In 2021, we strengthened our recruitment efforts focusing on education, training and sourcing strategies to help increase our diverse talent pipeline. This included expanding campus recruiting practices to make more meaningful connections with Black and Hispanic professionals, including broadening our reach at places like diverse colleges and universities, as well as building relationships with Black and Hispanic professional associations. To further improve our effectiveness and relatability, all of our recruiters completed Unconscious Bias, Influencing, Diversity Sourcing and Diversity 101 training. In the face of a virtual world, we created and executed a strategy engaging diverse external partnerships in 2021 as a conduit to broaden exposure and connections in reaching diverse candidates. Partners include the African American Chamber of Wisconsin, The Harbor Institute, Hispanic Professionals of Greater Milwaukee, National Association of Black Accountants, Prospanica and Social X. Diversity & Inclusion 33 2021 ESG REPORT Our People Talent Attraction Practices We believe we can do more to ensure our workforce better reflects our marketplace, and to create more opportunities for career growth for Black, Indigenous and People of Color (BIPOC). • We pledge to take action to increase diversity across our associate population to better reflect our customers and our country • We pledge to increase representation of women and BIPOC across our leadership ranks • We pledge to maintain strong inclusion and address opportunities to strengthen belonging among women, LGBTQIA+ associates, associates with disabilities, Asian Americans and Pacific Islanders (AAPI), and BIPOC associate groups who experience lower engagement Kohl’s has more than 100,000 associates across the country, of which approximately 43% identify as BIPOC and 76% identify as female. Of our management population, approximately 24% identify as BIPOC, and approximately 62% identify as female. 2021 ESG REPORT