Wyndham® Deerfield Beach Resort
Deerfield Beach, FL
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ENVIRONMENTAL,
SOCIAL, AND
GOVERNANCE 
REPORT
2023

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Table of Contents
Wyndham’s ESG Approach . .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 6
ESG Strategy & Governance . .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  7
ESG Highlights & Awards. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 11
2025 Performance Targets. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  12
Social. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  22
Diversity, Equity & Inclusion. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  23
Health & Wellbeing. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 28
Training & Engagement . .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 30
Human Rights. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 34
Community & Philanthropy. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 36
Governance. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  38
Board of Directors. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 39
Risk Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
Ethical Business. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  41
Data Privacy & Cybersecurity. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 43
Policy Influence . .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 45
Environmental Management. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  14
Climate Change, Energy & Greenhouse Gas Emissions. .  .  .  16
Water Conservation . .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  18
Waste Diversion. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  19
Responsible Sourcing & Supply Chain. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 20
Environment. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 13
ABOUT THIS REPORT
This report contains information about Wyndham’s 
Environmental, Social and Governance (ESG) performance. 
Our report has been prepared with reference to the 
Global Reporting Initiative (GRI) Standards and integrates 
the recommendations of the Sustainability Accounting 
Standards Board (SASB) and the Task Force on Climate-
related Financial Disclosures (TCFD). We obtain third party 
assurance over selected data disclosed in this report, as 
indicated by our 2022 Assurance Statement. This Report 
covers the performance of Wyndham Hotels & Resorts, 
Inc. from January 1 – December 31, 2022, and includes the 
Company’s owned, managed, and leased operations, unless 
otherwise stated. All financial figures indicated in this report 
are in U.S. dollars, unless otherwise noted.
Click to learn more
Wyndham® Hotel Melbourne
Melbourne, Australia
Forward Looking Statements. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  2
Message from our President and CEO. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 4
About Wyndham Hotels & Resorts. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  5
Appendices. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 46
ESG Performance Tables . .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 47
GRI Index. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 49
SASB Index. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 54
TCFD Report. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 55
Assurance Statement. .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 58

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Forward Looking Statements
This Environmental, Social and Governance (ESG) Report (“Report”) of Wyndham Hotels & Resorts, Inc. (the “Company”) contains forward-looking statements within the meaning of Section 21E of the 
Securities Exchange Act of 1934, as amended. These statements include, but are not limited to, statements related to the Company’s views and expectations regarding ESG targets, goals, commitments and 
programs and other business plans, initiatives and objectives. Forward looking statements include those that convey management’s expectations as to the future based on plans, estimates and projections and 
may be identified by words such as “will,” “expect,” “believe,” “plan,” “anticipate,” “intend,” “goal,” “future,” “outlook,” “guidance,” “target,” “objective,” “estimate,” “projection,” and similar words or expressions, 
including the negative version of such words and expressions. Such forward-looking statements involve known and unknown risks, uncertainties and other factors, which may cause the actual results, 
performance or achievements of the Company to be materially different from any future results, performance or achievements expressed or implied by such forward-looking statements. You are cautioned 
not to place undue reliance on these forward-looking statements, which speak only as of the date of this report and the Company assumes no obligation to correct or update any forward-looking statement, 
whether as a result of new information, future events or otherwise. Factors that could cause actual results to differ materially from those in the forward-looking statements include, without limitation, general 
economic conditions, including inflation, higher interest rates and potential recessionary pressures; the worsening of the effects from the COVID-19 pandemic (“COVID-19”); its scope, duration, resurgence and 
impact on the Company’s business operations, financial results, cash flows and liquidity, as well as the impact on the Company’s franchisees, guests and team members, the hospitality industry and overall 
demand for and restrictions on travel; the Company’s continued performance during the recovery from COVID-19 and any resurgence or mutations of the virus; concerns with or threats of other pandemics, 
contagious diseases or health epidemics, including the effects of COVID-19; the performance of the financial and credit markets; the economic environment for the hospitality industry; operating risks 
associated with the hotel franchising business; the Company’s relationships with franchisees; the impact of war, terrorist activity, political instability or political strife, including the ongoing conflict between 
Russia and Ukraine; the Company’s ability to satisfy obligations and agreements under its outstanding indebtedness, including the payment of principal and interest and compliance with the covenants 
thereunder; risks related to the Company’s ability to obtain financing and the terms of such financing, including access to liquidity and capital; and the Company’s ability to make or pay, plans for, and the 
timing and amount of any future share repurchases and/or dividends, as well as the risks described in the documents the Company files from time to time with the Securities and Exchange Commission. The 
term “materiality” and other similar terms within this Report are used to reflect our priority ESG strategies, topics and risks. We are not using such terms as they are used under securities laws or other laws 
of the U.S. or other jurisdiction or as these terms are used in the context of financial statements and financial reporting. Accordingly, the inclusion of information or the absence of information in this Report 
should not be read as representing the Company’s belief regarding the financial impact of that information or its importance to our stockholders. No part of this Report shall be taken to constitute an invitation 
or inducement to invest in the Company.
Super 8® by Wyndham San Bruno/ San Francisco (SFO) Airport 
San Bruno, California
Click to learn more

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Message from our President and CEO
This June marks a major milestone – five years of Wyndham Hotels 
& Resorts making hotel travel possible for all. As we look ahead, our 
commitment to our values, which include Integrity, Accountability, 
Inclusivity, Caring and Fun, will continue to inspire our team members 
and owners to make the world a more diverse, inclusive, and sustainable 
place for future generations.
As the world’s largest hotel franchising company with over 9,000 hotels 
spanning more than 95 countries, Wyndham has the unique 
opportunity to make a meaningful impact on the world. When 
we think about doing good, we think about what we can do 
for the communities in which we live and operate. 
Wyndham is committed to creating an inclusive and 
welcoming environment for our people, partners and 
owners – a place to share our similarities and celebrate the 
differences that make us stronger. For the second 
consecutive year, Forbes named Wyndham 
to its list of America’s Best Large Employers 
and Newsweek recognized the Company on 
its list of America’s Greatest Workplaces 
for 2023 for Diversity, highlighting our 
award-winning corporate culture. We 
also had the pleasure of earning a spot 
on DiversityInc’s Top 50 Companies for 
Diversity in 2023.
For the first time ever, Dow 
Jones Sustainability World Index 
recognized Wyndham for its 
sustainability and social practices 
and performance. Additionally, 
the Company was named one of 
the world’s most ethical companies 
by Ethisphere for the third time, 
demonstrating best in class ethics, 
compliance, and governance practices. 
While recognition validates that the work we are doing is making a 
difference, it also inspires us to accomplish more as we continue our 
journey.
Beyond awards, it’s what we do to make a difference in our own industry. 
In the last year, Wyndham unveiled first-of-its-kind programs Women 
Own the Room and BOLD By Wyndham to advance and empower 
women and Black entrepreneurs, developers, and owners on their 
path to hotel ownership. To date, we’ve awarded more than 50 hotel 
development agreements in support of aspiring hoteliers who historically 
have not had the support system or resources in place to succeed in 
hospitality. And in one short year, we’ve seen nearly a dozen of these 
hotels open. We can and will do more on this front.
As a hospitality company, serving the community is in our DNA, and 
we’re guided by our “Count on Me®” service culture. In 2022, Wyndham 
contributed over $1 million in cash donations as well as in-kind donations 
of more than 31 million Wyndham Rewards points supporting myriad 
charitable efforts around the world. This includes global efforts such as 
responding to the humanitarian crisis in Ukraine through our partnership 
with Save the Children and supporting the efforts of the Red Crescent 
in Turkey and Syria following the recent earthquakes. In our local 
communities, Wyndham team members volunteered more than 1,500 
hours through our signature WISH days, allowing team members time off 
to give back to organizations near and dear to them.
At Wyndham, we believe in the power of travel and the power of 
connection, and it’s our responsibility to make a positive impact on the 
communities where we exist. We look forward to sharing this philosophy 
with travelers across the globe as we continue our journey in the years 
ahead.
Geoff Ballotti 
President and Chief Executive Officer 
He/Him/His

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About Wyndham Hotels & Resorts
Wyndham Hotels & Resorts, Inc. (“Wyndham”) is an asset-light organization and is the world’s 
largest hotel franchising company with over 9,000 hotels in 95+ countries. Wyndham commands a 
leading presence in the economy and midscale segments of the lodging industry, where it operates a 
portfolio of 24 hotel brands. Wyndham franchisees operate their hotels in accordance with Company 
brand standards and their own operating policies and procedures.
Wyndham Rewards®, the Company’s award-winning guest loyalty program, has been recognized as 
one of the most rewarding loyalty programs in the hotel industry, providing more value to members 
than any other program. It has won more than 100 awards and accolades in recent years. As of year-
end 2022, the Wyndham Rewards® program had approximately 99 million enrolled members. 
Our mission is to make 
hotel travel possible 
for all. Wherever 
people go, Wyndham 
will be there to 
welcome them.
9,000
hotels
Over
95+
countries
Across
24
iconic brands
enrolled members
More than
100M¹
Click to 
learn more
1As of the release of this report

Wyndham’s ESG Approach
Wyndham’s ESG Approach
Social
Environment
Comwell Aarhus Dolce® by Wyndham
Aarhus, Denmark
Click to learn more
Governance 
Appendices

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ESG Strategy & Goverance
Wyndham Hotels & Resorts’ ESG strategy focuses on four key themes that serve as the centerpiece of a larger strategic approach. Every day, 
Wyndham’s franchisees work to provide new experiences for travelers in a way that positively impacts the world around us. In order to advance the 
Company’s values-driven culture, Wyndham is committed to operating the business in a way that is socially, ethically, and environmentally responsible.
A Culture of
Diversity, Equity & Inclusion
We welcome different 
perspectives in our inclusive 
and fun workplaces and hotels 
where everyone has access 
to genuine opportunities to 
succeed
Supporting 
Our Communities
We care for the 
communities in which 
we work and live
Leadership in
Sustainability
We are accountable for 
our part in protecting 
the environment
Protecting 
 Human Rights
We are committed to the 
safety and  
wellbeing of our team 
members and guests

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ESG Steering Committee
Wyndham’s ESG Steering Committee provides 
oversight and direction for the Company’s larger 
ESG strategy, including all projects, regulations, 
and financial requirements.
This Committee is also responsible for aligning 
the Company’s ESG strategy with Wyndham’s 
overall strategic initiative to operate in a socially, 
ethically, and environmentally responsible 
manner.   
The ESG Steering Committee is comprised of 
the Wyndham’s Chief Executive Officer, Chief 
Financial Officer, General Counsel, Chief Human 
Resource Officer, and Chairs of each of its three 
subcommittees.
Each subcommittee is made up of relevant 
subject matter experts, and meets quarterly to 
review progress on the existing ESG initiatives 
and targets, and develops new strategies and 
programs. 
The subcommittees’ purpose is to inform 
the ESG Steering Committee and ensure the 
Company’s ESG strategy remains aligned 
with Wyndham’s overall business objectives. 
Environmental
Subcommittee
Social
Subcommittee
Governance
Subcommittee
•	
Biodiversity	
•	
Energy, Emissions & 
Decarbonization
•	
Responsible
	
Sourcing of Products 
in Hotels
•	
Waste
•	
Water
•	
Community 
Engagement
•	
Diversity, Equity
	
& Inclusion
•	
Health & Safety
•	
Human Capital
	
Management
•	
Human Rights
•	
Training &
	
Development
•	
Board
	
Compensation &
	
Oversight
•	
Data & Privacy
•	
Enterprise Risk
	
Management
•	
Ethics &
	
Compliance
•	
Executive 
Compensation
Wyndham Hotels & Resorts’ Social Responsibility program, 
including ESG matters, is directly overseen by the Company’s 
Board of Directors, through the Corporate Governance Committee 
(CGC). The CGC also has oversight of Wyndham’s sustainability, 
climate, and energy strategy, programs, and policies. Wyndham’s 
management team provides updates to the CGC on the 
Company’s Social Responsibility program on a quarterly basis.
ESG Governance
ESG Steering Committee Structure & Focus Areas
BOARD OF DIRECTORS
SOCIAL RESPONSIBILITY TEAM
ESG STEERING COMMITTEE
Led by Wyndham’s Chief HR Officer
Chaired by Wyndham’s CEO
Corporate Governance Committee
ESG
GOVERNANCE
IN
FO
RM
 B
US
IN
ES
S D
EC
ISI
ON
S
ID
EN
TIF
Y R
IS
KS
 A
ND
 O
PP
OR
TU
NIT
IE
S
GU
ID
E E
SG
 C
OM
MIT
ME
NT
S A
ND
 G
OA
LS
MA
NA
GE
 DI
SC
LO
SU
RE
S
Additionally, the chair of each 
subcommittee is responsible for providing 
a status report to the broader ESG 
Steering Committee.

