CEO Message Overview Team Members Customers Community Environment Supply Chain Governance SASB Index 16 Tractor Supply 2021 Sustainability Report Team Member DE&I Strategy Our DE&I Strategy for Team Members states that we will attract, engage, develop and retain Team Members with backgrounds that reflect the diversity of our communities and customers. We will accomplish this through Diversity Recruiting efforts, through Team Member Inclusion & Connection and through DE&I Training & Development. An outcome of these efforts will be that we reach our publicly stated goals of doubling the number of stores where we mirror the community, and to increase our People of Color at the Manager level and above by 50%. Diversity Recruitment We know that reflecting the communities we serve starts with our recruitment efforts. Our diversity recruiting strategy comprises three main elements: 1. Community Engagement and Support: Through corporate giving and establishing meaningful relationships with minority- owned and serving organizations, we actively build and support talent pipelines of underrepresented minorities. We do this through a combination of community outreach and other programs aimed at supporting and developing talent in the communities in which we serve. 2. Process Improvement: Identifying and mitigating bias in our screening, selection and hiring processes allows us to ensure we select high-performing talent from a diverse slate of candidates and ensure that those candidates have an equitable experience through the process with a diverse group of interviewers. Each new hire starts as part of a diverse slate of applicants. As a company, we continue to develop methods to ensure that unconscious bias is completely removed from the application and interview process. 3. Training and Support: We equip our leaders with the tools they need to lead and support a highly diverse workforce, by providing ongoing interview training and inclusive leadership training. We believe that this additional training will help our leaders better select and support talent on their teams. 4. Accountability: To measure our success and track progress, we created a Diversity Dashboard for our senior leaders to understand the workforce representation data, and how Team Members are mirroring the community. Using US Census data, we have created data visualizations to easily see where we have gaps in workforce representation. In 2021, we also improved our diversity recruiting strategy by hiring a Diversity Recruiting Manager who focuses on helping our leaders hire diverse talent and a Campus Recruiting Manager focused on recruiting from Historically Black Colleges and Universities (HBCUs) and other colleges and universities that support diverse students. We also aim to ensure our internship program is diverse and has students from all communities. Team Member Inclusion and Connection We have a number of Team Member Engagement Groups (TMEGs) available to our Team Members. Governed by our DE&I Council, our TMEGs create communities for those who identity within one of the targeted demographics and their allies. The head of each TMEG is also on the DE&I Committee, giving team members a direct line to company DE&I strategy setting and initiatives. Our TMEGs are an important way we provide professional development, connection and camaraderie.