AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT 2020 Standing for equality is one of our core values, and we’re reaffirming that commitment loud and clear. 42 Catching Up With Old Friends Table of 43 Siempre, Luis 44 WarnerMedia Access Programs 30 COMMUNITIES 59 SUPPLIERS 45 AT&T Veterans Media Contents Fellowship 31 We Do the Work 47 Untold Stories 60 Our Diversity Is Our Strength 32 AT&T Believes 48 AFI FEST 61 Supplier Diversity 2020 33 It’s Our Responsibility to Respond 62 AT&T Diversity Spend Metrics 34 Time to Act 09 EMPLOYEES 63 WarnerMedia 35 Responding to Injustice Supplier Diversity With Action 10 Here for Each Other 64 2020 Supplier Diversity & Hearing Each Other Awards and Recognition 042 INTRODUCTION 11 Workforce 49 CUSTOMERS Demographics 14 AT&T Mexico 05 A Message From Our CEO 50 We Hear You. We See You. We Are You. 06 A Message From Our 15 VRIO Chief Diversity Officer 16 Recruiting and 51 Retail Store Murals Outreach 07 We’ve Earned Our Spot 52 ESSENCE Virtual Experiences in the Hall of Fame 17 2020 Virtual 36 CONTENT 53 REVOLT Summit x AT&T 08 Our Pledge to the UN Women’s Externship Program 65 AWARDS 54 SeeHer Empowerment Principles DEI Partnerships 18 37 Telling the Stories That Help 55 She’s Connected by AT&T 21 Employee Groups Us Understand Each Other 66 2020 Diversity, Equity 56 Unlocking Women’s & Inclusion Awards 38 WarnerMedia 27 Listen. Understand. Act. Gaming Potential 67 2020 WarnerMedia 28 Excellence in Action Awards 39 HBO Max Launch 57 A Ti Y A Ti Awards & Recognition 40 The ABCs of 2020 58 HBO Virtual Pride 2020/ 41 Lovecraft Country The Trevor Project

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 03 n 2020, we listened first. A global entertained and educated. In the face In order to gain a deeper knowledge and understanding I pandemic and simultaneous of injustice, we raised our voices, speaking pandemic of injustice demanded we take up for what was right. of our employees’ experiences, we listened to them. action like never before. We’re proud Being heard has never been more Their input, their feedback, coupled with expertise from of how we met this moment. Before we important. In 2020 we learned to make acted, we sought to understand what inside and outside of the business – that’s what gave us the our voices heard in the streets while we our diverse employees, communities, marched for justice and equality and knowledge to formulate our actions.” content-creators, customers, and suppliers over video calls at work and school and were going through. Their needs and COREY ANTHONY with our families. experiences drove our actions. SENIOR VICE PRESIDENT, CHIEF DIVERSITY & DEVELOPMENT OFFICER When our communities needed our Last year our circumstances were help, we heard their calls to action and unprecedented, but our response was not. stepped up. That’s what we do at AT&T. We listen to each other. We respond to the crisis. Standing for equality is one of our We help. We uplift. core values. For over 60 years we’ve dedicated ourselves to fostering a more In the face of a pandemic, we rose to equal, diverse, and inclusive society. This the occasion, protecting each other year, we’re reaffirming that commitment from a deadly virus, keeping families loud and clear. and loved ones connected via broadband and 5G, and providing content that

Right: AT&T retail teams from Minneapolis picked up their paintbrushes and made a statement through art. With the help of local artists, our employees transformed our storefronts into canvases featuring empowering messages of solidarity. When those expressing support of Black lives passed by our stores, we wanted to let them know that we agree: Black lives do matter.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 04 A Message ur 2020 AT&T Diversity, Equity & Inclusion and we are holding our senior leaders accountable O Annual Report comes at a pivotal moment. for improving diverse representation across all From Our CEO In America and around the world, the realities levels. Our U.S. workforce is nearly 46% people of racism and other inequities continue to divide of color, which has grown year over year for societies and cause harm while also limiting the last three years. In addition, as part of our pay our full human and economic potential. More than equity practice, we regularly examine and make ever, we need to reflect on these moments necessary adjustments to individual employees’ and, as a company, ensure our actions align to our compensation. We are committed to pay equity – longstanding value of “stand for equality.” regardless of gender or race/ethnicity – for people who hold the same jobs, have the same experience In that spirit, we share this report to tell the and performance levels, and work in the same stories of our employees’ work in our communities geographic area. We continue to work on applying and within our company while also acknowledging our pay equity practices to every corner of the we have more work to do. company. Getting this right is an ongoing process and JOHN STANKEY Externally, we increased our economic empowerment is fundamental to our commitment to workplace work with Black and underrepresented diversity, equity, and inclusion. CHIEF EXECUTIVE OFFICER, AT&T communities. From helping to bridge the digital What you will find in this report reflects our divide to fostering upward mobility for those who employees’ dedication to our culture of inclusion. face social inequities, we built on our longstanding We will continue to listen to our employees, commitment to the communities we serve. stakeholders, and communities as we work together Additionally, to drive diversity and inclusion across toward a more just and equitable nation. our supply chain, we spent $13.2 billion last year with diverse suppliers. Of that amount, $3.1 billion Thank you for allowing us to share this report with you. was spent with Black-owned suppliers. And despite having to shut down production at times due to the pandemic, WarnerMedia continued to make progress toward its Diversity Pledge to include underrepresented groups in greater numbers both in front of and behind the camera.

Internally, we are now sharing our traditional measurements of workforce demographic data,

AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 05 “In this year’s report, A Message From Our you’ll see that, no Chief Diversity Officer matter what lies ahead, we stand together…

s you spend time engaging with this report, When our Employee Group Conference pivoted A you’ll see our employees showing up in a to a fully virtual format, our employees embraced and “Win as One.” big way to support our colleagues, customers, the change, engaged more deeply in meaningful and communities during an unprecedented year. conversations, developed online workshops to share with their colleagues, and made AT&T’s signature When our employees saw the grief and trauma cultural event our biggest yet. many people were navigating, they increased their awareness by listening to and understanding During a tumultuous year, connections that could their colleagues. have easily frayed were strengthened. In this year’s report you’ll see that, no matter what lies ahead, When the world was trying to process the impacts we stand together to be a force for real change and of the pandemic and racial injustices all around “Win as One.” us, our diverse content creators brought us COREY ANTHONY revealing journalism, fantastic storytelling, and even a series of public service announcements on SENIOR VICE PRESIDENT, Cartoon Network that gave families productive CHIEF DIVERSITY ways to counter racism. & DEVELOPMENT OFFICER

When communities of color experienced the outsized impacts of the pandemic on their health, economic security, and education, our employees became more involved with AT&T Believes to provide support to the communities through online and at-home projects.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY, AND INCLUSION ANNUAL REPORT | 06 Ascending to the DiversityInc Hall of Fame Recognition: in 2020, AT&T continues to unapologetically We’ve Earned advocate for groups who are overlooked and Top 50 Companies for undervalued, not only in corporate America, but by Diversity: 2020 Hall the larger society. of Fame Company

The company’s pledge, “We Stand for Equality,” is Top Companies for Our Spot in the not an of-the-moment slogan, but a foundational Employee Resource business imperative that permeates all aspects of Groups: #1 the business. Their success shows in their data:

in 2019, the U.S. management was 36% female and Top Companies Hall of Fame 39.4% people of color. In addition, 26% of the total for Mentoring: #3 spend was with certified diverse-owned suppliers.

or 20 consecutive years, AT&T has I’ve watched AT&T, a DiversityInc Top 50 company Top Companies for F participated in the DiversityInc for over 14 years, advance diversity and inclusion Sponsorships: #4 Top 50. In 2019, we were proud to earn by having outstanding commitment from the top, the #1 spot on the DiversityInc Top 50 sustained organizational accountability, and a Top Companies for Companies for Diversity list. In 2020, we bedrock understanding that diversity and inclusion Supplier Diversity: #12 joined previously top-ranked companies is crucial to the company’s return on equity.” in the Hall of Fame. DiversityInc announced Top Companies for this special recognition on May 5 during The DiversityInc Hall of Fame stands LGBT Employees their annual awards event, which was above the Top 50 list as an example and CAROLYNN JOHNSON held virtually due to the current pandemic. aspiration for all participating companies. Top Companies for Hall of Fame companies are recognized CHIEF EXECUTIVE OFFICER Executive Diversity DIVERSITYINC DiversityInc measures companies based as longstanding, always-evolving Councils: #3 on six key areas: human capital diversity leaders in the diversity, equity, and metrics, leadership accountability, talent inclusion space because they treat their Top Companies for programs, workplace practices, supplier employees equitably and fairly. Talent Acquisition – diversity, and philanthropy. Results are Women of Color: #14 determined exclusively from survey Before ranking #1 in the 2019 overall list, AT&T was among the Top 10 for several submissions from companies with at least Top Companies for 750 employees in the United States. In 2020, years prior. In addition to the Hall of Fame recognition this year, DiversityInc also Environmental, Social more than 1,800 companies participated & Governance (ESG) in the DiversityInc Top 50. announced that AT&T claimed the #1 spot on the Top Companies for Employee Resource Groups and was also listed as a Top Company for LGBT Employees.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 07 Our Pledge to the UN Women’s Empowerment Principles

In 2020, CEO John Stankey signed on to the a responsibility for, gender equality and women’s I United Nations’ Women’s Empowerment empowerment. The WEPs are the primary vehicle Principles (WEPs), committing AT&T to a set for corporate delivery on the gender equality of principles offering guidance to businesses on dimensions of the 2030 agenda and the United how to promote gender equality and women’s Nations’ Sustainable Development Goals. empowerment in the workplace, marketplace, By signing the WEPs, By joining the WEPs community, Stankey signaled and community. his commitment at the highest level of the we’re reaffirming our Established by the UN Global Compact and UN Women company to pursue these principles and to work and informed by international labor and human collaboratively to foster business practices that rights standards, the WEPs are grounded in the empower women. commitment to… recognition that businesses have a stake in, and

Treat all women and men Implement enterprise fairly at work and respect and development in our supply chain support human rights and non- and marketing practices that discrimination. empower women. Standing for equality is one of AT&T’s core values and we are committed to ensuring all Ensure the health, safety, and Promote equality through our employees are respected for who they are and the diverse viewpoints they bring to well-being of all workers, community initiatives the table. Our support for UN Women and their mission to advance gender equity and the regardless of gender. and advocacy. empowerment of women and girls is a reflection of our belief that a diverse and inclusive business environment makes us stronger as individuals and as a company.” Promote women’s education, Measure and publicly report on training, and professional progress to achieve JOHN STANKEY, CHIEF EXECUTIVE OFFICER, AT&T development. gender equality.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 08 AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 09 Black lives matter is not just a phrase but a declaration of Here for Each Other existence for me as a Black woman. Professionally, it’s important I use my voice to share with my leadership why racial equality should be & Hearing Each Other important to everyone. As a corporation, AT&T encouraged those discussions. Early on, Rachel Kutz, my Vice President, called me. She asked how I was feeling. ast year our employees stepped up clear. When our customers needed I remember her words: ‘I really don’t know what to say, but I want you to L like never before. And we stepped it most, our employees kept them up for them. connected, informed, and entertained. know that I care.’ That opened the door to That’s why we provided $1,000 monthly an honest conversation about race and When the COVID-19 pandemic hit, our appreciation bonuses to frontline what was happening across the country number one priority was the health, managers and temporarily increased our and how it made both of us feel.” safety, and well-being of all our employees. frontline employees’ hourly wages by We encouraged So we checked in with them, ensuring 20%. It’s why we worked hard to secure they had everything they needed to ample PPE to protect them, and why successfully work from home, carry out our employees all we were patient with each other on the their jobs safely, and feel supported tough days. physically, mentally, and emotionally. Last year we had to stay physically apart over the world to In response to the killings of George to keep each other safe. But we also Floyd and other Black Americans, we leaned on each other more than ever doubled down on our longstanding talk more, listen before. Our employees come from many commitments to equality, diversity, and backgrounds and cultures, have different inclusion. We didn’t shy away from tough identities, abilities, and beliefs, and well, and hear conversations at work. Instead, we experienced the crises of 2020 in unique encouraged our employees all over the ways. But those differences make us world to talk more, listen well, and hear strong. Because we respect each other’s each other out. each other out. differences, because we can talk and JALAYNA BOLDEN Our employees have always been essential, listen to one another, we were able to something 2020 made abundantly support each other like never before. DIRECTOR OF SUPPLIER DIVERSITY AT AT&T

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 10 Workforce GLOBAL 67 COUNTRIES Demographics 229,055 EMPLOYEES (END OF YEAR 2020)

he challenges of 2020, coupled with our corporate T transformation over the past six years, had no negative impact on the diversity of our workforce. UNITED STATES At EOY 2020, our U.S. workforce was nearly 46% people of color, GENERATIONS a 1% increase over 2019, driven by increased representation in our employee population of Blacks, Asian Americans & Pacific Islanders, 0.1% TRADITIONALISTS and employees who are two or more races – which was not just seen % BABY BOOMERS in our nonmanagement ranks but also in management. 15.2 Women were 34% of our global workforce in 2020, holding steady 42.6% GEN X from 2019. This is particularly notable since between January and December last year, nearly 2.1 million women left the U.S. labor force, 35.7% GEN Y as reported by the National Women’s Law Center. 6.4% GEN Z Our Board of Directors was 21% people of color in 2020, exceeding the average for technology, media, and telecommunications companies in the Fortune 500. Women were 21% of our Board, close to the average for our industry. 7,000 3,132 12,474 * To create greater accountability for building our workforce diversity INDIVIDUALS LGBTQ+ VETERANS WITH DISABILITIES* INDIVIDUALS* and ensuring equitable opportunities, we’ve taken steps to be more transparent with our workforce data, so all employees, leaders, 3,766 MANAGEMENT 1,461 MANAGEMENT 6,166 MANAGEMENT and partners clearly know where we stand and where there are 3,234 NONMANAGEMENT 1,671 NONMANAGEMENT 6,308 NONMANAGEMENT

areas to improve. *As self-identified via AT&T iCount. AT&T Inc. and AT&T Communications, LLC only.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 11 GLOBAL WORKFORCE For the first time, we’ve presented a more detailed view of our management workforce – unbundling the representation of women and people of color at the SENIOR LEADERS MANAGEMENT NONMANAGEMENT TOTAL WOMEN WOMEN WOMEN WOMEN senior leadership level from the general management level. And we’re breaking out by level the self-identified representation of our employees who are veterans, LGBTQ+, and individuals with disabilities. We’ll also be sharing our federal EEO-1 publicly this year.

