0 Introduction Environmental Social Governance Indexes and Glossary Workplace Social Overview Inside Social diversity Supporting Our Team Members Board and Workplace Diversity Products and Guest Experiences Built on Fairness and Equity Serving and Strengthening Communities Increasing representation As part of our Target Forward goals, Target aims to build a team that equitably reflects the communities we serve by 2030. We actively seek to recruit, retain and advance women and people of color, especially in leadership and technical roles where they are historically underrepresented. In particular, Target aims to increase representation of Black team members across the company by 20%. By 2023, Target aims to increase the promotional rate of people of color and women while reducing the rate of turnover. To reach diverse talent pools, we have relationships with organizations including the African American Leadership Forum , the National Organization on Disability , the National Black MBA Association , Management Leadership for Tomorrow and others. We also work strategically with HBCUs to find meaningful ways to invest in students, such as our education assistance program , and actively recruit for roles at Target. We also push for more diverse representation through inclusive capability-building opportunities: • Our Engineering Manager Immersion Program provides on-the-job leadership training for groups typically underrepresented in technology, data and engineering. • Target Labs offer immersive professional development experiences aligned with Black, Asian American and Pacific Islander (AAPI), Hispanic, Pride, Military, Mental Health and Women’s history and heritage months, using training, talks and experiences to upskill communities and help attendees reach their professional aspirations. • Target Elevate’s 2021 virtual conference featured breakfast sessions with 18 speakers, self-paced learning opportunities and masterclasses with live Q&As to help grow the number of women in technology. • We participate in AnitaB.org’s annual conference — the Grace Hopper Celebration — to help more women in technical fields reach their full potential. While we still have more to do, we have increased representation for BIPOC in exempt roles by 30% and women of color in similar positions by 41% since 2019. By the end of 2021, we had achieved 56% female workforce representation and 45% female representation in senior leadership. In addition, there was a 16% increase in women promoted to senior leadership levels and a doubling of the promotion of women of color to senior leadership, while the promotion of people of color from the exempt entry level to midlevel rose by 62%. DE&I training To encourage our team members and leaders to consider all dimensions of difference and identities, we have continued to offer unconscious bias training in addition to anti-racism training. We also offer a year-long training series for HR business partners that promotes racial equity. Our Disabilities Awareness training focuses specifically on working with team members with disabilities, while a comprehensive disability toolkit assists HR partners and leaders in ensuring those with disabilities feel supported and included. Our internal Disability Accommodation Policy, last updated in early 2022, includes our commitments to inclusion and examples of the types of accommodations we provide. To enhance internal efforts, we collaborate with the National Organization on Disability and use its Disability Employment Tracker to benchmark our practices and policies. Target in action Advancing DE&I together In July 2021, we hosted the first “Growing the Circle: Championing a Diverse, Equitable & Inclusive Society, Together” forum. During the event, 1,500 Target leaders and external partners discussed how we can collaborate to deliver on our four DE&I focus areas. Cross-industry experts joined Target leaders in exploring how to scale up impact through shared accountability, data transparency and business resources. Content developed for the forum was shared on a dedicated DE&I Forum webpage to help other organizations accelerate their own DE&I journey. Additionally, in February 2021, we expanded our Ability Awareness Network to become the Disability & Mental Health Business Council . The cross-functional team fosters an inclusive culture around disability, mental health and neurodiversity through advocacy and education. Furthermore, Target held the first inaugural Twin Cities Asian Executive Leadership conference, which focused on investing in the development and community building of Asian talent, and we also established the Native American and Indigenous Network within our ERG community. This new groups will focus on amplifying the voices and experience of our Native American and Indigenous team members. 2022 Target ESG Report 40