Representation in Our Workforce We are committed to increasing representation of employees from historically underrepresented backgrounds at every level of our organization. To do so, we focus on hiring, retention, growth, development, and promotion. To find the best talent and support our search for diverse talent, we partner with organizations and academic institutions linked to underrepresented communities. In the U.S., these organizations include historically Black colleges and universities (HBCUs), Hispanic-serving institutions, women’s colleges, and tribal colleges. Students visit Amazon’s campus for a range of programs and career enrichment experiences, such as our Represent the Future Summit. We also partner with organizations like Grace Hopper Celebration, Global Entrepreneurship Monitor Consortium Fellows, AfroTech, AnitaB.org, Lesbians Who Tech, Girls in Tech, American Indian Science and Engineering Society, and others. Amazon developed an online certification program with City University of Seattle to offer training to military employees and their families for higher-paying jobs. We also work with City University on its Apprenti program, which trains newcomers to the tech industry and places them in paid apprenticeships at companies like Amazon. 2x Double the number of U.S. Black employees in Level 8 (Director) and Level 10 (Vice President) positions year over year from 2020 numbers. 30% Increase the number of women at Level 8 and Level 10 positions in tech and science roles by 30% year over year. Retain Employees Retain employees at statistically similar rates across all demographics. 30% Increase hiring of U.S. Black employees in Level 4 through Level 7 positions by at least 30% year over year from 2020 hiring. 40% Increase the number of U.S. Black software development engineer interns by at least 40%. 1.6M Reach 1.6 million underrepresented students globally through Amazon Future Engineer with real- world-inspired virtual and hands-on computer science project learning. 100K+ Hire more than 100,000 U.S. veterans and military spouses by 2024, building on our commitment to military families after exceeding our 2016 White House pledge to hire 25,000 veterans and military spouses by May 2021. Amazon Studios’ Inclusion Playbook The work of DEI requires everyone to disrupt biases that build barriers and create inequities. This includes representation in the workplace, as well as in the media we consume daily. The work is not easy, but we are committed to achieving real, lasting change. Working closely with the University of Southern California’s Annenberg Inclusion Initiative, the International Documentary Association, and Gamechanger Films, we created the Inclusion Playbook to help people recognize biases that occur across the lifecycle of a series or movie—from production to launch. The Playbook explores this issue further by allowing people to understand how they can meet the Amazon Studios Inclusion Policy. By thinking about a story, casting, crewing up, and how to track and report inclusion successes, the Playbook is specifically designed to advance the visibility and responsible depictions of underrepresented communities. We view this as an evolving document that will be updated over time, offering a much-needed tool to guide decision-making in creative hiring practices. “ This Inclusion Playbook adds important, additional depth and guidance for our internal teams and external partners to ensure we continue to advance our shared mission of amplifying the best creatives and content around the world.” Latasha Gillespie Executive Head, DEI, Amazon Studios Our Goals for Increasing Representation In 2021, we set a number of goals to guide our efforts and progress for improved representation: 2021 Sustainability Report Introduction I Environment I Society I Governance I Appendix 53