ADVANCING OUR PURPOSE OF CARE: Diversity, Equity and Inclusion at Hyatt 1 A MESSAGE FROM HYATT’S LEADERSHIP Over the past six decades, while expanding to almost 70 countries on six continents, Hyatt has embraced the unique experiences and perspectives of its colleagues and guests and celebrated the diversity of the communities in which it operates. Our purpose is to care for people so they can be their best, and that means providing a truly inclusive experience and making a difference in the lives of everyone we touch. From the Hotel of Hope – the only hotel in Atlanta to welcome Rev. Dr. Martin Luther King, Jr. and the Southern Christian Leadership OUR PURPOSE Conference in 1967 – through our efforts today, we recognize that We care for people so they can we have an opportunity and obligation to support actions that be their best. contribute to a more diverse, equitable and inclusive society where our colleagues and guests feel welcome, always. OUR VISION We know there is more to be done and we remain focused on actions A world of understanding that support our vision of a world of understanding and care. At and care. the heart of these efforts is our belief that systemic change comes through deliberate communication of who we are, what is important to us as an organization and the actions we are taking to drive OUR MISSION change. That is why we are pleased to share Hyatt’s first Diversity, To deliver distinctive experiences Equity and Inclusion (DE&I) report and public disclosure of our for our guests. workforce data, as well as our commitment to sharing our workforce data with you annually going forward. OUR CORE VALUES Throughout this report, you will learn more about the progress Hyatt Respect, integrity, humility, has made to date in advancing our purpose of care, and our path empathy, creativity and fun. forward as part of our Change Starts Here commitment to advance DE&I both within our organization and beyond. In everything we do, we lead with empathy and care. We believe in a world where diverse viewpoints are celebrated, where each person At the core of our feels valued regardless of their background or innate characteristics purpose – to care for and where true inclusion brings understanding and belonging. This is the Hyatt World of Care. people so they can be their best – is a We look forward to sharing this journey with you. fundamental promise to care for all. Since first Sincerely, opening our doors in 1957, we have worked Mark Malaika to foster environments Hoplamazian Myers where all individuals President, CEO and Chief Human feel welcome in our Co-Chair of the Global Resources Officer DE&I Council hotels and that they belong. 2 OUR DIVERSITY, EQUITY AND INCLUSION JOURNEY We have a long history of focusing on DE&I actions and we are committed to holding ourselves accountable for continued change across our business. As a purpose-driven organization rooted in care, 1998 Established Hyatt Diversity & Inclusion Council in the Americas “Hyatt is deeply committed to creating an inclusive culture where all colleagues and 2000 Began focus on minority representation in our supply chain guests feel welcome and like they belong. There is a tremendous opportunity to make travel a more inclusive Achieved 100% ranking on the Human Rights Campaign Foundation’s experience for all individuals. 2004 Corporate Equality Index for the first time – and have maintained that ranking for 17 years and counting Over the years, we have integrated our purpose – to care for people so they can be their best – into everything we do, which has Launched Women@Hyatt and HyPride Diversity Business Resource 2011 Groups been critical in advancing our commitment to DE&I. We Introduced Domestic Partner/Same Sex Partner benefits and gender have focused on bringing 2012 reassignment as a covered benefit diverse perspectives and underrepresented voices to 2014 Announced first global DE&I leadership role strengthen our organization. At Hyatt, we see this as a Added 5 more Diversity Business Resource Groups: Asian-Pacific ripple effect – colleagues 2015 Islander, B.L.A.C.K., disABILITIES, Latino and Veterans must be able to bring their true and authentic 2017 Linked executive annual incentives to DE&I progress selves to work each day so they can care for our guests and provide 2018 Signed pledge with the CEO Act!on for Diversity & Inclusion™ Initiative Signed UN LGBTI Standards of Conduct for Business welcoming environments. If we apply this concept Launched Hyatt’s Global Diversity, Equity & Inclusion Council of a ripple effect, we can Launched RiseHY, a global program to create career opportunities for Opportunity Youth drive widespread change Banned hate groups from convening at our hotels together. Launched Leading Inclusively workshop for all managers and shared Our hope is that our 2019 inclusion case study at Global Leader Summit actions and initiatives will Created Emerging Leaders Program with focus on growing female leaders in ASPAC and EAME/SWA resonate more broadly into communities and other Introduced Change Starts Here platform and commitments 2020 organizations.