Mary Kay issues an annual statement about the relevance of sustainable development to the company; issues an annual statement that addresses the impacts on both people and the environment; issues an internal annual statement highlighting a zero tolerance for corruption; signs off on organizational sustainability targets, and the company’s Enterprise Risk Management (ERM) Council meets quarterly to regularly review potential risks to the business model.

Mary Kay is a supporter of internationally agreed human rights treaties and conventions, including on labour and decent work, environment and anti-corruption, and our Company commitment and support to these sustainability topics is publicly articulated annually in our Sustainability and Social Impact Annual Reports and in our UN Global Compact Communication on Progress, as well as other communication tools. Mary Kay’s commitment to labour rights in the context of its employees is articulated in its Employee Handbook. Mary Kay also has a standalone Supplier Global Code of Ethics and Supplier Accountability Guidebook which outlines Mary Kay’s commitment to upholding its values and expectations with regard to conducting ethical business standards and practices with its supply chain business partners. Mary Kay also has a Global Anti-Corruption Compliance Policy which sets out its position and commitment to demonstrating and highlighting the core ethical values that Mary Kay’s operations worldwide are built upon and reinforces the governance principle of “doing the right thing.” Employees, officers, directors, vendors and other third parties that do business with Mary Kay (including those of Mary Kay subsidiaries) are subject to the policy as well as anti-bribery or anti-corruption laws in the countries where we do business, including the United States Foreign Corrupt Practices Act, the United Kingdom Bribery Act, laws implementing the OECD Anti-Bribery Convention and local anti-corruption laws (collectively, “Anti-Corruption Laws”). In September 2021, Mary Kay announced its global sustainability strategy: Enriching Lives Today for a Sustainable Tomorrow. Our holistic approach encompasses three pillars of sustainability—economic, environmental, and social—through five pillars, activated by 15 commitments to deliver a decade of sustainable action. Mary Kay will contribute to 15 of the 17 Sustainable Development Goals (SDGs) defined by the United Nations and has undertaken its priorities and commitments in the context of leading global mandates. Our environmental commitments include our own operations and our value chain. A detailed baseline analysis was reinitiated in 2022 to determine our 2021 carbon footprint and this will include a baseline analysis of GHG for Scope 3. We expect this analysis and calculation of our carbon footprint will be complete in early Q3 of 2022. Mary Kay will use this information to further inform and refine our targets with the hope that we can provide more information and report on our goals, targets, and commitments.

