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As this program grows, so does diversity representation at the director level and above.
C U R R I C U L U M Also under development in phase one of the D&I Strategic Plan is a employees increase their awareness of diversity and inclusion in the workplace, and leaders learn how to develop and manage diverse teams.
This learning module is taught both in-person and online.
As Wynn progresses into the next phases of the Diversity & Inclusion Strategic Plan, our goal is to be an employer of choice for diverse employees and to recruit diverse candidates.
R A M The Diversity Recruitment program will engage with new partners to recruit diverse candidates for employment.
Partner with Historically Black Colleges and Universities with Hospitality Management programs.
Partner with diverse organizations with a recruitment component to their membership.
Partner with diverse, industryrelated associations with a recruitment component to their membership.
H E A L T H C A R E C O V E R A G E Wynn Las Vegas and Encore Boston Harbor offer comprehensive healthcare benefits to employees working an average of week.
Insurance benefits include medical, prescription, dental, and vision coverage.
Throughout the year, employees have access to on-site eye exams, mobile medical vans for general services, virtual health and wellness coaches, and free online classes and seminars focused on mental and physical well-being.
Other virtual programming covers educational topics of f inancial literacy and benefits education.
To offset the increase in cost of healthcare insurance premiums, Wynn Las Vegas absorbed more than $7 million on behalf of employees so that monthly benefits costs did not rise year over year.
Encore Boston Harbor also absorbed premium increases of employees, so that monthly liability was limited to a 5 percent increase over 2019 premiums.
The cost absorbed by Encore Boston Harbor was more than $2.3 million.
Because it is important that employees have access to affordable healthcare resources, Wynn provided this support without reduction in coverage or changes in copays.
Wynn Resorts is committed to building a workplace that attracts and retains employees, even during turbulent times.
Luxury hospitality requires an experienced and highly trained workforce; therefore, our business staff ing model is to retain as many employees as possible during any economic downturn or restructuring.
It is illustrative that when forced to close for several months during the height of the COVID-refused to lay off employees and instead fully paid all salaries, estimated tips, and full benefits to all employees throughout the closure, which amounted to $250 million.
Wynn Resorts’ policy is to mitigate workforce redundancies as much as possible by actively working to match affected employees with alternative roles throughout the Company.
Our goal is to offer ongoing employment to the existing workforce and to retain the talents and skills of Wynn Resorts’ team members.
In experience a material redundancy or job reduction event.
Information on our equitable payment practices is published annually and employees have access to our workforce adjustment practices among all Company policies.
Wynn Resorts possesses a strong “promote from within” culture; for example, supervisor positions were f illed by internal employees at Wynn Las Vegas in 2021.
Our Wynn Las Vegas resort has many three-generation families working within it, while nearly proud to be “Day One” employees.
The average hourly wage for our North America employees in was $34.71 and 100 percent of Wynn employees in North America earned above minimum wage in 2021.
I R E M E N T B E N E F I T S Wynn Resorts provides a match program to support longterm retirement planning for employees.
As the a cliff—there is not an incremental vesting schedule—employees go from zero percent vested to 100 percent vested upon three years of employment.
The Company matches an employee contributes, up to 6 percent of their annual salary.
In order to qualify for the Company match, employees must have one year of employment.
For employees with dependents and families, Wynn offers programs that support work-life balance.
As a covered employer under the Family Medical Leave Act (FMLA), Wynn provides unpaid, job-protected leave to eligible employees for a maximum of 12-month period for reasons outlined under the FMLA.
Employees have formal options for special leave in situations of pandemic-related sickness, mandatory educationrelated events, or school-related emergencies.
For employees with growing families, up to six weeks of paid parental leave is available upon the birth or placement of a child.
Scholarship recipients donated more than volunteerism in 2021.
As business boomed in focused on hiring and training a Five-Star workforce.
In October, the focus shifted to talent retention programs and the reengineering of an employee-centric workplace.
Feedback collected directly from our employees shaped training topics and themes.
In engaged with new training modules on top-of-mind issues impacting the casino-resort industry, such as human rights and human traff icking, guest interaction, and COVID-19 pandemic sanitation standards.
To accommodate distance learning in training transitioned onto a virtual learning platform.
The Company will reassess in-person distinct compliance training in the future.
Our management development training focuses on education, peer-to-peer thought sharing, and mentoring.
To engage our many newly hired management employees in Monthly Management Development Newsletter with self-study podcasts, articles, and videos.
In September classes relaunched as well as the new ‘Conversations with Leaders’ program, a 30-minute virtual training conducted by top company leaders on trending topics.
This program gives up-and-coming leaders the opportunity to hear from experienced company peers and leaders on their philosophy and management techniques.
N Wynn Resorts is consistently recognized as a top workplace, most recently as one of Forbes America’s Best Employers within the top five companies in the Travel and Leisure category.
To build a strong workplace, we provide all employees with an average of orientation before their start of work.
New Hire Orientation instills company culture, values, and service standards through training on Company policies including ethical business standards, harassment and discrimination prevention, and compliance.
Roles with specialist functions receive additional training on the job.
In new strategies to recruit and retain talent.
As business volumes met and exceeded pre-pandemic levels, the Company needed to hire team members across all job functions.
Relaunched in June, the Employee Referral Program rewards current employees with $a line-level candidate and $250 for a management candidate who is hired and passes his/her 90-day probation period.