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Engagement
Glo
bal
Pa
rtn
ers
Co
mm
uni
ty
Fra
nc
his
ee
s
Su
pp
lie
rs
Te
am
Me
mb
ers
Gu
est
s
Sh
are
hol
de
rs
Stakeholder Engagement Approach 
Wyndham Hotels & Resorts’ stakeholder engagement approach is designed to be inclusive, strategic, and results-oriented to respond to key topics 
of greatest concern and opportunity. Throughout the year, Wyndham actively engages with team members, shareholders, suppliers, communities, 
franchisees, global partners, and guests. Wyndham also participates with leading industry associations and academic and research institutions 
dedicated to solving global environmental, social, and economic challenges.
Provide ongoing training and educational opportunities to promote their health 
and long-term success, while actively listening and integrating feedback.
Communicate expectations for 
ethical behavior through the 
Supplier Code of Conduct, and 
work to ensure ample supplies of 
critical items for franchisees while 
prioritizing responsible suppliers 
and more sustainable products 
and services. 
Support career development 
opportunities that promote 
diversity, equity, inclusion, and 
wellness. Annually measure 
team member engagement.
Address pressing environmental and 
social challenges facing the travel and 
tourism industry with leading industry 
and educational organizations.
Increase transparency and 
disclosure to demonstrate the 
Company’s strategy and actions 
taken to better mitigate risk to 
drive more sustainable returns.
Provide Count on Me® 
service to guests, while 
creating a memorable 
experience  with the 
Count on Us® program.  
Positively contribute through 
volunteerism and donations 
in the communities where 
Wyndham hotels and team 
members are located.

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ESG Materiality Assessment
In 2022, Wyndham conducted an ESG Materiality Assessment to identify and prioritize environmental, social, and governance topics. The results of 
this assessment reflect the Company’s impacts, and include inputs from over 50 internal and external stakeholders. This assessment does not consider 
financial-related risks and opportunities. Wyndham engaged a third party to conduct this assessment, which included the following steps.
1
2
3
4
5
Performed benchmarking 
and desktop research of 
industry organizations, 
ESG analysts, rankings & 
frameworks, and peers to 
assess and identify ESG 
focus areas 
Conducted interviews 
with external 
stakeholders, including 
franchisees and suppliers, 
to gather feedback and 
capture ESG priorities 
Completed an 
internal leadership 
survey to support the 
prioritization of ESG 
topics 
Engaged with 
internal subject 
matter experts 
to determine the 
business relevance 
and impacts of each 
ESG topic 
Analyzed and 
compiled results for 
leadership’s review 
and final approval
• Economic Performance
• Board Oversight
• Data Privacy & Cybersecurity
• Business Ethics
• Guest Engagement & 
Satisfaction 
• Franchisee Engagement 
& Support
• Risk Management & 
Business Continuity
• Government Relations
& Advocacy
• Biodiversity 
• Waste
• Water
• Energy & Greenhouse Gas 
Emissions
• Responsible Sourcing
& Supply Chain
• Human Rights
• Diversity, Equity & Inclusion
• Health, Safety & Wellbeing
• Labor Relations
• Team Member Compensation 
& Benefits
• Community Engagement 
& Philanthropy
• Team Member Acquisition, 
Engagement & Development 
Medium
High
Very High
Medium
High
Very High
Importance to Stakeholders 
Business Impact
Governance Topics 
Environmental Topics
Social Topics

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ESG Highlights & Awards 
Listed on the 
2022 Dow Jones 
Sustainability 
World Index
Click to learn more
Recognized 
by Diversity 
Inc. as a 
2023 Top 50 
Company for 
Diversity
Click to learn more
Wyndham pledges 
$500k to AHLA  
Foundation’s No Room 
for Trafficking Survivor 
Fund
Click to learn more
Recognized by 
Forbes as one of 
2023 America’s Best 
Large Employers
Click to learn more
Wyndham Hotels & Resorts values the opinions of customers, industry peers, and partners. Their unique perspectives help to inform the 
Company’s approach to systemic change and Wyndham continues to foster these collaborations.
Recognized by 
Ethisphere as one of 
the 2023 World’s Most 
Ethical Companies®
Click to learn more
Click to learn more
Launched Wyndham 
Green Certification Filter 
on wyndhamhotels.com
(to allow consumers to search for 
sustainable hotels)

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2025 Performance Targets
1During 2022, Wyndham completed the sale of the its two owned hotels and exited the select service management business. Due to this change in the 
portfolio, Wyndham restated the Company’s environmental data baseline to more accurately reflect progress against the GHG emissions and water targets in 
alignment with Greenhouse Gas Protocol.
2Please note, as of May 2022, Wyndham no longer owns hotel properties. Therefore, this goal has been updated to include only North American corporate 
offices, including the Company’s headquarters.  
3Based on our commitment to explore viable alternatives to single-use plastics, including but not limited to, straws, utensils, containers, and packaging, to 
offer our own and managed properties. 
4Based on our commitment to provide our managed and franchised hotels with suppliers of cage-free eggs, in order to source 100% of our eggs (shell, liquid, 
and egg products) from cage-free sources globally. All U.S. hotels have access to to cage-free egg products through Wyndham’s food distribution suppliers, 
which covers 67% of Wyndham franchised hotels. Wyndham is exploring opportunities to better source cage-free eggs outside the U.S.
Wyndham Hotels & Resorts’ ESG Targets 
were established in 2020 to support the 
Company’s commitment to operating in 
a manner that is socially, ethically, and 
environmentally responsible. Wyndham 
continues to evolve these targets and 
report on progress as the Company 
advances along its social responsibility 
journey.
Focus
Areas
2025
Performance Targets
Status
2022
Progress
Environmental
15% absolute emissions reduction in 
Scope 1 and 2 emissions
Ahead of 
Schedule
11% reduction from base year1
15% reduction in water consumption per 
square foot
On Track
10% reduction from base year1
100% renewable energy at corporate 
headquarters and North American offices
On Track
73% Renewable Energy Use2
100% elimination of single-use plastics
On Track
Bulk amenity dispensers available to all 
hotels (eliminating single-use amenity 
bottles)3
100% of managed properties are 
Wyndham Green Certified
Ahead of 
Schedule
83% of managed properties are 
Wyndham Green Certified
100% sourcing of cage-free eggs
On Track
100% sourcing options available to U.S. 
hotels (67% total global portfolio)
1% cage-free egg spend in U.S.4
Diversity, Equity & Inclusion
100% gender pay equity globally
On Track
96% at executive levels
100% at management levels
99% all other levels
100% of corporate and managed hotel 
team members receiving unconscious 
bias training
On Track
96% of U.S. team members
Human Rights
100% of corporate and managed hotel 
team members receiving human rights 
training
On Track
97% of team members completed annual 
training
Community Impact
100% Wish Day participation
Behind 
Schedule
13% of eligible corporate team members 
in United States and Canada

Environment
Wyndham’s ESG Approach
Social
Governance 
Environment
Appendices
Ramada® Plaza by Wyndham Lucknow
Uttar Pradesh, India
Click to learn more

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Environmental Management
Wyndham Hotels & Resorts is committed to protecting the environment and demonstrating 
leadership in the Company’s sustainability programs, policies, and performance. This commitment 
to sustainable practices is one of the many ways Wyndham aligns its core values with those of 
guests and other stakeholders. The Company continues to increase engagement with franchisees 
through its environmental management program, Wyndham Green, to help deliver on business 
objectives. Wyndham Green is focused on five key areas to help mitigate environmental impacts 
and drive progress throughout the Company’s portfolio of both managed and franchised 
properties. The Wyndham Green Program’s combination of industry best practices and stakeholder 
engagement aims to deliver triple bottom line results of people, planet, and profits.
Climate
Change
Energy Efficiency 
& Renewable 
Energy
Water
Conservation
Waste
Diversion
Biodiversity
Minimize impact on 
climate change by 
reducing emissions
Become more energy 
efficient and increase 
usage of renewable 
energy
Identify risks and 
opportunities and 
increase water 
conservation
Understand waste 
profiles and increase 
diversion
Recognize key 
biodiversity or 
protected areas
Wyndham Green Program Key Focus Areas
The Wyndham Green Program consists of two integral components: the Wyndham Green Toolbox 
and Wyndham Green Certification. These components allow the Company to measure impact, 
while aiming for continuous improvement of decarbonization across Wyndham branded properties. 
=
+ WyndhamGREEN
Certification
Wyndham continues to fully integrate the Wyndham Green Program throughout all parts of the 
business by engaging and educating team members, franchisees, design and construction partners, 
and suppliers. 
For example, the Company’s expert design and construction team has developed innovative 
new prototypes, which ensure hotels operate more efficiently, while reducing energy and water 
consumption. Wyndham also provides franchisees with responsible sourcing options, and 
operational best practices for energy and water conservation and waste diversion.
Certifying 
Performance 
Excellence Across 
Wyndham
Across Wyndham’s 24 brands around 
the globe, there is a hotel for everyone’s 
needs, and as more travelers are looking for 
sustainable lodging options it is critical for 
the Company and its franchisees to provide 
new environmentally-responsible options 
for guests. Wyndham Green Certification is 
Wyndham’s internal certification program, 
composed of five progressive levels, 
with five to seven elements per level that 
address goals including energy and water 
conservation, waste diversion, and operational 
efficiency, as well as guest, team member, and 
franchisee education and engagement. The 
Certification helps to inform travelers about 
the sustainability attributes of a hotel while 
aligning with other popular external programs.

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Tracking and Monitoring Environmental Performance
The Wyndham Green Toolbox – an online environmental management system – is specifically 
designed to track, measure, and report on global performance in energy, emissions, 
water consumption, and waste diversion while still providing each individual hotel with its 
environmental footprint. Data-driven insights allow Wyndham to identify risks and challenges in 
various markets to help ensure that all are striving toward the Company’s performance targets. 
Individual properties can also track and measure the impacts of implemented efficiencies. 
Wyndham can monitor and benchmark each hotel’s progress, helping them to reduce operating 
costs and the Company’s collective environmental impact. 
Click to learn more
For more information about 
Wyndham Green Certification 
Days Inn® by Wyndham Kendal Killington Lake
Cumbria, United Kindom
Click to learn more
Key Biodiversity Areas
Along with franchisees, Wyndham is 
committed to protecting biodiversity 
where both the Company and 
independent franchisees operate. 
Wyndham reviews both the active 
portfolio and the development pipeline 
and aims to implement any necessary 
mitigation measures for hotels located 
near areas classified under designations 
such as the World Conservation Union 
(IUCN) designation I-IV, UNESCO Natural 
World Heritage Sites, UNESCO Man and 
the Biosphere Reserves, the Convention 
on Wetlands of International Importance 
(known as the “Ramsar Convention”), and 
other key biodiversity areas.
In 2022, Wyndham updated the 
Company’s biodiversity risk assessment, 
using IUCN, UNESCO, Ramsar Convention, 
and Key Biodiversity classified areas. 
Based on this assessment, approximately 
20 managed properties were located near 
key biodiversity or protected areas (within 
approximately 5 km).
Roadchef, one of Wyndham’s largest UK franchisees, 
with 17 Days Inns across its portfolio, has integrated 
sustainability in its core business strategy by 
engaging with Wyndham Green to certify all its hotels 
and sourcing 100% renewable energy.

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Wyndham Hotels & Resorts remains committed to reducing the energy and carbon footprint of the Company’s portfolio of hotels. In 2022, Wyndham 
completed the sale of the its two owned hotels and exited the select service management business. Due to this change in the portfolio, Wyndham 
restated the Company’s environmental data baseline to more accurately reflect progress against the GHG emissions reduction target in alignment with 
Greenhouse Gas Protocol.
Wyndham also aims to increase the use of renewable energy, where feasible, and set a target to achieve 100% renewable energy at corporate 
headquarters and corporate offices¹. In 2022, Wyndham achieved 73% renewable energy use at its corporate headquarters and corporate offices.
Evaluating Climate Risks 
& Opportunities
As part of Wyndham’s environmental 
strategy, we aim to assess the Company’s 
climate-related risks and opportunities. 
This allows Wyndham to develop 
programs and policies that support a 
resilient business.
In 2023, this assessment evaluated 
transitional and physical climate drivers 
and potential impacts. Based off of the 
risks and opportunities that were most 
relevant to Wyndham, the Company 
then assessed their probability and 
impacts based on three different climate 
scenarios. This assessment was then 
overlaid with additional climate research 
and metrics. The results of this analysis 
will support the future direction of the 
Company’s climate strategy, including 
next-generation targets. 
Climate Change, Energy & Greenhouse Gas Emissions
1Please note, as of May 2022, Wyndham no longer owns hotel properties. Therefore, this goal has been updated to include only North American corporate offices, including the company’s headquarters.
GHG Performance
Wyndham’s GHG emissions and energy data 
represents the Company’s performance at managed 
hotels and leased corporate offices.
In 2022, Wyndham’s Scope 1 and 2 GHG emissions 
decreased by 11% from the company’s 2019 baseline. 
As such, we remain on track to meet this target.
2019:	 Pre-pandemic
2020:	COVID-19 Pandemic
2021:	 Recovery Continues
2022:	 Recovery Continues
Absolute Emissions Scope 1+ 2 Metric Tons CO2e
Emissions Intensity (Metric Tons CO2e/square foot)
0
0.002
0.004
0.006
0.008
0.01
0.012
0
20,000
40,000
60,000
80,000
100,000
120,000
140,000
160,000
180,000
200,000
0.00933
0.00761
0.00895
0.00827
169,893
138,577
163,126
150,661
2019
2020
2021
2022
2019 2020 2021 2022
Absolute Emissions 
Emissions Metric Tons CO2e/sqft

