GRI Index

Name of the organization

Whirlpool Corporation

Activities, brands, products and services

See Corporate Overview

Location of headquarters

2000 North M-63, Benton Harbor, Michigan

Location of operations

Operations data in this report is from majority-owned subsidiaries. Countries where Whirlpool Corporation operates and that are relevant to the topics covered in this report are: Argentina, Brazil, China, Colombia, India, Italy, Mexico, Poland, Russian Federation, Slovakia, Turkey, United Kingdom, United States of America.

Ownership and legal form

Whirlpool Corporation is a publicly traded company, listed on the Chicago Stock Exchange and New York Stock Exchange.

Markets served

See Corporate Overview

Scale of the organization

See Corporate Overview

Information on employees and other workers

See Social Scorecard

Supply chain

See Responsible Sourcing

Significant changes to the organization and its supply chain

No significant changes to location of suppliers, structure of supply chain, or relationships with suppliers, including selection and termination

Precautionary Principle or approach

Whirlpool Corporation’s Global Policy on Environment, Health and Safety points to maintaining high environmental standards by identifying aspects, threats, and opportunities, and the conservation of natural resources, waste minimization, and prevention of pollution. We manage our operations and develop products according to our capabilities, with a commitment to avoid negative impacts on the environment. We apply the precautionary principle where there are threats of serious or irreversible damage to the environment, acting according to our capabilities to prevent risks.

External initiatives

See Our Partnerships and Collaborations

Memberships of associations

Whirlpool’s Corporation’s main memberships of industry associations are held with APPLiA, AHAM and ELETROS.

Statement from the senior decision-maker

See CEO Message

Key impacts, risks and opportunities

See Our ESG Approach

Values, principles, standards, and norms of behavior

See Corporate Overview and Our Purpose

Mechanisms for advice and concerns about ethics

See Global Ethics & Compliance

Governance structure

See Board of Directors.

Delegating authority

See Our ESG Framework

Executive-level responsibility for economic, environmental, and social topics

See Our ESG Framework

Consulting stakeholders on economic, environmental, and social topics

See Materiality & Stakeholder Engagement

Composition of the highest governance body and its committees

See Proxy Statement

Chair of the highest governance body

See Proxy Statement

Nominating and selecting the highest governance body

See Proxy Statement

Conflicts of interest

See Proxy Statement

Our Integrity Manual, page 28

Corporate Governance Guidelines and Policies

Role of highest governance body in setting purpose, values and strategy

See Enhancing ESG Governance

Measures taken to develop and enhance the highest governance body's collective knowledge of economic, environmental, and social topics

See Our ESG Framework

Evaluating the highest governance body's performance

See Board of Directors

Identifying and managing economic, environmental, and social impacts

See Materiality & Stakeholder Engagement and Our ESG Framework

Highest governance body’s role in sustainability reporting

See Our ESG Framework

Process for communicating critical concerns to the highest governance body

See Integrity Line

Critical concerns communicated to the highest governance body

See Integrity Line

Remuneration policies

See Compensation Policies

Additional details on our Board of Directors compensation, and our executive compensation policies and programs can be found in our Proxy Statement as filed with the SEC.

Process for determining remuneration

See Proxy Statement

Stakeholders' views taken into account regarding remuneration

See Proxy Statement

Ratio of the annual total compensation

We have significant operations in the U.S. (Global Headquarters), Italy (HQ, EMEA), Brazil (HQ, Latin America), and India (Asia). In the U.S., our ratio of total compensation for the highest-paid employee (HPE), our Chairman and CEO, to the median-paid employee (MPE) is 297x. Since our HPE has significantly more performance-based pay at risk, for Base Salary compensation only, this ratio is 29x. In Italy, the total compensation ratio for HPE:MPE is 93x; for base salary compensation only, this ratio is 24x. In Brazil, the total compensation ratio for HPE:MPE is 552X; for base salary compensation only, this ratio is 130x. And in India, the total compensation ratio for HPE:MPE is 69x; for base salary compensation only, this ratio is 50x.

Ratio of the percentage increase in the annual total compensation

In the U.S., our 2020 increase in annual total compensation for HPE:MPE is 3x. In Italy, the 2020 compensation increase for HPE:MPE is 6x. In Brazil the ratio is 9x. In India, the ratio is 2x.

