22 DIVERSITY & INCLUSION (D&I) D&I AT PFG We are committed to building an inclusive and equitable culture that embraces and celebrates our associates’ diverse backgrounds and unique life experiences. We aim to ensure that PFG has a diverse and inclusive environment to create a sense of belonging for associates and those we serve. With five out of 11 Board leaders representing gender and ethnic diversity, our commitment to ensure workforce diversity is reflected at every level of the organization and connects to our social responsibility and business imperatives. Every year PFG trains all associates on the requirements of the Code of Business Conduct that, among other topics, covers the following core non-discrimination principles that all associates and business partners must adhere to: • Treat all associates and prospective associates fairly based upon performance, merit and ability without regard to race, color, religion, creed, sex, national origin, age, disability, sexual orientation, veteran status or other occupationally irrelevant characteristics. • Understand and fully comply with PFG’s zero tolerance, discrimination and unlawful harassment and affirmative action policies. • Do not retaliate against anyone for filing in good faith a complaint of discrimination or harassment, or for participating in good faith in an internal investigation regarding such matters. PFG’s Vice President of Diversity & Inclusion leads our work in building a more diverse and inclusive culture. We are working on development of a comprehensive Diversity & Inclusion Strategy that will include, among other things, a focus on clear leadership roles and accountability, new talent acquisition practices, associate communities and inclusive performance management. Our Chief Human Resources Officer provides quarterly updates to the Board on progress met pertaining to the company’s D&I Strategy. D&I WITHIN OUR SUPPLY CHAIN We recognize the strategic value of diverse perspectives when engaging in complex challenges. The more complex our business landscape becomes, the more we need to nurture an inclusive culture that promotes diversity of thought, background and expertise as a key driver of our success. Throughout our value chain, we are taking action to increase Minority/Women-owned Business Enterprise (MWBE) partnership opportunities. We have set a goal to increase our partnerships with women, minority and veteran-owned suppliers by 25% by the end of 2030. As part of this effort, in fiscal 2021, PFG became a corporate member of the National Minority Supplier Development Council (NMSDC) to support global supply chain diversity and foster strategic partnerships for further MWBE integration into our supply chain.