Mary Kay is an equal opportunity employer and has a number of code of conducts/policies related to upholding international human rights law in the context of labour rights. These include the following: • A Non-Discrimination Policy with respect to all employees and applicants for employment, • A Policy of Equal Employment Opportunity, • A Harassment Prevention Policy, including a no tolerance position with regard to sexual or gender-based harassment and other Protected Categories and a policy outlining reporting procedures for such allegations, • The Company complies with the Americans with Disabilities Act (ADA) and applicable state and local laws in ensuring equal opportunity and employment for qualified persons with disabilities. • Similarly, the Company complies with Title VII and applicable state and local laws in ensuring equal opportunity and employment irrespective of one’s religious beliefs. All employment practices, terms and conditions of employment and privileges of employment are conducted or provided on a non-discriminatory basis. • A Policy in relation to Pay and Benefits, including working conditions, and various forms of leave and vacation. • Policy for Parental Leave which includes Maternity, Paternity and Adoption which is generally protected under FMLA. • A Health and Safety Policy as well as a policy prohibiting weapons in the workplace and provides protective services to ensure employee safety. Furthermore, Mary Kay’s Supplier Global Code of Ethics outlines Mary Kay’s commitment to upholding its values and expectations with regard to ethical business standards and practices with its business partners, including on internationally agreed human rights and labour standards. The policy emphasizes the importance of responsible workplace policies and practices that comply, at a minimum, with applicable local and national laws and regulations. The principles outlined reflect the values the Company upholds in its own policies and which its suppliers are expected to follow to ensure respect for the rights and dignity of all people. The Supplier Global Code of Ethics applies to any company, its facilities, manufacturers, vendors, subcontractors, or agents (each a “Supplier”) that produce branded goods for Mary Kay. The Code of Ethics outlines the following to which Mary Kay’s suppliers are expected to uphold: • Anti-bribery/anti-corruption; • The prohibition of child labor or engaging in business with any supplier that uses child labor; • The prohibition of the use of corporal punishment, mental or physical coercion or verbal abuse and the use of monetary fines as disciplinary practices; • Non-Discrimination; • The protection and preservation of the environment; • Upholding of ethical standards; • Freedom of association and collective bargaining; • Prohibition of forced labor; • A grievance procedure and remedy; • Anti-harassment policy; • Health and safety standards in the workplace; • Management systems to ensure compliance with applicable local and national regulations and respect for workers’ rights and dignity; • Wages and benefits that comply with applicable local and national laws; • Equal treatment and upholding women’s rights in the workplace and respecting applicable laws with regard to working conditions; • Position prohibiting gifts and entertainment that gives the appearance of affecting an otherwise objective business decision. Mary Kay is also committed to the Ethical Trade Initiative (ETI) Base Code, founded on the conventions of the International Labour Organization (ILO), an internationally recognized code of labor practice. Mary Kay has audited supplier practices regarding child labor and other provisions included in our Supplier Global Code of Ethics. These state that there shall be no recruitment of child labor; companies shall develop or participate in and contribute to policies and programs that provide for the transition of any child found to be performing child labor to enable her or him to attend and remain in quality education until no longer a child; children and young persons under 18 shall not be employed at night or in hazardous conditions, and these policies and procedures shall conform to the provisions of the relevant ILO standards. Mary Kay is committed to strengthening supplier diversity in our supply chain and addressing gender and racial disparities in procurement. Mary Kay also has a Global Anti-Corruption Compliance Policy which sets out the company’s position and commitment to demonstrating and highlighting the core ethical values that Mary Kay’s operations worldwide are built upon and reinforces the governance principle of “doing the right thing.” Employees, officers, directors, vendors and other third parties that do business with Mary Kay (including those of Mary Kay subsidiaries) are subject to the policy as well as anti-bribery or anti-corruption laws in the countries where we do business, including the United States Foreign Corrupt Practices Act, the United Kingdom Bribery Act, laws implementing the OECD Anti-Bribery Convention and local anti-corruption laws (collectively, “Anti-Corruption Laws”).

Mary Kay’s Chief Legal Officer and Corporate Secretary, Chief Privacy Officer and Chief Diversity & Inclusion Officer is responsible for these sustainability topics.

These sustainability topics are led by Mary Kay’s Chief Legal Officer and Corporate Secretary, Chief Privacy Officer and Chief Diversity & Inclusion Officer as well as Mary Kay’s Chief Operating Officer.