“ Linked long-term executive compensation to DE&I progress 2021 Launched World of Care, our global Environmental, Social and Governance (ESG) platform, which includes a commitment to Tyronne increased communication and accountability around DE&I Stoudemire, Publicly shared DE&I workforce data for the first time, with a Global Vice President of DE&I commitment to annual disclosure and Co-Chair of the Global DE&I Required incentive-eligible colleagues to create a measurable Council individual goal focused on DE&I 3 OUR DIVERSITY, EQUITY AND INCLUSION REPRESENTATION TODAY We are committed to increased communication and accountability around DE&I, acknowledging that we have work to do. As such, we have built on our existing practice of tying annual incentives to DE&I progress and announced in 2020 we are linking executive stock compensation via our Performance Share Unit Plan to achievement of our goals. Hyatt’s Performance ShareTotal Global ColleaguesUnit Plan 99,944 is a key component of the executive team and group president’s compensation. All incentive-eligible colleagues have measurable individual goals focusedTotal Number on DE&I. of US Colleagues 34,486 89.8% 84.3% 79.6% GLOBAL U.S. COLLEAGUES: COLLEAGUES: 99,944 34,486 20.4% 15.7% 10.2% Global Global Global Global U.S. U.S. Full-Time Part-Time Non-Management Management Non-Management Management Colleagues Colleagues Colleagues Colleagues US COLLEAGUES - GENDER DISCLOSURES GLOBAL COLLEAGUES - GENDER DISCLOSURES RACE/ETHNICITYRACE ETHNICITY US WORKFORCE GENDER 3.2% 1.3% Undisclosed Multiracial 0.5% Native American 12.9% Black/African American 34.8% White 19.5% RACE/ETHNICITY Asian/Pacific U.S. WORKFORCE Islander Global Colleagues U.S. Colleagues 27.8% 55.2% Male 48.0% Male Hispanic/Latinx 44.1% Female 51.8% Female 63.8% POC Colleagues 37.5% POC Managers 38.5% Female Leaders (U.S.) 22.3% POC Leaders 47.5% POC Entry-Level 55.2% Female Managers (U.S) 50.3% Female Entry-Level Managers (U.S.) Managers RACE ETHNICITY US MANAGERS RACE ETHNICITY US entry level MANAGERS RACE ETHNICITY US LEADERS 2.6% Undisclosed 2.3% Multiracial 3.3% Multiracial 2.0% Multiracial 1.6% Undisclosed 1.6% Undisclosed 4.4% Black/African 0.4% Native American 6.6% Black/African 0.3% Native American 10.1% Black/ 0.4% Native American American American African American 7.7% Asian/Pacific Islander 13.5% Asian/ 13.2% Pacific Islander 7.9% Asian/ Hispanic/ Pacific Latinx Islander U.S. ENTRY U.S. LEADERS U.S. MANAGERS LEVEL MANAGERS 75.0% White 14.8% Hispanic/ 20.5% Latinx Hispanic/ Latinx 50.9% White 60.9% White POC (people of color) include those who identify as Black/African American, Asian/Pacific Islander, Hispanic/Latinx, Native American or multiracial. All data as of December 31, 2020. 4 OUR CHANGE STARTS HERE 2025 COMMITMENTS & GOALS In 2020, we launched our Change Starts Here commitment with actionable goals to accelerate our DE&I efforts by 2025 across three key areas. WHO WE EMPLOY, WHO WE SUPPORT WHO WE BUY FROM DEVELOP & ADVANCE & WORK WITH The Hyatt Hotels Foundation is • We are committed to hiring, committing to make financial • We commit to working with promoting and retaining diverse contributions totaling $1M USD organizations to significantly talent. in support of strengthening increase our spend with Black communities in diverse suppliers and vendors • We will focus on ensuring the U.S. in our supply chain, evaluate our leadership better reflects investments in diverse our broader company and We are also committing to: businesses and provide communities. • Magnifying our long-term resources to help diverse focus on helping Opportunity businesses. • We will continue to ensure a level Youth prepare for and secure playing field for career growth for good jobs. • We are focused on expanding all colleagues, through our Internal our purchasing with minority- Recruiting & Hiring Guidelines and • Investing in our Chicago owned businesses, especially requiring diverse candidates for all hometown by supporting those that are Black-owned. posted leadership roles. organizations committed to strengthening underserved • We will audit our hiring and populations, with a focus on promotion processes to ensure we the Black population. are delivering diverse candidates in the selection process. • Investing in initiatives that support Black- and minority- • We will continue to link owned businesses with achievement of our DE&I goals to a philanthropic focus on executive compensation. Chicago. 2025 GOAL: 2025 GOALS: 2025 GOAL: Double representation for Achieve 45% Black RiseHY Achieve 10% of Black spend Women and POC groups hires over the duration of as a percentage of all respectively in key leadership 2021 - 2025, U.S.