In addition, as part of our pay equity practice, we regularly examine and make necessary adjustments to individual employees’ compensation. We are committed to pay equity – regardless of gender or 39.3% 35.7% 32.5% 34.3% race/ethnicity – for people who hold the same 454 45,168 32,998 78,620 jobs, have the same experience and performance levels, and work in the same geographic area. We continue to work on applying our pay equity practices to every corner of the company.

SENIOR LEADERS MANAGEMENT NONMANAGEMENT TOTAL MEN MEN MEN MEN

60.7% 64.3% 67.5% 65.7% 702 81,350 68,383 150,435

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 12 Our purpose – to create connection with each other, with what people need to thrive in their everyday lives, and with the stories and experiences that matter – is realized through our global workforce of diverse, talented people.

U.S. EMPLOYEES*

WHITE BLACK HISPANIC/ ASIAN & NATIVE TWO RACES TOTAL PEOPLE LATINO PACIFIC AMERICAN OR MORE OF COLOR ISLANDER

SENIOR LEADERS 75.4% 6.9% 6.3% 6.8% 0.5% 4.1% 24.6% 801 73 67 72 5 44 261

MANAGEMENT 59.8% 13.9% 12.2% 11.2% 0.5% 2.4% 40.2% 48,153 11,177 9,856 8,990 390 1,947 32,360

NONMANAGEMENT 49.3% 23.6% 18.5% 4.7% 0.7% 3.2% 50.7% 46,552 22,274 17,499 4,423 705 3,067 47,928

TOTAL 54.2% 19.0% 15.6% 7.7% 0.6% 2.9% 45.8% 95,506 33,524 27,422 13,485 1,110 5,058 80,589

*Excludes employees whose race is unknown or undeclared.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 13 DEMOGRAPHICS AT&T Mexico GENERATIONS WORKFORCE BABY 17,000+ 1% BOOMERS EMPLOYEES

% GEN X 39% 24 WOMEN

68% GEN Y In Mexico, our culture is very integrated. One of the things that we heard a lot from 35% WOMEN our employees was that they missed having regular opportunities to integrate and SUPERVISORY 7% GEN Z POSITIONS work together. That’s why we made it a point to create new, innovative virtual programming that allowed our employees to connect digitally even when they had to stay apart physically.” 2020 AWARDS & RECOGNITIONS: ADRIAN QUINTANILLA, VICE PRESIDENT OF HR, AT&T MEXICO • Ranking PAR 2020 – Gender Equality - 1st place – Best Communication Practice: “STEM Women” - 1st place – Top 10 Private Companies - 1st place – Ranking PAR f 2020 taught us anything, it’s that In Mexico, we love to be together. And issues regarding conscious and unconscious • Éntrale Recognition 2020 – People With Disabilities we’re more connected than we know. when the pandemic hit, our employees bias, especially as it relates to gender I • Equidad MX – LGBT Inclusive Viruses. Calls for justice. These are not told us that one of the things they missed equality. To that end we launched new things that can be contained by borders. most was seeing each other and interacting. initiatives focused on uplifting and • Distinctive Empresa Incluyente That’s why we quickly put together a developing female leaders. We also • Empresa Socialmente Responsable In many ways, our AT&T Mexico employees virtual version of our popular “Summer surveyed the women of AT&T Mexico so faced the same challenges as our with AT&T” series. Cooking classes. Book that we could hear directly from them employees in the U.S., Europe, and Latin 2020 GREAT PLACE TO WORK RECOGNITIONS: clubs. Story hours for our kids. That’s about their experiences, ideas, and needs. America. We had to figure out how to how we came together screen to screen • Recognized by Great Place to Work in 2020 as: pivot, quickly, from working in offices in 2020. - National Ranking: #8 together to working virtually from home. - #SéTanGrandeComoMéxico Video Contest: #2 We had to keep our frontline workers Following the George Floyd murder and - Diversity and Inclusion – National Ranking: #3 safe. And we had to figure out ways to resulting social uprising in the U.S., we - Best Multinational Workplaces in Latin America: #17 connect when we couldn’t be together. saw a renewed interest throughout AT&T Mexico to address our own ingrained

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 14 DEMOGRAPHICS

GENERATIONS WORKFORCE

BABY 9,000+ 2% BOOMERS EMPLOYEES t VRIO, we understand the value of in Latin America laid off workers. on exposure and cross development. In A multiple perspectives. As part of But at VRIO we made sure our employees its first edition, 50 female managers and a global company, and with a presence in were set up to work from home safely 17 leaders participated. 30% GEN X 46% several countries, we work with people and effectively. We checked in on each WOMEN Last year we launched several new of different cultures, backgrounds, and other’s physical and mental health, employee groups focused on the areas perspectives every day. We also know practiced yoga and took cooking classes 61% GEN Y of disability, race, and color. Initially, it % that despite our differences, people virtually with each other and our families. 39 seemed like a huge challenge to roll out WOMEN are people no matter where they live or We also continued working toward SUPERVISORY and energize new groups during a pandemic. what language they speak. In the midst our twin goals of raising awareness and 7% GEN Z POSITIONS But the virtualization of opportunities of a crisis, everybody needs to feel safe. developing inclusive leadership. actually opened them up to more people. At work, everybody needs to feel valued, In 2020, we launched a new inclusive For instance, because it was virtual, respected, and included. 2020 AWARDS & RECOGNITIONS: leadership course and expanded our over 250 VRIO employees were able to Faced with the challenges of the popular “Mentoring Mujeres” initiative register for and attend the 2020 AT&T • Recognized by Great Place to Work in 2020 as: COVID-19 pandemic, other companies with “Know and Grow,” a program focused Employee Group Conference. And while - Best Multinational Workplaces in Latin America: #17 race relations are different in Latin - Best Place to Work – Brazil: #23 America, just as it did in the United States, - Best Workplaces for Women – Argentina: #4 the murder of George Floyd sparked - Best Workplaces for Women – Colombia: #19 conversations in our communities and - Best Workplaces for Women – Ecuador: #3 placed a spotlight on the work we do - Best Workplaces for Women – Uruguay: #1 as a diverse, inclusive company. - Best Place to Work for Millennials – Argentina: #6

When the pandemic hit, so many companies in Latin America started laying people off immediately. But we see our employees as essential. We see the work they do as essential to our customers. So at VRIO we made sure our employees were safe and knew they were valued.”

KEITH JACKSON, CHIEF HR OFFICER, AT&T LATIN AMERICA

AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 15 Recruiting and Outreach

ur intention to build a workforce that reflects the world we live in O * * starts with extensive recruiting and 2020 U.S. APPLICANTS 2020 U.S. HIRES outreach to find talented people who represent a mix of genders, races, abilities, and experiences. 47% 46% (220,170) (6,169) In 2020, we pivoted our search for WOMEN WOMEN diverse talent to virtual forums and events. We also continued to partner with Historically Black Colleges & Universities (HBCUs) and Hispanic Serving Institutions (HSIs), sponsor % % conferences, complete benchmarking 67 62 (311,951) (8,237) studies and surveys, and support PEOPLE PEOPLE organizations and initiatives committed OF COLOR OF COLOR to providing equal opportunity for all people. • 200 college hires recruited from 75 HBCUs and HSIs • 7% of our hires were veterans** • 4% of our hires were people with disabilities** • 72% of our college STEM applicants were people of color • 51% of our general internship program summer hires were people of color • 58% of our leadership development program hires were women • 36% of our technology development program hires were women

*AT&T Inc. and AT&T Communications, LLC. **As self-identified via AT&T iCount.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 16 2020 Virtual Externship Program

afeteria food and late-night cram That’s why we launched the AT&T Summer More than 11,000 students from 1,700 In addition to hearing from speakers C sessions in the library. Graduation Learning Academy, a free, self-paced different schools completed 80 hours like Molly Bloom (author of “Molly’s ceremonies and big games. Dorm life and online learning certificate program of required coursework to receive an Game”), General Thomas Kolditz, and summer internships. College students powered by our award-winning AT&T official certificate of completion, issued CNN’s Dr. Sanjay Gupta, students honed missed out on so many traditions and University curriculum. The externship, by Credly. Students were able to fulfill soft skills and learned how to use new rites of passage in 2020. We didn’t want which ran from June through July, senior internship requirements and share technologies. Most importantly, they them to also miss out on opportunities. provided a virtual environment where their Credly digital badges with potential had an experience – one they didn’t Especially not the kinds of opportunities students could focus on business and employers and their LinkedIn network. have to miss out on – that kept them that provide real-life work insights and technical acumen along with personal AT&T also hired numerous students who on the track to real-world success. often lead to first jobs and fulfilling careers. growth and professional development. graduated from the academy. The externship provided a virtual environment where students could focus on business and technical acumen along with personal growth and professional development.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 17 Diversity, Equity & Inclusion Partnerships

GENERAL DIVERSITY • Next Play • American Black Film Festival • Icon Talks: Black Male Excellence in Entertainment • Academy of Motion Picture • Radical Recruit • Atlanta University Center Jackie Robinson Foundation Consortium (AUCC) Year Up Arts & Sciences • Screenskills Career Fair • Morehouse College • Center for Communications • South by Southwest (SXSW) • Black Enterprise • National Action Network • Creative Access • Sundance Film Festival • Black Girls Code • National Association for • Cristo Rey Network • T. Howard Foundation Multi-Ethnicity in • Black is Tech Conference • Digital Diversity Network • Television Academy Communications (NAMIC) • Black Solidarity Conference • DiversityInc • Texas Offenders Reentry • National Association for • Black Women Animate • Emma Bowen Foundation Initiative (TORI) the Advancement of Colored • Black Women’s Roundtable People (NAACP) • Inroads • Tribeca Film Festival • Career Communications • National Association of Black • Junior Achievement • U.S. Chamber of Group: BEYA and WOC STEM Accountants (NABA) Commerce Foundation • Management Leadership • Diversity & Inclusion • National Association of Black for Tomorrow (MLT) • Vercida Career Expo (DICE) Journalists (NABJ) • Motion Picture Association • Year Up • Entertainment Industry • National Black MBA of America College Outreach Association (NBMBAA)

• Multiverse Program (EICOP) • National Urban League BLACK • National Action Council for • Executive Leadership Council • Nex Cubed Minorities in Engineering • ADCOLOR/The One Club • Fund II Foundation (HBCU Founders Program) • National Sales Network • AfroTech HBCU 20x20 • HBCU 20x20 • ReelWorks • AllStarCode • NBA All-Star Chicago • Spelman College

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 18 • T. Howard Foundation • Asian American Journalists • HAP (Hmong • National Federation of • Forte Foundation • Hispanic Heritage Association (AAJA) American Partnership) Filipino American Foundation (HHF) • Thurgood Marshall • GenHERation Associations (NaFFAA) Foundation • Asian American Advancing • International Leadership • Hispanic Scholarship • Girl Scouts Justice (AAJC) Foundation (ILF) • National Queer Asian Pacific Fund (HSF) • U.S. Black Chambers, Inc. Islander Alliance (NQAPIA) • Girls Inc. • Asian Pacific American • Japanese American Citizens • Latin American Association • Walter Kaitz Foundation Institute for Congressional League (JACL) • OCA-Asian Pacific • Girls Who Code • LATINA Style • We Are Black Journos Studies (APAICS) American Advocates • Leadership Education for • Institute for Economic • League of United American • Asian Pacific American Asia Pacifics (LEAP) • Sikh American Legal Defense Empowerment of Women Latin Citizens (LULAC) Labor Alliance (APALA) and Education Fund (SALDEF) (IEEW) • National Asian/Pacific ASIAN & PACIFIC ISLANDER • National Association of • Asian Pacific Islander Islander American Chamber of • Tenshey • The Muse • ASCEND Hispanic Journalists (NAHJ) American Public Affairs Commerce & Entrepreneurship • National Council for Women National Association of • Asia Society Association (APAPA) (National ACE) in Technology • Latino Independent • Asian & Pacific Islander Center for Asian Pacific • National Association of WOMEN • • Signature Producers (NALIP) American Health Forum American Women (CAPAW) Asian American • ASCEND Global Media (APIAHF) Professionals (NAAAP) • Society of Women Engineers • National Hispanic Council Council for Native Hawaiian (European Women in • on Aging • Asian & Pacific Islander Advancement (CNHA) • National Council of Asian Technology World Series) • Techbridge Girls American Vote (APIAVote) Pacific Americans (NCAPA) • National Hispanic Foundation • Filipina Women’s • Catalyst • U.S. Chamber of for the Arts Network (FWN) Commerce Foundation • Women in Technology • SMU-Cox School of Business Atlanta Latino Leadership Initiative • TECHNOLOchicas

• UnidosUS HISPANIC/LATINO • U.S. Hispanic Chamber • ALLvanza of Commerce (USHCC) • Association of Latino • U.S. Hispanic Leadership Professionals for America Institute (ALPFA)

• Hispanic Alliance for Career Enhancement (HACE) NATIVE AMERICAN • Hispanic Association on • American Indian College Fund Corporate Responsibility American Indian Science and (HACR) • Engineering Society (AISES) • Hispanic Federation National Conference People With Disabilities Hispanic/Latino

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 19 Disability:IN American Corporate Partners (ACP), Carry the Load, FourBlock, Veterati LGBTQ+

• Barcid Foundation • Hiring Our Heroes • Veterans in Media and • Hetrick-Martin Institute • The Trevor Project • Exceptional Minds Entertainment (VME) • George Washington • Military Spouse Employment • Human Rights Campaign • Top Dog Learning • Georgia Epilepsy Foundation University (AT&T Center Partnership (MSEP) • Veterati (HRC) (L.I.O.N.S. Program) • Hearing Loss Association for Indigenous Politics • Military Times • Lesbians Who Tech of America and Policy) • Npower LGBTQ+ • LGBT Tech PEOPLE WITH DISABILITIES • National Council on Independent Living • Spouse Force • Athlete Ally • myGwork • American Foundation

