President, General Manager, or Site Leader of each plant or facility, with the Human Resources Representative responsible for their day-to-day administration. Applicants and members may review elements of the AAPs for Protected Veterans and Individuals with Disabilities in the local Human Resources offices, by appointment. Applicants and members are invited to self-identify their race/ethnicity, gender, disability, and protected veteran status through their Human Resources Department.

Inclusion

As a values driven organization, Woodward fosters an inclusive environment where we acknowledge the variety of knowledge and ideas within our organization and believe that the combination of diverse ideas is powerful.

Our environment fosters “Living the Constitution” and enables our leaders and members to demonstrate Woodward core values on a daily basis. We ensure our core policies,

INDEX Member Relations/ Benefits

Name: Equal Employment Opportunity Statement

Number: 6-1 Sheet: 3 of 4 Date: 2016-06-06 Applies to: Worldwide

processes, and development strategies support organizational attributes of an inclusive organization.

Complaint Procedure Any member who believes that he or she has been discriminated against or harassed, or who knows about such behavior, should promptly report the incident(s). Members may choose to report the concern to their leader, any other company leader, Human Resources, Legal & Compliance, any member of Woodward’s Business Conduct Oversight Committee, or to any company officer or director. Members may also report the concern by calling 888-325-7915 or using a web-based tool accessible via Inside Woodward at Company Resources/Member Matters/Ethics Help Line, www.Woodward.com or www.EthicsPoint.com.

Leaders must immediately report any claims of harassment to a Human Resources Representative who will then investigate all such claims. Any leader who fails to take action not only exposes the Company to liability but could also expose themselves to personal liability.

Retaliation Prohibited The registering of a good-faith complaint will in no way be used against the member, nor will it have an adverse impact on an individual’s employment status or the terms or conditions of the individual’s employment. In fact, it is unlawful to retaliate and Woodward explicitly prohibits retaliatory actions against any member that are motivated by the fact the member made a complaint or by the fact that the member assisted or cooperated in an investigation of a complaint by someone else, even if the complaint is ultimately determined to be unfounded. Examples of retaliation include, but are not limited to, anyone creating a negative work environment or changing terms and conditions of employment; sabotaging work; alienation; filing counter complaints without basis or merit; and/or talking negatively about a member to others. Woodward has adopted a zero tolerance policy with regard to retaliation and will take disciplinary action up to and including termination for any substantiated violation. In addition, Woodward will not discharge or in any other manner discriminate against members or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another member or applicant. However, members who have access to the compensation information of other members or applicants as a part of their essential job functions cannot disclose the pay of other members or applicants to individuals who do not otherwise have access to compensation information, unless the

INDEX Member Relations/ Benefits

Name: Equal Employment Opportunity Statement

Number: 6-1 Sheet: 4 of 4 Date: 2016-06-06 Applies to: Worldwide

disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

_______________________________ Thomas A. Gendron Chairman of the Board, Chief Executive Officer and President