71 The Hershey Company | 2021 ESG Report The Big Picture Our Company Cocoa Responsible Sourcing and Human Rights Environment Our People Youth Community About This Report Our People More Pathways to GROW Pathways to GROW commits us to actively recognizing Feedback and Coaching for Leaders We then provided key studies showing leaders and developing talent that has traditionally been We partnered with Practica to incorporate how diverse teams are more innovative and five unconscious bias scenarios in feedback exhibit advanced decision-making skills, which underrepresented while also creating an environment and coaching scenarios for leaders, including was key leader behavior during the pandemic where colleagues can operate with courage and learn micro-aggressions, micro-advantages, in 2021. from each other. inequities, micro-actions and their impact on By the end of the sessions, 402 people leaders the individual. Further exercises included small completed the course and 2,000 training hours group breakouts sharing “what would you do” were logged. questions. Leaders learned how to monitor Our Ambition The course also includes monthly mentor unconscious bias scenarios and address them as check-ins providing coaching and feedback they see them occur. We’re capitalizing on the strength of existing supporting the cohort project and personal talent by improving access to training and development goals. The first cohort of 60 pupils resources on leadership, racism, unconscious graduated in 2021. bias and well-being. We also launched Project Freeway, a new We continue to invest in early-in-career and initiative to help employees advance their mid-career development and training to careers by offering development tools and develop commercial skills and career building resources tailored to their unique needs. for POC and women. Implementing Unconscious Bias Training Our Progress in 2021 During 2021, for the first time, we mandated Through our Pathways to GROW pillar, we are unconscious bias training across the company. identifying and exploring multiple ways we can We now conduct training twice a year, with retain and actively engage current employees intentional timing to increase the likelihood while continuing to increase diversity and foster of employees incorporating the learnings a culture of inclusion. into their daily behavior. By the end of 2021, 6,943 unconscious bias training hours had Developing Diverse Talent been completed. We created new commercial acumen training. After each session, leaders met with their The five-month curriculum is designed to teams to reflect on the discussion questions. build the business acumen of diverse talent. Employees completed 1,960 leader-led The training covers financial acumen, project discussion hours in 2021. management, problem solving, strategic thinking, emotional intelligence and influencing skills.