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Our core values guide how we focus on our people, operate sustainably and strengthen our communities and provide a benchmark for measuring progress.
We focus on our people by striving for an environment centered on The Home Depot’s core value of respect for all people, where diversity, equity and inclusion are celebrated and associates have opportunities to grow.
We believe our approximately and they differentiate us in the marketplace.
Sustainably While our office of Diversity & Inclusion has existed within the company for more than a decade to help diversify our workforce and support change in our communities, we expanded in an enhanced mission: Diversity, Equity and Inclusion (DEI).
Adding equity to our focus reflects our desire to promote fairness, remove bias and ensure all of our associates and business partners have access to the resources they need to succeed at work.
In associate resource groups (ARGs) beyond our Store Support Center (corporate facility) to include more associates and increase engagement and participation.
Through our new associate engagement platform, Yammer, all our U.S. associates are now able to access our ARGs.
We also leveraged Yammer to reach more associates with C.A.R.E. talks, a series of diversity discussions that Champion Awareness, Respect, and Equity for all associates.
We were also able to meet our goal to launch a Tier II supplier diversity program in 2021.
Beyond the $with diverse Tier I (direct) suppliers last year, our new program will help us measure and encourage our Tier I suppliers to spend more with diverse businesses.
At The Home Depot, we focus on three key areas to create meaningful change through thoughtful actions that align with all eight of our core values.
We strive to create an environment centered around our eight core values, where diversity, equity and inclusion fuel opportunities for our associates, communities, and suppliers.
When Khareem Mitchell started with The Home Depot in he discovered a workplace where his personal principles aligned with company values.
His AfroHispanic roots play a big role in how he conducts his life — both inside and outside of work.
We have many initiatives currently in the works, including an expansion of our existing Retool Your School program to further strengthen our commitment to historically black colleges and universities (HBCUs).
This expansion, set to launch in a broader reach (See Page 62).
In addition, we are working to enlarge our network of external partner organizations to enhance the career development of our female, minority, LGBTQ+ and veteran associates.
resources Learn more about how we work with our community partners across the nation and how spending with diverse suppliers benefits our company and our communities on Pages 58-61.
At The Home Depot, our values guide us on everything we do.
They serve as our foundation, and they are embedded in our culture.
Our expanded focus on diversity, equity and inclusion supports all eight of our core values, including respect for all people, giving back and building strong relationships with other associates and our customers.
We strive to build a workplace and retail space that reflect the communities we serve.
A diverse and inclusive workplace also creates shareholder value by providing different perspectives and fresh ideas that spark innovation.
We recently expanded our associate resource groups (ARGs) to all associates companywide, including in stores and distribution centers.
Previously, these groups were only available to our Store Support Center (SSC) associates.
In an aligned effort, we are identifying tools and platforms to directly engage with our hourly front-line associates to share DEI-related information and resources.
We also are raising awareness of DEI and its importance by modernizing our learning materials; holding listening sessions where executives hear from associates across the organization; and focusing on recruiting and talent-planning strategies that emphasize diversity and inclusion.
On the community side, we are continuing to partner with local and national organizations focused on closing the wealth gap and advancing education for all.
We continue to amplify our supplier diversity efforts to drive innovation, economic opportunities and shareholder value by directing more of our dollars, directly and indirectly, toward diverse businesses.
We look to partner with organizations like the Billion Dollar Roundtable whose mission aligns with our focus areas.
To further our commitment to supplier diversity, we are also seeking to achieve $annual spend with diverse suppliers by 2025.
I’m excited about our plans to expand Our Retool Your School program in which has provided campus beautification funding to historically black colleges and universities (HBCUs) since 2009.
By expanding the reach of this program, we can further strengthen our commitment to HBCUs and their students, including through career development opportunities.
Mission Statement The Home Depot ignites the doer in all of us to build a culture of understanding, acceptance and appreciation.
Vision Statement The Home Depot is building a more diverse, equitable and inclusive organization, within our enterprise and the communities we are proud to serve.
Grounded in our core values, we have the conviction, capabilities and tools to make a difference for our associates, community partners and suppliers.
Our diverse workforce strengthens our competitive advantages and reflects the customers and communities we serve.
A comparison against U.S. Department of Labor data shows that our U.S. workforce is more ethnically diverse than the nation’s working population.
In 2021, we also expanded the number and percentage of women and minorities at the manager level and above.
These charts reflect the demographics of The Home Depot’s U.S. workforce from fiscal 2019 through fiscal 2021.
*Includes manager-level positions and above at stores, distribution centers and other field locations, as well as at our Store Support Center; excludes officers.
DID YOU KNOW Since were women, members of a historically under-represented racial or ethnic group or both.
And of the are members of historically under-represented racial or ethnic groups.
*2021 data as of the fiscal year ended January 30, 2022.
For additional information on our board composition, visit the Corporate Governance section of our website.
Voice of the Associate Survey Highly engaged associates care about their work and the performance of The Home Depot.
Our passion is to create an engaging and inclusive workplace; we do so by proactively engaging with our associates, while also listening and responding to their feedback.
In Voice of the Associate survey to all our associates.
Our two Voice of the Associate surveys – Census and Pulse – provided us the opportunity to hear from our associates at least twice in 2021.
Our Census survey is an annual in-depth look at our associate’s engagement and satisfaction with their job and with the Home Depot, while our Pulse survey is typically shorter and seeks feedback on specific topics.
Based on the Voice of the Associate highest engagement numbers across the enterprise that we have seen in the past few years.