VETERANS (Blue Star Families) for the Blind • National Organization on • Black Tie Dinner • National LGBT Chamber • American Corporate Disability (NOD) • Team Rubicon of Commerce (NGLCC) • AT&T Advisory Panel on Partners (ACP) • Dallas Resource Center • Telecommunications • University of Texas Arlington/ • oSTEM Access and Aging (AAPAA) • Camp Southern Ground in • Family Equality Council for the Deaf & Hard of University of Texas Dallas • Dallas Mayor’s Committee support of Warriors Week • Out & Equal Workplace Summit Hearing (TDI) • Veteran Jobs Mission • GLAAD for People with Disabilities • Carry the Load • Point Foundation or Employability • Veterans Affairs • GLSEN • FourBlock • Reaching Out • Disability:IN

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 20 145,250+ ACTIVE EMPLOYEE GROUP MEMBERSHIPS Employee 158,400 $913,250 VOLUNTEER HOURS IN SCHOLARSHIPS AWARDED Groups EMPLOYEE GROUPS CELEBRATING MILESTONE ANNIVERSARIES IN 2020

ne thing is very clear: In 2020, our employee groups AT&T First Responder Employee Network 1 FULL YEAR Cybersecurity@Work O pulled together. At the beginning of the pandemic, we supported our members APWO/Asian Pacific Women’s Organization We held open forums as they pivoted to working from home. Last spring, when 5 YEARS AT&T Mujeres en Acción to provide safe spaces The NETwork, our employee resource group for Black employees where everybody could come and their allies, faced the devastating double blow of a national FACES racial justice crisis and the very personal, unexpected loss of 35 YEARS and talk it out and say how their national president, Latya Taylor, the leaders and members of our other employee groups stepped up and rallied around they were feeling. We were them, offering to help in any way they could. Or at the very least 2020 NEWLY UNIFIED BUSINESS RESOURCE GROUPS mourning. Not just for people just listen. UNDER WARNERMEDIA we lost, but for the state of So many people in the AT&T community were touched by loss ARC: Asian Americans & Pacific Islanders Representing Change the world, for the state of last year. So many of us dealt with illness, loneliness, and stress. BE: Black Empowerment We’ve always known that employee groups are a powerful BEING: Multicultural America, for the state of the support network. But last year we saw that support in action CORE: Administrative Professionals Black community. We had so like never before. DiverseABILITIES: Disabilities EMERGING: Emerging Professionals many conversations.” PRISM: Professionals Representing Identity & Sexuality in Media SALUTE: Veterans/Military GINA MCCRAY TechKnow: Technology CEO OF THE NETWORK VAMOS: Hispanic/Latinx BICP NATIONAL VILLAGE: Parents/Caregivers WOW: Women of WarnerMedia

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 21 Employee

Groups ABILITY ADVOCATES FOR WOMEN IN TECH FOUNDED 1989 | 6,087 MEMBERS FOUNDED 2014 | 3,890 MEMBERS Reflecting our diverse workforce, our employee resource groups (ERGs), business resource To create a culture of understanding, awareness, To encourage and facilitate recruiting, groups (BRGs), and employee networks (ENs) represent women, people of color, LGBTQ+ advancement, and advocacy for individuals developing, advancing, and retaining women individuals, generations, people with disabilities, parents & caregivers, and veterans, as with disabilities, 2020 initiatives included in STEM, delivered career readiness and well as employees’ professional interests in cybersecurity, engineering, innovation, coordinating mentoring & career networking technology skills training, produced a technical project management, and media & entertainment technology. Each group is open to both sessions, monthly Alzheimer’s caregiver acumen learning series, and enhanced virtual employees who identify with these communities and their allies. support meetings, and mental health and member engagement. neurodiversity events and campaigns.

ARC* | ASIAN AMERICANS & PACIFIC ASIAN PACIFIC WOMEN’S ORGANIZATION AT&T EMEA WOMEN’S NETWORK (AEWN) AT&T FIRST RESPONDER ISLANDERS REPRESENTING CHANGE FOUNDED 2015 | 339 MEMBERS FOUNDED 2013 | 751 MEMBERS EMPLOYEE NETWORK 974 MEMBERS To educate, mentor, inspire, and foster a Provided professional and personal growth FOUNDED 2019 | 434 MEMBERS Committed to empowering and developing community of support for AT&T Asian Pacific opportunities for members from 22 countries Completing its first full year supporting members and boosting the visibility of the women, launched the “Digital Transformation with Global Tea & Coffee Talks virtual and uniting with first responder communities, Asian & Pacific Islander community through Champion” technical and business skills training networking, mentoring circles, special-edition AFREN focused on growing membership, cross-cultural awareness and collective action program across eight countries, promoted newsletters, and virtual volunteering building their board and working committees, with the integration of legacy groups from self-care with “R U Okay” week, and provided supporting children’s hospitals, hospices, providing programming on FirstNet responder HBO, Turner, and Warner Bros. a kids activity program for members working women’s shelters, and the homeless. wellness initiatives and for First Responders from home. Day, and donating to Toys for Tots.

*WarnerMedia legacy resource groups founded circa 2005–2015.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 22 AT&T INNOVATION NETWORK AT&T MUJERES EN ACCIÓN AT&T PROFESSIONAL ENGINEERS AT&T TOGETHER FOUNDED 2018 | 2,145 MEMBERS FOUNDED 2015 | 2,363 MEMBERS FOUNDED 2016 | 1,381 MEMBERS FOUNDED 2013 | 328 MEMBERS To foster innovation across AT&T, AIN held Supported AT&T Mexico’s drive for gender To advance the engineering profession within To respond to the global pandemic lockdowns, technology education Lunch & Learns; hosted equity with a national-level celebration AT&T in 2020, the AT&T Professional Engineers TOGETHER focused on supporting the mental Advanced Tool, Design Thinking, and Team of International Women’s Month, monthly Employee Network continued its PEak health of members and their children, as Innovation Experience sessions; and financially “Empower Yourself” challenges, networking monthly engineering education sessions, well as highlighting the inequities the LGBTQ+ supported the HACEMOS IoT Academy to with women leaders, and empowering women partnered with the AT&T Chief Compliance community still suffers around the world. provide an experiential e-STEAM curriculum in Retail and Technology. Office on Engineering Ethics, and worked to for young students. expand outreach to employees in Slovakia and the Czech Republic.

AT&T VETERANS

AT&T VETERANS AT&T WOMEN OF BUSINESS AT&T WOMEN OF FINANCE BE* | BLACK EMPOWERMENT FOUNDED 1983 | 7,768 MEMBERS FOUNDED 2017 | 4,554 MEMBERS FOUNDED 2011 | 4,570 MEMBERS 1,244 MEMBERS Aligned with its mission to support and serve Delivering on its mission, hosted the “Courageous Partnered with College Recruiting on the Serves to empower Black employees through the veteran/military community, AT&T Conversation” video series featuring “SHE COUNTS” Finance Case Competition; advocacy, professional development, and Veterans 2020 initiatives included participation Anne Chow, CEO AT&T Business, celebrated held video series including “A Conversation engagement as business advisors, brand in Carry the Load, Wreaths Across America, International Women’s Day with #EachforEqual with Amir Rozwasowski and Charlene Lake” ambassadors, and supporters of underserved and Veterans Day events, and collaborating program, launched Pop-Up Mentoring events discussing AT&T investor relations and social communities. Integrates legacy groups from with Ability, LEAGUE, and Women of AT&T on with 300+ mentors, and partnered with AEWN, responsibility; and hosted “Continue the HBO, Turner, and Warner Bros. suicide awareness and prevention with the AWF, Parents@Work, PULSE of India, and Conversation” and holiday networking events. American Foundation for Suicide Prevention TOGETHER on virtual Global Coffee & Tea Talks. and Speak2Save. *WarnerMedia legacy resource groups founded circa 2005–2015.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 23 BEING* | MULTICULTURAL BUSINESS PROFESSIONALS CORE* | ADMINISTRATIVE PROFESSIONALS CYBERSECURITY@WORK FOUNDED 2020 | 325 MEMBERS FOUNDED 2013 | 1,545 MEMBERS 423 MEMBERS FOUNDED 2019 | 1,849 MEMBERS Committed to inclusivity and showcasing To advance its mission to support the Focuses on professional growth and For its first full year of operation, underrepresented ideas, insights, and professional growth and social interaction empowerment of career-minded administrative Cybersecurity@Work held a dozen cybersecurity stories on a global stage by recognizing the of EMEA employees, organized networking professionals at WarnerMedia, providing learning events, mentored local students, and intersectionality of culture, ethnicity, thought, events and presented a series of workshops members opportunities to connect, learn, partnered with the Girl Scouts to offer a nationality, ability, and orientation, driving on presentation skills, crisis management, lead, and excel. week-long outreach camp to help girls learn business objectives and uncovering ‘the unique’ machine learning, project management, how to protect themselves online. for all to experience. and self-development.

DIVERSEABILITIES* | DISABILITIES EMERGING* | EMERGING PROFESSIONALS FACES HACEMOS 328 MEMBERS 1,826 MEMBERS FOUNDED 1985 | 3,331 MEMBERS FOUNDED 1988 | 9,410 MEMBERS Supports people with both visible and invisible Stands for passionate professionals at Responded to the pandemic by launching the In the spirit of “Juntos HACEMOS más!,” helped disabilities at WarnerMedia by creating WarnerMedia ready to take the next step in #InterFACES virtual community, recognizing Latino parents close the homework gap positive portrayals of people with disabilities, their careers. Committed to inspiring fresh the efforts of employees in our garages, call with “Educational PIQUE” YouTube videos on eliminating any stigmas, and advancing perspectives and creating networking and centers, and retail stores with “Feeding distance learning skills, hosted monthly members’ professional development. mentoring opportunities to cultivate future Our Frontline Heroes” event, and supporting “Latino Talks” with candid conversations on leaders with the integration of legacy groups members’ health with “#FIT with FACES” race and intersectionality, and virtualized from HBO, Turner, and Warner Bros. virtual 5K races, weight loss challenges, and the annual National High Technology Day for Zumba fundraisers. over 3,000 high school students.

*WarnerMedia legacy resource groups founded circa 2005–2015.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 24 ICAE INSPIRASIAN LEAGUE AT AT&T OASIS FOUNDED 1983 | 2,878 MEMBERS FOUNDED 1978 | 6,683 MEMBERS FOUNDED 1987 | 4,964 MEMBERS FOUNDED 2001 | 4,899 MEMBERS To help promote Indigenous culture, Rising to the challenges of the pandemic, held To advance its mission in 2020, produced Continuing their commitment to the community, ICAE continued their “Tribal Talks” series, #ConnectedTogether Virtual Concert raising virtual celebrations and panel discussions to OASIS members sponsored a meal in seven which featured discussion of the Indigenous over $6,000 for the AT&T Employee Relief raise awareness on issues impacting the different cities for local first responders, pipeline, hearing from three indigenous Fund and World Central Kitchen; collaborated LGBTQ+ community, presented monthly virtual donated cloth masks for healthcare workers, interns, and an interview with author Darcie with FACES, OASIS, and ARC to present AT&T University professional development hosted a series of stress and resilience Little Badger. #ConnectedTogether Social Equality webinar, sessions, and hosted Thank-a-Thon events workshops to support their members’ mental which raised $10,000 for nonprofits; and to recognize 600+ frontline volunteers at The health, and awarded $30,000 in scholarships. celebrated Asian/Pacific American Heritage Trevor Project. Month with engaging virtual cultural content.

OXYGEN PARENTS@WORK PRISM* | PROFESSIONALS REPRESENTING PROFESSIONALS 50 FORWARD FOUNDED 2011 | 15,576 MEMBERS FOUNDED 2013 | 1,527 MEMBERS IDENTITY & SEXUALITY IN MEDIA FOUNDED 2014 | 6,336 MEMBERS Continued to develop future leaders and Created tSpace Forums for parents working 1,105 MEMBERS Staying true to their mission of lifelong learning, young professionals with “Ignite Your Career” from home addressing virtual work, Professionals Representing Identity and community engagement, and collaboration, sessions focused on innovation, interviewing, homeschooling, and staycations. Produced a Sexuality in Media believes in making the virtually sponsored quarterly professional managing a multigenerational workforce, and Speakers Series featuring AT&T Government world a better place for all genders, identities, book club series, continued their “Show more. Also launched “Time to Talk” initiative Solutions President and an ICF-certified coach. and orientations. Dedicated to developing You Care, Be There” initiative for senior citizens, with key speakers engaging in open dialogue leaders, driving business growth, and fostering and awarded $24,000 in scholarships to on tough mental health topics. compassion with the integration of legacy nontraditional students. groups from HBO, Turner, and Warner Bros.

*WarnerMedia legacy resource groups founded circa 2005–2015.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 25 pmnProject Management Network Black Integrated Communications Professionals

PROJECT MANAGEMENT NETWORK SALUTE* | VETERANS/MILITARY TECHKNOW* | TECHNOLOGY THE NETWORK, BLACK INTEGRATED FOUNDED 2014 | 5,901 MEMBERS 478 MEMBERS 1,340 MEMBERS COMMUNICATIONS PROFESSIONALS (BICP) To foster a unified project management Salute’s goal is to foster a sense of camaraderie A group of diverse and innovative enthusiasts FOUNDED 1969 | 10,939 MEMBERS environment, offered lecture series, PMP among our veterans and employees through committed to inspiring, educating, and creating Empowered our members by offering prep training, and professional certification professional development, education, and opportunities for people interested in exploring programming with expert speakers on “Black workshops. Also kicked off first community mentoring opportunities, and help those the possibilities of technology in media & Dollars Black Sense!,” It’s OK Not to Be OK,” outreach program supporting Five Star Senior adapting to a post-military life or balancing entertainment by organizing events about and “A Conversation on the Case for HBCUs.” Center with project management expertise. the demands of maintaining their military technical topics, providing professional support, readiness. Integrates legacy groups from HBO, and encouraging new ideas through partnerships Turner, and Warner Bros. supporting WarnerMedia’s tech future.

