D I VERS I T Y, EQU I T Y AND I NCLUS I ON We believe that integrating diverse perspectives and promoting inclusiveness inspires positive outcomes in our communities. Our diversity, equity and inclusion (DEI) initiatives target the most relevant issues and specific populations in our regions around the world with the universal goal of removing systemic barriers and advancing underrepresented groups. We are dedicated to creating a diverse and inclusive culture that spans all areas of the Team Member journey and is interwoven into our engagements with business and community partners. We continue to advance our approach in five critical areas of focus: human resources and talent management, supplier engagement, community outreach, corporate governance, and benchmarking and communications. Progress over the past few years has included integrating diversity criteria into our board nomination guidelines, expanding benefits to better serve diverse populations, escalating our supplier engagement support for small and medium enterprises, increasing community investments in diverse organizations and providing more transparency through the DEI metrics and targets now published in our ESG reports. With respect to our 2025 targets for female representation, we continued to match our 2021 performance, with 43% representation of women in management and 45% representation of women in junior management at the end of 2022. However, we have increased representation of women in senior management at both Sands China and Marina Bay Sands. Accomplishments Beyond our gender representation targets, we have established a number of qualitative goals and made continued progress in DEI-related initiatives for our Team Members, suppliers and community partners. Team Member Programs: In 2022, we supplemented our compliance-driven discrimination training with new initiatives to drive awareness and education on DEIrelated topics. We launched the In Focus DEI Conversation Series to provide corporate Team Members with insights into DEI issues from nationally recognized leaders and experts. We conducted allyship training for an initial group of senior leaders and plan to extend the training to our full corporate workforce. Our women’s and LGBTQ+ resource groups developed several new initiatives, including mentorship and community volunteering programs. Finally, we expanded benefits to include paid maternity leave for corporate Team Members, and Sands China introduced new benefits for women returning frommaternity leave, which include providing an hour off at the beginning or end of shifts for 30 days after return to help with childcare and other needs during the transition back to work. Additionally, Sands China is developing a Returnship Program targeting women who have resigned from employment due to life events and personal circumstances. To be targeted and effective, a survey of more than 100 women was completed to understand the challenges that spurred their departures and difficulties they face in returning to work. Supplier and Community Engagement: Sands China’s external DEI efforts are largely focused on providing opportunities and advancing success for SMEs, which is spearheaded by the company’s Local Small, Medium and Micro Suppliers Support Programme. Through this initiative, the company provides comprehensive assistance to help SMEs, micro-enterprises, Macao young entrepreneurs and “Made-in-Macao” businesses be competitive in sourcing opportunities within Sands and in the Macao community. In the United States, we extended our DEI commitment through a variety of Sands Cares partnerships aimed at strengthening the work of diverse organizations. Our engagements address the core issues outlined in our Communities pillar with a specific focus on helping remove barriers for underrepresented groups. We have formed well-rounded relationships at the national and local level with women’s, Black, Asian American and Pacific Islander (AAPI), Hispanic and LGBTQ+ nonprofits. AT A GL ANCE P I L L AR People APPROACH Diversity, Equity and Inclusion Human Resources and Talent Management Foster an environment in which every Team Member can fully realize their potential Supplier Diversity and Inclusion Enhance opportunities and strengthen relationships with small, HUBZone, local and diverse businesses Community Investment Empower causes and organizations that help underrepresented groups overcome barriers Corporate Governance Provide the structure and guiding principles to achieve our desired outcomes Benchmarking and Communications Ensure transparency and accountability by clearly communicating values and progress 2025 TARGETS 45% Representation of women in management 47% Representation of women in junior management 202 2 PERFORMANCE 43% Representation of women in management On track 45% Representation of women in junior management On track 72 More information and data on diversity, equity and inclusion can be found in the Appendix on page 72. $2.7M Charitable giving in support of DEI 25 Community organizations championing DEI supported 2022 ESG REPORT 26
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