To our stakeholders,

I am pleased to confirm that Tyson Foods, Inc. reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labor, Environment, and Anti-Corruption.

In this annual Communication of Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture, and daily operations. We also commit to sharing this information with our stakeholders using our primary channels of communication.

Sincerely yours,

Mr. Noel White
President and Chief Executive Officer
Tyson Foods, Inc.

Our human rights and labor practices are grounded in our Code of Conduct, Core Values and Team Member Promise. These documents outline the many rights, benefits, and responsibilities enjoyed by and expected of team members.

Our ethics are guided by our core values, Code of Conduct, Team Behaviors (also known as our 5Cs) and Team Member Promise, which outline team member rights, benefits and responsibilities. Policies and practices follow the human rights principles set forth in the United Nations Universal Declaration of Human Rights and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work. Moreover, Team Member rights are further strengthened through annual compliance training, our social compliance auditing program, and our Ethics Help Line (https://www.tysonsustainability.com/workplace/ethics-compliance).

We require all of our team members and directors to participate in annual compliance training (https://www.tysoncodeofconduct.com/introduction/what-is-expected/) to ensure they understand that our policies prohibit any kind of illegal or unethical behavior and that they are obligated to report suspected violations promptly.

In addition, our social compliance audit program allows us to be more proactive in our social compliance efforts. Our goal is to ensure our team members understand their rights, benefits and responsibilities while also providing key stakeholders visibility into our workplace conditions, which include worker treatment, voice, compensation and safety. You can learn more about this program, including the results of recent audits, at https://www.tysonsustainability.com/workplace/ethics-compliance.

We also encourage all team members to speak with local management, human resources representatives, or to contact the ethics and compliance department or the human resources director regarding any ethics questions, complaints or concerns they may have. We provide a toll-free number and web-based reporting mechanism (Ethics Help Line) for team members who are obligated to report suspected violations of our Code of Conduct or the law. Additional details about our Ethics Help Line, the number of call received, and the types of issues reported are available at https://www.tysonsustainability.com/workplace/ethics-compliance.

Our human rights and labor practices are grounded in our Code of Conduct, Core Values and Team Member Promise. These documents outline the many rights, benefits, and responsibilities enjoyed by and expected of team members.

Our labor practices are grounded in our Code of Conduct and Team Member Promise. More specifically:
• We do not tolerate child or forced labor in any of our operations or facilities.
• We comply with all applicable wage and hour laws, including minimum wage, overtime and maximum hour rules.
• We respect team members’ right to join or not to join a trade union, or to have recognized employee representation in accordance with local law.

Additionally, we embrace the diversity of our team members’ unique backgrounds, experiences, thoughts and talents. Everyone is valued and appreciated for their distinct contributions. Team members deserve dignity, respect and protection from harassment, discrimination and retaliation. This commitment includes equal employment opportunity without regard to race, color, age, veteran status, religion, gender and gender identity, pregnancy, genetics, national origin, sexual orientation or disability. We maintain, implement through training, and enforce policies strictly prohibiting harassment, discrimination, and retaliation in the workplace. Learn more https://www.tysoncodeofconduct.com/team-members/employment-practices/ and https://www.tysonsustainability.com/workplace/inclusion-diversity.

We work to ensure team members receive fair compensation commensurate to their experience and skills, as well as competitive compensation within the local labor markets. As a result, our compensation program varies by market and by position, allowing us to provide a competitive total rewards package. You can learn more about the wages and benefits we offer our team members at https://www.tysonsustainability.com/workplace/compensation-benefits.

As noted above, team members can choose whether they want to unite for collective bargaining purposes. As of September 29, 2018, we employed approximately 121,000 employees. Approximately 116,000 employees were employed in the United States, and 5,000 employees were employed in foreign countries, primarily in China. Approximately 30,000 employees in the United States were subject to collective bargaining agreements with various labor unions, with approximately seven-percent of those employees at locations either under negotiation for contract renewal or included under agreements expiring in fiscal year 2019. The remaining agreements expire over the next several years. Approximately 3,000 employees in foreign countries were subject to collective bargaining agreements. We believe our overall relations with our workforce are good.

