ESG Disclosures: SASB Multi-line and Specialty Retailers & Distributors O INTR TOPIC ACCOUNTING METRIC CODE RESPONSE REFERENCE ANET Labor Practices (1) Average hourly wage and CG-MR-310a. 1 We continue to invest in our associates, including increasing minimum wage to $15 per 2021 Impact Report: Associates, pages 77-78 PL (2) percentage of in-store hour for hourly associates as of FY21 year end. employees earning minimum CG-MR-310a. 2 2021 Impact Report: Associates, pages 77-78 wage, by region The key to our success as a company is our associates, and we strive to attract, develop CG-MR-310a. 3 and retain the best talent in Retail. We actively track and report on labor practices, Human Rights Policy (1) Voluntary and (2) including involuntary and voluntary turnover, internally on a regular basis. involuntary turnover rate for in-store employees We take pride in keeping a work environment that complies with employer responsibility standards. We are committed to providing a safe and healthy work environment for our OPLE Total amount of monetary associates, visitors, suppliers and contractors, maintaining respectful workplaces and PE losses as a result of legal upholding equal opportunities for every associate. We comply with all national as well proceedings associated as state and local laws regarding wages, benefits and hours worked, and we recognize with labor law violations the rights of workers to make an informed decision as to whether to associate or not with any lawful organization, consistent with applicable laws. We conduct compliance training for executives, managers and employees, and we expect everyone in the company to follow our Code of Conduct, regardless of rank or position. See references for partial reporting. PURPOSE Workforce Diversity & Percentage of gender CG-MR-330a. 1 (1) WSI management: 62% female, 39% racially diverse in global workforce 2021 Impact Report: Diversity, Equity & Inclusion, Inclusion and racial/ethnic group (2) All other employees (not management): 68% female, 46% racially diverse in global pages 61-66 representation for (1) workforce. Williams-Sonoma, Inc. is a member of CEO Action for Diversity & Inclusion, management and (2) all was listed in the 2022 Bloomberg Gender-Equality Index and ranks among Forbes’ Best Diversity, Equity & Inclusion other employees Employers for Women (2019-21) and Forbes’ Best Employers for Diversity (2020-22). We’re committed to increasing gender and racial representation and advancement T 2021 across our business. Our Associate Equity Networks are a core element of our Equity Action Plan and lead change and innovation for our company diversity practices. See references for full reporting and data. T REPOR C Total amount of monetary CG-MR-330a. 2 WSI provides equal opportunity for all associates and has policies to protect associates A APPENDIX losses as a result of legal from discriminatory actions in our workplace. No associate may be discriminated against IMP proceedings associated with due to race, color, religion, gender, gender identity, gender expression, sexual orientation, employment discrimination ancestry, national origin, age, marital or veteran status or disability. 109 110