In addition, we also added two additional surveys – Onboarding and Exit, into our “Lifecycle Listening” toolbelt.
These additional surveys allow us to intentionally connect with associates at specific moments within their career at The Home Depot.
helped create new collaboration spaces and opportunities for reaching associates across the business.
Whether through on-site desktops or on-the-go mobile devices, more than and Canada have access to Yammer.
With more than communities in the network, the digital hub links associates to both their local co-workers and corporate support across North America.
It serves as a central hub to recognize associates for living our values, promote company news, cultivate connections between front-line and corporate associates and fuel the orangeblooded entrepreneurial spirit that’s part of what drives our business every day.
Our philosophy of taking care of our people and motivating them to deliver a superior customer experience shapes our profit-sharing program for hourly associates.
Success Sharing provides semi-annual cash awards for performance against our business plan, including sales and productivity goals.
The program has granted awards totaling more than $the last two years.
The outstanding performance of our associates in fiscal of stores to qualify for Success Sharing in both the first and second half of the year.
This resulted in record award payments to our non-management associates of approximately $739 million.
We also continue to make investments in our associates – recent actions include our decision at the end of transition our COVID-related enhanced associate pay and benefits to permanent compensation enhancements for frontline, hourly associates.
Associate engagement is the emotional connection associates have to our company and our goals.
In was recognized as the #1 Yammer network among large organizations in the Americas by SWOOP Analytics.
ASSOCIATE ENGAGEMENT Our People: Pay Equity The Home Depot’s commitment to doing the right thing and taking care of our people extends to our pay practices.
To ensure that we are paying our associates fairly, we conduct an annual analysis of our pay and compensation practices for our U.S. associates (who comprise approximately consultation with expert third-party firms following industry-leading standards.
Our review of our U.S. associates’ total W-2021, including base pay, cash bonuses, and stock, showed that, adjusting for relevant factors such as tenure, position, location and hours worked, associates who identified as female earned approximately 101% of what male associates earned, and associates who identified as members of a racial or ethnic minority earned approximately 99% of what non-minority associates earned.
Not adjusting for those factors, our analysis showed that the median annualized W-pay for U.S. associates who identified as female was 98% of the median for men, and that the median pay for racial/ ethnic minority associates in the U.S. was 94% of the median for non-minority associates.
The Leadership Development and Compensation Committee of the Board of Directors, which is tasked with providing oversight of our human capital management strategy and our diversity and inclusion efforts, receives regular updates on these findings.
We will continue to strive to ensure equal pay across our organization.
Our associate resource groups promote inclusion and support diversity.
LGBTQ+ Associates Women Associates Our associate resource groups (ARGs) are led by associates and sponsored by executive leaders.
They drive associate engagement and promote inclusion across our company through fostering professional development, raising cultural awareness, celebrating diversity, and community outreach.
We have seven U.S. ARGs, each supporting the company’s business objectives and policies, particularly those related to developing our associates, creating diversity awareness and engaging diverse community partners.
In 2021, we revised our ARG structure to further support the career development of associates who voluntarily lead these groups.
We also achieved our goal of expanding associate resource groups to include more of our people.
We hosted more than virtually in 2021 to celebrate diversity, raise cultural awareness and foster professional development.
We continue to expand outreach to associates to encourage their engagement in our ARGs.
We launched Caring Conversations in 2020 in response to the unrest in our community.
The virtual events for all associates included panel discussions where senior company leaders shared candid stories about race and ethnicity, and experts from outside our company educated associates about civil rights, laws, voting and more.
In that Champion Awareness, Respect, and Equity for all associates.
These discussions include external speaker series, panel discussions, and small group listening sessions, and we occasionally partnered with our Associate Resource Groups on elevating keynote speakers in this format.
At the enterprise level, we hosted 13 C.A.R.E. Talks in 2021.
Comments from Associate Feedback Survey: Supplier Diversity Panel: “The impact HD and many of its suppliers have on making their associates have better lives is inspiring and heartfelt.
Love working for and with folks that care.
HBCU Panel: “The alignment between THD’s values and the values instilled in students attending HBCUs resonated with me.
Ken’s Krew Program: “The sheer pride that poured out of that young man and his mother literally made my day.
The Home Depot strives to build a learning-rich workplace where associates and leaders are prepared to succeed, motivated to serve our customers well and given opportunities to grow.
Our Home Depot University, now in its year, is critical to the development of values-based leaders who take care of our associates, customers, and communities.
In unique and ever-changing challenges related to the pandemic by serving up relevant content and leveraging multiple learning platforms.
• E-learning: Media-rich, self-directed learning offers focused, interactive activities and actionable feedback.
• Virtual Instructor-led Experiences: Engaging virtual training that allows two-way communication, group activities, and skills practice, provides consistent and timely development to multiple audiences totaling completions across the company in the U.S.
Mobile Learning: On-demand content and activities inside the workstream improve learning retention and guide associates in assisting customers.
• Online Resources: Our library of online, on-demand resources includes videos, courses, book summaries, reference materials, and performance support tools for associates to continue their development journey.
We support associate training at all levels of the career journey.
As a result of our efforts, this year we achieved our goal to create career advancement opportunities for five-year period.
In addition, we continue to strengthen our connection to our customers by expanding training opportunities for them.
• New-in-Role: A blend of instructorled training, e-learning, on-the-job activities, leader involvement, and new associate coaches supports a successful assimilation.
• Ongoing Development: Continuous development of technical and leadership skills delivered in multiple ways and made up of both universal and role-specific content.