VAMOS* | HISPANIC/LATINX VILLAGE* | PARENTS/CAREGIVERS WOMEN OF AT&T WOW* | WOMEN OF WARNERMEDIA 924 MEMBERS 1,075 MEMBERS FOUNDED 1972 | 20,424 MEMBERS 3,971 MEMBERS Dedicated to advancing Hispanic and Latinx Representing diverse nurturers, caregivers, Inspired members to achieve professional A diverse and collaborative community committed trailblazers and leaders by connecting to our and parents, we develop opportunities for goals and effect change in the community to empowerment, inclusion, and gender parity communities, highlighting the importance our village to connect, inform, and encourage. with programming covering a wide range of for our workplace, our content, and beyond. our cultures bring to our business efforts, and We enhance consumer outreach, drive topics: suicide prevention, domestic violence With the integration of legacy groups from propelling our collective into prominence customer insights, influence content, awareness, human trafficking, surviving a HBO, Turner, and Warner Bros., WOW’s goal is through personal and professional development, promote work/life balance, drive employee surplus declaration, optimizing technology, to create an environment that welcomes all community outreach, and networking engagement, and give back through activities, and women’s empowerment. genders and inspires, supports, and creates opportunities. Integrates legacy groups from volunteering, and events. opportunities that drive decision-making HBO, Turner, and Warner Bros. power for women across our global network. *WarnerMedia legacy resource groups founded circa 2005–2015.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 26 Employee Group Conference Metrics: Over 7,500 people from 38 countries attended. 71% were first-timers. Listen. Our virtual Expo Hall featured 40 booths visited by 2,000 attendees. Over 150 senior leaders hosted Executive Understand. Table Talks, engaging with 3,000 participants in 8 different languages. Act.

ike so many things last year, our needed to tune in and connect. Our annual were hugely popular. Last year was L Employee Group (EG) Conference Expo Hall and new “AT&T’s Got Talent” tough on every single one of us in a looked really different in 2020. Normally, event may have been virtual this year, unique way. Listening to each other leaders and members of our employee but they both still showcased the diversity allowed us to understand each other, to groups gather together in Dallas to of our employee group members’ find common ground. attend workshops and panel talks, talents. And in 2020 we offered four Traditionally, we act on what we’ve learned see friends from around the country, times more virtual seats to our popular together through our day of service, and share ideas and encouragement Executive Table Talk sessions than we which was retooled this year due to in person. This year, due to the pandemic, were previously able to in a live setting. the pandemic. Instead of volunteering traveling from around the country and In fact, going virtual expanded access in person, we did so virtually. Through the world to gather in Texas wasn’t a to the conference. Over 7,500 people programs like AT&T Believes at Home safe option. But for us, canceling the from 38 countries participated, and 71% and CareerVillage, we mailed school conference wasn’t an option either. We of them were first-timers. I brought my team together from supplies to K-12 students in systemically knew that the education, connections, and The theme for our 2020 conference under-resourced schools and connected Guadalajara, Mexico, and being encouragement it provides were needed was “Listen. Understand. Act.” Workshops with students one on one through in 2020 perhaps more than ever before. able to join in together honestly was one on race, social advocacy, and civic virtual eMentoring. And so we got creative and went virtual, engagement launched important of the most interactive experiences that In 2020, the pandemic revealed systemic putting on a high-quality, dynamic event conversations. CEO John Stankey led inequities. But it was also a great equalizer. I’ve had without actually being physically that offered everything our conferences a discussion on equality and equity. As Corey Anthony put it at the conference, usually do – and in some cases even Workshops on Native American next to other people.” “The EG Conference is truly about realizing more. A specially designed conference Storytelling in the Digital Age, Interfaith our differences. They’re not a barrier, but LIZ MORALES, ASSOCIATE DIRECTOR app provided all the resources people Dialogue, and Amplifying Latinx Voices CUSTOMER ADVOCATE, C&C, MEXICO they are a bridge to common ground.”

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 27 Excellence in Action Awards

PROFESSIONAL DEVELOPMENT PROFESSIONAL DEVELOPMENT COLLABORATION | CHAPTER/LOCAL HACEMOS CENTRAL FLORIDA/WOA FLORIDA – PROFESSIONAL DEVELOPMENT COLLABORATION | NATIONAL COMMUNICATING YOUR CAREER STORY = LEAGUE AT AT&T – VIRTUAL PRIDE POWERED BY STORICATE Each year at the AT&T Employee Group In response to the pandemic, Pride festivities in June 2020 went To empower AT&T employees’ professional development Conference, we recognize our employee virtual. LEAGUE at AT&T partnered with PRISM at WarnerMedia and attract new members to their employee group chapters, HACEMOS Central Florida and Women of AT&T (WOA) Florida groups’ national and local initiatives that to create a new digital platform and diverse, exciting virtual programming during Pride month to celebrate all LGBTQ+ worked with Storicate to curate a three-part customized video made a significant impact on our company, employee groups and beyond. Collectively, more than 1,000 series as the lead-up to the one-hour webinar focused on our employees, and our communities. employees attended the month’s events, which not only the 4 P’s of telling a story: Protagonist, Pathfinder, Pathway, brought employees closer together and educated them on the and Payoff. Nearly 800 employees attended the highly rated webinar, where they learned how to best employ each of those LGBTQ+ community’s intersectionality with race and ethnicity, but also raised funds for The Trevor Project, the Bail Project, pillars to craft and tell the best story about their career. The 2020 Excellence in Action Impact Trans Justice Funding Project, and Trans Can Work.

Awards recognized innovation PROFESSIONAL DEVELOPMENT INNOVATION | CHAPTER/LOCAL and collaboration in four categories: PROFESSIONAL DEVELOPMENT WOA – DALLAS – VIRTUAL NETWORKING SERIES Professional Development, Business Impact, INNOVATION | NATIONAL ABILITY – BEGINNERS AMERICAN SIGN LANGUAGE CLASSES The Women of AT&T (WOA) Dallas chapter responded to the Community Impact, and Leadership Ability’s Beginners ASL Classes taught basic sign language pandemic shelter-in-place orders by finding alternative ways skills and vocabulary and provided an understanding of deaf to connect with their members and provide professional culture and the history of American Sign Language. The classes development programming. In April 2020, they launched a gave attending employees new skills and knowledge to bridge virtual, biweekly Happy Hour series focused on helping These are the standouts from 2020. the communications gap in their working relationships with members maintain their health and wellness by offering respite colleagues and customers – or at home with friends and family – from COVID-19 stress and mitigating the impact of social who are deaf or hard of hearing. distancing with virtual networking.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 28 BUSINESS IMPACT COMMUNITY IMPACT LEADERSHIP COLLABORATION | CHAPTER/LOCAL HACEMOS – DALLAS – SUPPLIES DRIVE: AYUDA A TU HERMANO BUSINESS IMPACT LEADERSHIP To address a humanitarian crisis largely affecting the Hispanic/ COLLABORATION | NATIONAL TEDDY CHU – DIRECTOR CARRIER ACCOUNTS, GLOBAL Latino community, HACEMOS Dallas partnered with AT&T Legal AT&T INNOVATION NETWORK – ADDRESSING THE 50/12 CONNECTIONS, MEMBER OF INSPIRASIAN DFW CHAPTER to organize a supply drive for hundreds of asylum-seeking IMBALANCE WITH EDUCATION, AWARENESS, AND VISIBILITY As a great supporter of the growth and development of AT&T families stranded along the U.S./Mexico border. Due to the When they learned from a U.S. Patent and Trademark Organization employees, Teddy Chu helped increase InspirASIAN DFW “Remain in Mexico” policy, many of these families were living report that more than 50% of PhD recipients are women, chapter membership by 20% during his tenure as president without basic necessities in makeshift tents. The clothing and but women are only 12% of patent owners, AT&T Innovation by continuously advocating for the inclusivity of all Dallas/Ft. toiletries collected were passed over to Casa del Migrante in Network felt it was important to address this 50/12 imbalance. Worth members, regardless of their location or work schedule. Matamoros, Mexico, to reach as many of these asylum-seeking So, they partnered with Advocates for Women in Technology (AWT) His vision and leadership of the 2018 scholarship banquet led families as possible before the holidays. and Women of AT&T (WOA) to develop and deliver a training to the chapter raising more than $21,000 in a single evening – session on patents, attended by over 300 employees. They and he managed the technical aspects of InspirASIAN’s virtual also worked with AT&T’s College Recruiting team to showcase COMMUNITY IMPACT #ConnectedTogether Concert in April 2020. Teddy is also INNOVATION | NATIONAL AT&T’s women inventors to the 270,000 employees, job applicants, involved in helping others outside of AT&T as a mentor and INSPIRASIAN – #CONNECTEDTOGETHER CONCERT customers, and shareholders who follow AT&T on social media. mentoring circle leader for CEO Global, a leadership program To raise awareness of the impact of the pandemic, InspirASIAN for graduate students and young professionals. hosted the virtual #ConnectedTogether Concert, featuring COMMUNITY IMPACT musical performances by AT&T executives. Nearly 300 employees and external partners attended the unique event, raising over BEST OVERALL $6,000 for AT&T Employee Relief Fund and World Central Kitchen. COMMUNITY IMPACT COLLABORATION | NATIONAL INSPIRASIAN, OASIS, FACES – ASIAN PACIFIC AMERICAN COMMUNITY IMPACT OASIS – MAKE OUR WORLD A BETTER PLACE HERITAGE MONTH CELEBRATION INNOVATION | CHAPTER/LOCAL While 2020 brought unforeseen challenges that few were prepared for, OASIS had already begun moving to more virtual To overcome the obstacle of not being able to celebrate and OASIS – TEXAS – CULTURE WORX programs to increase their impact on their members and connect during Asian Pacific American Heritage Month due To advance key tenets of their mission, OASIS Texas launched communities. Because of this, they were able to swiftly adapt to the pandemic, InspirASIAN, FACES, and OASIS connected their Culture WorX initiative to continually promote and to the new normal, fully pivoting their “Make Our World a Better with PULSE of India and reached out to their members and demonstrate AT&T’s community support in the Dallas/Ft. Worth Place” initiative to all virtual programs, and providing a holistic external partners to create a 14-part video series on the area. Culture WorX activities included raising awareness of AT&T’s approach to addressing the need for awareness, compassion, Asian & Pacific Islander community. With topics ranging from Later Haters campaign to curb cyberbullying, sharing AT&T’s resilience, and change across four key pillars: A Better You the history of China Camp and Dragonboat races, to delicious sponsorship of local organizations via emails and newsletters focused on physical health, mental well-being, and nutrition; recipes people could make at home, different cultural traditions, with a readership of over 300,000, engaging key leaders to speak A Better Us developed employee skill sets and promoted pastimes and prayers, and local restaurants needing about AT&T differentiators like 5G, IoT, and edge computing at knowledge of AT&T products, services, and programs; A Better community support, the videos reached a combined network community gatherings, and collaborating with other employee Community gave back to others through acts of compassion of over 20,000 employees and countless external viewers. groups on two workshops to teach individuals on the autism spectrum about mobile app development. and gratitude; A Better Planet partnered with AT&T Corporate Social Responsibility to drive sustainability efforts.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 29 AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 30 We Do the Work

They say actions speak louder than words – last year our actions spoke for themselves.

n 2020, the inequities and injustices embedded known: that in America and around the world the I in our society were more apparent than ever. fight for racial equality and social justice is not over. A global pandemic affected some groups more than At AT&T, we’ve been pursuing social justice in our others, exposing underlying inequities in housing, communities since the civil rights era. For decades access to healthcare, and financial security. And the we’ve supported economic empowerment projects. killings of George Floyd and other Black Americans In 2020 we made a $10 million investment toward shined a spotlight on what we at AT&T have long economic opportunities for Black and underserved communities. We also made it clear where we stand: that like so many Americans, we believe police reform is necessary in this country.

While we worked to address these big national issues, we also zeroed in locally, to help feed the hungry and support our first responders fighting on the front lines of the pandemic.

We didn’t start working on these things in 2020, and we won’t stop working on them either. Volunteerism is part of our culture and standing for equality is embedded in our company’s DNA. Last year we were ready to step up, meet the need, and meet the moment.

AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 31 38 5 NEW COUNTRIES U.S. MARKETS CZECH REPUBLIC INDIA AT&T Believes IRELAND 16,000+ SLOVAKIA EMPLOYEES UNITED KINGDOM t its heart, AT&T Believes is an A employee-led, grassroots model. 521,000+ We’ve always believed that the best way to tackle big global problems is to VOLUNTEER HOURS Consequently, we distributed $5.5 start locally. And we think the best way million to organizations across the to help our communities is to ask them country, putting financial support behind what they need first. And then respond. our words and funding necessary work In 2020 that nimble, localized structure in communities impacted by the pandemic. helped us react to unprecedented crises We also expanded our reach even farther, effectively and quickly. When our regular adding international AT&T Believes in-person volunteer activities became franchises for the first time in 2020 as unsafe and impossible to carry out due we expanded into Slovakia, the Czech to the pandemic, we figured out how to Republic, India, and the UK and Ireland. hold them virtually. When the pandemic “The first thing we did when stay-at-home orders went into We also sought to educate employees started, all of our Believes franchises place was virtualize and digitize our employee engagement. on issues surrounding racial justice coalesced at a national level around a For example, where we used to show up to tutor kids and equality. Participants in our “Read. big goal: to provide meals and essential after school at a community center face to face, we now do Watch. Do.” curriculum completed a services to people in underserved so virtually through partners like UPchieve.” 21-day challenge, reading during the communities and first responders. On a first week, watching documentaries and local level, the implementation of that other informative programming during plan looked as unique as the communities the second, and taking actions during HARDMON WILLIAMS we serve. In Dallas, for instance, the third like supporting local Black- Believe Dallas volunteers designed an VICE PRESIDENT, owned businesses or registering to vote. AT&T BELIEVES AND approach to support a restaurant that COMMUNITY ENGAGEMENT was struggling due to the pandemic, Through all the many challenges of last utilizing it to cook food for individuals year, AT&T Believes showed resilience experiencing homelessness. and authenticity. We continued to show up for our communities. When the need was great, our efforts were too.

AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 32 It’s Our Responsibility to Respond

n a year marked by incessant, go toward initiatives in the areas of Additionally, in 2020 AT&T focused our I incomparable challenges, our workforce readiness, employee-led local philanthropic efforts on students who Corporate Social Responsibility (CSR) efforts, and diversifying technology and faced unprecedented challenges when team effectively pivoted to address the entrepreneurship through HBCUs. classrooms were darkened and schools world’s twin crises of COVID-19 and shuttered. To tackle this sudden and “We’re refocusing our efforts to create social justice inequities. Those realities acute need, we repurposed our budget, more opportunities and paths to placed a spotlight on the vital importance allocating $10M to AT&T’s Distance success for Black and underserved of our longstanding dedication to Learning and Family Connections Fund, communities, building on our community and social investment. which served 196 million learners in 2020. longstanding work to create economic In May of 2020, unemployment for Black prosperity for all in this country,” Americans reached 16.8%, the highest said John Stankey, CEO of AT&T Inc. it’s been in more than a decade. The Last year we also joined forces with a The pandemic’s outsized pandemic’s outsized impact on Black coalition of 37 CEOs across industries to job candidates highlighted the need form OneTen, an organization that will to address barriers to economic impact on Black job candidates combine the power of these committed success and upward mobility in Black and American companies to collectively underserved communities. upskill, hire, and promote 1 million Black highlighted the need to address We understand that changing ingrained Americans over the next 10 years into societal inequities requires dedication family-sustaining jobs with opportunities and financial investment. In 2020 for advancement. barriers to economic success we reaffirmed our commitment to We also continued our support of economically empowering Black and second-chance hiring by having no and upward mobility in Black underserved communities with automatic barriers to hiring for formerly $10 million of funding. The money will incarcerated individuals. and underserved communities.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 33 Time to Act

ince the 1960s, AT&T has been at the At the time when Ahmaud Arbery, an unarmed S forefront of civil rights advocacy and the fight Black man, was killed by two white men while for equality. In 2020, we continued that work. In jogging, Georgia was one of the few remaining the face of unprecedented need and challenges, states that did not have a Hate Crimes Bill. Hate we put our resources toward initiatives we believe crimes are motivated by the victim’s perceived can move the needle on advancing economic race, religion, national origin, sexual orientation, opportunity, overcoming systemic education barriers, gender identity, or disability. Hate crimes laws impose and reforming law enforcement. tougher penalties when victims are targeted because of these characteristics. One of the ways we did that was through our work with the Business Roundtable, where our AT&T, Cricket, and WarnerMedia each signed a letter former CEO Randall Stephenson led the Racial of support for the bill, “Pass Hate Crimes Georgia.” Equity and Justice Committee, Subcommittee Our AT&T legal department also leaned in and on Equitable Justice. In 2020, the subcommittee sent a letter to Georgia Governor Brian Kemp and released policy principles for policing reform. several others highlighting our support. And when These principles represent the collective views of it came to getting the bill across the finish line, America’s top business leaders, and are organized AT&T was instrumental in getting the Senate floor into five categories: community engagement, support to help pass the law. In recognition of that data collection and transparency, accountability, “...in the face of injustice work, the Atlanta Business Chronicle listed AT&T minimum national policing standards, and training. as a corporate powerhouse making a strong stand. Make no mistake – this is a pivotal moment in our and inequality, our Across the country, we publicly supported nearly nation’s history for the pursuit of equality for all. 50 pieces of legislation, five ballot initiatives AT&T’s leadership is committed to advocating and one executive order in 2020. Because in the commitment to doing the personally and through the Business Roundtable face of injustice and inequality, our commitment to to drive awareness and action. doing the right thing is loud and clear. right thing is loud and clear.” Our External and Legislative Affairs (E&LA) teams have also been advocating to address police KEN MCNEELY, PRESIDENT, WESTERN REGION EXTERNAL & reform in the communities where we live and work. LEGISLATIVE AFFAIRS | CHAIR – AT&T SOCIAL JUSTICE WORKING GROUP And the push is working.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 34 Responding to Injustice With Action

hough George Floyd’s murder was not the first to cause Transparency from leadership was critical, and CEO John T outrage, the circumstances of his death spurred a Stankey exemplified this in his “More Work to Do” message. collective response in a way that transformed people. There His message set a new standard for accountability by listing was no return to “business as usual” for a nation in mourning. where AT&T stood on representation company-wide and AT&T needed to address the concerns of employees, customers, what the company planned to do to foster diversity. and society at large and leverage our resources to help bring Externally, we led with our values and amplified “Stand for healing, acknowledge and bridge inequities, and examine what Equality” as a guiding principle for our microsite, where we the company could do differently going forward. stated clearly that Black lives matter to AT&T. Additional We began with an internal review of how we could best support information on the Stand for Equality microsite identified grieving team members who needed to know their employer how the company planned to advocate for systemic change, saw and understood them. The company held space for tell the stories of racism and the impact of racial inequity, sharing and listening, including a “Conversation about equality invite dialogue with a listen-first approach, and ultimately and fairness” led by John Stankey, and launched the “Listen. make a difference in the Black community. We continue Understand. Act.” resource site with tools for employees to use the site and our Newsroom to share the work we’re wanting to know more about social injustice and how they doing in diversity, equity, inclusion, and social justice. could help. “Listen. Understand. Act.” became the theme of our As John Stankey said in his address, we’re not done. Employee Group Conference as well. There are still inequities that affect millions of citizens and, In the weeks after Floyd’s death, we shut down our social far too often, leave families and friends missing their loved channels from promotional content and gave the platform ones. We will continue to work on closing gaps, uplifting to our Black employees to share their truths and experiences. voices, and making change happen for an equitable future. The content series became one of the most engaging ways AT&T connected with the public and highlighted the people behind the scenes who were just like them, wanting to connect. Visit AT&T “Stand for Equality”

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 35 AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 36 Telling the Stories That Help Us Understand Each Other As we continue to pursue oth the COVID-19 virus and racism a more just and equal society, B are very human problems. In 2020, their presence in our lives often revealed the ads, movies, TV shows, and our very human flaws. Fear, insecurity, other content we make are selfishness, apathy – these qualities can fuel the spread of disease and hate. not just distractions, they’re

The stories and information we share essential to the mission. have the power to combat our worst instincts. They can help us fight fear and apathy and encourage compassion We know that when people start sharing and empathy. Whether it’s a sci-fi TV their stories, it opens the door for others show that reveals truths about systemic to hear them and, perhaps, to understand racism and prejudice, a documentary the world from a new perspective. that humanizes a disability, or a news program that gives us the bigger Our customers are diverse, and we want picture, the content we produce has the stories we tell through our content the power to educate, connect, and and marketing to reflect that diversity. help us empathize with people from We want everyone to see themselves diverse backgrounds. represented, to see that their lives and stories have meaning, value, and worth. This is just one of the many reasons why we’re dedicated to producing content As we continue to pursue a more just that reflects our diverse society. and equal society, the ads, movies, TV shows, and other content we make are not just distractions, they’re essential to We Are the Dream the mission.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 37 t WarnerMedia, we’re committed to making sure that the A stories we tell and the people that get to create them are reflective of the global communities we serve. And despite having to shut down production at times due to the pandemic, we are proud of the continued progress made to include underrepresented groups in greater numbers both in front of and behind the camera.

I May Destroy You AEW Sports

The Flight Attendant Judas and the Black Messiah TransHood

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 38 n 2020, we relied on streaming HBO Max, officially launched, it came HBO Max has an unparalleled backing of I services like never before. During at the perfect time. The new streaming distinct talent and industry leaders and the COVID-19 pandemic our living rooms platform features a leading collection demonstrates what can be accomplished HBO Max became movie theaters and our TVs of content curated from across when WarnerMedia’s celebrated brands helped us travel vicariously. When life as WarnerMedia’s legendary catalog, a come together. A direct-to-consumer we knew it came to a grinding halt, our roster of new Max Originals, and fan- experience, it features 13,000 hours favorite TV shows and movies helped favorite acquired franchises and films. of premium content including the entire Launch us weather lockdowns, quarantines, and The launch of HBO Max represented HBO service; motion picture and TV series sick days. the culmination of efforts to bring the from Warner Bros.’ 100-year content best of WarnerMedia together following collection; highlights from New Line; So in May of 2020, when WarnerMedia’s AT&T’s acquisition of Time Warner. catalog titles from DC, CNN, TNT, TBS, highly anticipated streaming platform, truTV, Cartoon Network, Adult Swim, Crunchyroll, Rooster Teeth, and Looney Tunes Cartoons; a selection of classic films curated in partnership with TCM; and monthly offerings of new Max Originals. All of this is available for $14.99/month from WarnerMedia.

HBO Max is where iconic entertainment brands thrive. It’s where storytelling takes center stage and diverse creatives find a home with the support and resources to do their best work. And in 2020, it arrived just when we needed it most.

When WarnerMedia’s highly anticipated streaming platform, HBO Max, officially launched, it came at the perfect time.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 39 The ABCs of 2020

ometimes, when things are tough In early June, as anger and heartbreak S or hard to understand, it helps to swept across America following the see a familiar face. murder of George Floyd, CNN and Sesame Street teamed up again for a Town Hall The show talked to kids Last year, when the pandemic hit, many called “Coming Together: Standing Up kids couldn’t play with their friends on about racism, the protests, to Racism.” Hosted by CNN’s Van Jones playgrounds or hug their teachers or and Erica Hill, as well as a diverse array and marches for justice grandparents. At times throughout the of Sesame Street characters, the show year, they probably also sensed that the happening across the country, talked to kids about racism, the protests, adults in their lives were stressed and and marches for justice happening and the importance of sad. To help kids learn about and discuss across the country, and the importance things like racism and the COVID-19 embracing diversity and of embracing diversity and being more pandemic, CNN and Sesame Street Coming Together: Standing Up to Racism (CNN) empathetic and understanding. being more empathetic and teamed up for five Town Halls featuring understanding. the experts kids trust most: Big Bird, Cookie Monster, and Elmo.

Hosted by CNN’s Dr. Sanjay Gupta and Erica Hill and Sesame Street’s Big Bird, “The ABCs of COVID-19” aired on Saturday morning April 25. The 90-minute special provided information and tools for families as well as answers to the big questions both parents and kids had about the pandemic. The kid-friendly Town Hall was such a success, we presented three more CNN/Sesame Street pandemic specials throughout 2020: one in May, a special back-to-school edition in September, and another in December. The ABCs of COVID-19 (CNN)

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 40 Lovecraft Country

ased on the novel of the same B name by Matt Ruff, “Lovecraft Country” follows Atticus Freeman (Jonathan Majors) as he journeys with his childhood friend Letitia (Jurnee Smollett) and his uncle George (Courtney B. Vance) on a road trip from Chicago across 1950s Jim Crow America “Lovecraft Country” is a riveting, searing exploration of race relations in America. in search of his missing father Montrose (Michael Kenneth Williams). Their search- and-rescue turns into a struggle to survive and overcome both racist terrors and monstrous creatures that could be ripped from an H.P. Lovecraft paperback.

From showrunner and executive producer Misha Green, “Lovecraft Country” is a riveting, searing exploration of race relations in America. Filtered through a sci-fi lens, it uses fantastical monsters and otherworldly aliens to tell a very down-to-earth, human story.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 41 Catching Up With Old Friends

he uplifting documentary short The looming question in everyone’s mind T “Autism: The Sequel” revisits the at that time was, “What will happen five young adults who were originally to these kids when they grow up?” featured in HBO’s 2007 Emmy-winning We find out in “Autism: The Sequel” as the “Autism: The Musical,” a poignant, original subjects, now in their early 20s, heartwarming film that followed the navigate what independence means subjects as children as they wrote and to them and the challenges and triumphs performed their own musical. for adults on the autism spectrum.

The looming question in everyone’s mind at that time was, “What will happen to these kids when they grow up?”

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 42 Siempre, Luis

he John James directed administration as the director of Hispanic him forward despite health issues. T documentary “Siempre, Luis” tells affairs, he built a career representing Following the devastation of Hurricane the story of Luis Miranda, the father Latinx (and largely, due to their prevalence Maria, Luis helps plan relief efforts of “Hamilton” creator Lin-Manuel Miranda. in the city, Puerto Rican) communities, and, to raise money and awareness, helping to elect some of the most powerful manages the logistics behind bringing When Luis A. Miranda Jr. left Puerto Rico politicians in the country. his son’s award-winning production of for New York City in the 1970s, he had “Hamilton” to the island of Puerto Rico. big dreams – but little did he know Over the course of an intense year, With humor and a lot of heart, “Siempre, how far he’d go. Landing an influential James’ documentary follows Luis as his Luis” tells the story of a unique and position in New York City Mayor Ed Koch’s devotion to family and country propel proud American.

James’ documentary follows Luis as his devotion to family and country propel him forward.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 43 WarnerMedia Access Programs

iversity doesn’t just happen. It the creation of new initiatives designed D has to be cultivated. That’s where to develop showrunners, directors, and WarnerMedia’s Equity & Inclusion creators of unscripted programming and Programs team comes in. Tasked with animated shorts. WarnerMedia Access designing and implementing a best-in- programs are designed to develop talent class global talent pipeline strategy, they in people from groups that often still get launched the WarnerMedia Access brand “lost in the margins.” in 2020, designed to attract, recruit, empower, and retain an innovative and To that end, they are focused on diverse talent pool. uplifting people from the transgender community, persons with disabilities, WarnerMedia Access initiatives include indigenous communities, and Middle the expansion of existing programs such Eastern and North African communities, as the HBO Access programs, as well as among other groups.