Mary Kay’s Enterprise Risk Mitigation (ERM) Council meets quarterly to regularly review potential risks to the business model, including on these sustainability topics. Furthermore, in accordance with Mary Kay’s Supplier Global Code of Ethics and accompanying Social Responsibility Guidebook for Suppliers, Mary Kay takes affirmative measures to monitor compliance with regard to the provisions of the Code of Ethics. Such measures may include prescreening and scheduled or random, announced or unannounced on-site inspections of Supplier’s premises and production facilities. The Code of Ethics outlines that Suppliers must maintain all documentation on-site to demonstrate compliance with the Code of Ethics. Suppliers are also obliged to allow Mary Kay representatives and/or its third-party monitoring firm full access to their premises, production facilities, workers’ records, and workers for confidential interviews in connection with audit visits. The Code of Ethics also encourages Mary Kay representatives to be watchful for violations of the Supplier Global Code of Ethics and to report questionable conduct to management for follow up and, when appropriate, corrective action. Mary Kay has Social Responsibility Audit Program which follows a risk-based approach by focusing on suppliers whose main manufacturing base is located in a country that is not a member of the OECD. If there is suspicion of non-adherence to the Social Responsibility Guidebook or the Supplier Code of Ethics, a Social Responsibility Audit may be executed regardless of the supplier’s location. Once authorized for production, a Supplier Facility is subject to random social responsibility checks and a full audit typically within two years of the initial screening. Findings are presented in English and the local language and there is an expectation that Facility management would begin to implement corrective actions upon receipt of the Supplier Social Accountability Audit Report. Mary Kay’s Supplier Accountability Guidebook also includes a facility self-assessment questionnaire (SAQ) which is provided to suppliers and is intended to provide a framework to determine compliance with the Mary Kay Global Supplier Code of Ethics. This SAQ along with the Code of Ethics allows Suppliers to see what the minimum requirements are to become a Mary Kay Supplier Facility. This SAQ also provides a method for identifying risks and opportunities for improvement at an early stage in Mary Kay partnerships and to create any corrective action plans that may be necessary to become a Mary Kay Supplier. The SAQ includes questions related to the following: • facility information • workforce profile • policies and procedures • child labor • employment practices • environment • work environment • wages and benefits • working hours Mary Kay’s Anti-Corruption Policy outlines how Mary Kay as a global company is subject to all anti-corruption laws in the countries in which it does business. It sets out where risks might present in Mary Kay business operations such as • Applying for licenses for existing or new operations in a country; • Submitting to health and safety inspections or permits to manufacture or sell Mary Kay products; and • Importing or exporting products. As part of Mary Kay’s Anti-Corruption Compliance Program, all key personnel who are involved in international operations of any kind are required to undergo periodic training on the Policy. The Company also conducts periodic Anti-Corruption audits or Anti-Corruption compliance reviews.

For human rights, labour and corruption risks, all suppliers and relevant business relationships outside the supply chain are reviewed as part of the quarterly ERM Council meeting. For environmental risks, most suppliers and relevant business relationships are reviewed.

Mary Kay takes affirmative measures to monitor compliance with its Supplier Global Code of Ethics. Such measures may include prescreening and scheduled or random, announced or unannounced on-site inspections of Supplier’s premises and production facilities. Accompanying its Supplier Global Code of Ethics Mary Kay has a Social Responsibility Guidebook for Suppliers which includes a Social Responsibility Audit (SRA) Program which follows a risk-based approach by focusing on suppliers whose main manufacturing base is located in a country that is not a member of the OECD. If there is any suspicion of non-adherence by Suppliers to the Guidebook or the Code of Ethics, an SRA may be executed regardless of the supplier's location. With regard to the Anti-Corruption Policy, all of the Company’s employees, officers, directors, vendors and other third parties working with the Company in international operations of any kind are required to affirm in writing that they received the Policy, understand it, and have not violated it or any Anti-Corruption Laws in connection with any work they have done at or for the Company, and that they agree to abide by this Policy and Anti-Corruption Laws. All key personnel who are involved in international operations of any kind are required to undergo periodic training on this Policy. New employees with involvement in international operations are trained upon their hire with the Company and periodically while they are with the Company. Furthermore, as part of our Anti- Corruption Compliance Program, the Company conducts periodic Anti-Corruption audits or Anti-Corruption compliance reviews.

