Walmart

Diversity and Inclusion
2008
A Year of Accomplishments, Growth and Success

3 Executive Messages 5 Commitment to our People 15 Commitment to our Customer 19 Commitment to our Community 25 Commitment to our Supplier

Table of Contents

Celebrating 5 years – Wal-Mart Office of Diversity

2003

• Office of Diversity established • Diversity Goals program initiated • Focused communityoutreach efforts started

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29 31 32 34

Commitment to Excellence

EEO-1 Definitions Wal-Mart Stores Inc., U.S. EEO-1 Data Wal-Mart Stores Inc., U.S. Moving Forward

* In this report: • Walmart refers to Walmart Stores, U.S. • Wal-Mart refers to Wal-Mart Stores, Inc.

• Officer incentive bonus tied to achieving company diversity goals• Mandatory Diversity and Inclusion training program initiated • Formal Mentoring program initiated • Formal Supplier Diversity program established

2004

2005

• Associate Resource Groups began

• Supplier Diversity 2nd Tier program established • Women in Leadership and Minorities in Leadership training programs expanded across the U.S.

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Dear friends,Wal-Mart’s journey from a single discount store in rural Arkansas to the world’s largest retailer was made possible because of our commitment to helping people save money so they can live better. Our ability to lower the cost of food, household products, health care and energy bills makes a real difference for Wal-Mart customers all around the world. It’s as important to the customer in CostaRica who gets everything she needs from our Pali store as it is to the small business owner in Houston who saves money at Sam’s Club to help keep his restaurant open. Serving our customers better and staying relevant to their needs depends on continuously adding diverse perspectives to our business, and on creating an even more inclusive environment where we can all succeed together. Over theyears, I’ve been fortunate to have met many talented associates whose backgrounds and life experiences brought valuable perspectives to our business. In this report, you’ll be introduced to some of these great associates. They’re examples of the kind of leadership and success that is possible when we embrace diversity and inclusion. Over the past five years, the Office of Diversity hasestablished a road map for where we want to take our company. We’ve recruited and developed diverse talent and placed more women and people of diverse backgrounds into leadership positions; we’ve sought more diverse suppliers; and we’ve forged new relationships with partners who are helping to guide us on our journey. We’re proud of what we’ve already accomplished, but it’s time for us to accelerateand broaden our efforts to become an even more diverse and inclusive company. To that end, we’ll announce some bold, new diversity programs in the coming year – programs that will allow us to make more meaningful change in a shorter time frame.

Message from
Michael T. Duke

To ensure that we deliver on these new programs, my expectation is that every Wal-Mart associate will participateand make diversity a top priority. We’ll move forward with urgency and we won’t confuse efforts with results. In these times, more than ever, we’ll step up our responsibility and opportunity to lead in diversity and inclusion. I know we’ll look back a year from now with pride at how far and fast we’ve gone. Thank you to all who are helping us move forward. Michael T. Duke President and CEOWal-Mart Stores, Inc.

• Diversity Development Series training began • Effective Leadership in a Diverse & Inclusive Environment program began • Supplier Diversity Internal Steering Committee established

2007

• EEO-1 data first released to the public • Career Preference System implemented • Employment Practices Advisory Panel established • External Advisory Council established...