We launched the WarnerMedia Access brand in 2020, designed to attract, recruit, empower, and retain an innovative and diverse talent pool.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 44 AT&T Veterans Media Fellowship Veterans are often at a disadvantage when

or nearly a century, AT&T has been dedicated “The inaugural AT&T Veterans Media Fellowship entering any industry F to supporting military personnel, veterans, showed the true commitment and dedication and their families. We honor the endless sacrifices of our country’s veterans,” said Charlene Lake, they make to protect our country and our freedoms. SVP, Corporate Social Responsibility, and Chief because, while they And we value the skills they develop during their Sustainability Officer, AT&T. “It also illustrated the military service, recognizing them as key to building power of broadband connectivity and its ability were serving their an inclusive environment. to keep people learning despite their distance from one another.” In 2020, Veterans in Media and Entertainment (VME) country, their peer group collaborated for the first time on a specialized The VME-AT&T Veterans Media Fellowship is supported AT&T Veterans Media Fellowship program. Designed by AT&T and offered at no cost to the fellows. The to provide veterans with customized training, program is heavily focused on creative storytelling, was gaining valuable mentorship, and opportunities to build their content development, and cloud-based production resumes and portfolios, the program connected of short-form interviews, branded content, and 20 veterans in the Los Angeles area with a 13-week documentary-style projects. work experience and program designed to hone their skills in the media industry, from production to operations. building a network Our inaugural class of veteran fellows were planning to develop their skills in a collaborative, hands-on environment in Los Angeles. When the pandemic critical to helping them hit and prevented in-person education, they were flexible and adaptive, connecting virtually and using find future work. online tools to collaborate and create.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 45 The 2020 AT&T Veterans Media Fellows also learn about the interconnection and impact of marketing, media operations, sales, and distribution on the Fellowship has opened so many creative and production processes. doors for me. It has impacted my life According to a recent LinkedIn survey, 85% of jobs and beyond measure. I have met with internship positions are filled through personal connections. industry leaders. I have gained mentors. As a result, veterans are often at a disadvantage when entering I have a lot of people rooting for any industry because, while they were serving their country, their peer group was gaining valuable work experience and me to make it in this industry, and this building a network critical to helping them find future work. VME fellowship brought me one step closer calls this “the service gap,” and programs like the AT&T Veterans Media Fellowship are specifically designed to close that gap. to really achieving my goals.” “The 2020 AT&T Veterans Media Fellowship has opened so many CATHY TORRES, doors for me. It has impacted my life beyond measure,” said 2020 VETERANS MEDIA FELLOWSHIP GRADUATE Cathy Torres, a 2020 Veterans Media Fellowship graduate.

“I have met with industry leaders. I have gained mentors. I have a lot of people rooting for me to make it in this industry, and this fellowship brought me one step closer to really achieving my goals.”

Conducting the fellowship virtually was so successful in 2020, we’re taking the program nationwide and doubling the class size to 40 veterans.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 46 Untold Stories

ntold Stories is a multiyear, We screened over 30 iconic movies at U multitier alliance between Tribeca Drive-Ins held in cities from AT&T and the Tribeca Film Festival that coast to coast every weekend in July. awards $1 million dollars, mentorship, We offered special screenings for and distribution support to healthcare and frontline workers, and underrepresented filmmakers to we celebrated the accomplishments produce their films. of the AT&T Veterans Media Fellowship Class of 2020 by showing a short film This unique partnership has already about their experience in the program made an impact on inclusivity in film. during the previews. Following its first two nationally distributed films, “Nigerian Prince” “We thought the drive-ins were a great, and “Lucky Grandma,” Untold Stories’ safe way to get people out to see next feature, “Marvelous and the Black films,” says Bill Moseley, Sponsorships Hole,” will premiere in 2021. & Experiential Marketing Director at AT&T. “It was the first and only in-person In 2020, the pandemic hit just a month experience we were able to offer last before the Tribeca Film Festival, forcing year, so we made it as interactive as them to cancel the event. While it possible. As people drove up in their cars, was a heartbreaking cancellation, we they were able to stop and take pictures are happy that we were able to help on the ‘blue carpet.’ It was a good the organization pivot to producing experience and it was very well received Tribeca Drive-Ins. by the people who ventured out and wanted to do something outside of the house in a safe environment.”

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 47 AFI FEST

n 2020, AT&T returned as a Premium I Sponsor of the AFI FEST, continuing our commitment to all filmmakers at last year’s virtual festival, which was held October 15-22. In addition to sponsoring The series explored two Special Presentations, “Really Love” and “A Suitable Boy,” AT&T supported the most pressing the festival’s HOW TO FEST guide on the AFI FEST platform. topics of today through HOW TO FEST Powered by AT&T served as a central hub for festival audiences to navigate the film festival and learn more an equality lens. about the 2020 films and filmmakers through highlights, filmmaker clips, and additional content.

In 2020, AT&T also invited AFI FEST filmmakers and industry insiders to a Virtual Equality Lounge – a series of conversations hosted by The Female Quotient. The series explored the most pressing topics of today through an equality lens.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 48 AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 49 We Hear You. We See You. We Are You.

ast year our commitment to We also did everything we could to keep L reliability and outstanding service our customers safe. We made sure all of for our customers never wavered. our customer-facing employees had When they needed it most, we kept appropriate PPE and that our retail stores them safe and connected. were stocked with hand sanitizer, wipes, and disinfecting spray. We increased While much of the world felt like it was cleaning and sanitization at all company- tearing at the seams, we knew our operated stores, and encouraged any network, services, and people had to employee feeling unwell to stay home hold strong for our customers. And so, from work. we made sure our customers – from businesses to schools and students to Our customers tell us that equality, healthcare workers and first responders – justice, diversity, representation, and had the tools and capabilities they needed inclusion are top priorities. We’re listening. to adapt to a year no one saw coming. And last year we continued our commitment Last year was a very human moment for our team and for to representing our diverse customer For our customers who lost or were base in our advertising. We also didn’t our brand. Marketing was secondary. Recognizing what furloughed from their jobs, we made hesitate to pause our advertising when sure that the financial strains of the was going on in society and approaching it with the right attitude the timing wasn’t appropriate. pandemic didn’t stop them from being was our priority, and I feel strongly that we did that as a team.” able to connect virtually with loved We understood what our customers were ones. For qualifying limited-income going through last year because we were households, we offered internet access going through it too. We did everything BILL MOSELEY, SPONSORSHIPS & EXPERIENTIAL MARKETING DIRECTOR AT AT&T for $10 a month or less and waived we could to meet our customers where data overages through our Access from they were in 2020. And we’re proud of how AT&T program. we kept them safe, connected, and heard.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 50 Retail Store Murals

ll across the United States last In an attempt to channel those emotions A summer, citizens took to the in a healthy, positive, and uplifting streets to make a statement: Black way, AT&T retail teams from Seattle lives matter, justice matters, equality to Dallas to New York picked up their matters. Sometimes, emotions ran high. paintbrushes and made a statement Watching unarmed Black people killed in through art. With the help of local our city’s streets or in their own homes artists, our employees transformed was painful, and our customers and our storefronts into canvases, painting employees alike felt that weight. bright, vibrant murals featuring empowering messages of solidarity.

When those expressing support of Black lives passed by our stores, we wanted to let them know that we agreed.

Our employees transformed our storefronts into canvases, painting bright, vibrant murals featuring empowering messages of solidarity.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 51 ESSENCE The 2020 events included more than 500,000 virtual attendees Virtual Experiences and 45+ million views.

T&T has been a long-time proud sponsor of the ESSENCE A Festival, which for 26 years was hosted by the city of New Orleans. In 2020, the festival moved online for the “ESSENCE Festival of Culture: The Virtual Edition,” which took place over two weekends on the ESSENCE Studios streaming platform. All proceeds from the festival went to benefit the AT&T Dream in Black presented keynote City of New Orleans, whose tourism industry was hit hard by presentations, roundtables, panels, event cancellations during the pandemic. and entertainment during the festival. During the virtual festival, AT&T and WarnerMedia provided attendees with memorable conversations featuring iconic talent from powerhouses like HBO, CNN, and Turner Sports. AT&T sponsored the Essential Hero As part of the evening concert series, virtual attendees Awards, providing and sharing exclusive were treated to performances by Andra Day, Bell Biv Devoe, Bruno Mars, Common, John Legend, Usher, and others. offers for essential workers. AT&T also sponsored the 2020 ESSENCE Essential Heroes Awards, which honored frontline workers who heroically and AT&T CDO Corey Anthony led a mental tirelessly served their communities during the COVID-19 pandemic. AT&T CDO Corey Anthony led a discussion on health discussion during the awards. mental health. ESSENCE followers around the country used the hashtag #MyEssentialHeroes to nominate inspirational frontline workers from their communities, and ESSENCE celebrated the nominees in a special ceremony streamed during the festival.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 52 REVOLT Summit x AT&T

In 2020, the second annual REVOLT Aunties. The summit itself was hosted I Summit continued with its mission by recording artists Saweetie and to encourage tomorrow’s Black and Danileigh and featured panels like This is a pivotal moment in history and we are Brown movers and shakers. Held “Navigating 2020” (hosted by Jemele Hill), bringing together the best minds in entertainment, October 23-25, last year’s free, virtual “Using Creativity to Shatter Tradition” political activism, and business to share their experiences event included activations like the (masterclass with Busta Rhymes and T.I.), and educate and motivate our community.” “Be Heard” music competition, insightful and “The Verzus Effect” (moderated SEAN COMBS masterclasses, informative panels by Heather Lowery with panelists REVOLT CHAIRMAN AND RECORDING ARTIST with today’s hottest talents, interactive Swizz Beatz, Timbaland, Fadia Kader, workshops, the return of AT&T Office Larry Jackson, and Ingrid Best). Hours mentoring, inspiring performances, and much more. SOCIAL MEDIA FOR 1.4 BILLION IMPRESSIONS “The goal of the REVOLT Summit is to THE SUMMIT empower and inspire the next 2.3 MILLION VIEWS generation of leaders,” said REVOLT Chairman Sean Combs. “[In 2019], we 1.2 MILLION ENGAGEMENTS had huge success in Atlanta and Los Angeles, and [in 2020] we [opened] up 18,000 APP DOWNLOADS the REVOLT Summit to the world. This MINUTES DWELL TIME is a pivotal moment in history and we 71 are bringing together the best minds in “LEVEL UP” 510 OFFICE HOURS entertainment, political activism, and JOB FAIR business to share their experiences and 560 RESUMES RECEIVED educate and motivate our community.” JOB FAIR INTERVIEWS Leading up to the 2020 REVOLT Summit, 200 “BE HEARD” AT&T premiered a digital content 100 BUSINESS PITCH ENTRIES series called “ROAD TO SUMMIT – PITCH COMPETITION THE WORLD IS YOURS,” co-produced 100 BE HEARD ENTRIES by Teyana “Spike Tey” Taylor & the

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 53 SeeHer AT&T is proud to showcase our company’s 140+

e believe that what we see has an balanced representation of men and -year history of W enormous influence on what we women both in front of and behind the will be. That’s why we joined the SeeHer camera. In 2020 we also doubled down on movement back in 2016, committing to SeeHer In Sports, a task force co-chaired pioneering women improving female representation in our by our Vice President of Media Services advertising by increasing our Gender and Sponsorships, Mark Wright, that seeks Equality Measure, or GEM score, by 20% to improve female representation in sports. in the workplace. by 2020. We ended up making our 20% improvement by the end of 2018, and by the end of last year, we’d doubled that, having improved our ads by 42%. In fact, by the end of last year, almost 90% of our ads were above GEM norms, making us leaders in this movement.

Through this movement AT&T is proud to showcase our company’s 140+-year history of pioneering women in the workplace and our current efforts to improve the representation of women and girls in content, inspiring them to achieve their own greatness.

Expanding on that, in 2020 we also refined, relaunched, and shared our Inclusion Playbook with more members of the SeeHer community. The playbook was designed to ensure that we have

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 54 I’m a firm believer that if you She’s Connected can see her, you can be her. by AT&T We are making impactful

change for women now and n 2020, AT&T deepened its Chiney Ogwumike (WNBA, LA Sparks, I commitment to women in sports ESPN personality), Alex Morgan and women in business with the launch (Co-captain U.S. Women’s National women in the future. of “She’s Connected by AT&T,” a program Soccer Team, author, and founder of a and documentary-style video campaign. media company), Sue Bird (4-time WNBA Champion with Seattle Storm, 4-time Women athletes are multi-hyphenate – Olympic gold medalist, and activist), and often out of necessity given the disparity Maria Fassi (LPGA, AT&T Athlete, and in visibility, access, and opportunities aspiring philanthropist) to not only bring for professional women athletes as awareness to their stories, but to power compared to male counterparts. There their dreams, businesses, and endeavors is no “offseason” for a professional with our products and services. athlete who is also a mother, business owner, entrepreneur, philanthropist, “I’m a firm believer that if you can see and activist. By providing the tangible her, you can be her,” says Shiz Suzuki, support of small business resources Associate Vice President, Sponsorships and mentorship, AT&T is taking action & Experiential Marketing, AT&T. “With the to address the inequality many women ‘She’s Connected by AT&T’ content series SHIZ SUZUKI athletes face by supporting them as and program, we are making impactful players and as working professionals. change for women now and women ASSOCIATE VICE PRESIDENT, in the future to follow and achieve their Through “She’s Connected by AT&T,” SPONSORSHIPS & EXPERIENTIAL dreams on any field, court, course, front we’re working with world-class athletes MARKETING, AT&T office, or boardroom.”