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Future Outlook
Through the Wyndham Green Program, the Company will continue to increase data 
coverage from hotels, encourage the implementation of energy efficiency projects, 
and evaluate renewable energy opportunities.
Actions Around the Globe
Wyndham branded hotels continue to evaluate opportunities to increase energy efficiency and use renewable energy where feasible. Franchisees 
also continue to embrace creativity and harness economic opportunities that help make these projects more viable where their hotels are located. 
50.76 KW Solar PV System that 
will offset about 63% of hotel’s 
electricity needs. Travelodge by 
Wyndham Gardiner, Montana.1
The Galt House Hotel, Trademark Collection by Wyndham is the 
largest hotel in Kentucky and is heated and cooled by one of the 
largest geothermal systems in the U.S.A.1
559 solar panels at the Wyndham 
Quito Airport, Ecuador that will 
provide approximately 40% of the 
hotel’s needs.1
Travelodge® by Wyndham 
Gardiner, Montana
Click to learn more
Galt House Hotel, Trademark® Collection by Wyndham
Louisville, Kentucky
Click to learn more
Wyndham® Quito Airport 
Quito, Ecuador
Click to learn more
1Information based on estimates provided by franchisees
Wyndham Green and the Path to 
Low Carbon Emissions 
As Wyndham Hotels & Resorts begins to develop its low carbon pathway, the 
Wyndham Green Program and its brand standard requirement of Level 1 Core in the 
Wyndham Green Certification will serve as the pillar for its approach. 
Through the Wyndham Green Program, the Company provides its portfolio of hotels with energy conservation best practices and procedures to 
help them reduce their impact. Forty percent of Wyndham Green Certification elements are focused on energy conservation and carbon emissions 
reduction.
1. Linen and Towel Reuse
2. Interior Energy Efficient Lighting
3. Recycling
4. Guest Communication
5. Property Education
6. Utility Tracking

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As part of the strategic vision for fostering a values-driven culture, Wyndham Hotels & Resorts understands that it is essential to protect natural capital, 
including water resources. Wyndham is committed to evaluating water efficiency opportunities at managed hotels and has recommended installing low-
flow fixtures and implementing water-conserving laundry programs and irrigation controls where appropriate at franchised properties. 
Through Wyndham Green Certification, the Company has also requested that Wyndham branded hotels follow best practices on water conservation. This 
includes implementing low-to-no cost upgrades that help reduce both consumption and operating costs. These water reduction initiatives represent 30% 
of Wyndham Green Certification requirements, overall.
In 2022, Wyndham completed the sale of the its two owned hotels and exited the select service 
management business. Due to this change in the portfolio, Wyndham restated the Company’s 
environmental data baseline to more accurately reflect progress against the water reduction target.
Water Conservation
Actions Around the Globe
In 2022, franchised hotels implemented 
innovative water savings projects, with a 
focus on water reclamation.
A rainwater collection system was installed 
at the Wyndham® Casablanca Jakarta to 
capture rainwater for landscaping irrigation.1
Future Outlook
In 2023, Wyndham will continue prioritizing the implementation of water efficiency projects at managed properties located in high water-stressed 
regions and provide franchisees with recommendations in order to reduce water consumption at their properties. In alignment with Wyndham Green 
Certification, these recommendations will include implementing water efficiency projects, including the installation of low-flow fixtures, and water 
reduction practices, such as drought tolerant landscaping, while also proposing cost-saving incentives for franchisees to consider.
Water Performance
As of December 31, 2022, Wyndham is on track to achieve its water intensity reduction target. 
By 2025, Wyndham aims to reduce water usage by 15% per square foot compared to the 2019 
baseline, In 2022, Wyndham was on track to achieve its water intensity reduction target, and 
achieved a 10% reduction. 
In 2022, Wyndham’s water risk assessment found that approximately 40% of total water is 
consumed by managed hotels and leased corporate offices in at least high water-risk areas, and 
30 locations face at least medium-high drought risk.
1Information based on estimates provided by franchisees
Insert for EcoLab ROI
Wyndham® Casablanca Jakarta
Jakarta, Indonesia
Click to learn more
0.0540
0.0421
0.0458
0.0486
2019
2020
2021
2022
0
0.01
0.02
0.03
0.04
0.05
0.06
0.07
2019 2020 2021 2022
Water Intensity (kgal/sqft)
Bringing the Numbers to Life
Equivalent to the annual drinking 
water needs of 
582,255
people
168.4 million
Gallons
Equivalent to the annual 
energy use of 
1,157
households
1.05 million
Therms
Equivalent to the annual 
emissions of 
1,172
passenger vehicles
5,584
Metric Tons CO2e
Equivalent to the waste of
5.10 million
2-Liter plastic bottles
566,820
Pounds Waste Avoided
Global 2022

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As waste-related legislation is implemented globally, Wyndham Hotels & Resorts’ current 
waste strategy not only helps Wyndham branded hotels align with these laws, but also creates 
opportunities to go beyond compliance and implement cost-saving solutions. For example, 
regulations including mandatory recycling requirements, single-use plastic minimization, 
polystyrene foam and plastic straw bans, electronic waste regulations, and composting and 
food waste management have driven Wyndham to provide guidance for hotels to align with 
these requirements, but also encourage hotels to implement waste reduction initiatives, leading 
to positive environmental impacts.  
Through its brand standards, the Company requires its hotels to establish a recycling program 
at each hotel as part of Wyndham Green Certification Level 1 Core. Recycling is a societal issue 
with gaps across the marketplace, therefore, the Company proactively seeks solutions to aid in 
making recycling efforts more seamless for franchisees. 
Wyndham also expects that hotels follow additional best practices to help increase waste 
diversion efforts through its Wyndham Green Program. Currently, 20% of overall program 
certification requirements impact waste diversion efforts. 
As Wyndham continues to execute on its waste reduction strategy, the Company will work 
to improve waste-tracking measures for franchised hotels using standardized industry 
methodologies. 
Waste Diversion
Actions Around the Globe
Ramada Plaza by Wyndham Chennai, India introduced 
an advanced composting machine to accelerate the 
composting process of organic waste and increase its 
waste diversion.1
Ramada® Plaza by Wyndham
Chennai, India
Click to learn more
Wyndham Jingzhou, China (franchised), a Level 5 Expert 
property, has implemented an in-house composting system 
where all compost by-products are utilized in-house for its 
own vegetable garden.1 
Wyndham® Jingzhou
Jingzhou, China
Click to learn more
1Information based on estimates provided by franchisees

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Wyndham Hotels & Resorts has a vast supplier network that provides 
goods and services to properties around the globe. The Company’s 
Sourcing Team leverages the combined purchasing power of 
Wyndham Hotels & Resorts to help deliver the best possible prices 
on the highest-quality products and services used by hotels each day. 
Wyndham’s primary sourcing categories include operating supplies, 
furniture and fixtures, food and beverage, technology, banking, and 
other ancillary services. 
Responsible Sourcing & Supply Chain
 
2019
2020
2021
2022
Responsible Supplier Spend
25%
28%
39%
46%
As part of Wyndham’s responsible sourcing approach, the Company is 
committed to:
•	 Increasing responsible supplier spend by highlighting responsible 
suppliers in the supplier directory for franchisees and by including related 
criteria in its RFP process
•	 Exploring viable alternatives to single-use plastics
Wyndham Jingzhou sought to eliminate single use plastics from its operation in 2022. It 
incorporated the use of biodegradable items including bags, straws, stirrers (made from 
bamboo), cutlery (made from wheat fiber), single use to go cups, and to-go food containers.1
Wyndham® Jingzhou
Jingzhou, China
Click to learn more
1Information based on estimates provided by franchisees

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As a global hospitality company, Wyndham 
Hotels & Resorts, along with its franchised 
hotels, purchase services and products all 
over the world. Wyndham’s supply chain 
covers procurement at corporate and local 
levels, and the Company expects suppliers 
to act in a compliant and ethical manner. As 
such, they are asked to meet Wyndham’s 
Supplier Code of Conduct, which sets forth 
the Company’s social and environmental 
expectations, including requirements around 
human rights.
The Company’s approved supplier program 
supports purchasing for Wyndham’s 
stakeholders by negotiating prices and 
volume discounts with third-party suppliers. 
Wyndham takes a risk-based approach to 
approving suppliers after due diligence, 
including reviewing suppliers doing business 
in high-risk countries or offering critical 
products or services. Should a supplier not 
meet the Company’s environmental, social, 
or ethical requirements and standards, 
Wyndham will not approve that supplier for 
use by franchisees. For previously-approved 
suppliers that no longer meet requirements, 
Wyndham requires the implementation of 
corrective action plans or termination, as 
needed. Wyndham also reports on, manages, 
and implements programs to educate about 
and help mitigate human trafficking risks.
Annually, Wyndham conducts a responsible 
supplier survey with its approved suppliers. 
The survey seeks to better understand each 
supplier’s commitment to sustainability, 
including the systems, plans, and processes 
in place to minimize their environmental and 
 Supply Chain Responsibility
Wyndham’s Sourcing Team works with the Social Responsibility Team to ensure that a wide 
range of product and service options align with Wyndham’s strong supplier commitment 
to environmental, social, and governance issues globally. In order to do business with the 
Company, exemplary ethical behavior is expected from all of Wyndham’s suppliers. In most 
instances, compliance with the Company’s Supplier Code of Conduct, contractually, as well as 
compliance with all applicable laws and regulations in all locations where the supplier conducts 
business, is required.
Wyndham regularly conducts business reviews with critical suppliers that support brand 
standards and daily operations at hotels. These suppliers include hotel technology providers, 
operating supplies and equipment providers, food and beverage providers, and cleaning and 
sanitation providers. Wyndham will be engaging with key suppliers to provide franchised 
hotels with a guide to obtain the responsible products and services that are also part of the 
Wyndham Green Program requirements.  
As part of the Wyndham Green Certification, the Company requests managed and franchised 
hotels to purchase more responsibly. Some best practices include:
•	 Green Cleaning Product Purchasing
•	 Purchasing of Sustainable or Environmentally Friendly Products
•	 Single Use Plastic Minimization Program
respondent suppliers 
use renewable energy
59%
respondent suppliers 
have implemented 
water conservation 
practices
48% 
respondent suppliers 
have a plan or program 
to reduce energy and/or 
GHG emissions
70% 
respondent suppliers 
have implemented 
a system to track 
and measure their 
environmental data
65%
respondent suppliers 
have implemented 
efforts to increase waste 
diversion
84%
social impacts. Wyndham recognizes each supplier as “Responsible” based on the resulting score 
from the survey criteria. This approach allows the Company to evaluate many suppliers to minimize 
risks within Wyndham’s global supply chain.

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Environment
Governance 
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Social
Wyndham Grand® Algarve
Almancil, Portugal
Click to learn more
Wyndham’s ESG Approach
Social
Governance 
Environment
Appendices

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Diversity, Equity & Inclusion 
Wyndham Hotels & Resorts’ commitment to Diversity, Equity, and Inclusion (DEI) is central to the 
Company’s core values and mission. Throughout all parts of the business, from team members and 
franchisees, to suppliers and guests, Wyndham believes that a diversity of backgrounds, cultures, 
and experiences helps drive the Company’s success. Diversity is not just about doing the right 
thing – it’s a responsibility for everyone. Travel enables people of all backgrounds to connect and 
experience different cultures, and raises their collective understanding and appreciation for one 
another.
Count on Me®
Wyndham’s signature Count on Me service promise defines how team members and franchisees 
interact with guests, stakeholders, communities, and each other. Through the Count on Me service 
promise, all aspire to:
•	 Be Responsive: We respond to the needs of everyone with care and consideration.
•	 Be Respectful: We are courteous and engaged with all people, in every way.
•	 Deliver Great Experiences: We are prepared to deliver great experiences, every time.
The Count on Me service promise aligns with Wyndham’s Core Values: Integrity, Accountability, 
Inclusiveness, Caring, and Fun. Count on Me is embedded and celebrated at all levels of the 
organization and is the culture program that is communicated to and expected at all Wyndham 
branded hotels.
A Value Chain Approach
Wyndham respects differences in people, ideas, 
and experiences. The Company’s core values — 
grounded in caring, respect, inclusiveness, and 
fundamental human rights — infuse different 
perspectives that reflect the diversity of 
customers, team members, and communities 
around the world. While Wyndham continues to 
be recognized for the progress on its diversity, 
equity, and inclusion journey, there is always 
more to do. The Comapny continues to enhance 
its DEI journey to inspire team members to 
strive for meaningful change. 
In 2022, the Company has implemented the 
following DEI programs and strategies:  
•	 Added a DEI goal to the performance 
reviews of all senior team leaders to 
increase their engagement
•	 Appointed a sponsor for each of the 
Affinity Business Groups who is a member 
of the Executive Committee
•	 Continued to bolster efforts to recruit, 
retain, and promote diverse talent
•	 Continued the expansion of the supplier 
diversity program
•	 Offered a variety of robust DEI training 
programs
•	 Launched diverse hotel ownership 
programs like BOLD and WOTR

