Diversity & Inclusion

Create an Inclusive Culture To cultivate a culture of inclusivity for our employees internally, we are increasing awareness and understanding of what diversity and inclusion is all about, why it’s important, and how we can all be better allies. By creating an environment where employees of all backgrounds feel supported and welcome to be themselves and where everyone is excited to come to work and can focus on getting their job done, we can attract, hire, and retain the people who will make our company even stronger—and that benefits us all.

Externally, we keep a close eye on our customer experience to ensure we are creating an inclusive culture so that every customer, homeowner, and trade partner is treated respectfully and feels welcome to be a part of the Toll Brothers family.

What We Are Doing CHANGING THE CONVERSATION
Employees are encouraged to listen and learn from each other through local and national events and programs such as D&I workshops, employee panels, listening sessions, and book clubs.

MITIGATING UNCONSCIOUS BIAS
Unconscious bias, or subconscious beliefs about other individuals that can affect how we view them, is an important part of our regular discourse. We talk to leaders and key customer-facing employees about ways unconscious bias could appear on the front line, incorporate guidelines for mitigating unconscious bias into trainings and workshops, and review customer feedback to identify any ways in which we may be falling short.

EMPLOYEE RESOURCE GROUPS
Voluntary, employee-led Employee Resource Groups are made up of employees and advocates who come together based on shared characteristics or life experiences to create safe spaces to speak about the issues that matter most to them. Learn about our Employee Resource Groups Here.

In partnership with our Employee Resource Groups, we host several events throughout the year, such as:
• MLK Day of Service activities in January
• Veterans Group fundraising and donation drives
• Multicultural celebrations throughout the year
• Women's career development speaker panels
• Pride Month marches across the country

Hire Diverse Talent We believe hiring diverse talent at all levels of the organization helps us attract and retain the best talent, be more innovative and collaborative, and better engage with our customers. With hiring practices that focus on skill-based assessments and consistent interviewing processes combined with seeking out diverse talent pools, we can find the best person for the job—someone who will be a true asset to the organization, an excellent performer, and an example of our company values.

In our Environmental Social Governance Report (ESG), we post our employee diversity data. We are making progress every day, but we have more work to do.

WHAT WE ARE DOING DIVERSITY PIPELINE
We nourish partnerships with diversity-related organizations, historically black colleges and universities (HBCUs), and minority-serving institutions (MSIs). We also partner with WayUp, an early career sourcing platform that specializes in diverse candidates, and host events to promote Toll Brothers to diverse populations.

INCLUSIVE HIRING PROCESSES
To ensure everyone has a fair chance in the interview process, we are making systematic adjustments to the way we recruit and hire. Hiring managers and recruiters are given resources and interview training to help ensure they mitigate unconscious bias during the hiring process and understand their responsibilities for supporting a diverse slate.

Advance Diverse Talent Increasing the diversity of our managers and leaders makes good business sense because it broadens our perspectives and drives innovation, and it also helps us to attract, hire, and retain diverse talent. We want all employees to see a path forward and a future at Toll Brothers.

WHAT WE ARE DOING FOUNDATIONAL CAREER DEVELOPMENT
Foundational development and performance management programs have been introduced to make our processes fairer and more robust. While these programs benefit all employees, they put more rigor around our processes and make them less subjective. Our Momentum talent management program highlights the importance of setting goals, aligning and discussing those goals with leaders, and receiving honest and transparent feedback about performance.

INTERNAL MOBILITY
The Toll Brothers Internal Job Board process promotes internal mobility and makes the promotion process fair and equitable to determine the best possible candidate for every open position. Leaders are encouraged to be transparent and post jobs internally, allowing all employees a chance to apply, before moving forward with an internal candidate. It’s our goal for every employee to have a long, rewarding, and successful career at Toll Brothers and to provide them with opportunities to grow into roles that inspire and fulfill them.

Impact the Community There is overwhelming evidence that a quality education can improve people’s lives, make our economy more efficient, and contribute to a more equitable society. We are focused on addressing inequities in education and making sure underserved populations have access to quality education so that everyone can have an equal opportunity to succeed, regardless of their background, race, or economic standing.

What We Are Doing Toll Brothers is proud to support organizations that benefit education and training of youth on a local and national level, including:

Since 1989, The Posse Foundation has identified and trained young people with extraordinary potential who might be missed by elite schools. Posse Scholars receive full merit scholarships to over 60 top colleges and universities across the country. They are then sent to college in multicultural groups of 10 to serve as a support system for one another. Posse is rooted in the belief that a small, diverse group of talented students who are carefully selected and trained can serve as a catalyst for individual and community development. The Posse Foundation has been the beneficiary of our annual Toll Brothers Gala fundraiser for several years in a row.

YouthBuild champions opportunity youth, young adults between the ages of 16 and 24 who are neither in school nor employed. With care and respect, YouthBuild partners with opportunity youth to build the skillsets and mindsets that lead to lifelong learning, livelihood, and leadership.

First Tee of Greater Philadelphia provides educational programs that build character, instill life-enhancing values, and promote healthy choices through the game of golf. At golf facilities, public schools, youth services organizations, and after-school programs, First Tee provides children with equal access to golf, caring mentors, and a safe place to spend time after school.

We have a special partnership with Cristo Rey Philadelphia High School, a college preparatory school that enables students to work in an office a few hours each week through their Work-Study Program. The wages they earn at their jobs fund a substantial portion of the cost of their education. Each year, Toll Brothers is proud to host several students through the Work-Study Program at our corporate headquarters in Fort Washington.

Toll Brothers is a founding partner of the Building Talent Foundation (BTF), an organization that works to address the persistent labor shortage across the country and advance the education, training, and career progression of young people and people from underrepresented groups as skilled technical workers and as business owners in residential construction. BTF works with schools to adjust curricula and training programs to ensure young adults and people of color are learning the right skills to be successful in a future career in home building, and then acts as a resource for both job seekers and employers.

SCHOLARSHIP FUNDING
In Pennsylvania and Arizona, Toll Brothers takes advantage of educational tax incentive programs to provide funds for need-based scholarships at a number of private schools, so students from under-resourced families have access to high-quality, safe, tuition-based schools, thereby increasing their long-term economic and social success.

Hold Ourselves Accountable As we continue to take meaningful steps to advance diversity and inclusion at Toll Brothers, we must continuously examine our efforts to evolve our strategy over time, educate our employees, incorporate employee feedback, and measure our progress.

What We Are Doing MEASURING PROGRESS
Through our annual employee survey, we measure inclusivity in our workplace and where we can improve. Additionally, we solicit feedback from our Diversity & Inclusion Council, which provides strategic guidance and alternate viewpoints about our D&I plans to help us prioritize our efforts.

CORE EDUCATION
We work to build foundational understanding around key D&I concepts and talk to leaders about their responsibilities to advance D&I through bi-annual trainings for all employees and managers, a D&I seminar for leaders, and new hire orientation for new employees. Additionally, clear Human Rights and Equal Employment Opportunity (EEO) policies are reflected in our Code of Ethics and Business Conduct as well as reinforced in our Preventing Workplace Harassment training.

ANONYMOUS HOTLINE
Employees can communicate concerns anonymously and confidentially any time, day or night, through our Anonymous Reporting Hotline, managed by an independent third party. We strictly prohibit retaliation against anyone who makes a good faith report or assists in an internal investigation. Everyone must know they can do the right thing and speak up if they see or hear about unethical behavior or violations of our policies.