ESG PROGRESS AT MARRIOTT INTERNATIONAL → 71 ESEG PROAR TMS ORINOL Management Approach Disclosures and Indicators: Social EMPLOYMENT Indicator Description Response and / or References 401 Management approach Policies and Procedures: Fair policies and procedures, including our Global Employment Principles, are in place to protect associates’ rights, promote safe and respectful working conditions, and promote positive relationships between labor and management. Engagement Survey: Associates globally in all managed hotels, CECs, and corporate offices participated in the 2019 Associate Engagement Survey to share their feedback on their work environment and the company. Survey results are used to drive improvements at all levels, enabling Marriott to innovate and better serve associates and customers. The Associate Engagement Survey is also used to assess our sustainability and social impact programs. Our 2019 Associate Engagement Survey results indicated that 89% of associates were proud of the company’s commitment to operate sustainably (e.g., reducing our waste, water, and energy usage). In addition, 91% indicated they were proud of the company’s commitment to making a positive social impact (e.g., associate volunteerism, advancing human rights, disaster relief). We hold managers accountable for sharing survey results, conducting feedback sessions, and creating action plans to deliver continued improvement. Longstanding, Robust Employee Assistance and Work/Life Resources: Nearly 30 years ago, Marriott launched a groundbreaking resource and referral service to meet the specific needs of hourly associates in the U.S. who might not be well served by a traditional employee assistance program. Today, we continue to offer ARL, “Assistance and Resources for Life,” providing all U.S. managed associates and their families 24/7 access to consultations, resources, and referrals for virtually any work or life need. TakeCare: TakeCare is a branded collection of resources helping to fuel our culture and commitment to wellbeing and improve business performance. We engage and support managed hotels, CECs, and corporate associates through TakeCare, ensuring that our people-first culture is vibrant, personal, and relevant. TakeCare inspires associates to live our core values and bring the best of Marriott to the world. It is the foundation to our culture. Today, TakeCare has evolved from its roots in physical wellness to become that and so much more. TakeCare has helped sustain our culture throughout the global pandemic, as our managers care for their teams and associates continue to rise to the occasion to take care of each other, our customers, and local communities during the most difficult of times. 2021 Serve 360 Report (“Company Overview”, p. 6 and “Global Diversity, Equity, and Inclusion”, p. 36) Awards and Recognition Careers Heart of the House Principles of Responsible Business (“Global Employment Principles”, p. 2) 401-1 New employee hires and employee turnover 2021 Serve 360 Report (“Performance Tables”, p. 59) 401-3 Parental leave Marriott offers paid parental leave in the U.S. that includes eight fully paid weeks for birth and adoptive moms and dads. Full-time and part-time associates, who work a minimum number of hours, are eligible. Birth moms will continue to receive an additional seven weeks of partial pay for a total of 15 weeks of leave benefits. We provide financial assistance to help with adoption fees of up to $12,000. Careers