Global Expectations for Employee Conduct, as set out in Company Employee Handbook Commitment to ethics and integrity is the foundation on which Mary Kay was formed and is a primary reason that the Company has sustained success and growth for almost six decades. Each employee in every market in which Mary Kay operates is expected to practice the highest standards of ethical conduct. Mary Kay has developed a Global Guide for Employee Conduct to help employees determine the right thing to do when faced with complex situations. The Conduct Guide is designed to provide consistent expectations for employees of Mary Kay Inc. and its subsidiaries around the globe when confronting issues that might have a significant impact on risk or to the business or on the reputation of the Company. It is recommended that the guidance and policies contained in the Conduct Guide are incorporated into local practices or policies. Pink Ethics Platform To address any questions or concerns employees have regarding the meaning or application of any of the Company’s policies and guidelines, or to report a suspected violation, they are encouraged to go to their supervisor or to Human Resources as per the company’s Open-Door Policy. If they wish to report suspected violations of law, policies and guidelines in the Mary Kay Employee Handbook, or any other related policies, and follow up on a report or report a concern anonymously, they may do so in confidence via the Mary Kay Pink Ethics Platform, hosted by a third-party provider, EthicsPoint, Inc. which is available 24 hours a day, 7 days a week. Reports can be made via the web or by phone in 14 different languages. All credible reports of suspected misconduct are investigated fairly, thoroughly, and discreetly, and appropriate corrective action taken, where warranted. Mary Kay’s Supplier Global Code of Ethics Mary Kay’s Supplier Global Code of Ethics also includes a grievance procedure and remedy whereby the Supplier is obliged to provide workers with a mechanism to express grievances without fear of reprisal and ensure concerns are appropriately addressed in a timely manner. Anti-Corruption Compliance Helpline If any individual needs clarification on the Anti-Corruption Policy and / or the provisions of any Anti-Corruption Laws and how they affect the business they can contact a Compliance Helpline. Reporting can also be anonymous. Company policies prohibit retaliation for good faith reporting.

Global Expectations for Employee Conduct, as set out in Company Employee Handbook Commitment to ethics and integrity is the foundation on which Mary Kay was formed and is a primary reason that the Company has sustained success and growth for almost six decades. Each employee in every market in which Mary Kay operates is expected to practice the highest standards of ethical conduct. Mary Kay has developed a Global Guide for Employee Conduct to help employees determine the right thing to do when faced with complex situations. The Conduct Guide is designed to provide consistent expectations for employees of Mary Kay Inc. and its subsidiaries around the globe when confronting issues that might have a significant impact on risk or to the business or on the reputation of the Company. It is recommended that the guidance and policies contained in the Conduct Guide are incorporated into local practices or policies. Pink Ethics Platform To address any questions or concerns employees have regarding the meaning or application of any of the Company’s policies and guidelines, or to report a suspected violation, they are encouraged to go to their supervisor or to Human Resources as per the company’s Open-Door Policy. If they wish to report suspected violations of law, policies and guidelines in the Mary Kay Employee Handbook, or any other related policies, and follow up on a report or report a concern anonymously, they may do so in confidence via the Mary Kay Pink Ethics Platform, hosted by a third-party provider, EthicsPoint, Inc. which is available 24 hours a day, 7 days a week. Reports can be made via the web or by phone in 14 different languages. All credible reports of suspected misconduct are investigated fairly, thoroughly, and discreetly, and appropriate corrective action taken, where warranted. Mary Kay’s Supplier Global Code of Ethics Mary Kay’s Supplier Global Code of Ethics also includes a grievance procedure and remedy whereby the Supplier is obliged to provide workers with a mechanism to express grievances without fear of reprisal and ensure concerns are appropriately addressed in a timely manner. Anti-Corruption Compliance Helpline If any individual needs clarification on the Anti-Corruption Policy and / or the provisions of any Anti-Corruption Laws and how they affect the business they can contact a Compliance Helpline. Reporting can also be anonymous. Company policies prohibit retaliation for good faith reporting.

Mary Kay’s Supplier Global Code of Ethics includes a grievance procedure and remedy whereby the Supplier is obliged to provide workers with a mechanism to express grievances without fear of reprisal and ensure concerns are appropriately addressed in a timely manner.

Lessons regarding these sustainability topics are captured during audits and this information is used to inform Mary Kay’s efforts on these sustainability topics.

Yes. The Chief Legal Officer and Chief Operating Officer have goal-based metrics to track company performance related to these sustainability topics.

