CEO’S MESSAGE OUR ESG STRATEGY DASHBOARD PEPEOOPLPLEE SUPPLY CHAIN ENVIRONMENT TRANSPARENCY REFERENCE TABLES Development Wellness We believe that a positive team member work experience is critical to both We have always been committed to the well-being of our team members; personal and team success. These experiences can come from multiple however, the last few years have brought an even greater focus on aspects of one’s role, which is why we call this the Omni Team Member communicating what programs and services we offer, and how team members Experience. Annual personal development plans are required for all non-store/ can leverage them for their specific needs. distribution center team members. Team members collaborate and connect with their managers regarding their personal goals, performance expectations, Our “Live Well. Work Well.” initiatives included virtual interactive workshops and career development through the technology platform, SuccessFactors. and guest speakers, which continued to prioritize health and safety, while In FY21, the core people processes of Performance, Development, and introducing resources and initiatives to support team members in creating a Succession Planning were combined to ensure a more holistic view and the more balanced lifestyle inside and outside of work. ability to influence greater overall success, individually and collectively. Virtual We also reimagined what wellness means to our team members. Gathering instructor-led training was offered to provide an overview of this upgraded input from team member surveys led to several key actions to help bring this integrated process, system enhancements, and related resources. focus to life: . 1. Creating a wellness site within myLockerRoom (our corporate intranet) to provide easy wellness tips, including how to setup a home work station to ensure proper ergonomics, staying hydrated, and planning breaks during the day; 2. Reminding our team members of the support available to them through our Employee Assistance Program; 3. Hosting educational sessions with experts to discuss vaccines and mental health; 4. Encouraging team members to use their time off, disconnect from the office, and where possible, allow for modifications in work schedules; and 5. Developing an internal group of Global Wellness Champions to lead strategies and initiatives to pilot and operationalize. We also began offering our team members access to Sanvello, an on-demand high-quality virtual coaching and care service. Further, to ensure that our team members were provided with accurate and high-quality information about the COVID-19 pandemic, we encouraged team members to view a webinar on managing stress during COVID-19, which was offered by UnitedHealthcare. To help track team member wellness, we use an annual survey that consists of four questions related to well-being. 3030