Oversight and Responsibilities Sands’ chairman and CEO sets the vision for the company’s diversity, equity and inclusion (DEI) initiatives, and our program is led by the senior vice president of global communications and corporate affairs. Responsibility for planning and implementing initiatives resides with senior leaders overseeing departments that manage each area of focus, including procurement, legal, human resources and sustainability. Policies • Code of Business Conduct and Ethics • Preventing Harassment and Discrimination Policy • Reporting and Non-Retaliation Policy • Diversity Statement Targets and Commitments We are committed to ensuring an inclusive and collaborative working environment with a deep appreciation and respect for the diverse backgrounds of our Team Members, guests and business partners. Our focus on creating a diverse and inclusive culture spans the recruitment, training and development of Team Members, as well as engagement with business and community partners. We are striving to increase representation of women in management to 45% and junior management to 47% by 2025, as part of our path to achieving gender parity. Our DEI initiatives support UN SDG 5: Gender Equality and UN SDG 10: Reduced Inequalities. We are also committed to transparency and disclose our performance in alignment with SASB Standards and through the S&P Global CSA. Strategy We have identified five essential areas for our DEI efforts: human resources and talent management, supplier diversity and inclusion, community investments in diverse organizations, corporate governance, and benchmarking and communications. Human Resources and Talent Management: We foster an environment in which TeamMembers are able to fully actualize their potential, resulting in a more diverse, skilled and experienced workforce that is better prepared for leadership positions within the company.We also focus on recruitment and selection practices that yield a diverse range of candidates at all levels. Supplier Diversity and Inclusion: We enhance opportunities, strengthen relationships and foster innovation with small, HUBZone and local businesses, and diverse enterprises that are majority owned by women, minorities, veterans, LBGTQ+ people and disabled people, to promote DEI within our supply chain. Community Investments: We support nonprofit organizations representing the needs of diverse populations to increase awareness and support for DEI in our local communities, aiming to remove systemic barriers and empower underrepresented groups. Corporate Governance: We promote DEI in all aspects of our operations and ensure that processes impacting DEI issues – both directly and indirectly – support the attainment of positive outcomes. Benchmarking and Communications: We ensure a supportive and collaborative corporate culture by clearly communicating company values and progress around DEI initiatives and fostering mutual appreciation and respect among TeamMembers.We also work to develop a best-inclass approach for disclosure of the company’s DEI metrics to ensure transparency, accountability and continual innovation. Training and Communications Our diversity training framework for corporate TeamMembers includes the In Focus DEI Conversation Series, featuring DEI experts who provide insights and discuss issues, a masterclass on allyship and other modules that complement our existing compliance training. The company also promotes DEI through support for various employee resource groups. Evaluation and Adjustments We annually evaluate and disclose DEI-related metrics, including gender diversity by employment level, race, age and disability; racial diversity by employment level; and board diversity. In addition, we track discrimination and harassment cases and periodically review pay equity studies. Team Member surveys are used to inform our approach in each global region. 1 Includes managers, directors, vice presidents and above 2 Includes assistant manager to senior manager positions MANAGEMENT APPROACH D I VERS I T Y, EQU I T Y AND I NCLUS I ON Representation of Women in Management1 2025 Target: 45% representation of women Target 45% 2022 43% 50% 25% Representation of Women in Junior Management2 2025 Target: 47% representation of women Target 47% 2022 45% 50% 25% 2022 ESG REPORT 72
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