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 55 Unlocking Women’s Gaming Potential

t the beginning of the pandemic One thing we learned during that period we handed six finalists the keys to A last spring, our sponsorship and of research was that nearly 50% of gamers showcase their games, meet influential marketing teams were faced with an are women, but less than 25% of game industry experts, and compete for enormous challenge. Normally, around developers are led by women or have incredible prizes. 50% of their work involves in-person women at the table. We also learned that By pausing to listen and do our research, experiential events. Facing the reality large, in-person esports and gaming we discovered untapped markets and that all of those events were canceled, events were pivoting to virtual events a new way to make a difference in the the team paused and took time to that still needed corporate sponsors. lives of creative women in gaming. The reassess. Instead of reacting impulsively, AT&T Unlocked Games is the first live inaugural event was a huge success, they researched and listened. gaming showcase and contest devoted showcasing innovative gaming genres That approach allowed us to pivot entirely to women game developers and we’d never seen before, and giving thoughtfully and meaningfully, and led women-led teams. As part of AT&T’s us the opportunity to enrich the lives of to some exciting new programs, like commitment to elevate the visibility of gamers and game creators alike. AT&T Unlocked Games. women within the gaming community,

By pausing to listen and do our research, we discovered untapped markets

Learn more at AT&T Unlocked Games and a new way to make a difference in the lives of creative women in gaming.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 56 SUPPORT FOR THE HISPANIC PROVIDED 4,000+ COMMUNITY FAMILIES WITH FOOD THROUGH A Ti Y A Ti DONATION EVENTS AT AT&T STORES IN 2020

In 2019, AT&T launched its first-ever During Hispanic Heritage Month last CONNECTED I enterprise-wide Hispanic platform year, AT&T focused on bringing attention 300+ FAMILIES WITH NEW DEVICES to highlight the company’s commitment to the lived experiences of the Hispanic (THROUGH PIQE DEVICE DONATION) to the Hispanic community. The effort community in the United States and came to fruition as “A Ti Y A Ti,” meaning amplifying a message of unity. AT&T genuinely values and recognizes Focused on keeping the community you and you. connected, “A Ti Y A Ti” offered an GAVE 500+ In 2020, we recognized that we needed emotional and impactful message FAMILIES PRIZES FROM OUR AT&T to continue listening, understanding, grounded in the knowledge that the STORES and taking action to support our Hispanic community is vital to our commitment to the Hispanic community, country’s ability to grow and succeed. especially during a year in which that community was so greatly and DONATED $100,000 disproportionately impacted by the TO THE PARENT INSTITUTE FOR COVID-19 pandemic. AT&T has proudly QUALITY EDUCATION (PIQE) served the Hispanic community with in-language communication and entertainment services, and by volunteering our time and resources to community education initiatives. SOCIAL We’re not stopping now. We’re continuing DURING HISPANIC to offer “apoyo incondicional A Ti Y A Ti.” MEDIA HERITAGE MONTH 125 Million+ IMPRESSIONS ACROSS SOCIAL AT&T. Support for you and you. #ATIYATI MEDIA AND OTHER PLATFORMS

IN 2020, OUR SOCIAL MEDIA 98.1% Providing for customers PRESENCE POSITIVE NET SENTIMENT at our AT&T stores GARNERED OVERALL FOR #ATIYATI

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 57 HBO Virtual Pride 2020/

The Trevor Project he COVID-19 pandemic has had To respond, AT&T reaffirmed and extended T heartbreaking effects on LGBTQ+ its longstanding commitment to youth. According to The Trevor Project, Trevor’s mission during Pride Month. Our the world’s largest suicide prevention partnership with The Trevor Project was and crisis intervention organization for once again a cornerstone of our Pride LGBTQ+ young people, the volume of celebration and a mechanism for both LGBTQ+ youth reaching out for crisis consumer and employee engagement. services increased drastically in 2020, at times spiking to more than double the In addition to promoting brand previous average. On top of that, Pride recognition of AT&T + WarnerMedia celebrations across the country were among LGBTQ+ audiences, our canceled, leaving LGBTQ+ youth even partnership drove awareness of HBO’s more disconnected from safe, affirming first-ever virtual Pride celebration, communities. Many LGBTQ+ young “Human by Orientation,” as a must- people also dealt with increased anxiety, watch event. uncertainty about their economic Our commitment to Trevor’s mission futures, lack of gender-affirming care, also helped the nonprofit achieve its and the stress of being isolated goal of raising funds in June to support in unaccepting home environments. 30,000 LGBTQ+ youth in 2020 with free, 24/7 crisis counseling via an exclusive Pride corporate match. Our commitment to Trevor’s Right now, Trevor’s mission to end mission also helped the nonprofit LGBTQ+ youth suicide is urgent. We are achieve its goal of free, 24/7 proud to do whatever we can to crisis counseling via an exclusive meet the needs of young people who Pride corporate match. are struggling during this difficult time.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 58 AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 59 At the beginning of the pandemic, during the height of the rush Our Diversity to acquire PPE, the suppliers who came through for us weren’t just the big, Is Our Strength recognizable brand-name companies of the world, but rather diverse suppliers with whom we’ve nurtured relationships. These diverse suppliers were able to t AT&T, we’ve long been Just like our diverse suppliers came A committed to increasing the through for us, we did everything we pivot business operations to make and diversity of our supplier base because could to support them. We made sure deliver supplies to AT&T.” we believe that not only is it the right that financial constraints didn’t prevent RACHEL KUTZ thing to do, it’s also good business. We them from maintaining important VICE PRESIDENT OF CONSUMER understand that a diverse supply chain certifications, and we asked them what SUPPLY CHAIN AND GLOBAL is a strong supply chain, and in 2020 they needed and how we could help. LOGISTICS AT AT&T that fact was crystal clear. We also continued the work we’ve been At the beginning of the pandemic, doing for decades to identify, support, when every government and company advocate for, and contract diverse- in the world was hunting down owned businesses. And we shared what pandemic-related supplies, it was our we’ve learned – helping our industry We expect all suppliers diverse suppliers who came through peers connect with diverse suppliers as for us with what we needed. In general, well and encouraging every business in diverse suppliers tend to be nimble, our supply chain to hire more diverse in our supply chain flexible, and entrepreneurial, all suppliers themselves. qualities that proved remarkably useful Employing and supporting diverse to utilize more diverse during a crisis of such massive scale. businesses is nothing new for AT&T. In 2020 our diverse suppliers showed companies and hire up for us like never before, proving once again that when we pursue diversity, equity, and inclusion, we’re diverse employees. on the right track.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 60 Supplier Diversity 2020

T&T’s Supplier Diversity has been at the In addition to increasing our spend with Black A forefront of supporting diverse businesses, businesses, in 2020 we sought to meet the needs providing resources for the ecosystem that assists of our diverse suppliers who were facing economic their development and success. Our program hardship due to the pandemic. To that end, we seeks to drive accountability and rewards suppliers gave over $100,000 to organizations to support who demonstrate strong diversity and inclusion certification. The funds were used to help women- values, enabling AT&T to make a positive impact on owned and minority-owned businesses defray the economic growth of diverse communities. We the costs for certification and recertification. support an inclusive supply chain at AT&T because The certification process is a necessary step that we know it makes us a stronger company. diverse businesses must take to work with corporations and other businesses seeking diversity In 2020, AT&T exceeded its commitment to spend in their supplier relationships. $3 billion with U.S. Black-owned suppliers. “Our commitment to ensuring that Black-owned “I’m proud that AT&T was able to make a significant businesses and other diverse businesses have impact,” says Jalayna Bolden, Director of Supplier the opportunity to work with AT&T is longstanding, Diversity at AT&T. “I’m also proud that we made this We surpassed a sustainable, and unwavering,” says Susan A. Johnson, commitment to spend $3 billion with Black business Executive Vice President of Global Connections & in 2019, prior to the heightened awareness surrounding Supply Chain at AT&T. “Our commitment to these racial inequities that arose in 2020. In the past, we $3 billion commitment suppliers will continue beyond 2020; these are not took steps to understand where we had gaps in our short-term commitments. We will continue to work spending, and then we made intentional efforts to fill closely with all suppliers to foster economic growth to Black businesses. those gaps. We exceeded our goal by the end of 2020 and innovation within the communities we serve.” and we intend to keep our efforts going. I love that AT&T made a significant impact to bridge economic disparities. And the commitment started long ago.”

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 61 AT&T Diversity 2020 SUPPLIER DIVERSITY RESULTS $13.2 Billion Spend Metrics SPENT IN 2020 WITH CERTIFIED DIVERSE BUSINESSES

DIVERSE SPEND BREAKDOWN: Minority Business T&T has been a longstanding leader in supplier diversity by identifying and Enterprises (MBE) A promoting diverse businesses for contract opportunities. AT&T’s corporate $9.2 Billion goal is 21.5% of our procurement expenditures; of that total, the Minority Business Women Business Enterprise (MBE) goal is 15%; Women Business Enterprise (WBE) goal is 5%; and $3.8 Billion Enterprises (WBE) Service-Disabled Veteran Business (SDVB) goal is 1.5%. In 2020, we surpassed our corporate goal with 24.5% spend of total procurement. Service-Disabled Veteran Business $242 Million Enterprises (SVBE) JOB CREATION IMPACT To better understand the economic impact our AT&T purchases have in the communities we serve, in 2020 we began collecting workforce data from our suppliers. TOTAL CORPORATE SPEND GOAL: We can now report that nearly 50% of our supplier spend contributed directly to supporting over 130,000 jobs held by women and people of color – over 200,000 jobs if we project these results to our entire supplier base.* Goal: 21.5% 24.5% Actual 2020 Spend

$200 Billion Over 52 Years In spend with diverse suppliers with the Supplier Diversity program

*Notes: 1) Results exclude WarnerMedia. 2) Suppliers’ self-reported workforce data not validated by AT&T. Supplier diversity and sustainability spending and performance excludes content and programming spend. Subscription and publicly available data used when available. 3) Job counts for women and people of color are The management approach and data detailed reflects the activities of the AT&T Global Connections and not mutually exclusive. 4) Some computations based on different calendar years. 5) Jobs supported are for Supply Chain organization within AT&T Communications. suppliers’ employees only. Does not include the workforce of their subcontractors.

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 62 WarnerMedia We created The Red Book, a first-of-its-kind catalog of Supplier Diversity diverse suppliers working in entertainment production.

he events of 2020 posed significant challenges T for businesses large and small, which we also felt at WarnerMedia. We also recognized the greater impact suffered by businesses owned by women and people of color. As a result, WarnerMedia doubled down on our support of both our current and prospective diverse suppliers. To increase our ability to locate and work with The WarnerMedia Supplier Diversity team focused these diverse suppliers, we curated and published on two areas: the ability of suppliers to maintain The Red Book, a first-of-its-kind catalog important certifications and creating an even of diverse businesses working in the field of Diversity and inclusion larger pool of suppliers by recruiting new diverse entertainment production. businesses through virtual industry-wide is all-encompassing The Red Book, an ever-growing and essential networking events. resource for content producers seeking to diversify at WarnerMedia. It’s not As a company, we’re committed to increasing their hires, will be made available to other major a one-off. It’s not a do-good. diversity not just on-screen, but behind the scenes U.S. studios, giving these diverse suppliers broader as well. Off-screen talent such as post-production, exposure and even greater opportunities to It’s our culture.” boom operators, craft services, and set designers work on some of the world’s most notable projects within the industry. MELANIE GUNN, represent a variety of diverse categories. MANAGER OF SUPPLIER We recognize that identifying and hiring certified DIVERSITY AT WARNERMEDIA diverse suppliers isn’t just a WarnerMedia challenge, it’s an industry-wide issue. The Red Book is the first of many steps we will take to fundamentally transform diverse supplier inclusion in our industry.

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T&T is proud to be recognized for its Supplier Diversity process and program. These awards represent A the commitment of our leadership and hard work of our employees and Supplier Diversity team.

DiversityInc Greater Women’s Business Minority Business News Top Companies for Council (GWBC) USA Magazine Supplier Diversity Top Corporation for Women All-Stars of Supplier Diversity Business Enterprises

Women’s Business Enterprise Minority Business News National Council (WBENC) Dallas Fort Worth Minority USA Magazine America’s Top Corporation for Supplier Development Best of the Best for Women Business Enterprises Council (DFWMSDC) Supplier Diversity Buy Those That Buy Us Association of Supply Chain New Jersey Board of Management (ASCM) Hispanic Network Magazine Public Utilities Diversity & Inclusion Best of the Best for Supplier Diversity Development Champion Award Presented Latino Businesses Council Change Agent Award to Jalayna Bolden, Director, AT&T Supplier Diversity Black BOE Journal Western Region Minority Supplier

Best of the Best for Top Development Council (WRMSDC) OmniKal Supplier Diversity Program The Warrior Award America’s Top 50 Corporation for Multi-Cultural Business Opportunities

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BLOOMBERG 2020 DIVERSITYINC TOP 50 HISPANIC ASSOCIATION ON CORPORATE MILITARY TIMES SPECIALTY LISTS RESPONSIBILITY (HACR) CORPORATE • Bloomberg Gender-Equality Index INCLUSION INDEX • Best for Vets Top Companies for Employee • AT&T has been recognized on Resource Groups: #1 • 5 Stars for Employment CAREERS & THE DISABLED this list for 8 consecutive years. • Top 50 Employer • Top Companies for Mentoring: #3 • 5 Stars for Procurement • Top Companies for Sponsorships: #4 • 5 Stars for Philanthropy NATIONAL ORGANIZATION ON DISABILITY DIVERSITY BEST PRACTICES (NOD) EMPLOYMENT TRACKER • Top Companies for Supplier Diversity: #12 • 3 Stars for Governance • 2020 Diversity Best Practices Leading Disability Employer AT&T has been recognized on Inclusion Index • Top Companies for LGBT Employees this index for 10 consecutive years. STEM WORKFORCE DIVERSITY MAGAZINE • Top Companies for Executive DISABILITY:IN Diversity Councils: #3 HUMAN RIGHTS CAMPAIGN • Top 50 Employers • 100% Disability Equality Index • Top Companies for Talent Acquisition • 100% Corporate Equality Index VETS INDEXES AT&T has received 100% on this index – Women of Color: #14 AT&T has achieved 100% on this for 7 consecutive years. Top Companies for ESG • 2020 VETS Employers Index • index for 16 consecutive years.