List of stakeholder groups

See Materiality & Stakeholder Engagement

Collective bargaining agreements

See Workforce Development & Engagement

Identifying and selecting stakeholders

See Materiality & Stakeholder Engagement

Approach to stakeholder engagement

See Materiality & Stakeholder Engagement

Key topics and concerns raised

See Materiality & Stakeholder Engagement

Entities included in the consolidated financial statements

See Form 10-K, Exhibit 21

Defining report content and topic boundaries

See Materiality & Stakeholder Engagement

List of material topics

See Materiality & Stakeholder Engagement

Changes in reporting

No changes were made to the material topics and topic boundaries from the previous report.

Reporting period

2020 (complete year)

Date of the most recent report

2019

Reporting cycle

Annual

Contact point for questions regarding the report

See About This Report

Claims of reporting in accordance with the GRI Standards

See About This Report

GRI content index

See GRI Index

External assurance

See External Limited Assurance

Financial implications and other risks and opportunities due to climate change

See TCFD

Ratio of standard entry level wage by gender compared to local minimum wage

The ratio of the standard entry-level hourly wage to local minimum wage varies from location to location around the world. This variation is necessary to comply with local market conditions and with wage minimums in countries or municipalities that set the minimums. Whirlpool complies with local minimum wage laws in each jurisdiction in which we operate. Whirlpool does not vary entry-level compensation by gender.

Procurement budget spent on local suppliers

Whirlpool Corporation is a global company with operations across the world. Local and global suppliers are evaluated based on multiple procurement criteria that may change sometimes, based on business conditions. Approximately 40%-60% of our purchasing budget is within the local jurisdiction that our product is produced.

Operations assessed for risks related to corruption

See Anti-Corruption

100% of our operations are regularly assessed and evaluated for multiple compliance and ethics risks, including risks related to corruption.

Communication and training about anti-corruption policies and procedures

See Anti-Corruption

100% of our Board of Directors and Executive Committee members have received communication regarding the organization’s anti-corruption policies and procedures, including Whirlpool’s Our Integrity Manual. The members of the Executive Committee reflect senior leadership in each of our regional operations.

Confirmed incidents of corruption and actions taken

We had zero confirmed incidents of corruption in 2020.

Legal actions for anti-competitive behavior, anti-trust and monopoly practices

See Form 10-K, pages 80 and 82

Tax strategy

Whirlpool Corporation's tax strategy is to fully comply with the tax laws in the jurisdictions in which we operate. This tax strategy is reviewed annually by the CEO, CFO, and Vice President of Tax.

Tax governance, mechanisms for reporting concerns about unethical or unlawful behavior and the assurance process for disclosures on tax

The tax governance and control framework is embedded in Whirlpool Corporation’s internal controls, and compliance with these controls is assessed through routine reviews by the Company's Internal Audit function and independent external auditors. The Vice President of Tax is ultimately responsible for compliance with these internal controls. Our approach regarding tax disclosures is included in Whirlpool Corporation’s public filings, which are audited by independent external auditors. Concerns about unethical or unlawful behavior can be reported through our Integrity Line.

Management of stakeholder concerns related to tax

Whirlpool Corporation engages with tax authorities in various jurisdictions through routine tax inquiries and audits. Our Investor Relations team collects comments from external investors, and internal employees participate in multiple questionnaires throughout the year.

Tax jurisdictions

Whirlpool Corporation manufactures products in 13 countries and markets products in nearly every country around the world. The Company’s geographic segments consist of North America, Latin America, Europe, Middle East, Asia and Africa. The Company pays tax in every profitable jurisdiction where it has nexus.

Materials used by weight or volume

• Metals (non-renewable): 1,063,680 Metric Tons
• Plastics (non-renewable): 498,808 Metric Tons
• Cardboard Packaging (renewable)*: 106,500 Metric Tons
• EPS Packaging (non-renewable): 45,500 Metric Tons
• Recycled Paper Packaging (renewable): 32,000 Metric Tons
• Film Packaging (non-renewable): 10,300 Metric Tons

*The recycled content in our cardboard packaging varies from 25% to 100%, depending on the region.

Note: This data is estimated based on engineering and sourcing estimates.

Energy consumption within the organization

See Environmental Scorecard

See Energy Management

Energy intensity

See Environmental Scorecard

Fuel, electricity, and steam are included in the intensity ratio. The denominator includes our major product categories (see page 5).

Reductions in energy consumption

See Environmental Scorecard

See Energy Management

Fuel, electricity, and steam are included. The baseline year is 2016 based on the SBTi methodology.