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CEO’s Diversity & Inclusion Pledge
Wyndham Hotels & Resorts fosters a workplace where all individuals are treated with respect and can achieve both personal and professional success. 
Diversity in opinion, talent, and background have helped to make Wyndham one of the leading hospitality companies and a remarkable place to work. 
Since 2018, Wyndham has been a signatory to the pledge for CEO Action for Diversity & Inclusion™, the largest CEO-driven business commitment to 
advance diversity and inclusion within the workplace.  
Focus On Equity in Pay and Representation
Wyndham is committed to providing equal opportunities and we believe that our team members should receive equal pay for equivalent jobs, skills, 
and level within the organization. Wyndham continues to execute on the Company’s gender pay equity performance target and is ahead of schedule 
to achieve this for all team members, with 100% gender pay equity at management levels globally and excellent progress at other levels. As an 
organization, Wyndham remains focused on moving forward toward equitable pay for all team members.
Progress to Meet The Pledge
•	
Cultivated a workplace that supports open dialogue on complex, and 
sometimes difficult, conversations about DEI by adding these topics to the 
Count on Me® program and leadership development
•	
Implemented and expanded unconscious bias education and training for 
team members
•	
Collaborated across the Company to advance DEI within the business 
community with the continued promotion and development of Affinity 
Business Groups, including executive sponsorship
•	
Shared best-known DEI programs and initiatives with team members
•	
Continued to engage the Board of Directors when developing and 
evaluating DEI strategies
•	
Provided unconscious bias training to all board members
Representation of Team Members (2022)
Women in Leadership (2022)
Gender Pay Equity (2022)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Leadership
Band
Management
Band
All
Others
100%
96%
99%
100%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Leadership
Band
31%
Management
Band
All
Others
54%
60%
White
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Hispanic or
Latino
Asian
Black or
African 
American
Two or 
More
Races
American
Indian or
Alaska Native
Native Hawaiian
or Other
Pacific Island
71%
9%
10%
7%
2%
<1%
<1%

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Disability Awareness Month
Over the last several years during Disability Awareness 
Month, Wyndham Hotels & Resorts has partnered with 
a recognized expert who provides disability training to 
the global workforce, workplace, and marketplace. They, 
along with the DEI team, helped team members continue 
to gain awareness and understanding of individuals with 
disabilities as they participated in Disability Awareness 
& Etiquette training, and Immersion Training, as well as 
attending the Disability Conferences & Awards.  
Recordings of the trainings have been stored in our 
Learning Management System for continuing access. 
These trainings cover topics such as demographic and 
psychographic issues, invisible disabilities (including 
neurodiversity and mental health), special needs parents, 
COVID-related issues, and more. 
Diversity, Equity, and Inclusion Training
Wyndham Hotels & Resorts provides Diversity, Equity, and Inclusion (DEI) training throughout the development cycle of all team members, from on-
boarding to executive leadership. DEI training is offered to all Wyndham team members online, as well as virtual or in-classroom instructor-led options 
for an enhanced emotional and personal experience. Wyndham’s expanded DEI training offerings also include an anti-racism library, as well as a variety 
of other topics that support the Company’s focus on providing training that addresses racial inequality, anti-racism, and allyship.
Wyndham believes that DEI training should be provided both as stand-alone sessions and incorporated into every leadership program the Company 
offers. Recruiters and hiring managers attend various training programs, including “What is Unconscious Bias?”, “Types of Unconscious Bias”, and 
“Overcoming Unconscious Bias”. The Leading 4 Success training program for team leaders also focuses on Inclusive Leadership and enhancing 
interviewing skills with a specific lens of veteran and diversity best practices. All Wyndham team members globally are required to take the Business 
Principles training when hired and a refresher course every three years. In addition, all U.S.-based team members are required to take a Respect in the 
Workplace course annually, which covers broad areas of DEI, as well as anti-discrimination and anti-harassment.
Through Wyndham’s performance management, mentorship, and sponsorship programs, and the global talent review and succession-planning 
process, the Company seeks out and nurtures the top performers in the organization with a focus on underrepresented talent. These individuals 
participate in various internal leadership development programs in addition to attending external programs based on their interests and needs.

Affinity Business Groups
Wyndham Hotels & Resorts has seven Affinity 
Business Groups (ABGs) that are fully-inclusive 
networks where empowered team members 
actively engage to foster innovation, drive 
growth, demonstrate Wyndham’s culture, and 
enhance Diversity and Inclusion globally.
Specific ABGs have been developed to support 
women, African American/Black/People of 
Color, Hispanic/Latine, LGBTQ+, Veteran, Multi-
cultural, and Intergenerational team members. 
Wyndham experienced a 9% growth in overall 
membership in 2022. 
Executive Sponsors oversee each ABG’s progress 
toward established objectives and performance 
metrics across the following four pillars:
•	 Culture & Engagement
•	 Community Outreach
•	 Personal & Professional Development
•	 Business Initiatives 
SALUTES
SPECTRUM
Mission: To create a business group for Hispanic/Latine 
team members that will support individual growth and 
business initiatives and promote the richness of our 
culture. To create value for the Company by attracting, 
developing, and retaining team members, while providing 
educational awareness and enrichment for Hispanic/Latine 
communities.
In 2022, the Fuerte ABG hosted several guest speakers 
during Hispanic Heritage Month, continued hosting 
successful Spanish Hour events to allow people to practice 
conversational Spanish in bi-monthly sessions, and 
continued community outreach to the National Diaper 
Bank Network with a year-round diaper drive sponsorship 
campaign.
Mission: To leverage the unique perspectives of Wyndham 
Hotels and Resorts’ multi-generational workforce with the 
objective of fostering a community of awareness, respect, 
innovation, and engagement.
In 2022, the GenCONNECT ABG continued to provide 
intergenerational programming to team members. 
GenCONNECT partnered with organizations including 
Autism Speaks and NJCU (New Jersey City University) to 
host mentoring workshops on resume writing, interviewing, 
and personal branding for graduating students. The ABG 
also began to integrate with the Company’s sustainability 
programs, by celebrating Earth Day and using their wish 
volunteer days to clean up two local historic parks. 
Mission: Dedicated to fostering opportunities and 
experiences to help honor and advance those who served 
and their families amongst our company team members, 
hotels, and in our communities.
In 2022, the Salutes ABG organized involvement with 
multiple military-supporting races and donations and 
support for multiple affiliate charities, such as Treats for 
Troops, Hope for Warriors, Carry the Load, and others. 
Wyndham also signed the Employer Support for Guard and 
Reserves and hosted a celebration for a local veteran who 
turned 100-years-old on Veterans Day.
Mission: To create a culture of inclusion and 
camaraderie to support and empower the growth and 
advancement of women in the workplace through 
community outreach, networking and professional 
development.
In 2022, the Company launched Women Own the Room 
with the support of Empower ABG to help women 
overcome barriers in hotel development or ownership.
Empower also organized participation in the American 
Cancer Society Making Strides Walk, helping raise 
over $17,000, doubling 2021 contributions. Empower 
also drove awareness of International Women’s Day 
and Women’s History Month, and hosted multiple 
workshops and speakers.
Mission: To leverage and develop team members from 
all cultures and raise awareness of diversity through 
leadership, education, innovation, and networking. We 
strive to foster a culture of understanding and equality for 
all.
In 2022, the Mosaic ABG brought awareness of Canadian 
Multicultural Week to team members with activities and 
cuisine demonstrations in the Canadian Wyndham office 
and celebrated National Indigenous Day in collaboration 
with the PRIDE ABG to honor First Nation, Inuit, and Metes 
People.
Mission: To drive business value to Wyndham by 
empowering, leveraging, and developing the spectrum of 
African American/Black/People of Color team members 
and internal and external resources, through leadership, 
education, innovation, and networking.
In 2022, the Spectrum ABG introduced a new initiative to 
Wyndham Hotels & Resorts to engage and advance Black 
entrepreneurs on the path to hotel ownership, which was 
launched as BOLD by Wyndham (Black Owners & Lodging 
Developers) at the National Association of Black Hotel 
Owners, Operators & Developers (NABHOOD) on July 13th. 
Spectrum also celebrated Black History Month by hosting 
multiple guest speakers and celebrated Juneteenth with 
the BERG Consortium (Black Employee Resource Groups).
Mission: To cultivate the passion of Wyndham Hotels & 
Resorts team members in creating a safe and inclusive 
environment for our LGBTQ+ community where individuals 
of all identities can thrive and truly bring their whole selves 
to work through leadership, education, innovation, and 
networking.
In 2022, the Pride ABG hosted the International Gay & 
Lesbian Travel Association for a session on LGBTQ+ Travel 
101, hosted guest speakers for multiple LGBTQ+ topics, and 
helped Wyndham Hotels & Resorts achieve a perfect score 
of 100 on the 2022 HRC Corporate Equality Index earning 
the designation as a “Best Place to Work for LGBTQ+ 
Equality!” for the fourth consecutive year.
Wyndham’s ESG Approach
Social
Environment
Governance 
Appendices

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Supplier Diversity
Wyndham Hotels & Resorts’ supplier diversity strategy and program are focused on 
engaging underrepresented groups, including companies and organizations owned 
by veterans, Latines, African Americans, women, the LGBTQ+ community, people 
with disabilities, and others. Wyndham’s strong tier-1 and tier-2 programs, as well as 
extensive training and mentoring for diverse suppliers, help ensure supplier diversity 
is thoroughly integrated into the Company’s overall business strategy. Wyndham had 
an estimated 12.9%, or $55 million of total procurable spend with diverse suppliers in 
2022. The Company continues to introduce more suppliers to Wyndham’s procurement 
process through engagement with associations, including the National LGBT Chamber 
of Commerce, U.S. Pan Asian American Chamber of Commerce, Women Business 
Enterprise National Council, the African-American Chamber of Commerce of New 
Jersey, National Minority Supplier Development Council, and National Veteran Owned 
Business Association.
2018
2019
2020
2021
2022
Diverse Supplier Spend1
12.5%
12.6%
9.3%
10.9%
12.9%
1This spend is for North America.
Supplier Spotlights
Béné Tipping
Béné Tipping was founded in 2019 by a United States 
Marine Corps combat veteran and provides an award-
winning digital tipping platform to the hospitality 
industry. In a time of unimaginable stress on the 
world, Wyndham’s team members and franchisees came together to 
help open hotel doors, despite heightened cleaning requirements and 
without regard to severe employee shortages. Wyndham partnered with 
Béné Tipping to help guests thank their exceptional staff by leaving 
digital tips, even when guests do not have cash on hand.  
The Béné Tipping platform continuously innovates to foster more 
inclusive workplace environments and to address the needs of diverse 
travelers and Wyndham team members, by providing a digital tipping 
platform that was developed with hospitality and diversity at its heart.
Hotel Emporium 
Hotel Emporium is a leading hotel 
supply company with a mission 
to improve guest experience 
through meaningful innovation and 
personalized products. 
The organization prides itself on diversity. Hotel Emporium is a 
certified Minority Business Entity under the National Minority 
Supplier Development Council. Together with Wyndham, Hotel 
Emporium introduced Terra Green, an eco-friendly amenity 
collection that includes all-natural ingredients, recyclable 
packaging, and soy-based ink.

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Health & Wellbeing 
Wyndham Hotels & Resorts remains committed 
to the health and wellness of our guests and 
team members. In 2022, Wyndham expanded 
the Company’s initiatives to help protect their 
health and safety.
Guest Safety and Wellbeing
Guests Count on Us®
Count on Us is a long-term, multi-faceted initiative designed to build confidence among guests 
and support all Wyndham branded properties as they continue to welcome travelers. The program, 
which builds upon Wyndham’s signature Count on Me® service culture, zeros in on efforts to 
elevate health and safety at hotels, and aims to give guests greater peace of mind about their 
travel.
Prioritizing the Health & Wellbeing of Team 
Members
Wyndham is committed to offering team member benefit programs that focus on nutrition, 
exercise, lifestyle management, physical and emotional wellness, financial health, and the quality 
of the environment in which all team members work and live. Wyndham believes that health and 
wellness invoke both professional and personal productivity, as well as achievement and fulfillment. 
To help all team members lead healthier lifestyles while balancing family, work, and other 
responsibilities, Wyndham offers several resources under the Be Well program, as well as several 
health and compensation benefits, such as the following:
As the world’s largest hotel franchising company, and with the focus on providing great 
experiences, Wyndham continually evaluates opportunities to further enhance and align team 
member benefits and support with the Company’s core values of inclusivity and caring. With 
this in mind, Wyndham provides parental leave to U.S. team members for paid time off with 
activities related to the care and wellbeing of a newborn or newly-adopted child. Wyndham also 
continues to provide financial assistance to help with adoption fees. In addition, continuing from 
our COVID-19 responses, while U.S. offices have re-opened, Wyndham continues to offer both 
hybrid and fully remote work options to all U.S. corporate team members. These remote work 
arrangements have helped the Company further foster team members’ health and wellbeing.
•	 Voluntary Legal/Identity Theft Management
•	 Critical Illness, Hospital Indemnity & Accident 
Insurance
•	 Paid Time Off (PTO)
•	 Paid Holidays
•	 Parental Leave
•	 Adoption Assistance
•	 Health insurance with HSA and FSA options
•	 Dental insurance
•	 Vision insurance
•	 Life/AD&D insurance
•	 Short- and Long-Term Disability coverage 
and leave
•	 401(k) with company matching
Masks may be required based 
on local health department or 
CDC guidelines
Frequent cleaning and 
disinfecting of high-touch 
areas
Meeting spaces accommodate 
social distancing and virtual 
attendees upon request

