Colleague Development Priorities and Initiatives Attracting talented colleagues: We have a range of programs to recruit new colleagues including college internship programs at Macy’s and Bloomingdale’s. The Bloomingdale’s Early Immersion offering a two-day program focused on providing experiential learning and career exposure to those who identify with underrepresented groups and a Talent Acquisition Skills Academy for our professional recruiters. Online learning platform: Our digital learning experience platform, ignite, provides colleagues with friction-free, self-directed learning. We leverage internal and external expertise to support real-time upskilling, as well as leadership development and role-specific capacity building. Extensive current and future leadership training: · First-time People Leader development: We support People Leaders in the transition from being an individual contributor and being more task-focused to leading a team and driving results through others. · Ongoing people leader development: We offer relevant, curated learning experiences informed by the current climate and organizational strategies. · Top talent development: We provide targeted, immersive experiences that include formal education, coaching, assessments and mentoring to accelerate development and momentum of top talent. · Strategic assignments and development experiences: We know there is no better teacher than experience, so we identify meaningful stretch assignments and exposures for top talent across the enterprise as part of our annual talent review process. · Executive Development Programs: Macy’s and Bloomingdale’s Executive Development Programs (EDP) offer immersive, hands-on learning experiences for recent college graduates from top universities across the U.S. to jump start a career in retail, with specialization in technology, digital, stores, merchandising, planning, human resources and credit and customer service. · Shooting Stars Program: Bluemercury’s Shooting Stars is a six-month mentorship program that aims to assist full-time colleagues achieving their goals and full potential. The program focuses on empowering mentees to own their journey by creating a development plan, becoming an inclusive leader and leveraging resources to support their career aspirations. Colleague development reviews: All permanent colleagues have annual, formal performance reviews to foster their career development. Our strategy is for all people leaders to check-in with their subordinates on a quarterly basis to talk about performance, goals and areas for growth. Monitor performance : · People Leaders invest a minimum of 40 hours in leadership development each year. · Professional colleagues participate in a 90-day onboarding experience with performance milestones, support resources and role-specific training. · All colleagues complete annual refresher training on topics related to “doing the right thing”—from ethics to safety to policy—ranging from 90 minutes to 4 hours depending on role. · 96% of professional colleagues have utilized ignite, our learning experience platform, for personal and professional development. Talent Acquisition, Learning & Development We invest in colleagues at every stage of their career journeys, helping them chart a course and gain the skills, knowledge and experience they need to fulfill their professional and financial goals. In order to remain competitive, our pipeline of future leaders must include talent that reflects the full spectrum of diversity of our customers and the communities where we work. We are focused on stemming mid-career attrition of ethnically diverse talent and accelerate the momentum of top talent. | Sustainability Report 2020 Return to Table of Contents 25