Colleague Engagement We encourage colleagues to share feedback that will help us measure engagement and understand how they are feeling about our culture. So, in addition to measuring our business performance, we also leverage formal and informal touch points to measure the health of our culture. To help promote an open feedback culture, we gather colleague feedback at key times throughout the colleague life cycle—from onboarding to off-boarding to providing regular venues for colleagues to ask questions and share their opinions (Ask Me Anything sessions, town halls, Employee Resource Groups), as well as formally soliciting feedback from all colleagues twice a year through an enterprise-wide Culture Pulse Survey. Colleague feedback, both positive and constructive, is essential to creating an environment where all colleagues can be at their best and is used to shape our ongoing culture priorities. The results of our Culture Pulse Survey are shared openly and transparently across the organization, providing visibility to both people leaders and colleagues and creating the opportunity for open, constructive discussions among teams. Colleagues also are encouraged to report concerns about harassment or discrimination, alcohol or drug abuse on the job, unsafe situations, theft or fraud, false or misleading accounting or violations of correct company policy or other workplace situations by using one of four channels: 1. People Leader: Colleagues are encouraged to report workplace issues to their People Leader who will help address and resolve the issue 2. Solutions InSTORE: Macy’s Early Dispute Resolution Program. Colleagues may call 800-234-MACYS or send an email to [email protected] and a Colleague Support Advisor will contact them to help address and resolve the issue 3. AskHR: Colleagues can open an AskHR case through My IN-SITE, the Macy’s online information resource for colleagues, and a Colleague Support Advisor will contact them to help address and resolve the issue 4. Compliance Connections: Colleagues may anonymously report workplace issues through Macy’s third-party reporting service, ComplianceConnections by phone at 1-800-763-7290 or online at www.macyscomplianceconnections.com Total Rewards Our compensation philosophy and practices are integral to our objective of being an employer of choice in every location where we do business with competitive pay and benefits rooted in equity and consistency. Base Pay: We develop our compensation approach through market surveys and pay ranges to ensure pay is competitive and fair. We have a robust process to assess internal pay levels ensuring consistency and fairness. Benefits: Our healthcare and benefits programs help colleagues live their best life and focus on their total well-being. The table below highlights the benefits we offer our colleagues. Incentives: Our goal is to build a high-performing culture that drives engagement and motivates our colleagues to achieve superior results. One way we do this is through an incentive approach that rewards colleagues across all levels and functions in the organization—from frontline colleagues in stores and distribution centers to our salaried colleagues in our corporate offices. Our incentive programs recognize colleagues for their achievements in driving business results and upholding our shared culture and values. Culture Pulse Survey Items Tot al Macy’s, Inc. Favorable Score I can see a clear link between my work and Macy’s / Bloomingdale’s strategic objectives. 90% My people leader meets with me regularly to discuss my growth and development. 80% How would you rate your overall well being? 95% I feel like I belong at Macy’s / Bloomingdale’s. 92% I feel like I can make a difference in the Macy’s / Bloomingdale’s culture. 89% My people leader provides me with feedback that helps me improve and succeed in my role. 88% | Sustainability Report 2020 Return to Table of Contents 26