29 2021 ESG REPORT THE BIG PICTURE EMPOWERING WOMEN ENABLING OPPORTUNITY ENRICHING COMMUNITIES GOVERNANCE TALENT 2021 PROGRESS Our Future of Work model brings us DEVELOPMENT closer to our customers and each other. The model supports employees working in a combination of in-office and virtual By putting people first, we increase employee settings based on where they deliver their engagement and create business value. We best work for the customer – ultimately 2,000+ unlocking creativity, collaboration, and do this by cultivating a workplace culture and agility. We are examining every facet of providing benefits that meet the professional HQ Pulse survey the employee experience – including tools, and personal needs of our employees and participants and policies, ways of working, technology, 23,000+ store and physical workspaces – to support a their families. This includes offering financial Pulse survey culture of performance and connection, 14 incentives and designing work schedules that participants while delivering innovative work, living our give in-store staff greater stability, flexibility, values, and attracting best-in-class talent. and work-life balance. As part of our ongoing commitment to equality and belonging, we continue to With the ongoing pandemic, we continue to listen to our 95% build an inclusive leadership culture, We converted several key training employees through the Pulse survey and offer our Be You, cultivate a sense of belonging for all, programs into virtual experiences, Be Well benefits program. It includes access to counseling and average score for and foster workplace equity (read more including our Rotational Management our Be Well + Stay Connected speaker series, featuring thought “I am proud to work in our Equality & Belonging Report in Program (high-potential entry-level talent), leaders, meditation programs, and fitness classes to support here” and 89% June 2022). Leadership Essentials Program (first-time the physical and mental well-being of our people. “I intend to stay for leaders), and coaching programs for the foreseeable We tailor training programs and mid-level leaders. We continue to see our We are excited about building a better future of work that future” from resources to employees’ levels and Rotational Management Program as a Pulse survey helps Gap Inc. establish a performance culture anchored in participants needs, including investing in first-time pipeline for emerging and diverse talent, excellence, grow our purpose-led brands, and enable our leaders through mid-level leader with 64 percent Black, Latinx, and Asian employees to meet their professional aspirations. coaching and development. We provide and with 82 percent female participation. seven hours of onboarding for all new We have recently embedded ESG training Find more about how we support and develop our exceptional leaders, 44 hours of education and within the Rotational Management people on our website. cohort experience for new leaders in our Program to train our managers on the Distribution Centers; and one to six weeks issues that will define their futures. of training for our Product functions. We 8,000+ also provide individual coaching for more All of our full-time employees receive total learning than 170 of our leaders. We also continue regular performance reviews. To support courses taken to offer access to the LinkedIn Learning individual learning, we implemented the program, which offers free online courses Workday platform, which empowers 6,000+ with topics ranging from technical skills to leaders and employees with access to on LinkedIn professional development. employee and team information they need. Learning 14. A representative sample was obtained for both groups.