In January became one of the f irst resorts in the world to earn the Sharecare Health Security VERIFIED™ certif ication with Forbes Travel Guide.
The comprehensive facility verif ication ensures consistent and robust health safety procedures.
Employees undergo Sharecare verif ication training, covering more than health and hygiene protocols, cleaning products and procedures, ventilation, physical distancing, the guest experience, and health safety communication with guests and employees.
Hotels verify their health protocols on an ongoing basis to ensure compliance with the most up-to-date global health standards.
A R G E T S Reflecting our Company values of progress and excellence, we continuously upgrade our employee training and education programs to ensure every employee is exceptionally prepared for their job.
Training content is crafted and deployed using various media strategies including curated videos, virtual learning, and knowledge tests.
As part of our strategic training management practices, training is continuously updated to meet internal needs analysis, state and local guidelines, and employee feedback.
To promote an open feedback culture on training and education content, employees are asked to submit feedback on classes and facilitators following course completion.
Maintaining a highly trained and skilled workforce requires setting target completion dates for mandatory training programs, including annual programs like compliance training.
When working toward a target completion date, we rely on weekly progress reports and communication updates with management.
Wynn Resorts actively promotes and advocates for the fundamental human rights of our employees, guests, and our communities in which we operate.
Wynn empowers its employees at every level to succeed and excel by creating holistic and innovative development and benefits programs that support human and workplace rights.
In company policies under the Global Framework of Human Rights in Business.
The Human Rights Policy sets the core principles that guide our internal policies and procedures, and reinforces our commitment to upholding, protecting, and promoting fundamental human rights.
Forced Labour Convention; and guarantees workplace health and safety for all employees.
The Human Rights Policy ensures the freedom of association and right to choose a collective bargaining representative, if desired, in accordance with the National Labor Relations Act, without fear of reprisal, intimidation, or harassment.
Wynn is committed to investigating concerns of employees and taking action to prevent harassment and discrimination.
To eradicate complicity in human rights violations, the Company regularly reviews relevant policies and principles to maintain and improve systems and processes related to our operations.
Workplace Violence Policy Wynn Resorts does not tolerate sexual or other unlawful harassment or discrimination of any kind.
Employees have structured reporting options, including a confidential hotline.
In our Code of Business Conduct and Ethics, employees will not be subject to retaliation or adverse employment action because of a good faith report of suspected misconduct, or for assisting in any investigation of suspected misconduct.
The Preventing Harassment and Discrimination Policy supports equal opportunity in employment to all persons.
To safeguard employees from disrespectful behavior from guests or vendors, the Preventing Harassment and Discrimination Policy and the Employee Interaction with Guests and Other Third Parties Policy outlines standards and reporting structures that ensure each situation is handled with an appropriate response.
Our Anti-Human Trafficking Policy prohibits traff icking from our entire supply chain, including human traff icking of any age, involuntary servitude or slavery, or sex traff icking.
The Company extends these standards down the supply chain.
We work with suppliers who adopt the same standards of labor rights and working conditions.
O V E R N A N C E R E P O R T The Ka Platinum Level accreditation through the International Casino & Resort Working Dog Association, a thirdparty audit of procedures and facilities for best practices.
Handler school, field training with an experienced handler, and employee shadowing take about six weeks.
Kmaintain their training knowledge by passing a third-party detection certification program annually, while also completing at least 32 hours of continuing education professional training.
Wynn maintains exceptional standards of animal welfare in its Kprogram facilities.
Our Khoused in state-of-the-art, climatecontrolled living quarters totaling 3,800 square feet.
This dedicated space includes separate areas for grooming and bathing, meal preparation, and outdoor play areas with cool misting during the summer season.
Large individual kennels are cleaned daily and furnished to reduce stress with sound dampening equipment, auto-filling water bowls, and large beds.
Our Kwork to protect the K9s from fear or distress.
In addition to the sound-dampening equipment used throughout the facility, classical music is played to reduce stress.
The use of compulsion training, choke chains, shock collars, and other harsh training tools are prohibited.
Instead, trainers receive extensive training and employ positive reinforcement training techniques using operant conditioning methods.
In addition to daily efforts, the Ktrainers host facility tours and training demonstrations, offered to the public through the Wynn Master Class Series.
This class educates the public on how the working Koperate at Wynn Las Vegas.
Animal Welfare Nutrition and health are central to our K9 team.
Each Kby a comprehensive Health & Dental Insurance Plan, as well as regular Veterinarian care every six months.
Kand consistent high-quality meals, which are approved by a boardlicensed Veterinarian.
Our Kencouraged to express their natural behaviors during their multiple daily play times.
To ensure the dogs are not overworked, bodily weight, food consumption, and work activity are tracked.
As champions of the destinations we serve, Wynn Resorts invests heavily in enhancing the quality of life in our home communities.
These transformative investments focus on leveraging our core expertise in hospitality and development to create community engagement and social impact programs that truly take care of others and deliver tourism revenue, jobs, and opportunities to local businesses.
Our mission is twofold: to build stronger and more resilient communities that our employees can proudly call home, and to foster our reputation as world-class centers of tourism our guests will travel the world to experience.
Combining philanthropy with citywide economic and infrastructure development has become our community relations calling card.

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