Reductions in energy requirements of products and services

See GHG Emissions

On average, our major appliances’ energy requirements decreased 9 kwh/2% per unit from 2019. This includes Air Treatment, Cooking, Dishwashers, Refrigeration, and Laundry products.

Interactions with water as a shared resource

See Water

Management of water discharge-related impacts

See Water

In every country we meet local legal and regulatory requirements.

Water withdrawal

See Environmental Scorecard

See Water

Water discharge

See Environmental Scorecard

See Water

Water consumption

See Environmental Scorecard

See Water

Direct (scope 1) GHG emissions

See Environmental Scorecard

See GHG Emissions

2020 Scope 1 emissions values have been assured by a third party. See the limited assurance report for more information on the reporting boundaries and emission factors considered.

Energy indirect (scope 2) GHG emissions

See Environmental Scorecard

See GHG Emissions

2020 Scope 2 location-based and market-based emissions values have been assured by a third party. See the limited assurance report for more information on the reporting boundaries and emission factors considered.

Other indirect (scope 3) GHG emissions

See Environmental Scorecard

See GHG Emissions

2020 Scope 3 category 11 Use of Sold Products emissions values have been assured by a third party. See the limited assurance report for more information on the reporting boundaries and emission factors considered.

GHG emissions intensity

See Environmental Scorecard

The denominator to calculate the ratio is production. No gases were excluded from the calculation.

Reduction of GHG emissions

See Environmental Scorecard

See GHG Emissions

Significant actual and potential waste-related impacts

See Products

See Waste

Actions to prevent waste generation and to manage significant impacts

See Products

See Waste

Waste generated by composition

See Environmental Scorecard

Waste diverted from disposal

See Environmental Scorecard

Waste directed to disposal

See Environmental Scorecard

Sanctions for non-compliance with environmental laws and/or regulations

Whirlpool Corporation received no significant fines or sanctions for non-compliance with environmental laws/regulations in 2020. Each year, all manufacturing sites assess compliance status and complete the “Annual Compliance Assurance Letter,” confirming that they are in substantial compliance with EHSS laws, regulations, and other obligations. In 2020, we launched a digital self-assessment tool which allows sites to create formal, documented plans to implement corrective actions.

New suppliers that were screened using environmental criteria

See Responsible Sourcing

Negative environmental impacts in the supply chain and actions taken

See Responsible Sourcing

New employee hires and employee turnover

See Social Scorecard

Benefits provided to full-time employees

See Workforce Development & Engagement

In every country we meet local legal and regulatory requirements and add to that any additional benefit to achieve market competitiveness in each respective country.

Parental leave

All employees are eligible for this benefit as of the date of hire.

248 female employees took parental leave in 2020; 99% returned to work after their leave. 58% of the female employees who took parental leave in 2019 were still employed 12 months after their return to work.

519 male employees took parental leave in 2020, 100% returned to work after their leave. 71% of the male employees who took parental leave in 2019 were still employed 12 months after their return to work.

Minimum notice periods regarding operational changes

In jurisdictions where there is a legally mandated notice we comply with all local laws and requirements. Whirlpool Corporation also provides severance where applicable based on local law and or company policy. In the United States, notice periods and provisions for consultation and negotiation are specified in collective agreements.

Occupational health and safety management system

See Occupational Health & Safety

See Social Scorecard

Hazard identification, risk assessment and incident investigation

See Occupational Health & Safety

Occupational health services' functions

See Occupational Health & Safety

Worker participation and consultation in the occupational health and safety management system

See Occupational Health & Safety

Worker training on occupational health and safety

See Workforce Development & Engagement

Worker access to non-occupational medical and healthcare services

See Occupational Health & Safety

Prevention or mitigation of occupational health and safety impacts directly linked by business relationships

See Occupational Health & Safety

Workers covered by an occupational health and safety management system

See Occupational Health & Safety

Contractors executing a temporary project who are under direct supervision of their employer may not participate in the full health & safety management system based on scope/duration and other legal requirements. These contractors are covered by applicable management system elements pertaining to the work activities they perform while on Whirlpool property.

