Harassment-Free Workplace SUSTAINABILITY MANAGEMENT PLAN GOAL All Lockheed Martin employees participate in at least one bystander intervention training workshop by 2025. 2021 PROGRESS In 2021, 2,700 employees completed a bystander intervention training workshop through our Upstander Campaign. Looking forward, we will increase the availability of workshops and the Upstander Campaign will be integrated into our new digital training platform, Atlas Learning, and assigned to 100% of employees globally. Lockheed Martin takes pride in our Core Values to Do What’s Right, Respect Others and Perform with Excellence. These Core Values are underpinned by our Code of Ethics and Business Conduct and corporate policies on Harassment- Free Workplace and Nondiscrimination and Equal Employment Opportunity . We require all employees to complete annual harassment-free workplace training. Additional related training is required for specific employees based on function and level. We aim to live up to our values and to ensure employees feel heard and supported. In 2019, we began the first phase of developing dedicated bystander intervention training by incorporating elements into our annual harassment-free workplace course materials and our Code of Ethics and Business Conduct. We used guidance from respected external organizations to help build the content, including the U.S. Equal Employment Opportunity Commission. In 2021, we formally released a dedicated bystander intervention training, which was branded the “Upstander Campaign." This branding occurred because we believe there are two types of bystanders: an active bystander and a passive bystander. A passive bystander is one who witnesses harassment but does not act. An active bystander, also known as an upstander, is one who reacts with the intent to stop harassment, discrimination, retaliation or other inappropriate conduct. We empower our employees to be upstanders in these situations. We promoted our Upstander Campaign through workshops and communications to encourage voluntary completion. In these workshops we taught the use of Green Dot’s bystander intervention techniques, which emphasize the 3Ds: direct, distract and delegate. After each workshop we gathered feedback from participants to understand how we could improve our efforts. We also encouraged employees to take the Upstander Pledge to sustain an inclusive culture where there is a sense of belonging for all. Senior responsibility for this sustainability management plan goal is held by our Vice President, Global Diversity and Inclusion with director-level responsibility for implementation. Progress is reported on a monthly basis. UPSTANDER CAMPAIGN WORKSHOPS In 2021, our Global Diversity and Inclusion organization conducted more than 40 Upstander Campaign workshops. These workshops provided the tools, skills and resources needed to identify and report harassing behavior. Content included educational resources to define harassment per Lockheed Martin policies and U.S. Equal Employment Opportunity Commission guidelines, and the type of behaviors that should be addressed when witnessed. Our feedback surveys showed that 96% of employees who completed the workshop reported they felt more prepared to intervene if they witnessed harassment or discrimination. The ultimate goal of the Upstander Campaign is for more employees to successfully intervene and report incidents they witness. About this Report Our Company Our Sustainability Approach Our Sustainability Priorities Beyond the SMP ESG Performance Index www.lockheedmartin.com 2021 Sustainability Report 32