We are dedicated to delivering sustainable food at scale to feed our growing world. Fulfilling this mission requires protecting and respecting natural resources as we grow our business. To produce food, we depend on land, water and energy to grow ingredients, raise animals and run our facilities.Through these efforts, we strive to make a long-lasting, positive impact on the environment as well as our company, team members, consumers and customers.

Our Senior Vice President Sustainability and Chief Environmental Officer, who reports to our Chief Sustainability Officer, assesses, prioritizes and manages all aspects of our environmental efforts across the company. This position monitors the status of environmental compliance and activities for both our domestic and international operations, and institutes regular meetings with regulatory officials to share information, build relationships and demonstrate our commitment to environmental excellence. In addition to this leadership and oversight:
o An environmental management system (EMS), modeled after ISO 14001, is in place at each of our U.S. facilities,
o We have set targets to protect and conserve our environment and natural resources, and
o We routinely evaluate new and emerging technologies aimed toward pollution prevention, conservation, energy efficiency and sustainable operation.
You can learn more at https://www.tysonsustainability.com/environment.

In calendar year 2019, for the third year in a row, we responded to CDP’s water and climate questionnaires, receiving a B- (management) for both. Additionally, as stakeholder concern continues to escalate around the environmental impacts of deforestation we also responded to the CDP forest questionnaire for the past two years. We received a C for our response, and responded to CDP’s climate, water, and forest questionnaires in 2019. We are awaiting the scoring results for our 2019 responses.

Also, in 2019, we refreshed our environmental policy. The policy clearly states that it is the responsibility of all Team Members to promote and assist with the implementation of this policy and its principles. This policy is available at https://www.tysonfoods.com/sites/default/files/2019-04/Tyson%20Environmental%20Policy.pdf.

Additionally, we believe protecting natural resources is essential to achieving clean air, water and land for the world. Accordingly, we have established commitments to:
o Reduce our water use intensity,
o Reduce our GHG emissions,
o Promote the practice of sustainable land stewardship, and
o Assess our deforestation risks.

You can learn more at https://www.tysonsustainability.com/approach/commitments.

Tyson Foods is dedicated to responsible corporate governance through strong accountability practices that uphold the public’s trust in the company while maintaining the interests of our shareholders.

Our comprehensive Code of Conduct and Corporate Governance Principles guide our Board of Directors and management in effective and ethical governance.

In addition, we strive to develop and maintain good relationships with elected and appointed government officials and government agencies. We are not only regulated by them but we are also in partnership with many of them on numerous fronts, ranging from employee eligibility to food safety.

We strive to operate with integrity in all we do and corrupt business practices violate that trust. Bribery and corruption cause great harm to communities in which we do business. We do not tolerate any form of bribery, kickback, payoff or corruption, facilitation payments, with government officials and non-government officials, including our business partners. You can review our policies related to the prevention of bribery and corruption at https://www.tysoncodeofconduct.com/investors/bribery-and-corruption/.

All team members and members of Tyson Foods’ Board of Directors are required to participate in anti-corruption education and training sessions. In addition, management team members employed outside the United States of America are required to disclose their relationships to Government Officials as part of their annual Code of Conduct training.

All team members are required to disclose their relationships to Persons of Influence pursuant to Tyson Foods’ Conflict of Interest Policy. Moreover, team members that become aware of or suspect any violation of Tyson Foods Policy or the law, have a duty to raise concerns without the fear of retaliation. Team Members are encouraged to raise their concerns to their supervisor, a member of management or their local HR representative. Team members also have the option to use the Help Line operated by an independent third party and is available 24 hours a day, seven days a week by phone.