Purpose:

MillerKnoll is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or associate based on the following legally protected characteristics: race, color, religion, creed, sex (including pregnancy, lactation, childbirth or related medical conditions), sexual orientation, gender, gender identity, gender expression, medical condition, age (40 and over), marital status, citizenship status, national origin or ancestry, physical or mental disability, military or veteran status, genetic information (including testing and characteristics) or any other consideration protected by federal, state or local laws.

Scope:

Our commitment to equal employment opportunity applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and coworkers. Furthermore, MillerKnoll will recruit, hire, train, and promote persons in all job titles, and ensure that all other personnel actions are administered, without regard to any such legally protected statuses, and we will ensure that all employment decisions are based only on valid job requirements.

Policy Expectations:

MillerKnoll is a federal contractor subject to Section 4212 of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA), Section 503 of the Rehabilitation Act of 1973, as amended (Section 503), and Executive Order 11246. MillerKnoll is committed to equal employment opportunity, and it is our policy to take affirmative action to employ and advance in employment protected veterans and individuals with disabilities. MillerKnoll will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.

As Acting Chief People Officer I support our company's affirmative action program.

MillerKnoll ensures that all employment decisions are based only on valid job requirements. In addition, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of section 503, VEVRAA, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; (3) opposing any act of practice made unlawful by section 503, VEVRAA, or their implementing regulations in this part, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; or (4) exercising any other right protected by section 503, VEVRAA or their implementing regulations in this part.

MillerKnoll's affirmative action program contains an audit and reporting system which enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, determine whether protected veterans and individuals with disabilities had the opportunity to participate in company-sponsored activities, measure our compliance with the program's specific obligations, and document actions taken to comply with these obligations.

I have delegated responsibility for implementing our affirmative action program to Cheryl Kern, VP, Diversity, Equity, Inclusion and Belonging.

MillerKnoll employees and applicants may review the non-confidential portions of the affirmative action plans during regular business hours. Please contact Cheryl Kern at cheryl_kern@millerknoll.com during normal business hours to review the affirmative action plan.

If you believe you have been subjected to any form of discrimination, or if you are aware of an incident of discrimination involving another individual, please provide a written or verbal report to your supervisor, another member of management, or MillerKnoll, Inc.'s Ethics and Compliance Hotline at https://millerknoll.ethicspoint.com. The report should be specific and should include the names of the individuals involved, the names of any witnesses and any documentary evidence (e-mails, notes, etc.). MillerKnoll will conduct a thorough and objective investigation in a timely fashion and attempt to resolve the situation. The investigation will be completed and a determination made and communicated to you as soon as practical.

If MillerKnoll determines that this policy has been violated, disciplinary action, up to and including immediate termination, will be taken. Disciplinary action may be taken when an investigation reveals conduct on the part of an employee that does not rise to the level of unlawful discrimination but is nevertheless inappropriate. Appropriate action may also be taken to deter future discrimination or misconduct.

Jacqueline H. Rice
Acting Chief People Officer