Work-related injuries

See Social Scorecard

See Occupational Health & Safety

Whirlpool Corporation does not draw a distinction between regular employee hours worked and temporary employee hours worked. Temporary employees or "contract" employees are employees who are employed by another employer but supervised on a day-to-day basis by a Whirlpool Corporation employee. Therefore, the total number of employee hours worked (136,921,899) is composed of both Whirlpool Corporation employees and non-employees supervised by a Whirlpool Corporation employee. The only workers who are not included in this disclosure are contractors and contract workers who work (temporarily) at a Whirlpool Corporation operation and are not supervised by a Whirlpool Corporation employee, but instead by a member of their own organization.

Work-related ill health

See Social Scorecard

See Occupational Health & Safety

Workers who are not supervised by a Whirlpool employee are not included in Whirlpool Injury and Illness records.

Average hours of training per year per employee

See Social Scorecard

Training is offered at Whirlpool Corporation to all employees based on development needs and company requirements regardless of race, gender and ethnicity.

Programs for upgrading employee skills and transition assistance programs

See Workforce Development & Engagement

Severance and job placement services and transition assistance are available as necessary and appropriate to White Collar employees in the U.S. Globally we comply with statutory requirements for severance.

Percentage of employees receiving regular performance and career development reviews

See Workforce Development & Engagement

Diversity of governance bodies and employees

See Board of Directors

See Social Scorecard

Ratio of the basic salary and remuneration of women to men

Whirlpool does not make compensation decisions based on race, gender or any other protected category.

Incidents of discrimination and corrective actions taken

In 2020 there were 59 internal cases of which 19 were substantiated and we took corrective actions. We also had 15 external cases of which 7 have been closed. 100% of incidents are reviewed by Whirlpool Corporation's legal and Employee Relations team as a part of our standard process. No findings of wrongdoing have been determined for the remaining incidents.

Operations and suppliers in which right to freedom of association or collective bargaining may be at risk

See Workforce Development & Engagement

See Responsible Sourcing

Through Whirlpool's Supplier Code of Conduct audits, Whirlpool did not have any instances in 2020 in which our suppliers violated freedom of association or collective bargaining.

Operations and suppliers at risk for incidents of child labor

See Responsible Sourcing

Operations and suppliers at risk for incidents of force or compulsory labor

See Responsible Sourcing

Security personnel training in human rights policies

Security personnel receive the same formal training as all other employees on human rights policies. Discussions about applications specific to security occur within individual teams.

Operations that have been subject to human rights reviews or impact assessments

See Responsible Sourcing

Employee training on human rights policies or procedures

See Global Ethics & Compliance

See Anti-Corruption

Investment agreements and contracts that include human rights clauses or that underwent human rights screening

See Responsible Sourcing

Operations with local community engagement, impact assessments and development programs

See Local Communities

New suppliers that were screened using social criteria

See Responsible Sourcing

Negative social impacts in the supply chain and actions taken

See Responsible Sourcing

Political contributions

The Board of Directors periodically reviews the company’s Code of Ethics, which addresses the company’s policies and practices related to political contributions.

In 2020, $59,500 in U.S. political contributions were made by the Whirlpool Corporation Political Action Committee, funded entirely through voluntary employee contributions. No in-kind political contributions were made in 2020.

Assessment of the health and safety impacts of product and service categories

See Product Safety & Quality

Product health & safety impacts are assessed for 100% of Whirlpool's portfolio.

Incidents of non-compliance concerning the health and safety impacts of products and services

We have not identified any non-compliances based on internal search conducted.

Product and service information and labeling

The literature supplied with the product as well as online describes the proper and safe usage of the product.

Incidents of non-compliance concerning product and service information and labeling

We identified 20 incidents of non-compliance with voluntary codes. No incidents of non-compliance with regulations resulted in a warning, fine, or penalty.

Incidents of non-compliance concerning marketing communications

We have not identified any non-compliances based on internal search conducted.

Complaints concerning breaches of customer privacy

Complaints received from outside parties: 11

Complaints from regulatory bodies: 2

Non-compliance with laws and regulations in the social and economic area

In the past 5 years, Whirlpool was subject to one significant fine. Pursuant to a settlement with the French Competition Authority (FCA), Whirlpool paid a fine of EUR 56M attributable to Whirlpool’s France business and EUR 46M attributable to Indesit’s France business related to the first part of the FCA's investigation. Whirlpool did not own Indesit during the period at issue, and received reimbursement from Indesit’s previous owners for a portion of the settlement amount. The second part of the FCA’s investigation is still ongoing. Further information is contained in Whirlpool’s most recent Form 10-K filed with the SEC. (See page 82, Commitments and Contingencies—“Competition Investigation”).