Fiscal 2020 - meredith.com...as Latino Heritage Month, Black History Month, Chinese New Year and Diwali. (Page 24) DIVERSITY & INCLUSION · Meredith is committed to these components

Summary of Diversity & Inclusion InitiativesFiscal 2020

The National Media Group has created seven Employee Resource Groups (ERGs) that drive education, events, and community support and involvement across the company. Those groups are:

(African American)

(LGBTQ+)(Asian)

(Gen Z and Millennials)

(Hispanic)

Women in Tech

Women at Meredith

Throughout Meredith’s Local Media Group, ERGs create Diversity and Inclusion education and experiences for employees based on the needs and opportunities identified at each television station. The ERGs have planned and sponsored celebrations to educate staff and raise awareness of multicultural holidays and celebrations such as Latino Heritage Month, Black History Month, Chinese New Year and Diwali. (Page 24)

DIVERSITY & INCLUSION

· Meredith is committed to these components of its diversity & inclusion e�orts:o Increasing employee diversity across the organization;o Facilitating inclusion e�orts within the workplace;o Creating education and awareness opportunities; ando Ensuring Meredith brands reflect the diversity of its consumers.· Meredith believes in and strives for an environment based on respect for all individuals and provides equal employment opportunity to all people, regardless of race, color, national origin, sex, creed, religion, age, disability, sexual orientation, marital status, military service or any other characteristic. Meredith values a diverse workforce.CelebrationThe National Media Group has created seven Employee Resource Groups (ERGs) that drive education, events, and community support and involvement across the company. Those groups are:o A3 (Asian)o BE@T (African American)o OUT (LGBTQ)o HOLA (Hispanic)o Women at Mereditho Women in Techo Media Upstarts (Gen Z and Millennials)· The ERGs have planned and sponsored celebrations to educate sta� and raise awareness of multiculturalholidays and celebrations such as Latino Heritage, Black History Month, Chinese New Year and Diwali. Meredithwas named Pride Company of the year in Des Moines in 2018 and 2019. Throughout Meredith’s Local Media Group ERGs create Diversity and Inclusion education andexperiences for employees based on the needs and opportunities identified at each television station.Career Advancement· Meredith is committed to advancing the careers of women and employees of all backgrounds andethnicities and has many programs and partnerships in place to provide support and mentorship.

· Meredith has formally committed to the Paradigm for Parity initiative, which is a call to actionfor gender equality in the workplace, and provides a roadmap for progress, including:o Minimizing unconscious bias;o Increasing the number of women in senior roles; ando Identifying women of potential and providing them with mentorship and opportunity.

· In 2019, Meredith signed on to the Business Coalition for the Equality Act. This Coalition is a product of the Human Rights Campaignand consists of leading US employers that have given their formal support to e�orts to pass the Equality Act, federal legislation that wouldprovide the same basic protection to LGBTQ+ employees as are provided to other protected groups under federal law. · In 2019 Meredith completed the Human Rights Campaign’s Corporate Equality Index (CEI) and received a 90 percent score. The CEI is the premiere benchmarking survey for US companies related to LGBTQ workplace equality. The CEI rates companiesand top law firms on detailed criteria falling under five broad categories:

· Non-discrimination policies· Employment benefits· Demonstrated organizational competency and accountability around LGBTQ diversity and inclusion· Public commitment to LGBTQ equality· Responsible citizenship

Industry Partnerships· Meredith is proud to participate in initiatives that aim to help the media industry as a whole reexamine its Diversity and Inclusion practices and adapt to a changing media landscape in order to better reflect the diversity of modern consumers and audiences.

· In 2019, President and CEO Tom Harty joined CEO Action for Diversity and Inclusion, the largest CEO-driven business commitment to advance diversity and inclusion within the workplace. As such Meredith has committed to implementing the following practices:Create a workplace where employees can have complex and sometimes di¦cult conversations about diversity and inclusion.Implement and expand unconscious bias educationShare best….and unsuccessful practices around diversity and inclusionCreate and share strategic diversity and inclusion plans with our board of directors · In 2019, Meredith signed onto the New Majority Ready initiative sponsored by GroupM. The initiative gathers leading media, technology, and publishing organizations to help brands better adapt to and develop audience and media strategies aimed at addressing shifting US demographics.

· In 2018 Meredith announced a ground-breaking partnership with the Association of National Advertisers on a new industry-wide initiative called #SeeHer. It is focused on ensuring women and girls are accurately portrayed in advertising and media and eliminating the unconscious gender bias that currently exists in programming and advertisements. Meredith is supporting #Seeher with editorial coverage, masthead branding, PR, and a print and digital advertising campaign.

· Related to #Seeher, Meredith and all of the company’s national brands are undergoing GEMTM certification. GEMTM is a data-tracking gender equality measure to help identify best-in-class advertising and programming that supports girls and women. Meredith Corporation is the first-ever GEM-certified publisher, and The Foundry, owned by Meredith, is the first

DIVERSITY

& INCLUSION

EDUCATION

:BLACKPRINT presented a two-part series titled “Racy Conversations: Inspiring the Antiracist Generation” about race and privilege in America’s past and present. (Page 25)










Meredith has implemented training sessions about unconscious bias for the leadership team, which will soon be rolled out to the entire organization. The training addresses and defines the concept of unconscious bias and how it affects decision making. (Page 24)










Meredith financially supports and participates in LGBTQ Pride events, and hosts Pride-education forums. (Page 25)

Meredith hosted virtual events to keep employees connected while working remotely during the COVID-19 pandemic. In fiscal 2020, several Meredith employee resource groups hosted virtual events that were open to all employees. These events included virtual happy hours, book discussions, cooking demonstrations, and more. (Page 25)

