CEO’S MESSAGE OUR ESG STRATEGY DASHBOARD PEPEOOPLPLEE SUPPLY CHAIN ENVIRONMENT TRANSPARENCY REFERENCE TABLES Unite Our Communities of Talent In FY21, our DIBs Index was 83% based on responses from 96% of our Pay Equity team members. We are committed to pay equity and regularly review our pay practices, as well as DIBs Since FY20, we have utilized an organizational DIBs goal as part of our our team members’ pay, to ensure we are providing equal pay opportunities for We are a great place to work by cultivating a culture that celebrates different performance management process. Evaluation against this metric impacts each equal work, regardless of gender or race. perspectives, backgrounds, and experiences, and helps team members feel team member’s overall performance score and has a direct impact on the team valued, more engaged, and that they belong. We also seek to attract, hire, member’s annual bonus and merit increase. This goal varies based on the team The interconnection of the key people imperatives develop, promote, and retain valued team members with diverse backgrounds, member’s level within the organization. Team members, however, are expected to is what create the omni-team member experience experiences, and perspectives. satisfy a DIBs learning series training goal. These are our five pillars of DIBs: Senior leaders have additional goals around workforce composition. For FY22, we have determined that senior leaders (director level and higher) will have a Lea Diversity Workforce Makeup goal, which will be measured by YoY improvements de Performance Model the Way Educate Team Members in workforce DEI. Additionally, engagement survey overall favorability is also rs Targeted focus on driving factored into senior leaders’ performance. This is measured by YoY improvement hip performance, embedding based on targets set at the beginning of the year. C Acquire Great Talent Create a Diverse mo continuous feedback, and Succession Pipeline Racial and Social Equity ep marrying the “what,” we Over the past few years, we have reflected on many events that have unfolded Performance et accomplish it with the “how” in our communities and listened to the voices of our diverse colleagues to shape cn (goals/leadership behaviors) ei Support and Develop our commitment to do more to work for racial and social equity—within and s ERGs beyond our organization. es To drive upward mobility, we ensure underrepresented talent (i.e., women and ci Development We created our DIBs Index to understand and influence our DIBs efforts globally POC) is included on candidate slates and succession pipelines. We identify en within the organization. The index provides a quantitative score reflecting the and develop team members to fill future roles within the organization to ensure et Multifaceted learning to perception of leadership and the team’s commitment to fostering a diverse and diverse representation, and senior leaders play a key role in helping identify mp build critical skills and inclusive work environment and encourages individuals to constructively express targets specific to their functional areas while identifying any opportunities for o competencies in business different thoughts and ideas. This data is utilized for internal benchmarking and growth. In FY21, we increased the gender and racial diversity of our candidate C in connection with coaching and development opportunities. slates and succession pipelines by 7% and 6%, respectively. pih Development (technical and leadership) In FY21, our DIBs Index was scored based on the following four We are also enhancing our disability hiring practices. For example, in France sr create mentorship and survey questions: we are partnering with Les Papillons de Jour, which is comprised exclusively ed sponsorship opportunities of disabled professionals, to provide us with leading services training, aeL My leadership’s My team is committed to communication, and wellness at work. We also partner with Les Resonances, L decisions and creating a diverse and which specializes in the follow-up and assistance to hard of hearing people. ead behaviors show inclusive work environment As part of our effort to expand our commitment to promote racial and social er Succession a commitment to where everyone belongs. s ntentional action on career our DIBs. equity beyond our organization, we added Ariel Investments, LLC, the first hip preparation, professional Black-owned investment management firm in the U.S. founded in 1983, to our C pension plan investment portfolio. Ariel Investments, LLC has launched various mo development and pathways I feel free to express programs to increase inclusiveness in the world of business and finance, and different thoughts I feel like I really belong close the racial wealth gap by generating jobs, economic growth, and equality ep to realie full potential at all at our Company. Succession et levels create impactful and ideas with the with underrepresented populations. cn io strategy people I work with. ei s 3232