Hyatt Hotels : Advancing Our Purpose of Care

ADVANCING OUR PURPOSE OF CARE:

Diversity, Equity and Inclusion at Hyatt

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 Conference in 1967 - through our efforts today, we recognize that we have an opportunity and obligation to support actions that contribute to a more diverse, equitable and inclusive society where our colleagues and guests feel welcome, always.

We know there is more to be done and we remain focused on actions that support our vision of a world of understanding and care. At 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 change. That is why we are pleased to share Hyatt's first Diversity, Equity & Inclusion (DE&I) report and public disclosure of our workforce data, as well as our commitment to sharing our workforce data with you annually going forward.

Throughout this report, you will learn more about the progress Hyatt has made to date in advancing our purpose of care, and our path 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 feels valued regardless of their background or innate characteristics and where true inclusion brings understanding and belonging. This is the Hyatt World of Care.

We look forward to sharing this journey with you.

Sincerely,

Mark	Malaika
Hoplamazian	Myers
President, CEO and	Chief Human
Co-Chair of the Global	Resources Officer
DE&I Council

OUR PURPOSE

We care for people so they can be their best.

OUR VISION

A world of understanding and care.

OUR MISSION

To deliver distinctive experiences for our guests.

OUR CORE VALUES

Respect, integrity, humility, empathy, creativity and fun.

At the core of our purpose - to care for people so they can be their best - is a fundamental promise to care for all. Since first opening our doors in 1957, we have worked to foster environments where all individuals feel welcome in our hotels and that they belong.

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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

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2020

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Established Hyatt Diversity & Inclusion Council in the Americas

Began focus on minority representation in our supply chain

Achieved 100% ranking on the Human Rights Campaign Foundation's Corporate Equality Index for the first time - and have maintained that ranking for 17 years and counting

Launched Women@Hyatt and HyPride Diversity Business Resource Groups

Introduced Domestic Partner/Same Sex Partner benefits and gender reassignment as a covered benefit

Announced first global DE&I leadership role

Added 5 more Diversity Business Resource Groups: Asian-Pacific Islander, B.L.A.C.K., disABILITIES, Latino and Veterans

Linked executive annual incentives to DE&I progress

Signed pledge with the CEO Act!on for Diversity & Inclusion™ Initiative Signed UN LGBTI Standards of Conduct for Business

Launched Hyatt's Global Diversity, Equity & Inclusion Council

Launched RiseHY, a global program to create career opportunities for Opportunity Youth

Banned hate groups from convening at our hotels

Launched Leading Inclusively workshop for all managers and shared inclusion case study at Global Leader Summit

Created Emerging Leaders Program with focus on growing female leaders in ASPAC and EAME/SWA

Introduced Change Starts Here platform and commitments Linked long-term executive compensation to DE&I progress

Launched World of Care, our global Environmental, Social and Governance (ESG) platform, which includes a commitment to increased communication and accountability around DE&I

Publicly shared DE&I workforce data for the first time, with a commitment to annual disclosure

Required incentive-eligible colleagues to create a measurable individual goal focused on DE&I

organization rooted in care,

Hyatt is deeply committed to

creating an inclusive culture

where all colleagues and

guests feel welcome and

like they belong. There is a

tremendous opportunity to

make travel a more inclusive

experience for all individuals.

Over the years, we have

integrated our purpose -

to care for people so they

can be their best - into

everything we do, which has

been critical in advancing

our commitment to DE&I. We

have focused on bringing

diverse perspectives and

underrepresented voices to

strengthen our organization.

At Hyatt, we see this as a

ripple effect - colleagues

must be able to bring

their true and authentic

selves to work each day

so they can care for

our guests and provide

welcoming environments.

If we apply this concept

of a ripple effect, we can

drive widespread change

together.

Our hope is that our

actions and initiatives will

resonate more broadly into

communities and other

organizations."

Tyronne

Stoudemire,

Global Vice President of DE&I

and Co-Chair of the Global DE&I

Council

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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 Share Unit Plan is a key component of the executive team and group president's compensation. All incentive-eligible colleagues have measurable individual goals focused on DE&I.

89.8%				84.3%
		79.6%
GLOBAL				U.S.
COLLEAGUES:				COLLEAGUES:
99,944				34,486
	10.2%		20.4%		15.7%
Global	Global	Global	Global	U.S.	U.S.
Full-Time	Part-Time	Non-Management	Management	Non-Management	Management
Colleagues	Colleagues			Colleagues	Colleagues
RACE/ETHNICITY				GENDER

	3.2%	1.3% Undisclosed
12.9%	Multiracial	0.5% Native American
Black/African
American
19.5%	RACE/ETHNICITY	34.8% White
Asian/Pacific	U.S. WORKFORCE
Islander
27.8%				Global Colleagues	U.S. Colleagues
			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)
			Managers	50.3% Female Entry-Level Managers (U.S.)

2.6% Undisclosed

2.0% Multiracial

4.4% Black/African	0.4% Native American
American
7.7% Asian/Pacific
Islander
7.9%
Hispanic/
Latinx	U.S. LEADERS
75.0% White

	2.3% Multiracial
	1.6% Undisclosed
6.6% Black/African	0.3% Native American
American

13.5% Asian/

Pacific Islander

U.S. MANAGERS

14.8%

Hispanic/ Latinx

60.9% White

3.3% Multiracial

1.6% Undisclosed

10.1% Black/0.4% Native American

African American

13.2%
Asian/
Pacific	U.S. ENTRY
Islander
	LEVEL MANAGERS
20.5%
Hispanic/
Latinx
	50.9% 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.

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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, DEVELOP & ADVANCE

• We are committed to hiring, promoting and retaining diverse talent.
• We will focus on ensuring our leadership better reflects our broader company and communities.
• We will continue to ensure a level playing field for career growth for all colleagues, through our Internal Recruiting & Hiring Guidelines and requiring diverse candidates for all posted leadership roles.
• We will audit our hiring and promotion processes to ensure we are delivering diverse candidates in the selection process.
• We will continue to link achievement of our DE&I goals to executive compensation.

WHO WE SUPPORT

The Hyatt Hotels Foundation is committing to make financial contributions totaling $1M USD in support of strengthening Black communities in

the U.S.

We are also committing to:

• Magnifying our long-term focus on helping Opportunity Youth prepare for and secure good jobs.
• Investing in our Chicago hometown by supporting organizations committed to strengthening underserved populations, with a focus on the Black population.
• Investing in initiatives that support Black- and minority- owned businesses with
  a philanthropic focus on Chicago.

WHO WE BUY FROM

• WORK WITH
• We commit to working with organizations to significantly increase our spend with diverse suppliers and vendors in our supply chain, evaluate investments in diverse businesses and provide resources to help diverse businesses.
• We are focused on expanding our purchasing with minority- owned businesses, especially those that are Black-owned.

2025 GOAL:

Double representation for Women and POC groups respectively in key leadership roles, which includes doubling the representation of Black Leaders.

2025 GOALS:

Achieve 45% Black RiseHY hires over the duration of 2021-2025, U.S. only.

Make financial contributions totaling $1M USD in support of strengthening Black communities in the U.S. through the Hyatt Hotels Foundation.

Provide 1,000 hours of probono or volunteer support in Black communites in Chicago.

2025 GOAL:

Achieve 10% of Black spend as a percentage of all minority- and women-owned supplier spend.

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