Through the work of its Employee Resource Groups, Meredith celebrates its diversity by commemorating Black History Month, Hispanic Heritage Month, Asian, American and Pacific Islander Heritage Month, and more. (Page 25)

:BLACKPRINT hosted a candid virtual employee discussion shortly after the death of George Floyd. Employees who joined this virtual event expressed their feelings and emotions related to racial justice in society and at Meredith. The discussion was recorded and shared with all employees. (Page 25)

RECRUITMENT

Meredith is taking steps to ensure that it is reaching a more diverse group of candidates to bring into the recruitment process and measuring results. (Page 26)



















Meredith has created baseline statistics of staff diversity both corporatewide and by business unit. The company tracks and reviews these numbers quarterly. The goal is to create a workforce profile that is more representative of the customer base Meredith serves and the communities in which it operates. (Page 26)

Employees are Meredith’s best recruiting tool, and their referrals are often the most successful candidates. This is why Meredith has an incentive in place to encourage additional employee recommendations. (Page 26)

Meredith is creating partnerships with diverse professional networks to expand recruitment efforts, as well as create a pipeline for the talent necessary to take Meredith to the next level. Some of those organizations are:

America’s Job Exchange

ANA Made Program

AnitaB.org Institute/ Grace Hopper Celebration

ColorComm

Emma Bowen and T. Howard Foundation

Executive Leadership Council

Lesbians Who Tech

Jopwell

NABJ/NAHJ/AAJA/NLGJA

The Black Creatives (Page 26)

RETENTION

While recruitment efforts are vital to Meredith’s future, it is necessary to ensure that the company is creating an environment for all employees to be managed in a way that positions them for success. (Page 27)

Meredith conducted a pay parity analysis that was completed at the end of calendar 2019 to identify and correct any inequities affecting women and employees of color. The company continues to monitor pay practices. The analysis confirmed that there are no systematic weaknesses or inconsistencies with Meredith’s pay practices. On average, approximately 95 percent of employees are paid within the predicted pay ranges, across all groups regardless of gender or race/ethnicity. (Page 27)










Meredith created a platform for companywide discussions on relevant topics. The first session in this series was Strategies for Self-Care During Turbulent Times. It provided staff a space to process the equal justice movement through the lens of wellness and self-care.(Page 27)

Meredith gave employees the day off to celebrate Juneteenth, and also gave employees a half day off to reflect on racism, equality and the death of George Floyd and others. The company provided extensive resources that employees could use to deepen their knowledge and understanding, as well as contemplate their own feelings. (Page 27)

Meredith has formally committed to the Paradigm for Parity initiative, which is a call to action for gender equality in the workplace, and provides a road map for progress, including:

Minimizing unconscious bias;

Increasing the number of women in senior roles; and

Identifying women of potential and providing them with mentorship and opportunity. (Page 28)

As part of Meredith’s corporate partnership with She Runs It, all employees receive a free membership which includes invitations to events, mixers, and development workshops sponsored by She Runs It. (Page 28)

INDUSTRY LEADERSHIP

In 2019, President and CEO Tom Harty joined CEO Action for Diversity and Inclusion, the largest CEO-driven business commitment to advance diversity and inclusion within the workplace. As such Meredith has committed to implementing the following practices:

Create a workplace where employees can have complex and sometimes difficult conversations about diversity and inclusion.

Implement and expand unconscious bias education.

Share best practices around diversity and inclusion.

Create and share strategic diversity and inclusion plans with Meredith’s Board of Directors. (Page 29)

Related to #SeeHer, Meredith and all of the company’s national brands have undergone GEMTM certification. GEMTM is a data-tracking gender equality measure to help identify best-in-class advertising and programming that supports girls and women. Meredith Corporation is the first-ever GEM-certified publisher, and The Foundry, owned by Meredith, is the first GEM-certified content agency. (Page 29)

GEMTM

In 2018 Meredith announced a ground-breaking partnership with the Association of National Advertisers on a new industry-wide initiative called #SeeHer. It focuses on ensuring women and girls are accurately portrayed in advertising and media and eliminating the unconscious gender bias that currently exists in programming and advertisements. Meredith is supporting #SeeHer with editorial coverage, masthead branding, PR, and a print and digital advertising campaign. (Page 29)

Meredith is proud to participate in initiatives that aim to help the media industry and business overall reexamine their Diversity and Inclusion practices and adapt to a changing landscape in order to better reflect the diversity of modern consumers and audiences.

In 2019, Meredith signed on to the Business Coalition for the Equality Act. This Coalition is a product of the Human Rights Campaign and consists of leading US employers that have given their formal support to efforts to pass the Equality Act, federal legislation that would provide the same basic protection to LGBTQ+ employees as are provided to other protected groups under federal law. (Page 29)

BUSINESS COALITION FOR THE EQUALITY ACT

From a content perspective Meredith is focused on creating meaningful reporting about Black, Indigenous,People of Color (BIPOC) news and storytelling. Meredith has made a pledge to bring in more diverse writers, voices and photos and well as foster diversity within the company’s management and employee base. (Page 30)

REPRESENTATION

These highlights represent a summary of Meredith’s Diversity and Inclusion efforts as detailed in the Fiscal 2020 Corporate Social Responsibility (CSR) Report that is located in full on Meredith.com. The full CSR Report also contains sections highlighting Meredith’s ongoing work in Volunteerism & Charitable Giving, Human Resources, Wellness, and Environmental Sustainability.

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Fiscal 2020 - meredith.com...as Latino Heritage Month, Black History Month, Chinese New Year and Diwali. (Page 24) DIVERSITY & INCLUSION · Meredith is committed to these components