Our core values guide how we focus on our people, operate sustainably and strengthen our communities and provide a benchmark for measuring progress.

We focus on our people by striving for an environment centered on The Home Depot’s core value of respect for all people, where diversity, equity and inclusion are celebrated and associates have opportunities to grow.

We believe our approximately and they differentiate us in the marketplace.

Sustainably While our office of Diversity & Inclusion has existed within the company for more than a decade to help diversify our workforce and support change in our communities, we expanded in an enhanced mission: Diversity, Equity and Inclusion (DEI).

Adding equity to our focus reflects our desire to promote fairness, remove bias and ensure all of our associates and business partners have access to the resources they need to succeed at work.

In associate resource groups (ARGs) beyond our Store Support Center (corporate facility) to include more associates and increase engagement and participation.

Through our new associate engagement platform, Yammer, all our U.S. associates are now able to access our ARGs.

We also leveraged Yammer to reach more associates with C.A.R.E. talks, a series of diversity discussions that Champion Awareness, Respect, and Equity for all associates.

We were also able to meet our goal to launch a Tier II supplier diversity program in 2021.

Beyond the $with diverse Tier I (direct) suppliers last year, our new program will help us measure and encourage our Tier I suppliers to spend more with diverse businesses.

At The Home Depot, we focus on three key areas to create meaningful change through thoughtful actions that align with all eight of our core values.

We strive to create an environment centered around our eight core values, where diversity, equity and inclusion fuel opportunities for our associates, communities, and suppliers.

When Khareem Mitchell started with The Home Depot in he discovered a workplace where his personal principles aligned with company values.

His AfroHispanic roots play a big role in how he conducts his life — both inside and outside of work.

We have many initiatives currently in the works, including an expansion of our existing Retool Your School program to further strengthen our commitment to historically black colleges and universities (HBCUs).

This expansion, set to launch in a broader reach (See Page 62).

In addition, we are working to enlarge our network of external partner organizations to enhance the career development of our female, minority, LGBTQ+ and veteran associates.

resources Learn more about how we work with our community partners across the nation and how spending with diverse suppliers benefits our company and our communities on Pages 58-61.

At The Home Depot, our values guide us on everything we do.

They serve as our foundation, and they are embedded in our culture.

