N O TI C Equity & inclusion at Walmart and beyond U D O NTR We believe that our business and communities are stronger and more resilient when all I Y our associates, suppliers, customers and community members are included, heard and T I empowered. With approximately 2.3 million associates worldwide, a presence in thousands of N TU R communities and an extensive supplier base, we believe we can use our business to accelerate O P P progress toward a more just and inclusive society in ways that also strengthen our company O and better serve our stakeholders. Y T I IL B A FOSTERING A CULTURE OF from the recruiting process to mitigate bias. We also have IN A strategic partnerships with two Historically Black Colleges and ST INCLUSION THROUGHOUT U Universities focused on strengthening pathways to careers at S WALMART Walmart and support early career candidates across a broad Y We seek a workplace culture where associates at all levels portfolio of schools, the majority of which are minority-serving IT are—and feel—included. We have set governance structures, institutions. In FY2022, 56% of new hires in the United States N U incentives and reporting practices to guide this culture and were people of color and 51% were women.24 M OM drive accountability. Through training and resources, we strive C to develop our associates to be inclusive leaders and seek to Walmart invests in associate development as a key strategy enhance belonging by listening to our associates and facilitating to create a more diverse, inclusive team at every level of our Y company. For example, we offer focused development programs, T engagement in associate groups. I R such as Gateways, a two-year professional development program G E that aims to accelerate a pipeline of diverse leadership talent NT HIRING AND DEVELOPMENT I and enable business growth. We also believe our Live Better U & S Our approach to hiring focuses on enhancing diversity and C program can help address disparities in access to education and I TH inclusion throughout the talent pipeline. For example, we guide drive increased talent attraction, while creating upward mobility E hiring managers and recruiters to interview diverse candidate for associates and scaling our internal talent pipelines. Fifty slates, assemble diverse interview panels and remove photos percent of active LBU students identify as people of color. 20