SOCIAL / WORKFORCE DEVELOPMENT & ENGAGEMENT Proposition to help us attract the best talent from across the globe. To supplement the expertise of our Global Talent Acquisition team, we have implemented new technology solutions to help us source talent and create a simpler, smoother process for candidates. And, we are continually enhancing our assessment of talent to ensure that when we hire new employees, they are set up for success in terms of both the skills needed to perform the job well, and the behaviors that are consistent with Whirlpool Corporation’s Enduring Values and Leadership Model. While the acquisition of new talent is important, we also focus on talent retention. We provide a robust total rewards package, including competitive pay and benefits as well as learning and career development opportunities. Our inclusion and diversity strategy focuses on building a culture in which every employee feels welcomed, valued, respected and heard. Our performance management system, Everyday Performance Excellence, empowers employees to plan their career development with the help of their people leaders, and we strongly support our employees’ long-term goals. We provide leadership development opportunities for leaders at all levels, from first-time people leaders through executives. Employee Engagement Employee Engagement Results & Action Plan In 2021, we evolved our employee engagement approach from a standalone, annual event to a continuous listening strategy. This approach enables us to gather employee feedback at various points throughout the employment life cycle through Global Onboarding Surveys, Exit Surveys, and quarterly Engagement Pulses. Our quarterly Engagement Pulse enables employee feedback from almost 65,000 individuals—including all global salaried employees and hourly employees in NAR, LAR, and EMEA. With the expansion to our Asia hourly population in early 2022, feedback from all global employees will be represented in a consistent global engagement survey for the first time in Whirlpool Corporation history. We are excited about the opportunity for all employees to have their voices represented in the feedback and resulting actions. This ongoing feedback has enabled us to gauge the extent to which employees feel a positive connection to Whirlpool Corporation and a commitment to help deliver the company’s strategy. It also enabled people leaders to have timely access to their team’s feedback through the implementation of an easy-to-navigate, intuitive online dashboard. People leaders are encouraged to understand the feedback, hold collaborative team discussions and take focused actions to create positive change. As a result of this quantitative and qualitative feedback, key themes emerged, and the organization was able to quickly act on them. One specific theme, around collaboration, further enabled the implementation of additional indoor and outdoor collaboration spaces across the world. These spaces were intentionally designed to encourage frequent, and more informal, collaboration both in-person and across regions, equipped through technology. Talent Recruitment & Retention Whirlpool Corporation’s Talent Acquisition team enables our business by finding diverse talent with the skills and experiences needed to lead both today and tomorrow. In 2021, we developed several new initiatives, including a global Employee Value 2019 2020 2021 Average Hours of Training— White Collar Employee 45 45 45 Average Hours of Training— Blue Collar Employee 37 48 25 TRAINING HOURS Our inclusion and diversity strategy focuses on building a culture in which every employee feels welcomed, valued, respected and heard. Whirlpool Corporation / 2021 SUSTAINABILITY REPORT 52