Mary Kay’s Employee Handbook outlines a number of salient human rights related issues pertinent to its labor force. These include the following: • a Non-Discrimination Policy with respect to all employees and applicants for employment; • a Policy of Equal Employment Opportunity; • a Harassment Prevention Policy, including a no tolerance position with regard to sexual or gender-based harassment and other Protected Categories and a policy outlining reporting procedures for such allegations; • The Company complies with the Americans with Disabilities Act (ADA) and applicable state and local laws in ensuring equal opportunity and employment for qualified persons with disabilities; • Similarly, the Company complies with Title VII and applicable state and local laws in ensuring equal opportunity and employment irrespective of one’s religious beliefs. All employment practices, terms and conditions of employment and privileges of employment are conducted or provided on a non-discriminatory basis; • A Policy in relation to Pay and Benefits, including working conditions, and various forms of leave and vacation; • A Policy for Parental Leave which includes Maternity, Paternity and Adoption which is generally protected under FMLA; • A Health and Safety Policy as well as a policy prohibiting weapons in the workplace and Mary Kay provides protective services to ensure employee safety. The Occupational Safety and Health Administration (OSHA) administers the Occupational Safety and Health Administration Act of 1970 which provides job safety and health protection for workers through the promotion of safe and healthy working conditions. This Act covers all phases of health and safety, including workplace safety conditions. Mary Kay is committed to drive continuous improvement and achieve excellence in employee health and safety performance. That commitment is formalized in our Corporate Environment, Health and Safety (EHS) policy, a set of principles embraced by the highest level of our leadership. We also have a strong history of managing compliance obligations such as a Program with the Occupational Safety and Health Administration’s (OSHA) Voluntary Protection Program (VPP). These qualities applied to a sustainability management and reporting system helps to create a world-class program. As one of the first cosmetic companies to participate, our commitment to OSHA’s VPP in the US includes: • Star Certified since 1995 • Manager Commitment and Employee Involvement, Monthly Safety Floor Meetings, Team Huddle, and aggressive internal EHS KPIs • Participation in Supplier Global Ethics auditor program • 2 paramedics on staff • 3 EMIs on staff • ECA certified • 24/7 Emergency Operations Center • National and Regional Conference support and speaker participant • Human Performance Evaluations (HPE) for Pre-Employment and return to work • 2019-2021 Year Total Case Incident Rate (TCIR) Average of .71 Mary Kay’s Supplier Global Code of Ethics outlines Mary Kay’s commitment to upholding its values and expectations with regard to ethical business standards and practices with its business partners, including on internationally agreed human rights and labour standards. The policy emphasizes the importance of responsible workplace policies and practices that comply, at a minimum, with applicable local and national laws and regulations. The principles outlined reflect the values the Company upholds in its own policies and which its suppliers are expected to follow to ensure respect for the rights and dignity of all people. The Supplier Global Code of Ethics applies to any company, its facilities, manufacturers, vendors, subcontractors, or agents (each a “Supplier”) that produce branded goods for Mary Kay. The Supplier Code of Ethics outlines the following non-exhaustive list to which Mary Kay’s suppliers are expected to uphold: anti-bribery/anti-corruption; position prohibiting employment of children or engaging in business with any supplier that uses child labor, prohibition of the use of corporal punishment, mental or physical coercion or verbal abuse and the use of monetary fines as disciplinary practices; Non-Discrimination; the protection and preservation of the environment; upholding of ethical standards; freedom of association and collective bargaining; prohibition of forced labor; grievance procedure and remedy; anti-harassment policy; health and safety standards in the workplace; management systems to ensure compliance with applicable local and national regulations and respect for workers’ rights and dignity; wages and benefits that comply with applicable local and national laws; equal treatment and upholding women’s rights in the workplace and respecting applicable laws with regard to working conditions. Furthermore, Mary Kay is committed to the Ethical Trade Initiative (ETI) Base Code, founded on the conventions of the International Labour Organization (ILO), and is an internationally recognized code of labor practice. Mary Kay has audited supplier practices regarding child labor and other provisions included in our Supplier Global Code of Ethics. These state that there shall be no recruitment of child labor; companies shall develop or participate in and contribute to policies and programs that provide for the transition of any child found to be performing child labor to enable her or him to attend and remain in quality education until no longer a child; children and young persons under 18 shall not be employed at night or in hazardous conditions; these policies and procedures shall conform to the provisions of the relevant International Labour Organization (ILO) standards. Mary Kay is also committed to strengthening supplier diversity in our supply chain, strengthening inclusive procurement, and addressing disparities in relation to minority representation in our supply chains. We believe supplier diversity programs, including gender-responsive inclusive procurement, as well as responsible sourcing practices which take into account social and environmental considerations are transformative strategies for combatting social injustices. To implement this commitment, Mary Kay has developed an Indirect Sourcing Policy and a Responsible Procurement Program. In 2020, Mary Kay conducted a third-party Business Verification and Diversity Data report to inform our current supply chain involving Women, Minority or Veteran Owned businesses: As of February 2021 (USA only supply chain data): 12% of Mary Kay’s Indirect Suppliers are Women, Minority or Veteran Owned; 5% of Mary Kay’s Direct Suppliers are Women, Minority or Veteran Owned.