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“Show Us How You Refresh” Contest
As Wyndham team members navigate the changes over the past years, our Company continues to 
prioritize mental health and self-care. In 2022, Wyndham introduced the “Show Us How You Refresh” 
photo contest, which helped team members to connect, share and celebrate all the ways they took 
time to “refresh”. Weekly and Grand Prize winners were awarded Wyndham Rewards Points. 
For the first time, Wyndham also introduced a similar wellness contest to the Company’s North 
American franchisees and their employees. More than 300 team members from multiple countries 
around the world submitted photos displaying how they refresh to make their health and wellness a 
priority, with Wyndham Rewards points being awarded to randomly-selected winners. 
Wyndham has attained the Silver recognition 
in the 2022 American Heart Association’s 
Workforce Wellbeing Scorecard. This 
recognition demonstrates the Company’s 
commitment to providing a healthy 
workplace for all valued team members.
Spotlight
BE WELL Health and Fitness Services
At office locations in Parsippany, New Jersey, U.S.A. and Saint John, 
New Brunswick, Canada, Wyndham Hotels & Resorts also provides team 
members with an on-site fitness facility with exercise equipment in a 
clean and friendly environment, plus a variety of classes and motivational 
programs. The on-site health and fitness specialist and program manager 
encourages team members to become more physically active and exceed their wellness goals, while 
providing stress-management solutions.
Cancer Screenings
In the U.S.A, Wyndham provides cancer 
screenings for our team members through 
the Company’s medical provider. Wyndham 
continues to encourage team members to have 
annual physicals in addition to providing on 
site health education.
Wyndham provides a wide variety of guidance and 
information to help our franchisees be prepared in the 
event of an unforeseen emergency. On Wyndham’s 
MyPortal site, guides and resources can be found 
that can help people prepare for events ranging 
from Natural Disasters, to Security events, to Public 
Health concerns, with additional information on relief 
suppliers and other resources.
Emergency Preparedness
BE WELL
AT WYNDHAM

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Training & Engagement
Wyndham Hotels & Resorts is committed to helping 
team members realize their potential through Wyndham 
University’s online, virtual, and in-person learning 
opportunities. Wyndham’s training team provides a variety of 
learning programs and courses to support the development 
of knowledge, skills, and abilities for team members and 
franchisees’ employees, via quality content and flexible 
delivery methods. Wyndham’s training offerings serve a 
diverse group of stakeholders, which includes hotel owners 
and their teams, as well as Wyndham team members.
Wyndham’s training resources are developed by the Company’s subject matter experts, and additional content is sourced from a variety of 
outstanding vendors. In continuing to offer options that were adopted in the times of COVID, learning is provided virtually as well as in person. This 
continued approach allows for a broader reach to all audiences and supports properties that have ongoing challenges with hotel staffing, letting 
property-based learners remain at their hotels while still participating in training offerings.
In Wyndham University’s online platform, learners will find curated learning experiences specific to their professional-development needs. All 
Wyndham University users can view webinars, courses, videos, and job aids, access mentorship materials, networking opportunities, and industry 
certifications, and gain knowledge on topics across various roles and levels to support professional-development goals
Wyndham’s online learning platform experienced tremendous success with high enrollment across the managed, corporate, and franchised 
populations. In 2022, Wyndham University training courses and programs had enrolled 6,500 Wyndham team members and 24,000 franchisees, 
with 309,000 completions across 2,200 unique training items for the year, across all audiences.
Engagement Survey
Wyndham conducted a team member 
engagement survey, for the first time since 2019.
The Employee Engagement index was six points 
higher than the vendor’s “High Performing Norm”. 
89%
Participation
Rate
86%
Employee
Engagement
Index

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Corporate Team Member Development
Wyndham Hotels & Resorts’ team members’ career 
development is key to the Company’s long-term success 
attracting, rewarding, and retaining the best people, and 
remains a top priority. Wyndham actively seeks to identify 
and develop talent throughout the Company and it is a 
long-standing practice to support the development of a 
diversity of team members at every stage of their career. 
Wyndham’s training teams create and curate a variety of 
learning experiences — including content from external providers — that develop the knowledge, 
skills, and abilities of team members. These experiences include on-the-job training, leadership 
programs, coaching and counseling, effective performance appraisals, and honest and timely 
feedback. Wyndham University, our global learning system, provides team members with access 
to a robust learning library that is flexible and accessible to help them learn, grow, and thrive. 
Training is also available in a customized and personalized format for departments or groups 
within the organization, which supports their specific goals as larger functional teams. In 2022, 
Wyndham team members averaged 3 hours of learning and development.
Wyndham conducts annual formal performance reviews with the Company’s team members, 
which includes feedback based on pre-defined goals. Managers and team members may 
also have ongoing conversations to discuss performance and provide continuous feedback 
throughout the year.
New Hire Orientation (Corporate Team Members)
Wyndham Hotels & Resorts’ virtual on-boarding program for corporate 
team members, which spans 90 days, offers between 8 to 13 hours of 
blended learning that includes self-paced courses, live webinars, guided 
professional development, job aids, and more. New team members 
learn about the mission, vision, and values of the Company, Wyndham 
brands, and the Social Responsibility strategy, and also receive access 
to valuable tools, resources, and systems to help them both support 
the business and grow professionally. Wyndham strives to become 
the service leader in the Hospitality industry, and Count on Me® is the 
Company’s way of showcasing how important hospitality is. Count on 
Me is Wyndham’s service promise, through which each team member 
aims to be responsive, be respectful, and deliver great experiences to 
customers, guests, partners, communities, and each other. Each new 
team member receives Count on Me training within their first few weeks 
with the Company, to help them connect the importance of Wyndham’s 
culture to the success of the business.

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Ongoing Career Development
Besides these offerings, Wyndham’s training teams constantly explore team members’ learning 
needs to provide them with the right development solution at the right moment. Additional 
programs or resources that Wyndham offers team members include: LinkedIn Learning, 
GetAbstract, Developing your Personal Branding, Managing Change, Harnessing Differences, 
Getting organized: Zero Inbox, and more.
Leading 4 Success: The purpose of this leadership program is to support people leaders in their leadership journey 
by providing an opportunity to develop their skills. Through this program, they focus on development in two integral 
areas, Managing (overseeing the day-to-day operational functions) and Leading (cultivating the inspirational and 
motivational skills required to lead a team), while also being shown how to embrace Wyndham’s culture and 
reach their highest potential.
Emergenetics: Meeting of the Minds Workshop: At Wyndham Hotels & Resorts, we value the 
diverse skill sets and thinking styles that team members bring to work each day. To fully leverage 
that individuality while increasing communication, collaboration, and productivity across the 
organization, the Company employs Emergenetics, a measurable, proven way to recognize and 
apply the thinking and behavior patterns that individuals use regularly. Emergenetics provides a 
blueprint to greater self-awareness and more productive workplaces.
Crucial Conversations for Mastering Dialogue: Crucial Conversations training teaches team 
members about skills for communicating when the stakes are high, opinions vary, and emotions 
run strong. Participants learn dialogue skills — as demonstrated by top performers — that 
empower them to talk with anyone about anything, helping reach alignment and agreement on 
important matters. These skills turn into behaviors that improve decision-making, commitment 
to action, productivity, and relationships. As these behaviors become consistent, they 
empower organizations, teams, and individuals to develop high-performance cultures 
based on trust and respect.
Emotional Intelligence: In this program, participants learn what emotional 
intelligence is and why it’s essential. They discover ways to become more self-
aware so that they can identify triggers that may hijack their performance. This 
session also helps them to align their intentions and impacts to better build 
healthy and collaborative relationships.
#iamremarkable: This is a worldwide Google initiative that teaches the 
importance of self-promotion in people’s careers and helps equip them with 
tools to develop this skill. This program challenges participants’ perspectives on 
social perceptions around self-promotion.
Wyndham Hotels & Resorts offers a variety of programming to aid in the personal and professional development of its team members. 
Below is a sampling of programs offered:

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Hospitality Management Program
In addition to individual training offerings, Wyndham University and the training teams support 
robust programs and events, including the Hospitality Management Program (HMP) for General 
Manager Certification. This information-packed program features: personalized content based on 
experience level, market segment, and hotel brand; hands-on simulations; two trade shows; and 
networking opportunities with brand leaders. Attendees can also network with fellow participants 
while attending, which leads to the mutual exchange of ideas, knowledge-sharing, and best 
practices. In 2022, in support of the needs of attendees, the training team continued to offer this 
program virtually. The virtual program offers over 20 hours of blended learning that includes 
self-paced courses, live webinars, job aids, and more. It was recognized there was an appetite 
to bring this program back to an in-person format, and in response, a Hybrid HMP program was 
introduced later in the year. The Hybrid program consists of 14 hours of blended online learning 
as well as three days in person. In 2022, nearly 520 General Managers and owners successfully 
completed the fully-virtual program and over 30 completed the Hybrid program, with both groups 
of graduates achieving HMP certification.
On-site Training
With over 150 years of combined hospitality experience, Wyndham’s training teams deliver impactful, customized 
training, either on-site at hotels or virtually, to help properties achieve their operational and financial goals. They 
work to identify specific challenges or areas of opportunity and create engaging learning experiences.
2022 Executive Summits
In an effort to get back to meeting larger groups of franchisees in person, Wyndham held five Executive Summits hosted around the US within the 
months of February and March. They were hosted at no cost to the franchisees.1 The Executive Summit opportunities were created to celebrate the 
accomplishments of hotels that have gone above and beyond to deliver Count on Me® service to guests, share everything Wyndham is doing to support 
hotels’ long-term recovery, and help drive more revenue.  
1a nominal fee of $299 was charged for every additional owner or guest from an individual hotel to cover food and beverage
At these summits, the executive leadership team shared highlights and provided 
discussions around the investments that were being made in:
•	 Best-in-class technology initiatives to help streamline operations and 
enhance guest satisfaction
•	 Tools and resources to help maximize revenue opportunities, drive direct 
contribution, and improve performance 
•	 Sourcing initiatives to help owners run their businesses more efficiently and 
effectively
Brand leaders were in attendance to provide support. There were also 
Wyndham-approved suppliers that offered special, cost-saving promotions 
exclusively for those who attended. Wyndham hosted approximately 800 total 
franchisees across all Executive Summits.
Executive Summit - Louisville, Kentucky

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Wyndham Hotels & Resorts’ core values highlight the 
Company’s commitment to uphold fundamental human 
rights and operate its business in a manner consistent with 
the principles contained in the United Nations Universal 
Declaration of Human Rights and Global Compact. 
Integrating Wyndham’s Human Rights Commitment in Our Business 
Along with other leaders in the hospitality industry, Wyndham remains committed to supporting efforts to help end human trafficking. The Company 
continues to work to enhance policies and mandate training for all team members to help them identify and report trafficking activities. 
To monitor and report on compliance with Wyndham’s Business Principles and Human Rights Policy, the Company has established clear accountability 
mechanisms. Additionally, parties contracting with Wyndham, such as franchisees and vendors, are also required to operate in a manner that is in 
compliance with applicable laws and brand standards. 
Our leadership team is responsible for the development of programs and resources to enhance the protection of human rights, which includes, but 
is not limited to, the continual improvement of risk monitoring and assessment procedures. Wyndham also seeks to incorporate feedback from 
stakeholders to advance engagement activities to respect and protect human rights within the Company’s sphere of influence.
As permitted by law, the Company encourages team members and franchisees to report certain matters confidentially or anonymously through a third-
party hotline. In addition, for North American operations, Wyndham provides materials that include a third-party hotline, operated by Polaris, whereby 
staff at hotels can consult with experts who will help them identify suspected signs of human trafficking and report such matters to the authorities. 
Globally, Wyndham also distributes information at managed properties (and encourages the use of these materials at franchised hotels), which assists 
team members in identifying potential signs of human trafficking, and provides a process for escalation of concerns within the organization.
Human Rights

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Engaging with Industry Leaders 
Wyndham Hotels & Resorts works with a number of 
organizations including ECPAT-USA, whose mission is 
to protect every child’s human right to grow up free 
from the threat of sexual exploitation and trafficking.
Wyndham partnered with the American Hotel & 
Lodging Association (“AHLA”) to support the 5-Star 
Promise, a voluntary commitment to enhance 
policies, trainings, and resources for hotel employees 
and guests. The Company also participates in the 
AHLA Foundation’s No Room for Trafficking’s 
Council and has pledged to contribute $500,000 to 
the Survivor Fund.
Wyndham remains dedicated to team members’ 
safety and security and is proud to unite with the 
industry in support of a shared commitment to the 
incredible people who help make guests’ travels 
memorable.
Training Wyndham Team Members 
As part of Wyndham’s ongoing Business Continuity Plan Emergency 
Preparedness Guide and Training, the Company includes checklists, escalation 
protocols, and information to assist property management and staff in identifying 
the key warning signs of human trafficking and provides guidance on how to 
report cases. The Company’s team members are required to complete annual 
training related to human trafficking. In addition, franchisees are required, as 
part of their compliance with brand standards, to have their general managers 
complete assigned training related to human trafficking awareness and certify 
that all hotel staff have received training on the same topics; general managers 
must complete both parts of the requirement a minimum of every two years. 
In 2022, Wyndham recorded approximately 75,000 training impressions viewed 
by corporate and managed team members and independently owned and 
operated franchisees. These trainings included the following human rights-related 
topics: Anti-Sexual Harassment, Safety & Security, Human Trafficking Awareness, 
and Diversity & Anti-Discrimination. 
Wyndham supports Polaris, a non-profit organization that spearheads the effort to fight 
against human trafficking and operates the U.S. National Human Trafficking Hotline, to which 
the Company donates Wyndham Rewards points to provide victims with temporary safe 
housing. As part of Wyndham’s giving efforts, Wyndham Rewards and its members have 
donated approximately 170 million points since inception to various non-profit organizations, 
including organizations supporting humanitarian causes to redeem for travel and other related 
goods and services.
Wyndham is also a member of the Sustainable Hospitality Alliance, which provides resources 
to help support hotels with their social responsibility efforts and mitigate human rights risks.
.

