067HN_AAP-ESG-2021-Report-M

PURPOSE | DIVERSITY, EQUITY & INCLUSION

TRAINING TO INCREASE DEI AWARENESS DEI awareness trainings help every team member better understand their role in building an inclusive workplace. They also increase cultural competence and build awareness of unconscious bias that might exist among our team members. Sessions were conducted throughout 2021 in partnership with an external global think tank and addressed each of the seven cohorts represented by our team member networks. Importantly, these sessions were not only informational, they identified actions we could all take to better leverage and support each audience. For example, our Asian American training in May unleashed the potential of what many perceive as a “model minority,” and a separate training in June enhanced understanding of the LGBTQ+ cohort and the importance of allyship. We also featured sessions on “Being Black in Corporate America,” and unique challenges and opportunities for military veterans, the LatinX community and people with disabilities. In 2021, we offered courses to help educate women at Advance about the benefits of having both mentors and sponsors to help them advance in their careers.

ESTABLISHING THE CEO INCLUSION COUNCIL The commitment of the leadership team to Advance’s DEI agenda is essential in ensuring meaningful progress, so in spring 2021, CEO Tom Greco assembled his first-ever CEO Inclusion Council. This diverse group of Advance leaders is charged with oversight of the company’s DEI strategy to ensure it delivers against our business goals and provides everyone at Advance the opportunity to thrive, belong and succeed.

The goals of the CEO Inclusion Council are largely focused on:

• Ensuring alignment between Advance’s overall business strategy and our DEI goals while integrating DEI within the company’s mission, vision and operations. • Creating strategic accountability for results, providing governance and oversight of our efforts in addition to enhancing company-wide communications on progress. • Leading Advance in modeling inclusive behaviors and cascading core competencies of self-awareness to ensure all team members feel included, empowered, accepted and valued. • Improving our talent pipeline and diverse representation in senior leadership by operationalizing DEI practices, principles and processes. Each council member serves for 18 months and a variety of job functions and geographies are represented.

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2021 ADVANCE AUTO PARTS CORPORATE SUSTAINABILITY AND SOCIAL REPORT | 38

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