Mary Kay, through the Secure the Dream program, outlines its position with regard to safeguarding the data and privacy rights of its employees. Mary Kay has a dedicated information security team vigilantly detecting and blocking attacks from cybercriminals. As the company continues to evolve our privacy practices and policies, employee trainings and engagement are critical components to building awareness around cybersecurity and ensuring data is always protected. Furthermore, Mary Kay has the following IT/cybersecurity policies: • Confidential Information Security Policy • Information Security User Guidelines • Data Classification & Handling Guidelines • Payment Card Handling Acceptable Use Policy As part of its Sustainability Strategy, Mary Kay has made the following commitments that are relevant to advancing women’s and girls’ rights: Advancing women’s and girls’ rights: • Gender Equality and Women’s Empowerment: Mary Kay is committed to developing a 10-year policy agenda to address women’s rights issues to achieve gender equality • Economic Empowerment: Mary Kay is committed to empowering 5 million women by 2030 • Women’s and Girls’ Education: Mary Kay is committed to ensuring access to education for 250,000 women and girls globally by 2030 Social Impact: • GBV and Domestic Violence: provide over 10 million women worldwide with support services Advancing Diversity, Equity and Inclusion: • Mary Kay is committed to understanding through knowledge, demanding action, and ensuring sustainable long-lasting change and this includes providing employee training, enhancing product portfolio diversity, supplier diversity and inclusive procurement and ensuring an inclusive and diverse workplace through representation, receptivity and fairness. Furthermore, protecting women’s rights is a key provision in Mary Kay’s Supplier Global Code of Ethics. The Code outlines the following obligation on the part of Suppliers: Supplier will ensure that workers who are women receive equal treatment in all aspects of employment. Pregnancy tests will not be a condition of employment or continuation thereof and pregnancy testing, to the extent it is provided, will be voluntary and at the option of the employee. Workers shall not be exposed to hazards that may endanger their reproductive health and Supplier shall not force workers to use contraception.

Mary Kay publishes an annual Sustainability and Social Impact Report outlining our commitment, goals and work to operationalize these commitments within our company and through our external partnerships. Mary Kay’s commitment to ensuring women’s rights is also applied to its supply chain business partners and is included as a key provision in Mary Kay’s Supplier Global Code of Ethics.