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As a hospitality company, serving the community is in Wyndham Hotels & Resorts’ DNA. Around the world, team members and franchisees actively 
engage in their communities, generously giving their time and talent to enhance the lives of others. As an extension of the Count on Me® service 
promise, the philanthropic pillars of the Wyndham Cares program reflect the mission, vision, and values of the Company with charitable giving focused 
in four key areas:
Community & Philanthropy
Wyndham Cares
Globally, in 2022, Wyndham contributed over 
$1 million in cash donations, as well as in-kind 
donations of over 31 million Wyndham Rewards 
points. Through the Company’s signature Wish Day 
program, corporate team members volunteered 
over 1,500 hours to organizations near and dear to 
them.
Furthermore, in alliance with Wyndham’s Signature 
Charities — including Christel House, Clean the 
World Foundation, Operation Homefront, and 
Polaris, to name a few — Wyndham Rewards 
members continue to donate points and make a 
positive impact on those causes personal to them.
Diversity, 
Equity & 
Inclusion
Human 
Rights
Sustainability
Wellness 
& Human 
Services
The spirit of Wyndham Cares starts from within. It is equally important to support team members as it is to support the community at large. To 
that end, Wyndham proudly offers team members the opportunity to apply for a grant through the Wyndham Relief Fund in times of critical need. 
Through these initiatives, donations are not only made by the Company but also directly by team members, further demonstrating the true spirit of 
Count on Me.  
The Wyndham Cares strategy showcases the dedication of team members, leaders, and business partners who have pledged to make lasting, 
important contributions to the communities in which they live and work.
Human Resources Wish Day at the Jersey Battered 
Women’s Services (JBWS), Morris Plains, N.J. 
Wyndham 
Cares
Over 31 Million 
In-Kind Wyndham 
Rewards Points 
Donated
$1Million+
Cash Donations
Over 1,500 
Volunteer Hours 
through Wish Days
Nearly 
170 Million 
Points Donated 
to Non-Profit 
Organizations

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Wyndham Rewards is the proud title sponsor of the Wyndham Championship, the final 
stop on the PGA TOUR FedEx Cup regular season.
Played annually on the Donald Ross-designed course at Sedgefield County Club in 
Greensboro, N.C., the Wyndham Championship was founded in 1938, and has been creating 
a significant charitable impact throughout central North Carolina for more than eight 
decades. The Wyndham Championship is presented by the Piedmont Triad Charitable 
Foundation, a registered 501(c)(3) non-profit organization.
WYNDHAM CHAMPIONSHIP
In partnership with McConnell Golf, the Wyndham Championship, through the Piedmont 
Triad Charitable Trust, is invested in exploring and adopting sustainable practices to improve 
the environment by using fewer chemicals, less water, and less-intensive maintenance while 
promoting recycling and green cleaning with the use of stabilized aqueous ozone.
Creating a positive impact in the community has always been a 
central focus of the Wyndham Championship, and the Wyndham 
Championship Fore! Good program highlights all the ways the 
Tournament gives back. Whether inspiring the next generation 
through education, supporting community development, or 
helping preserve our natural resources, the Wyndham Championship’s local impact is 
“Fore! Good.” In 2022, the Championship supported approximately 20 local, regional, and 
national charities, including:	
Brand Partnerships
Wyndham Hotels & Resorts’ brands are 
empowered to further the mission of doing well 
by doing good. Each brand is committed to giving 
back to the communities in which team members 
and franchisees work, live, and enjoy, by working 
to further advance health and safety, veteran 
support, environmental conservation, and youth 
development. Many of Wyndham’s brands have 
forged alliances with non-profit organizations or 
developed their own initiatives to give back.
Please click on each partnership to learn more.
Super 8® by Wyndham & #JOURNEYSAFE
Super 8® & Hope For The Warriors Drive For Hope
Super 8® By Wyndham & La Quinta® by Wyndham 
Military
Howard Johnson® By Wyndham & YMCA
Travelodge® By Wyndham & The National Parks 
Conservation Association
Wyndham Rewards & Military Partners
Backpack programs: 
provided more than 750K 
nutritious meals for children 
when school is not in session 
in an ongoing effort to fight 
childhood food insecurity.
First Tee - Central Carolina, 
runs after-school programs 
throughout the school year 
and various summer programs 
for some 1,000 students at 14 
North Carolina locations.
Carolina Core, an award-
winning economic 
development organization 
that fosters opportunities for 
growth, entrepreneurship, and 
innovation across the region.

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Wyndham Grand® Izmir Ozdilek
Izmir, Turkey
Click to learn more

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Wyndham Hotels & Resorts’ Board of Directors is composed of three committees:
•	 Audit Committee: Provides oversight for the Company’s programs for risk assessment and risk management, including financial accounting and 
reporting, internal audit services, information technology, cybersecurity, and compliance
•	 Compensation Committee: Provides oversight for the Company’s assessment and management of risks relating to executive compensation 
•	 Corporate Governance Committee: Provides oversight for the Company’s management of risks associated with the independence of the Board and 
potential conflicts of interest, and oversight of Wyndham’s social responsibility program, including environmental, social, and governance.
Wyndham’s Board is composed of eight members, six of whom are independent and bring experience, oversight, and expertise from outside the 
Company and the hospitality industry, with both the Chairman and the Chief Executive Officer each providing company-specific experience and 
expertise. The Board of Directors reflects Wyndham’s inclusive philosophy and is composed of six men and two women, including Black and Asian 
representation. The Board values diversity of all types, and the Corporate Governance Committee will seek to include diverse candidates in any pool of 
potential Directors from which new candidates are selected.
Board of Directors
The Board regularly reviews information regarding risks associated with Wyndham’s finances, credit, and liquidity, the business, operations, and 
strategy, legal, regulatory, and compliance matters, and reputational exposure.
Learn more about Wyndham Hotels & Resorts’ governance structure 
and Board of Directors here
Click to learn more
Representation of Wyndham’s Board 
75%
25%
75%
12.5%
12.5%
Men
Women
White
Black/African American
Asian

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Through its core values and signature Count on Me® culture, Wyndham Hotels & Resorts maintains a resilient organization by adapting and managing 
risks to better address the needs of the Company and its stakeholders. Wyndham’s general risk management strategy seeks to ensure that risks 
undertaken by the Company are aligned with the achievement of the business objectives and strategies.
Wyndham’s Board is actively engaged, both as a whole and at the committee level, in providing oversight for the Company’s management of the 
most significant risks. To effectively manage risks and ensure the resiliency of the business, Wyndham’s CEO and other senior management are 
primarily responsible for day-to-day risk management analysis and mitigation, and report to the full Board or the relevant Committee regarding risk 
management.
Global risk assessments are performed on a semi-annual basis by Wyndham’s Audit Services team, following a specific risk assessment methodology to 
better manage and mitigate any risks that the Company may encounter.
Risk measurements (likelihood, impact, and velocity) are quantitatively and qualitatively defined, and the results of risk assessments are shared with the 
Audit Committee as they are performed.
Risk Management 
1
2
3
4
5
6
7
Define Risk 
Management
Quantitatively 
and qualitatively 
define significance 
and likelihood and 
consider additional 
measurement 
dimensions
Interviews
Semi-annually, 
interview functional 
leads across Corporate 
and regions to execute 
steps 3-6
Identify Risks
Understand and 
document most 
salient risks of the 
organization
Analyze Risks
Determine inherent 
risk, including external 
forces and market/
industry impacts
Assess
Residual Risk
Assess risk that 
remains after 
consideration of 
migrating efforts
Document 
Risk Tolerance 
and Planned 
Response
Understand organization’s 
risk tolerance and 
document 
management’s 
planned responses
Update 
Rolling Audit 
Plan
Identity audit 
opportunites and 
prioritize 
accordingly

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Ethical Business
As a global company, Wyndham strives to grow the business responsibly, enhance the communities 
in which the Company operates, and do business in a way that all team members can be proud of. 
Wyndham’s values are the lens through which decisions are made, and they anchor the commitments 
to each other, customers, and communities. Ethical leadership starts with the Board of Directors, 
and is shared by managers, supervisors, and team members across the globe. All team members are 
expected to embrace these shared values and principles and do their part in maintaining the highest 
ethical standards and behavior. Wyndham’s  Business Principles guide team members’ interactions 
and set the standard for how they approach their work in service to the Company’s mission. The 
Business Principles are available in multiple languages (Arabic, Simplified Chinese, English, French 
(Canadian), French (European), German, Portuguese (Brazil), Spanish (LATAM)) and set clear 
expectations not only for team members, but also for relevant stakeholders and business partners.
Commitment to Anti-Corruption
Wyndham has a zero-tolerance policy for corruption and bribery. To help 
ensure compliance, the Company has a robust anti-corruption program 
that includes an annual corporate-wide risk assessment to identify 
potential risks throughout all operations, as well as mitigation measures. 
Wyndham is committed to conducting business fairly and in compliance 
with all applicable anti-corruption legislation, including the U.S. Foreign 
Corrupt Practices Act, the U.K. Bribery Act, the PRC Anti-Unfair 
Competition Law (China), and local laws where the Company operates. 
In addition, Wyndham’s anti-corruption and anti-bribery policies and 
procedures have been communicated to all employees. Wyndham’s 
commitment to ethical business practices is reflected in the Anti-
Corruption and Anti-Fraud Policy, the Gifts, Travel & Entertainment and 
Contributions Standard, the Conflict of Interest Standard, the Political 
Activity Standard, and the Fair Competition Policy.
Wyndham Hotels & Resorts considers its ethical culture to be an integral 
component of the Company’s mission to make hotel travel possible for all.

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Training and Awareness
Wyndham Hotels & Resorts provides training in support of its 
anti-corruption efforts, as well as ethics and compliance and 
similar programs, in a variety of formats customized to various 
stakeholders and business needs. Core compliance 
training courses include instructor-led, online, and 
tablet or mobile compatible formats.
Wyndham’s training content is designed to educate 
team members about how to comply with the 
Company’s policies and procedures, and is available to 
all team members across the globe.
Reporting System
Strong ethics are the foundation for Wyndham’s culture, with Integrity and 
Accountability as two of the Company’s core values. As part of the Company’s 
commitment to these values, the Integrity Hotline is available 24 hours per 
day, 7 days per week, and 365 days per year, for confidential and anonymous 
reporting of concerns. Wyndham encourages team members to ask questions 
or report concerns, and the Company does not tolerate retaliation in any form 
against team members for reporting potential ethical violations in good faith 
or for participating in an investigation.
The Integrity hotline system is administered by a leading third-party provider, 
NAVEX Global, and includes phone and web-reporting capabilities. The 
Integrity Hotline is also publicly available and can be accessed by any of 
Wyndham’s stakeholders.
The most critical category reports  are reviewed on an ongoing basis with 
Wyndham’s external auditors and are discussed quarterly with the Audit 
Committee of the Board of Directors. When cases are closed, the case 
management teams conduct a root cause analysis and consider enhancements 
in operations or processes to prevent recurrence of similar scenarios. The 
Audit Committee is also briefed quarterly by the General Counsel and Chief 
Compliance Officer concerning core hotline statistics such as overall case 
volume, topics, or root cause trends.

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Data Privacy & Cybersecurity
Privacy and Information Security
For Wyndham Hotels & Resorts, managing privacy and information security effectively is an integral part of fulfilling the Company’s mission to make 
hotel travel possible for all. Wyndham’s commitment to the ethical culture and core values of Integrity and Accountability aligns with the Company’s 
Count on Me® service promise. Wyndham recognizes that guests, Wyndham Rewards members, team members, hotel owners, suppliers, and other 
stakeholders place their trust in the Company when they provide their personal information. Wyndham believes that to truly deliver a great experience 
and build industry relationships and customer loyalty, the Company must respect individuals’ choices concerning their personal data privacy, work to 
ensure it is appropriately protected, and be responsive to their information-related requests or concerns.
Governance
Wyndham’s privacy and information security programs focus holistically on the 
information life cycle and work in harmony with the information management 
program, and all three programs are under the oversight of Wyndham’s 
Information Risk Committee (IRC). The IRC is chaired by the Chief Information 
Security Officer and the SVP - Legal responsible for Privacy and Compliance 
Issues, with the Chief Financial Officer, Chief Information Officer, and the 
General Counsel and Chief Compliance Officer as members. The IRC meets 
regularly to review operations of the three programs, as well as emerging 
legal, technical, or other risks. The Audit Committee of the Board of Directors 
is the Board-level committee with oversight for privacy and security matters. 
IRC members update the Audit Committee quarterly to provide risk updates 
and general education on privacy and information risk trends. The Board also 
receives periodic privacy and security awareness training from third-party 
subject matter experts.
Information Management
For Wyndham, managing privacy and information security effectively is an integral part of fulfilling the Company’s mission to make hotel travel 
possible for all. Wyndham’s commitment to the ethical culture and core values of Integrity and Accountability aligns with the Company’s Count 
on Me service promise. Wyndham recognizes that guests, Wyndham Rewards members, team members, hotel owners, suppliers, and other 
stakeholders place their trust in the Company when they provide their personal information. Wyndham believes that to truly deliver a great 
experience and build industry relationships and customer loyalty, the Company must respect individuals’ choices concerning their personal data 
privacy, work to ensure it is appropriately protected, and be responsive to their information-related requests or concerns.
Information
Risk Committee
Chairs:
CISO & SVP-LEGAL
Members:
CFO, CIO, GC/CCO
Privacy
Program
Information
Security
Program
Information
Management
Program

