b'EMPLOYEES EMPLOYEESMaking a Difference for New Employees Culture of LeadershipFor years, all new employees have traveled to the Charles K. Vaughan Center to participate in a three-day, in-personOur culture of leadership begins before an applicant isworkshop to learn about our AtmoSpirit culture and the role each employee plays in making Atmos Energy the offered a job and continues through performance planning, safest provider of natural gas services. When we pivoted to a digital work environment this year, members of ourpersonal development, and succession planning.Workforce Development team introduced Virtual Atmos Energy Essentials, which is designed to remotely onboard LEADERS 75% Men10 new employees per session from any location. Two groups of new employees virtually meet throughout a Workforce performance enhances our leadership pipeline.BY GENDER25% Womensingle weekone group from 9 a.m. to 1 p.m. and another group from 1 p.m. to 3 p.m. each weekday. Each year, employees participate in goal setting, regularcheck-ins with supervisors, and year-end reviews to capture what they will do to live AtmoSpirit, help achieve our vision, adapt to change, and continuously improve. One of the We adjusted our existing AtmoSpirit content to function as a virtual most important components of our AtmoSpirit culture is curriculum after running a pilot workshop with a diverse cross-section ofpersonal development.4% Asianemployees from across the enterprise, said AtmoSpirit Facilitator6% Black or African AmericanJack, who co-created the virtual orientation. In 2019, 64 percent of the participants in our fiveLEADERS BY 10% Hispanic or Latinodeveloping leaders learning tracks were minorities/ RACE/ETHNICITY1% Native American or Alaska Nativewomen. Currently, 25 percent of our leaders are 1% Two or more raceswomen and more than 20 percent are minorities. 79% WhiteThis partial-day format allows participants to learn and apply AtmoSpirit principles in their work and home life, andOur leadership development efforts and succession planning Microsoft Teams provides the technology to foster a true connection between the participants. for all employees is reflected in the increase in leadership diversity over the last five years, including a 10 percent increase for women and an overall 34 percent increase for minorities.Growth and DiversityOur company is a place where people with diverse backgrounds strive to create a great futuretogether.RECENT HIRES 69% MenBY GENDERInvesting in our people has allowed us to expand ourwithin 5 years31% Womenworkforce and reflect the changing demographics in the communities where we live, work, and play. We partner with local colleges and universities to identify and recruit qualified applicants in each of the cities and towns we serve, and we target jobs fairsincluding those focused on minority, veteran, and 2% Asianwomen candidates.17% Black or African AmericanRECENT HIRES BY 19% Hispanic or LatinoRACE/ETHNICITY 1% Native American or Alaska NativeOver the last five years, of the approximately 2,000within 5 yearsemployees hired, 31 percent are women and 44 percent 5% Two or more racesare minority.56% WhiteDiana, a Measurement and Engineering Analyst in Dallas, is passionate about giving back and has volunteeredwith Susan G. Komen since 2001.12 ATMOS ENERGY CORPORATION ATMOS ENERGY CORPORATION13'