DIVERSITYINC EQUAL OPPORTUNITY MAGAZINE WINDS OF CHANGE/AMERICAN INDIAN LATINA STYLE MAGAZINE SCIENCE AND ENGINEERING SOCIETY • 2020 Hall of Fame Company • Top 50 Employer • 5 0 Best Companies for Latinas to Work: #5 • Top 50 Workplaces for STEM Native Professionals MILITARY FRIENDLY MAGAZINE AT&T has been recognized on • Military Friendly Employer this list for 6 consecutive years. • Military Friendly Spouse Employer • Military Friendly Brand Designation • Military Friendly Supplier Diversity

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 66 2020 WarnerMedia Awards & Recognition

Our commitment to production diversity ADG AWARDS ASIAN ACADEMY CREATIVE AWARDS • Winner – Best Documentary Series was recognized in 2020. (Hong Kong, SAR), Inventing Tomorrow: • Nominated – Half Hour Single-Camera • Winner – Best Actress in a Leading Role Tech in a Time of Pandemic Series, Barry: “ronny/lily” (Singapore), Yeo Yann Yann – Invisible Stories: LIAN • Winner – Best Editing (Japan), Spirit of Tokyo ACE AWARDS • Nominated – One-Hour Contemporary Single-Camera Series, Euphoria: “The Trials • Winner – Best Animated Programme • Winner – Best Feature Film (Malaysia), • Winner – Best Edited Documentary and Tribulations of Trying to Pee While or Series 2D or 3D (Australia & New Zealand), The Garden of Evening Mists (Non-Theatrical), What’s My Name | Depressed,” “And Salt the Earth Behind You” Monster Beach • Winner – Best Lifestyle Programme Muhammad Ali • Nominated – One-Hour Period or Fantasy • Winner – Best Branded Programme or (Hong Kong SAR), Culinary Journeys Sake • Nominated – Best Edited Drama Series for Single-Camera Series, Game of Thrones: Series (Japan), Eco Solutions Japan • Winner – Best Lifestyle Programme (Japan), Non-Commercial Television, Euphoria: “Pilot” “The Bells” • Winner – Best Children’s Programme One Spirit of Tokyo • Nominated – Best Edited Drama Series for Off/Series (India), Lamput – The Chase • Winner – Best News or Current Affairs Non-Commercial Television, Watchmen: • Winner – Best Cinematography (Japan), Presenter/Anchor (India), Anand Narasimhan, “It’s Summer and We’re Running Out of Ice” AFI AWARDS Spirit of Tokyo The COVID-19 Crisis Turned Opportunity • Nominated – Best Edited Documentary • Winner – AFI TV Programs of the Year, VEEP • Winner – Best News Programme (India), (Non-Theatrical), Leaving Neverland • Winner – Best Cinematography (Vietnam), • Winner – AFI TV Programs of the Food Lore: He Serves Fish, She Eats Flower Healthcare in ICU Year, Watchmen • Winner – Best Comedy Programme (India), • Winner – Best News Programme The Week That Wasn’t (Philippines), The Final Word with Rico Hizon

AD COLOR ADVOCATE AWARD • Winner – Best Direction – Fiction (Japan), • Winner – Best Original Programme by Honoree, Don Lemon • Food Lore: Life in a Box a Streamer/OTT (Taiwan), Workers

• Winner – Best Direction – Fiction (Singapore), • Winner – Best Single Drama/Telemovie/

Invisible Stories Anthology Episode (Indonesia), Food Lore: Maria’s Secret Recipe

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 67 2020 WarnerMedia Awards & Recognition

• Winner – Best Single Drama/Telemovie/ BET AWARDS Most Powerful Women • Nominated – Best Historical/Biographical Anthology Episode (Philippines), Documentary, John Lewis: Good Trouble • Winner – Best Actress, Issa Rae • Johnita Due Food Lore: Island of Dreams • Winner – Best Actor, Michael B. Jordan • Tina Shah • Winner – Best Single News Story/Report (China), Healthy Wuhan residents say • Nominated – Best Movie, Just Mercy • Tara August CRITICS CHOICE REAL TV AWARDS they were forced into mass coronavirus • Christy Haubegger • Winner – Live Show, Chasing the Cure quarantine, risking infection • Ann Sarnoff • Nominated – Unstructured Series, • Winner – Best Single News Story/Report CABLEFAX • Johanna Fuentes We’re Here (Hong Kong SAR), Xinjiang Leaked Report The Diversity List: • Pam Lifford • Nominated – Sports Show, Real Sports • Winner – Best Single News Story/ • Johnita Due with Bryant Gumbel Report (Japan), U.S. couple in limbo as • Sandra Dewey wife is quarantined in Japan • Cynthia Hudson • Nominated – Crime/Justice Series, • Sarah Aubrey • Tina Shah Atlanta’s Missing and Murdered: • Pia Barlow The Lost Children • Yang Adija ASSOCIATION OF LGBTQ JOURNALISTS • Janet Graham Borba • Nominated – Limited Documentary • Christy Haubegger Series, Atlanta’s Missing and Murdered: • Winner – Excellence in Travel Writing Award, • Amy Gravitt • Pascal Desroches The Lost Children Allison Hope for “Traveling as a trans person: • Francesca Orsi It’s complicated” • Priya Dogra • Nominated – Interactive Show, Laura Vigilante • Chasing the Cure D+I Champion of the Year • Nominated – Outstanding Achievement Andrea Bibbs Rising Tide ATLANTA MAGAZINE ATL 500 LIST • in Nonfiction Programming by a Network • Laura Vigilante or Streaming Platform (Peer-voted), HBO Atlanta 500 List, Tara August D+I Trailblazers • • Emily Atkinson

CRITICS CHOICE DOCUMENTARY AWARDS CRITICS CHOICE TV AWARDS BAFTA FILM AWARDS D+I Thrivers Under 30 • Nominated – Best Political Documentary, • Nominated – Best Talk Show, Full Winner – Original Score, Hildur • Aimee Sanders • John Lewis: Good Trouble Frontal with Samantha Bee Guðnadóttir, Joker D+I Influentials • Nominated – Best Director, Dawn Porter, • Emily Atkinson John Lewis: Good Trouble

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CYNOPSIS • Winner – Outstanding Writing for a Limited • Winner – Outstanding Fantasy/Sci-fi • Nominated – Outstanding Live Interview, Series, Movie or Dramatic Special, Watchmen, Costumes, Watchmen, “It’s Summer Amanpour: U.S. Secretary of Defense Mark Top Women In Media “This Extraordinary Being” and We’re Running Out of Ice” Esper Interviewed by Christiane Amanpour • Tina Shah • Winner – Outstanding Lead Actress • Winner – Outstanding Single-Camera • Nominated – Outstanding Live Interview, • Morgan Dewan in a Limited Series or Movie, Picture Editing for a Limited Series or Amanpour: Christiane Amanpour Interviews • Jennifer Dill Regina King, Watchmen Movie, Watchmen, “A God Walks into a Bar” Adel al-Jubeir, Saudi Arabian Minister of State for Foreign Affairs • Winner – Outstanding Casting for a Limited • Winner – Outstanding Sound Mixing Digital It List Series Movie or Special, Watchmen, Victoria for a Limited Series or Movie, Watchmen, • Nominated – Outstanding Coverage • Moni Shah Thomas, Casting by Meagan Lewis “This Extraordinary Being” of a Breaking News Story in Spanish, CNN en Español: Barcelona Riots • Melissa Hall • Winner – Outstanding Contemporary • Winner – Outstanding Children’s Program • Julian Patterson Makeup (Non-Prosthetic), Euphoria, (TIED), We Are the Dream: The Kids of • Nominated – Outstanding Feature Story “And Salt the Earth Behind You” the Oakland MLK Oratorical Fest in Spanish, No Olvidado: Death and Dignity on the U.S. Border • Winner – Outstanding Single-Camera • Nominated – Outstanding Science and Picture Editing for a Comedy Series, Insecure, Technology Documentary, CNN Original Series: • Nominated – Outstanding Interview DIGIDAY FUTURE LEADERS AWARD “Lowkey Trying” Chasing Life with Dr. Sanjay Gupta in Spanish, Camilo: Ophelia Pastrana – CNN en Español Future Leaders Award • Winner – Outstanding Sound Editing for a • Nominated – Outstanding Investigative • Bryan Graham Limited Series, Movie or Special, Watchmen, Report in a Newscast, CNN International Desk/ • Nominated – Outstanding Interview “This Extraordinary Being” Amanpour: Fear and Oppression in Xinjiang in Spanish, En diálogo con Longobardi: Jesse y Joy – CNN en Español • Winner – Outstanding Original Music • Nominated – Outstanding Breaking EMMYS and Lyrics, Euphoria, “And Salt the News Coverage, Hong Kong Protesters • Nominated – Outstanding Writing, Earth Behind You,” Song: All for Us Storm LegCo AC360: Anderson Cooper Pays Tribute • Winner – Outstanding Lead Actress in a to His Mom, Gloria Vanderbilt Drama Series, Zendaya, Euphoria • Winner – Outstanding Music Composition • Nominated – Outstanding Breaking for a Limited Series, Movie or Special News Coverage, Sri Lanka Easter Bombings • Nominated – Outstanding Direction: • Winner – Outstanding Limited (Original Dramatic Score), Watchmen, News, Hong Kong Protests Series, Watchmen • Nominated – Outstanding Live Interview, “It’s Summer and We’re Running Out of Ice” AC360: Anderson Cooper Interviews • Nominated – Outstanding Continuing • Winner – Outstanding Supporting Actor • Winner – Outstanding Cinematography Facebook’s Monika Bickert Coverage of a News Story in a Newscast, in a Limited Series or Movie, Yahya Abdul- for a Limited Series or Movie, Watchmen, VICE News Tonight: Hong Kong Revolts Mateen ll, Watchmen “This Extraordinary Being”

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• Nominated – Outstanding • Eddie and Ozzie Awards – Range of Work MIPAD MOST INFLUENTIAL 100 • Nominated – Outstanding Breakthrough Continuing Coverage of a News Story by a Single Author (Consumer), Performance in a Motion Picture, Most Influential 100 in a Newscast, VICE News Tonight: Mirin Fader, B/R Mag Rob Morgan, Just Mercy Cross-Border Crackdown • Johnita Due • Nominated – Outstanding Comedy • Nominated – Outstanding Continuing Series, Ballers Coverage of a News Story in a Newscast, FRONT OFFICE SPORTS RISING 25 • Nominated – Outstanding Drama VICE News Tonight: Enduring Maduro: MULTICHANNEL NEWS WOMEN 2 WATCH • Rising 25, Kenny Beecham Series, Watchmen Life in Venezuela Women 2 Watch • Nominated – Outstanding Actress in a Nominated – Outstanding Investigative • • Johnita Due Drama Series, Regina King, Watchmen Report in a Newscast, VICE News Tonight: GLAAD MEDIA AWARD They Come for Us at Night: China’s • Nominated – Outstanding Actress in a Vanishing Muslims • Winner – Outstanding Spanish-Language Comedy Series, Tiffany Haddish, The Last O.G. TV Journalism – Newsmagazine, NAACP IMAGE AWARDS • Nominated – Outstanding Actor in a Después de Stonewall • Winner – Outstanding Directing in a Comedy Series, Dwayne Johnson, Ballers • Nominated – Outstanding Spanish-Language Motion Picture (Television), Rashid Johnson, FAST COMPANY • Nominated – Outstanding Actor in a TV Journalism – Newsmagazine, Native Son • Most Innovative Company North America, Comedy Series, Tracy Morgan, The Last O.G. Fallece Mujer Transgénero • Winner – Outstanding Writing in a WarnerMedia • Nominated – Outstanding Television Movie, • Nominated – Outstanding Spanish-Language Motion Picture (Television), Native Son Most Innovative Media Company, Limited-Series or Dramatic Special, • TV Interview, Tanya Saracho, Una Latina WarnerMedia • Winner – Outstanding Ensemble Native Son en Hollywood Cast in a Motion Picture, Just Mercy • Nominated – Outstanding Television Nominated – Outstanding Spanish-Language • • Winner – Outstanding Supporting Actor Movie, Limited-Series or Dramatic TV Journalism Segment, Ser Latina y in a Drama Series, Harold Perrineau, Claws Special, True Detective FOLIO Trans en EE.UU. Implica una Lucha Contra • Top Women 2020 – Corporate Champions, la Discriminación en Varios Frentes • Winner – Outstanding Motion Picture, • Nominated – Outstanding Actor in a Stefanie Rapp Just Mercy Television Movie, Limited-Series or Dramatic Nominated – Outstanding TV Journalism • Special, Mahershala Ali, True Detective • Top Women 2020 – Up and Comers, Segment, Don Lemon to Kevin Hart: • Winner – Outstanding Actor in a Motion Katie Thorpe Walking away right now is your choice Picture, Michael B. Jordan, Just Mercy • Nominated – Outstanding Talk Series, The Shop: Uninterrupted • Eddie and Ozzie Awards – Overall Digital • Winner – Outstanding Supporting Actor in Excellence (Consumer), Bleacher Report a Motion Picture, Jamie Foxx, Just Mercy • Nominated – Outstanding Documentary Social Media (Film), The Apollo

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• Nominated – Outstanding Documentary NAMIC VISION AWARDS SOCIETY OF PUBLISHERS IN ASIA AWARDS TCA AWARDS (Film), True Justice: Bryan Stevenson’s • Nominated – Lifestyle, CNN’s Turning • Winner – Excellence in Arts & Culture • Winner – Individual Achievement in Fight for Equality Points with Dr. Sanjay Gupta Reporting, Culture in the Xi era Drama, Regina King, Watchmen • Nominated – Outstanding Writing in a • Nominated – Excellence in Reporting on • Winner – Outstanding Achievement in Comedy Series, Barry Women’s Issues, “These North Korean Sketch/Variety Shows, A Black Lady • Nominated – Outstanding Writing in a SAG AWARDS defectors were sold into China as cybersex Sketch Show Dramatic Series, Watchmen slaves. Then they escaped.” • Winner – Performance by a Male Actor • Winner – Outstanding New • Nominated – Outstanding Writing in a in a Drama Series, Peter Dinklage, Program, Watchmen Motion Picture (Film), Just Mercy Game of Thrones • Winner – Outstanding Achievement

• Nominated – Performance by a Male Actor SOUTH ASIAN JOURNALISTS in Movies, Miniseries or Specials, Watchmen in a Supporting Role, Jamie Foxx, Just Mercy ASSOCIATION AWARDS • Winner – Program of the Year, Watchmen NAHJ PRESIDENT’S AWARD • Winner – COVID-19 Reporting • Nominated – Performance by an Ensemble • Nominated – Individual Achievement in President’s Award in a Comedy Series, Barry Winner – Arts and Culture Reporting, • Comedy, Issa Rae, Insecure Vital Signs with Dr. Sanjay Gupta • Ramon Escobar • Nominated – Performance by an Ensemble • Nominated – Outstanding Achievement in a Drama Series, Game of Thrones in Reality, We’re Here

• Nominated – Performance by a Male • Nominated – Outstanding Achievement Actor in a Television Movie or Miniseries, SPORTS BUSINESS JOURNAL NAMIC LUMINARY AWARD in Sketch/Variety Shows, Full Frontal with Mahershala Ali, True Detective GAME CHANGERS Luminary Award Samantha Bee • Nominated – Action Performance by a Game Changers • Donna Northington • Nominated – Outstanding Achievement Stunt Ensemble in a Comedy or Drama Rachel Brill • in Drama, Euphoria Series, Watchmen • Stefanie Rapp • Nominated – Outstanding Achievement in Comedy, Insecure

SUNDANCE AWARDS (U.S. DOCUMENTARY COMPETITION) TECHNOLOGY LEADERSHIP AWARD • Winner – Special Jury Award for Editing, • Terri Gunnell Tyler H. Walk, Welcome to Chechnya

INTRO EMPLOYEES COMMUNITIES CONTENT CUSTOMERS SUPPLIERS AWARDS AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 71 Building on the work we’ve done. Committed to the work ahead. We’re standing for equality, loud and clear.

AT&T DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT | 72