PURPOSE | DIVERSITY, EQUITY & INCLUSION
GENDER 1
RACE 1
CONTINUING TO BUILD ON OUR DEI STRATEGY
2.0% Asian 14.1% African/American 18.5% Hispanic 59.8% White 3.0% Other Race 2.6% Decline to Disclose
77.5% Male 22.2% Female 0.0% Non-Binary 0.3% Decline to Disclose
We continued to build out our office of DEI and hired key roles to further Advance’s ability to bring our strategy to life. Within the department is a diversity arm responsible for gathering and interpreting data; an equity arm that partners with HR to build strategies to recruit and retain diverse talent and ensure equity in compensation among underrepresented groups; and an inclusion arm charged with collaboration with team member networks, as well as engagement with external diversity organizations. This includes driving participation in third-party trainings and conferences to increase knowledge and gain outside perspectives on strategies to increase diversity, equity and inclusion in the workplace. In addition, the office of DEI facilitates cultural celebrations, often in partnership with team member networks, linked to key diversity-related moments-in-time, such as Martin Luther King, Jr. Day, Black History Month, Women’s History Month, Asian American and Pacific Islander Heritage Month, Hispanic Heritage Month, Veteran’s Day, National Disability Employment Awareness Month and Pride Month, among others. IMPLEMENTING A DATA-DRIVEN APPROACH Strong DEI data and analytics help us understand where gaps exist and where best to direct resources to address them. In 2021, we developed a data-driven strategy to ensure our progress is measurable, goes beyond just diversity numbers and provides great intelligence in terms of retention and advancement across all parts of the business – from the field to our DCs to our corporate locations. We gleaned across-the-board feedback and established a baseline for all categories of team members. Then we mapped their equity journey in the company.
7.1% Asian 8.1% African/American 12.1% Hispanic 67.9% White 1.8% Other Race 3.1% Decline to Disclose
76.7% Male 22.9% Female 0.0% Non-Binary 0.4% Decline to Disclose
4.3% Asian 5.7% African/American 8.6% Hispanic 77.9% White 0.0% Other Race 3.6% Decline to Disclose
78.6% Male 20.7% Female 0.7% Non-Binary 0.0% Decline to Disclose
0.0% Asian 11.1% African/American 11.1% Hispanic 77.8% White 0.0% Other Race 0.0% Decline to Disclose
77.8% Male 22.2% Female 0.0% Non-Binary 0.0% Decline to Disclose
1. Based on U.S. team members as of January 1, 2022. For metrics in accordance with SASB Standards, please see Appendix A. Includes salaried and hourly U.S. team members (U.S. and Puerto Rico). Other race includes two or more races, Hawaiian, Native American). 2. Management defined as managers and directors and excludes VP+ roles. 3. Officers defined as VP+ and includes executive officers
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2021 ADVANCE AUTO PARTS CORPORATE SUSTAINABILITY AND SOCIAL REPORT | 35
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