DIVERSITY, EQUITY & INCLUSION CONT. Increasing Transparency Inclusivity demands transparency. We are committed to holding ourselves accountable and demonstrating progress to our internal and external stakeholders through data collection, analysis and disclosure. Publicly sharing certain information is an important part of accountability, for us and other companies, which is why we disclosed our consolidated Equal Employment Opportunity (EEO)-1 Report for the first time in 2021 for 2020 data and committed to make similar disclosures in the future. Data collection and analysis is also an important part of transparency. We recognize the importance of understanding where we are today in order to continue our progress. We have launched an Inclusivity Index as part of our global Workplace of Choice survey. In addition, we believe that transparency reaches beyond data. We also aim for transparency in professional communications and encourage open discussion of our DEI journey. We have amplified internal communication around DEI and we regularly share inclusive moments that matter. GM’s DEI progress is regularly reviewed by the Senior Leadership Team and the Board for progress against key metrics: Inclusivity Index score, diversity in the overall GM population and diversity in the overall executive population. We also measure hiring, promotions, performance assessments, candidate pools and attrition as indicators of equity. In 2021, we were pleased to report that our efforts yielded increases in representation among several underrepresented groups, including women and racial and ethnic minorities. Leveraging Talent Innovation Innovation is at the heart of transforming GM technologies, and we are bringing that same innovative mindset to our HR processes and systems to improve equity. A skills-based approach to hiring and a focus on new pathways to enter our workforce are key. Some examples include: Being a founding member and Detroit-area lead of the OneTen coalition, 60 companies and leaders that aim to train, hire and advance 1 million Black Americans over a 10-year period into family-sustaining jobs with opportunities for advancement. In year one, we hired 400+ individuals associated with this partnership, exceeding our OneTen hiring commitment. Re-introducing our career re-entry program, Ta ke 2 that targets anyone who has two or more years of experience in a field of work and has taken a break from that field for two or more years. Recruiting recent college graduates from more than 500 different U.S. colleges and universities. Providing opportunities for more than 600 students annually through our paid college summer intern and co-op program, which has been recognized as one of the Top 100 Internship Programs. Collaborating with organizations such as the Society of Women Engineers; the Society of Hispanic Professional Engineers; American Indian Science and Engineering Society; Out in Science, Technology, Engineering and Mathematics; National Society of Black Engineers; AfroTech and many other organizations that help provide us with a diverse slate of potential new hires. Skip Navigation Introduction Reducing Emissions Design for Environment Technology Customers Safety Diverse Workforce Human Rights Supply Chain Communities Governance 2021 SUSTAINABILITY REPORT 69