General Mills is empowering women across our business. We promote women’s education, training and professional development within our businesses and supply chains. Our Women’s Leadership Network chapters around the world offer networking and development events in addition to mentoring circles. Our Women in Leadership organization advocates on behalf of women at all levels of the company to purposefully cultivate a pipeline of women leaders and a culture where women can thrive. We are committed to gender equality in the workplace, including pay equity. In partnership with external experts, we regularly conduct thorough pay equity reviews to ensure equitable pay outcomes for each job group. As a result of this work, we are assured that our pay systems and practices are generally fair and equitable among all employees (+/- 2% of 100%) without regard to gender, race or ethnicity. Across our supply chain, we work to help increase the economic resilience of women. Learn more about our partnerships to empower female farmers and entrepreneurs in the Community section of this report. Additionally, General Mills made a pledge seven years ago to advance the United Nations Women’s Empowerment Principles , part of the UN Global Compact, to help achieve greater equality for women in the workplace, marketplace and community. These principles are designed to promote gender equality and women’s empowerment. Women’s empowerment United Nations Women’s Empowerment Principles Establish high-level corporate leadership for gender equality Treat all women and men fairly at work — respect and support human rights and nondiscrimination Ensure the health, safety and well-being of all women and men workers Promote education, training and professional development for women Implement enterprise development, supply chain and marketing practices that empower women Promote equality through community initiatives and advocacy Measure and publicly report on progress to achieve gender equality 1 2 3 4 5 6 7 Promoting women leaders During the COVID-19 pandemic, the General Mills Women’s Leadership Network (WLN) focused on supporting its members in three key areas: care, flexibility and prioritization. As many women around the world were downshifting their work responsibilities — or exiting their jobs as part of the “great resignation” — the number of female leaders across General Mills increased.* One of those leaders is Natalia Faiden, director of food safety and quality for Meals and Baking Solutions in North America, who was promoted to this role in 2021. She previously led the WLN chapter in her native Argentina, now leads WLN’s Innovation, Technology and Quality (ITQ) functional network and served as a cochair for WLN’s International Women’s Day (IWD) event in 2021. The event was, for the first time, entirely virtual. “It was much more inclusive because everyone around the world could be present in the same way,” said Faiden. More than 3,000 people from 20 countries participated — twice as many as the previous year. “WLN has provided a safe space to find my voice and my purpose with opportunities for networking and mentoring by women leaders who inspire me. Now I am helping pave the way for others,” said Faiden. “During the pandemic, women have been disproportionately affected as they juggle duties in the workplace and at home, so WLN has put empathy front and center in our programming. We provided input on the need for flexibility and for policies that support employee well-being.” *Percentage of female managers globally increased from 49% in fiscal 2020 to 50% in fiscal 2021; female directors increased from 40% in fiscal 2020 to 43% in fiscal 2021. r Faiden shared her #ChooseToChallenge IWD pledge to help build a gender- equal world through a culture of belonging and inclusivity. #ChooseToChallenge I will help forge a gender equal world GENERAL MILLS GLOBAL RESPONSIBILITY 50 Food Planet People Community