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Key Program Activities
Wyndham Hotels & Resorts’ privacy and information security teams collaborate on several processes designed to support key information privacy and 
security principles, corresponding global laws and regulations reflecting these principles, and the concerns of the Company’s stakeholders.
1.  Risk Assessments: The privacy and information security teams conduct vendor risk assessments of third-party suppliers that may receive access to 
personal data or connectivity to Wyndham’s systems, for which such vendor risk assessments include information security control assessments and 
privacy impact assessments, regardless of the sensitivity of personal data potentially involved. The teams conduct similar internal assessments should 
any process potentially result in a significant change to the Company’s data processing practices concerning sensitive data, or have a potentially 
material impact on individuals’ data and respective rights.
2.	 Privacy By Design: The privacy and information security teams collaborate with the operations teams to review new initiatives, processes, and 
engagements to ensure privacy and security are considered and incorporated into planning from project inception. These reviews focus not only on 
respecting rights and appropriately safeguarding personal data processed, but also ensure that concepts such as data minimization (processing the 
minimal amount of personal data needed to fulfill the project’s objective) are applied throughout project life cycles.
3.	 Data Subject Requests: The privacy, information security, information technology, and program teams collaborate to respond to individuals’ data-
related requests (such as for access, rectification, deletion, or restrictions on processing). This applies whether requests are submitted by individuals 
from jurisdictions with certain legal requirements, such as those imposed by the General Data Protection Regulation (GDPR) in Europe, the Personal 
Information Protection Law in the People’s Republic of China, U.S. State privacy laws, or are submitted in jurisdictions where no such requirements exist.
4.	 Threat Monitoring: The information security teams regularly conduct threat intelligence activities, penetration testing, and monitoring for emerging 
risks, as well as proactively share with and learn from other entities in the industry to better enable collective detection and response capabilities 
against emerging security threats targeting the hospitality sector. The Company also uses external auditors annually to review segments of security 
practices.
5.	 Training & Awareness: All team members are trained on privacy and security risks, with training ranging from principles and risks discussed in the core 
Business Principles course, and certain team member roles receive additional assigned courses, as well as ad hoc specific trainings for certain products, 
departments, and data types, or in response to upcoming legislative or regulatory changes. Wyndham also conducts proactive quarterly phishing 
awareness training exercises for all computer-based team members.
6.	 Notifications: Wyndham complies with global notification requirements should the Company experience an applicable information security incident. 
Additionally, Wyndham uses analytics to assist in detecting potentially unauthorized attempts to access the personal data of guests or team members 
and may make discretionary notifications to individuals of such attempts, as appropriate.
Transparency
Wyndham’s information practices, including individuals’ rights and mechanisms by which they 
may submit requests for consideration, are further described in the Company’s Privacy Notice. 
Wyndham’s Privacy Notice may be updated with certain changes taking effect as of the posting 
of the notice either for data collected after that point or to make technical, formatting, or non- 
material changes or clarifications concerning data already collected and processed. Should the 
Company consider making changes that may materially affect data processing for data Wyndham 
already holds, the Company would provide prior notice of these changes and obtain consent as 
applicable for such changed processing.

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Policy Influence 
Global Partners and Policy Influence
Wyndham Hotels & Resorts actively engages with leading industry organizations to address pressing environmental and social challenges facing the 
travel and tourism industry. Company leadership participates in strategic planning discussions as Board and committee members, active participants, and 
supporters.
In 2022, Wyndham Hotels & Resorts paid approximately $122,944 in estimated dues associated with lobbying expenses for AHLA, AAHOA, IFA, and USTA. 
Wyndham Hotels & Resorts has also established a political action committee in accordance with applicable laws. 
Organizations
Public Policy 
Priorities
•	
Alternative 
Accommodations
•	
ADA
•	
Immigration Reform
•	
Joint Employer
•	
On-line Booking
•	
Per Diem Rates
•	
Resort Fees
•	
Safety & Security
•	
Sustainability
•	
Trafficking Prevention
•	
Travel & Tourism
•	
Workforce Development
•	
Human Trafficking 
Awareness and 
Prevention
•	
Returning and 
Retaining the 
Hospitality Workforce
•	
Protecting Brands
•	
Enhancing 
Opportunities
•	
Improving Tax Policy
•	
Promoting Healthcare 
Coverage
•	
Human Rights
•	
Youth Employment
•	
Climate Action
•	
Water Stewardship
•	
Workforce
•	
Sustainability
•	
DEI
•	
Mobility & Infrastructure
•	
Global Competitiveness
•	
Reimaging Air Travel
•	
Visitation and 
Facilitation Reforms
Leadership 
Engagement
Wyndham’s President and 
CEO serves on the Executive 
Committee, the EVP and 
Chief Marketing Officer 
serves on the Board of 
Directors, and other
leaders serve on other 
committees.
Wyndham Hotels & Resorts 
is an active member 
participating in AAHOA 
events and activities.
Wyndham’s SVP – Legal, 
responsible for litigation and 
government relations, serves 
on the Board of
Directors.
Wyndham’s President, for 
Europe, Middle East and 
Africa (EMEA) sits on the 
Senior Advisory Council and 
other leaders are involved in 
the working groups
to address SHA’s priorities.
Wyndham’s General Counsel, 
Chief Compliance Officer, and 
Corporate Secretary serves 
on the Board of Directors.
Advancing 
ESG in the 
Hospitality 
Industry
Provides resources to ensure 
sustainability and social 
responsibility are integrated 
throughout the industry 
within the United States. This 
includes the 5-Star Promise 
and No Room for Trafficking 
Fund, which focus on human 
trafficking awareness. 
Developed tools and 
resources to fight against 
human trafficking, and help 
hotel companies protect 
guests, employees, and the 
community. 
Introduced standardized 
sustainability methodologies 
and measurements, 
including the Hotel Carbon 
Measurement Initiative 
(HCMI).
Established the Sustainable 
Travel Coalition, which 
focuses on the development 
and advancement of 
strategies that will enable a 
more sustainable future and 
make meaningful progress in 
the travel industry.

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Appendices
Wyndham’s ESG Approach
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Appendices
Howard Johnson® by Wyndham
Ocala, FL
Click to learn more

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Governance 
ESG Performance Tables 
Company
2020
2021
2022
Revenue ($ billions)
 1.300 
 1.565 
1.498
Total Employees
 9,000 
 8,000 
2,500
Total Rooms
 795,900 
 810,100
842,500
Total Rooms (% franchised hotels) 
94%
95%
99%
Environmental
1 
GHG Emissions
2019
2020
2021
2022
Scope 1 (Metric Tons CO2e)
39,750
34,456
38,113
35,186
Scope 2 (market-based) (Metric 
Tons CO2e)
130,143
104,121
125,013
115,475
Scope 2 (location-based) 
(Metric Tons CO2e)
131,093
103,288
125,619
116,089
Combined Scope 1 + 2 (Market-
based) (Metric Tons CO2e)
169,893
138,577
163,126
150,661
Absolute Emissions % Change 
from Base Year 2019
-
-18.4%
-4.0%
-11.3%
Emissions Intensity (market-
based) (Metric Tons CO2e/sqft)
0.00933
0.00761
0.00895
0.00827
Emissions Intensity % Change 
from Base Year 2019
-
-18.4%
-4.0%
-11.3%
Scope 3 Business Travel (Metric 
Tons CO2e)
-
1,512
1,185
2,297
Energy Consumption
2019
2020
2021
2022
Direct Energy Consumption 
(kWh)
213,639,720
186,208,247
205,059,269
188,703,980
Indirect Energy Consumption 
(kWh)
299,359,725
232,110,657
285,848,219
280,041,765
Total Energy Consumption 
(kWh)
512,999,445
418,318,904
490,907,488
468,745,745
Energy Intensity (kWh/sqft)
28.16
22.96
26.95
25.73
Energy Intensity % Change from 
Base Year 2019
-
-18.5%
-4.3%
-8.6%
Renewable Energy Consumption 
(kWh)
583,666
4,399,402
6,799,745
5,537,777
Water Consumption
2019
2020
2021
2022
Water – Municipal (gallons)
972,543,631
757,623,972
825,015,970
872,724,403
Water – Groundwater (gallons)
11,296,947
8,482,647
9,083,100
11,957,347
Total Water Consumption 
(gallons)
983,840,578
766,106,619
834,099,069
884,681,750
Water Intensity (kgal/square 
foot)
0.05400
0.04205
0.04578
0.04856
Water Intensity % Change from 
Base Year 2019
-
-22.1%
-15.2%
-10.1%
1 During 2022, Wyndham completed the sale of the its two owned hotels and exited the select service 
management business. Due to this change in the portfolio, Wyndham restated the Company’s environmental 
data baseline to more accurately reflect progress against the GHG emissions and water targets in alignment with 
Greenhouse Gas Protocol.

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Team Members
1 
Gender Diversity 
2020
2021
2022
Total # of Employees in Global Workforce
8,990
8,043
2,518
% of Women in Workforce
60%  
58%  
56%  
% of Women in All Management 2
44% 
 45% 
44% 
% of Women in Leadership Band
 30% 
 30% 
31%  
% of Women in Mid-Level Band
 50% 
 51% 
54%  
% of Women in All Other Bands
 62% 
 60% 
60%  
% of Women in Revenue Generating Positions
 70% 
 70% 
 70% 
% of Women in STEM Positions³ 
 46% 
 55% 
51% 
Race & Ethnicity Diversity 
All Employees4
2020
2021
2022
Total # of Employees in U.S. Workforce
7,854
6,966
1,388
White
38% 
38% 
71% 
Hispanic or Latino
33% 
37% 
10% 
Black or African American
19% 
16% 
7% 
Asian
5% 
5% 
9% 
Two or more races
3% 
3% 
2% 
American Indian or Alaska Native
1% 
1% 
<1% 
Native Hawaiian or Other Pacific Island
1% 
1% 
<1% 
Race & Ethnicity Diversity 
Management2 4 
2020
2021
2022
Total # of Management in U.S. Workforce
780
721
465
White
68% 
67% 
 76% 
Hispanic or Latino
16% 
16% 
 9% 
Black or African American
7% 
6% 
 4% 
Asian
7% 
7% 
 9% 
Two or more races
2% 
2% 
 2% 
American Indian or Alaska Native
<1% 
<1% 
 <1% 
Native Hawaiian or Other Pacific Island
<1%
<1% 
 <1%
Age Diversity 
2020
2021
2022
Total # of Employees in Global Workforce
8,990
8,043
2,518
Silent
<1%
<1%
<1%
Baby Boomers
22%  
19%  
13%  
Gen X
29%  
28%  
30%  
Millennials
45%  
44%  
51%  
Gen Z
5%  
9%  
6% 
Turnover 
2020
2021
2022
Total Employees: Voluntary Turnover
13%
24%5
29%5
Number of New Hires 
4,114
5,948
2,145
Race & Ethnicity Diversity 
Women4 
2020
2021
2022
Total # of Women in U.S. Workforce
4,747
4,051
766
White
22% 
21% 
41% 
Hispanic or Latino
21% 
22% 
6% 
Black or African American
13% 
10% 
4% 
Asian
3% 
3% 
4% 
Two or more races
2% 
2% 
1% 
American Indian or Alaska Native
1% 
1% 
<1% 
Native Hawaiian or Other Pacific Island
<1% 
<1%
<1%
1 During 2022, we exited our select-service management business, which has impacted diversity metrics. We will 
continue to bolster efforts to recruit, retain, and promote diverse talent.
2Management defined as SM, VP, SVP, EVP & EC bands
³STEM positions consist of all roles in the Information Technology or Finance departments.
4Race & Ethnicity data gathered for US Team Members only 
5In 2021 and 2022, Wyndham experienced an increase in total employee turnover due to the Company’s exit 
from the hotel management business.