Our expanded focus on diversity, equity and inclusion supports all eight of our core values, including respect for all people, giving back and building strong relationships with other associates and our customers.

We strive to build a workplace and retail space that reflect the communities we serve.

A diverse and inclusive workplace also creates shareholder value by providing different perspectives and fresh ideas that spark innovation.

We recently expanded our associate resource groups (ARGs) to all associates companywide, including in stores and distribution centers.

Previously, these groups were only available to our Store Support Center (SSC) associates.

In an aligned effort, we are identifying tools and platforms to directly engage with our hourly front-line associates to share DEI-related information and resources.

We also are raising awareness of DEI and its importance by modernizing our learning materials; holding listening sessions where executives hear from associates across the organization; and focusing on recruiting and talent-planning strategies that emphasize diversity and inclusion.

On the community side, we are continuing to partner with local and national organizations focused on closing the wealth gap and advancing education for all.

We continue to amplify our supplier diversity efforts to drive innovation, economic opportunities and shareholder value by directing more of our dollars, directly and indirectly, toward diverse businesses.

We look to partner with organizations like the Billion Dollar Roundtable whose mission aligns with our focus areas.

To further our commitment to supplier diversity, we are also seeking to achieve $annual spend with diverse suppliers by 2025.

I’m excited about our plans to expand Our Retool Your School program in which has provided campus beautification funding to historically black colleges and universities (HBCUs) since 2009.

By expanding the reach of this program, we can further strengthen our commitment to HBCUs and their students, including through career development opportunities.

Mission Statement The Home Depot ignites the doer in all of us to build a culture of understanding, acceptance and appreciation.

Vision Statement The Home Depot is building a more diverse, equitable and inclusive organization, within our enterprise and the communities we are proud to serve.

Grounded in our core values, we have the conviction, capabilities and tools to make a difference for our associates, community partners and suppliers.

Our diverse workforce strengthens our competitive advantages and reflects the customers and communities we serve.

A comparison against U.S. Department of Labor data shows that our U.S. workforce is more ethnically diverse than the nation’s working population.

In 2021, we also expanded the number and percentage of women and minorities at the manager level and above.

These charts reflect the demographics of The Home Depot’s U.S. workforce from fiscal 2019 through fiscal 2021.

*Includes manager-level positions and above at stores, distribution centers and other field locations, as well as at our Store Support Center; excludes officers.

DID YOU KNOW Since were women, members of a historically under-represented racial or ethnic group or both.

And of the are members of historically under-represented racial or ethnic groups.

*2021 data as of the fiscal year ended January 30, 2022.

For additional information on our board composition, visit the Corporate Governance section of our website.

Voice of the Associate Survey Highly engaged associates care about their work and the performance of The Home Depot.

Our passion is to create an engaging and inclusive workplace; we do so by proactively engaging with our associates, while also listening and responding to their feedback.

In Voice of the Associate survey to all our associates.

Our two Voice of the Associate surveys – Census and Pulse – provided us the opportunity to hear from our associates at least twice in 2021.

Our Census survey is an annual in-depth look at our associate’s engagement and satisfaction with their job and with the Home Depot, while our Pulse survey is typically shorter and seeks feedback on specific topics.

Based on the Voice of the Associate highest engagement numbers across the enterprise that we have seen in the past few years.

In addition, we also added two additional surveys – Onboarding and Exit, into our “Lifecycle Listening” toolbelt.

These additional surveys allow us to intentionally connect with associates at specific moments within their career at The Home Depot.

helped create new collaboration spaces and opportunities for reaching associates across the business.

Whether through on-site desktops or on-the-go mobile devices, more than and Canada have access to Yammer.

With more than communities in the network, the digital hub links associates to both their local co-workers and corporate support across North America.

It serves as a central hub to recognize associates for living our values, promote company news, cultivate connections between front-line and corporate associates and fuel the orangeblooded entrepreneurial spirit that’s part of what drives our business every day.

Our philosophy of taking care of our people and motivating them to deliver a superior customer experience shapes our profit-sharing program for hourly associates.

Success Sharing provides semi-annual cash awards for performance against our business plan, including sales and productivity goals.

The program has granted awards totaling more than $the last two years.

The outstanding performance of our associates in fiscal of stores to qualify for Success Sharing in both the first and second half of the year.

This resulted in record award payments to our non-management associates of approximately $739 million.