As an enterprise, Mary Kay regularly engages its employees on Diversity, Equity and Inclusion issues, including through training, and we have advanced diversity in our company leadership ranks and are committed to doing much more in support of racial equality and social justice, and to taking action to eradicate disparities. To advance diversity within our company we are leading by example and putting our commitment into action. Mary Kay has more female leadership at the C-suite level (50%) than the Top-15 Global & Domestic U.S. Fortune 500 companies, as identified by Fortune magazine, and more than 60% of Mary Kay executives come from traditionally under-represented or minority groups. Workforce Diversity: Employee Representation *as of February 2021 Breakdown of Global Employee Counts by Gender 61% Female 39% Male Breakdown of U.S. Employee Counts by Race *as of February 2021 50% Caucasian 20% Hispanic/Latino 14% Black/African American 11% Asian 5% Other/Did not self-identify Our commitment to ensure a diverse, inclusive and ethical value chain is also our top priority. We were founded on the very principle of entrepreneurship and our values to create equal opportunities continue to stand firm today. Our procurement value chain and policies embody our holistic—and inclusive—approach to focusing on the broader societal benefits by generating economic inclusion for underserved communities and we are continuously strengthening and expanding our supplier diversity and inclusivity efforts to increase women-owned business participation. In 2020, Mary Kay conducted a third-party Business Verification and Diversity Data report to inform our current supply chain involving Women, Minority or Veteran Owned businesses. By the Mary Kay Numbers (US ONLY)– February 2021: o 12% of Mary Kay's Indirect Suppliers are Women, Minority or Veteran Owned; o 5% of Mary Kay's Direct Suppliers are Women, Minority or Veteran Owned, o 11% of Mary Kay's Direct and Indirect Suppliers are Women, Minority or Veteran Owned. Women specifically: o 8% of Mary Kay’s Indirect Suppliers are Women-owned o 2% of Mary Kay’s Direct Suppliers are Women-owned Our Procurement & Supplier Development team: o 66% of Directors are Women o 76% of the Team are Women o 100% of Directors are from Minorities o 33% of the Team are from Minorities We are also committed to addressing disparities, including the gender pay gap, and we support the creation of equal work opportunities for women, as well as opportunities for women to earn the pay they deserve. We annually conduct organization-wide pay analysis to evaluate potential gender and other unconscious bias in hiring practices, performance assessment, and leadership opportunities that may contribute to pay inequities. We also have collaborations and external partnerships with organizations that champion diverse, traditionally underserved communities to advance racial and gender equity. For instance, we have partnered with the Congressional Black Caucus Foundation’s initiative on National Racial Equity Initiative for Social Justice, and we have over a decade-long partnership with the Congressional Black Caucus Foundation. In 2021, Mary Kay announced the creation and funding of two Madam C. J. Walker scholarships for Female People of Color with the Society of Cosmetic Chemists and Mary Kay is partnering with the Equal Rights Trust on research on AI and algorithms through a gender lens. In relation to Mary Kay’s commitment to women’s economic empowerment, for almost six decades we have been empowering millions of women entrepreneurs around the world to set up their own Mary Kay business by investing in their education, trainings, career development and advancement, and helping women create a pathway to economic independence through entrepreneurship. We do this through investments across 6 pillars of action: Education; Mentoring; Training; Networking; Innovation, and promoting women’s entrepreneurial success. We are also implementing our commitment to women’s economic empowerment through our external partnerships. By developing collaborative multi-stakeholder global partnerships to advance research, policy and programs that foster new pathways to economic opportunities, Mary Kay, together with its partners, is addressing the barriers to women’s economic participation and creating an enabling eco-system to strengthen economic opportunities for women entrepreneurs. For instance, we have supported the localization of the SDGs in China targeting women’s poverty and sustainable development in support of women’s green entrepreneurship. We are engaging with 6 UN partners to bring about change in support of women’s entrepreneurship through the Women’s Entrepreneurship Accelerator, incepted by Mary Kay in 2019. Our work to advance women’s rights is also reflected in our work to increase women’s representation and leadership amongst Mary Kay employees, as reflected in the above statistics, as well as through our external partnerships which seek to advance women’s representation and leadership in public life and in climate action conservation. We are also addressing barriers to survivors of gender-based violence through our external partnerships and support to organizations working on the frontlines of domestic violence response. Finally, to strengthen women’s and girls’ access to education, we invest in extensive programs and initiatives by collaborating with global partners to advance research, policy and programs, thereby strengthening communities and societies around the world.