We also continue to make investments in our associates – recent actions include our decision at the end of transition our COVID-related enhanced associate pay and benefits to permanent compensation enhancements for frontline, hourly associates.

Associate engagement is the emotional connection associates have to our company and our goals.

In was recognized as the #1 Yammer network among large organizations in the Americas by SWOOP Analytics.

ASSOCIATE ENGAGEMENT Our People: Pay Equity The Home Depot’s commitment to doing the right thing and taking care of our people extends to our pay practices.

To ensure that we are paying our associates fairly, we conduct an annual analysis of our pay and compensation practices for our U.S. associates (who comprise approximately consultation with expert third-party firms following industry-leading standards.

Our review of our U.S. associates’ total W-2021, including base pay, cash bonuses, and stock, showed that, adjusting for relevant factors such as tenure, position, location and hours worked, associates who identified as female earned approximately 101% of what male associates earned, and associates who identified as members of a racial or ethnic minority earned approximately 99% of what non-minority associates earned.

Not adjusting for those factors, our analysis showed that the median annualized W-pay for U.S. associates who identified as female was 98% of the median for men, and that the median pay for racial/ ethnic minority associates in the U.S. was 94% of the median for non-minority associates.

The Leadership Development and Compensation Committee of the Board of Directors, which is tasked with providing oversight of our human capital management strategy and our diversity and inclusion efforts, receives regular updates on these findings.

We will continue to strive to ensure equal pay across our organization.

Our associate resource groups promote inclusion and support diversity.

LGBTQ+ Associates Women Associates Our associate resource groups (ARGs) are led by associates and sponsored by executive leaders.

They drive associate engagement and promote inclusion across our company through fostering professional development, raising cultural awareness, celebrating diversity, and community outreach.

We have seven U.S. ARGs, each supporting the company’s business objectives and policies, particularly those related to developing our associates, creating diversity awareness and engaging diverse community partners.

In 2021, we revised our ARG structure to further support the career development of associates who voluntarily lead these groups.

We also achieved our goal of expanding associate resource groups to include more of our people.

We hosted more than virtually in 2021 to celebrate diversity, raise cultural awareness and foster professional development.

We continue to expand outreach to associates to encourage their engagement in our ARGs.

We launched Caring Conversations in 2020 in response to the unrest in our community.

The virtual events for all associates included panel discussions where senior company leaders shared candid stories about race and ethnicity, and experts from outside our company educated associates about civil rights, laws, voting and more.

In that Champion Awareness, Respect, and Equity for all associates.

These discussions include external speaker series, panel discussions, and small group listening sessions, and we occasionally partnered with our Associate Resource Groups on elevating keynote speakers in this format.

At the enterprise level, we hosted 13 C.A.R.E. Talks in 2021.

Comments from Associate Feedback Survey: Supplier Diversity Panel: “The impact HD and many of its suppliers have on making their associates have better lives is inspiring and heartfelt.

Love working for and with folks that care.

HBCU Panel: “The alignment between THD’s values and the values instilled in students attending HBCUs resonated with me.

Ken’s Krew Program: “The sheer pride that poured out of that young man and his mother literally made my day.

The Home Depot strives to build a learning-rich workplace where associates and leaders are prepared to succeed, motivated to serve our customers well and given opportunities to grow.

Our Home Depot University, now in its year, is critical to the development of values-based leaders who take care of our associates, customers, and communities.

In unique and ever-changing challenges related to the pandemic by serving up relevant content and leveraging multiple learning platforms.

• E-learning: Media-rich, self-directed learning offers focused, interactive activities and actionable feedback.

• Virtual Instructor-led Experiences: Engaging virtual training that allows two-way communication, group activities, and skills practice, provides consistent and timely development to multiple audiences totaling completions across the company in the U.S.

Mobile Learning: On-demand content and activities inside the workstream improve learning retention and guide associates in assisting customers.

• Online Resources: Our library of online, on-demand resources includes videos, courses, book summaries, reference materials, and performance support tools for associates to continue their development journey.

We support associate training at all levels of the career journey.

As a result of our efforts, this year we achieved our goal to create career advancement opportunities for five-year period.

In addition, we continue to strengthen our connection to our customers by expanding training opportunities for them.

• New-in-Role: A blend of instructorled training, e-learning, on-the-job activities, leader involvement, and new associate coaches supports a successful assimilation.

• Ongoing Development: Continuous development of technical and leadership skills delivered in multiple ways and made up of both universal and role-specific content.