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GRI Content Index 
To develop our ESG Report, Wyndham referenced the Global Reporting Initiative (GRI) Standards, for reporting on economic, environmental, and social impacts.
GRI 2: General Disclosures 2021: 
Disclosures
Description
Location and/or Response
The Organization and its Reporting Practices
2-1
Organizational details
2022 10K (Business, pages 2-13)
Wyndham Hotels & Resorts Investor Presentation - 
February 2023
2-2
Entities included in 
the organization’s 
sustainability 
reporting
About this Report (page 2)
Wyndham’s 2023 ESG Report includes information 
on the Company’s managed operations, unless 
otherwise stated. 
2-3
Reporting period, 
frequency and contact 
point
The reporting period for this Report is calendar year 
2022; and Wyndham reports on the Company’s ESG 
performance annually. 
socialresponsibility@wyndham.com
2-4
Restatements of 
information
2025 Performance Targets (page 12) 
Climate Change, Energy & Greenhouse Gas Emissions 
(page 16) 
Water Conservation (page 18)
2-5
External assurance
Assurance Statement (page 58)
Activities and Workers
2-6
Activities, value chain 
and other business 
relationships 
About Wyndham Hotels & Resorts (page 5)
Responsible Sourcing & Supply Change (page 20-21)
2022 10K (Business, pages 2-13)
Wyndham Hotels & Resorts Investor Presentation - 
February 2023
Wyndham manages a vast supplier network that 
provides good and services to managed and 
franchised properties around the globe. Primary 
sourcing categories include operating supplies, 
furniture, fixtures and equipment, food and beverage, 
technology, banking, and other ancillary services. In 
2022, we had 160 contracted suppliers, representing 
approximately $426 million in corporate, managed, 
and franchised spend.
2-7
Employees 
Diversity, Equity, & Inclusion (page 23-27)
ESG Performance Tables (page 47-48)
2022 10K (Human Capital, page 8)
2-8
Workers who are not 
employees 
While we utilize contractors and seasonal workers as 
needed, the majority of work is performed by our full-
time employees. 
Disclosures
Description
Location and/or Response
Governance 
2-9
Governance structure and 
composition 
Governance (Board of Directors, page 39)
Corporate Governance webpage
2023 Proxy Statement (page 13-17) 
2-10
Nomination and selection 
of the highest governance 
body
Corporate Governance Committee Charter 
Corporate Governance Guidelines 
Director Independence Criteria
2023 Proxy Statement (page 19-21) 
2-11
Chair of the highest 
governance body
2023 Proxy Statement (page 18, 21 & 30) 
2-12
Role of the highest 
governance body 
in overseeing the 
management of impacts
ESG Strategy & Goverenace (page 7-10)
Board of Directors (page 39)
2023 Proxy Statement (page 18) 
2-13
Delegation of 
responsibility for 
managing impacts
ESG Strategy & Goverenace (page 7-10)
Board of Directors (page 39)
2023 Proxy Statement (page 18) 
2-14
Role of the highest 
governance body in 
sustainability reporting 
ESG Strategy & Goverenace (page 7-10)
Board of Directors (page 39)
2023 Proxy Statement (page 39) 
2-15
Conflicts of interest
Corporate Governance Guidelines (page 2)
Code of Business Conduct and Ethics for Directors 
(pages 1-2) 
2-16
Communication of critical 
concerns
Corporate Governance Guidelines
2-17
Collective knowledge of 
highest governance body
2023 Proxy Statement (page 27-33) 
2-18
Evaluation for the 
performance of the 
highest governance body
Corporate Governance Guidelines (page 6)
2023 Proxy Statement (page 16, 20 & 42) 
2-19
Remuneration policies
2023 Proxy Statement (page 40-57)

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Disclosures
Description
Location and/or Response
The Organization and its Reporting Practices
2-20
Process to determine 
remuneration
2023 Proxy Statement (page 40-57) 
2-21
Annual total 
compensation ratio
2023 Proxy Statement (page 64) 
Strategy, Policies and Practices 
2-22
Statement on 
sustainable 
development strategy
Message from our President and CEO (page 4)
2-23
Policy commitments
Human Rights (page 34-35)
Ethical Business (page 41-42) 
Business Principles 
Human Rights Policy Statement 
Modern Slavery Statement  
Supplier Code of Conduct
 
Embedding policy 
commitments
Ethical Business (page 41-42) 
Business Principles 
2-25
Processes to remediate 
negative impacts
Ethical Business (page 41-42) 
Business Principles 
2-26
Mechanisms for seeking 
advice and raising 
concerns
Ethical Business (page 41-42)  
Business Principles 
Supplier Code of Conduct
Disclosures
Description
Location and/or Response
GRI 3 (2021)
3-1
Process to determine 
material topics 
ESG Topic Assessment (page 10)
3-2
List of material topics 
ESG Topic Assessment (page 10)
Disclosures
Description
Location and/or Response
Strategy, Policies and Practices 
2-27
Compliance with laws 
and regulations
We are involved in various claims, legal and 
regulatory proceedings and governmental inquiries 
arising in the ordinary course of business, none of 
which, in the opinion of management, is expected 
to have a material adverse effect on our financial 
condition.
2-28
Membership 
associations
Policy Influence (page 45) 
Stakeholder Engagement 
2-29
Approach to 
stakeholder 
engagemen
Stakeholder Engagement Approach & ESG Topic 
Assessment (page 9-10)
2-30
Collective bargaining 
agreements
2022 10K (Human Capital, page 8)
Material Topics 
Disclosures
Description
Location and/or Response
Economic Performance 
GRI 3 (2021)
3-3
Management of material 
topics
2022 10K
Wyndham Hotels & Resorts Investor 
Presentation - February 2023
UK Tax Strategy
GRI 201 (2016) 
201-1
Direct economic 
value generated and 
distributed
2022 10K (Selected Financial Data, 
pages 33-35)
201-2
Financial implications 
and other risks and 
opportunities due to 
climate change
TCFD Report (page 55-57)
2022 CDP Climate Change response 
Indirect Economic Performance 
GRI 3 (2021)
3-3
Management of material 
topics
ESG Strategy & Governance (page 7-10)
Community Philanthropy (page 36-37)
2022 10K (Business, pages 2-13)
GRI 3 (2021)
203-1
Infrastructure 
investments and 
services supported
ESG Strategy & Governance (page 7-10)
Community Philanthropy (page 36-37)
Material Topics: Economic  
Categories
Percent
Employee Relations. Includes: bullying, 
discrimination, falsification of employment 
records, favoritism, harassment (non-sexual), 
protected concerted activity, sexual harassment, 
wage & hour, other employee relations issues
87%
Business Integrity. Includes: antitrust, conflicts of 
interest, legal or regulatory violations, marketing 
integrity violation, policy issues, product quality 
concern, retaliation, sabotage, sales integrity 
violation, theft
7%
Environment, Health & Safety. Includes: human 
rights, safety & sanitation issues, substance 
abuse, workplace violence
2%
Financial Misconduct. Includes: accounting/audit 
irregularities, bribery/kickbacks, falsification 
of company records, fraud, improper loans to 
executives, insider trading, money laundering
2%
Misuse/Misappropriation of Assets. Includes: 
customer relations, data privacy violations, 
improper use of resources, releases of 
proprietary information
2%

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Disclosures
Description
Location and/or Response
Anti-Corruption 
GRI 3 (2021)
3-3
Management of material 
topics
Ethical Business (page 41-42)
Business Principles (pages 18 and 22)
Code of Business Conduct and Ethics 
for Directors (pages 1-2)
Supplier Code of Conduct
GRI 205 (2016)
205-2
Communication 
and training on 
anticorruption policies 
and procedures
Ethical Business (page 41-42)
Material Topics: Economic  
Material Topics: Environmental 
Disclosures
Description
Location and/or Response
Energy  
GRI 3 (2021)
3-3
Management of material 
topics
Environmental Management (page 
14-15)
Climate Change, Energy & Greenhouse 
Gas Emissions (page 16-17)
Environmental Sustainability Policy 
2022 CDP Climate Change response
GRI 201 (2016) 
301-1
Energy consumption 
within the organization
Climate Change, Energy & Greenhouse 
Gas Emissions (page 16-17)
ESG Performance Tables (page 47-48)
Assurance Statement (page 58)
301-2
Energy intensity 
Climate Change, Energy & Greenhouse 
Gas Emissions (page 16-17)
ESG Performance Tables (page 47-48)
Assurance Statement (page 58)
Water & Effluents 
GRI 3 (2021)
3-3
Management of material 
topics
Environmental Management (page 
14-15)
Water (page 18)
Environmental Sustainability Policy 
2022 CDP Water Security response 
GRI 303 (2018)
303-1
Interactions with water 
as a shared resource
Water (page 18)
2022 CDP Water Security response 
303-3
Water withdrawal 
Water (page 18)
ESG Performance Tables (page 47-48)
Assurance Statement (page 58)
Disclosures
Description
Location and/or Response
Biodiversity  
GRI 3 (2021)
3-3
Management of material 
topics
Environmental Management (page 14-15)
Environmental Sustainability Policy 
GRI 304 (2016)
304-1
Operational sites owned, 
leased, managed in, or 
adjacent to, protected 
areas and areas of 
high biodiversity value 
outside protected areas
Environmental Management (page 14-15)
Emissions  
GRI 3 (2021)
3-3
Management of material 
topics
Environmental Management (page 14-15)
Climate Change, Energy & Greenhouse 
Gas Emissions (page 16-17)
Environmental Sustainability Policy 
2022 CDP Climate Change response
GRI 305 (2016) 
305-1
Direct (Scope 1) GHG 
emissions
2022 10K (Selected Financial Data, pages 
33-35)
305-2
Energy indirect (Scope 
2) GHG emissions
Climate Change, Energy & Greenhouse 
Gas Emissions (page 16-17)
ESG Performance Tables (page 47-48)
Assurance Statement (page 58)
305-3
Other indirect (Scope 3) 
GHG emissions
ESG Performance Tables (page 47-48)
Assurance Statement (page 58)
305-4
GHG emissions intensity
Climate Change, Energy & Greenhouse 
Gas Emissions (page 16-17)
ESG Performance Tables (page 47-48)
Assurance Statement (page 58)
Waste
GRI 3 (2021)
3-3
Management of material 
topics
Environmental Management (page 14-15)
Waste (page 19)
Environmental Sustainability Policy  
GRI 306 (2016)
306-2
Management of 
significant waste-related 
impacts
Waste (page 19)
306-4
Waste diverted from 
disposal
Waste (page 19)
Supplier Environmental Assessment 
GRI 3 (2021)
3-3
Management of material 
topics
Responsible Sourcing & Supply Change 
(page 20-21)
Supplier Code of Conduct
GRI 308 (2016)
308-2
New suppliers that 
were screened using 
environmental criteria
Responsible Sourcing & Supply Change 
(page 20-21)

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Disclosures
Description
Location and/or Response
Diversity and Equal Opportunity 
GRI 3 (2021)
3-3
Management of material 
topics
Diversity, Equity, & Inclusion (page 23-
27)
GRI 405 (2016)
405-1
Diversity of governance 
bodies and employees
Diversity, Equity, & Inclusion (page 23-
27) 
Board of Directors (page 39)
ESG Performance Tables (page 47-48)
Child Labor 
GRI 3 (2021)
3-3
Management of material 
topics
Human Rights (page 34-35)
Human Rights Policy Statement
Modern Slavery Statement  
GRI 408 (2016)
408-1
Operations and 
suppliers at significant 
risk for incidents of child 
labor
Human Rights (page 34-35)
Modern Slavery Statement  
Forced or Compulsory Labor 
GRI 3 (2021)
3-3
Management of material 
topics
Community Philanthropy (page 36-37)
GRI 413 (2016)
409-1
Operations and suppliers 
at significant risk for 
incidents of forced or 
compulsory labor
Human Rights (page 34-35)
Modern Slavery Statement  
Local Communities 
GRI 3 (2021)
3-3
Management of material 
topics
Community Philanthropy (page 36-37)
GRI 413 (2016)
413-1
Operations with local 
community engagement, 
impact assessments, and 
development programs
Community Philanthropy (page 36-37)
Local community engagement programs 
were in place across our countries of 
operations during the reporting period. 
Supplier Social Assessment 
GRI 3 (2021)
3-3
Management of material 
topics
Responsible Sourcing & Supply Chain 
(page 20-21)
Supplier Code of Conduct
GRI 414 (2016)
414-1
New suppliers that were 
screened using labor 
practices criteria
Responsible Sourcing & Supply Chain 
(page 20-21)
Material Topics: Social
Disclosures
Description
Location and/or Response
Employment   
GRI 3 (2021)
3-3
Management of material 
topics
Health & Wellbeing (page 28-29)
Human Rights (page 34-35)
Wyndham Careers 
GRI 401 (2016)
401-1
New employee hires and 
employee turnover
ESG Performance Tables (page 47-48)
401-2
Benefits provided to 
full-time employees 
that are not provided to 
temporary or part-time 
employees
Health & Wellbeing (page 28-29)
401-3
Parental leave
Health & Wellbeing (page 28-29)
Occupational Health & Safety 
GRI 3 (2021)
3-3
Management of material 
topics
Health & Wellbeing (page 28-29)
Human Rights (page 34-35)
Business Principles (page 10)
GRI 403 (2018)
403-1
Occupational health 
and safety management 
system
Health & Wellbeing (page 28-29)
403-6
Promotion of worker 
health
Health & Wellbeing (page 28-29)
Human Rights (page 34-35)
403-8
Workers covered by an 
occupational health and 
safety management 
system
Health & Wellbeing (page 28-29)
Wyndham’s Occupational Health 
and Safety Management System is 
implemented across our business and 
covers all managed team members. 
403-9
Water withdrawal
In 2022, there were zero employee 
fatalities as a result of work-related 
injury and no known contractor work-
related fatalities
Training and Education 
GRI 3 (2021)
3-3
Management of material 
topics
Training & Engagement (page 30-33)
GRI 205 (2016)
304-1
Average hours of 
training per year per 
employee
Training & Engagement (page 30-33)
304-1
Programs for upgrading 
employee skills and 
transition assistance 
programs
Training & Engagement (page 30-33)

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Description
Location and/or Response
Public Policy
GRI 3 (2021)
3-3
Management of material 
topics
Policy Influence (page 45)
Political Contribution Statement 
Business Principles (page 24)
GRI 415 (2016)
415-1
Political contributions
Policy Influence (page 45)
Customer Health & Safety 
GRI 3 (2021)
3-3
Management of material 
topics
Health & Wellbeing (page 28-29)
GRI 416 (2016)
416-1
Assessment of the 
health and safety 
impacts of product and 
service categories
Assessments and systems to 
protect guest health and safety are 
implemented at all managed properties. 
Customer Privacy 
GRI 3 (2021)
3-3
Management of material 
topics
Data Privacy & Cybersecurity (page 
43-44)
Supplier Code of Conduct
Business Principles (pages 11-14)
GRI 418 (2016)
418-1
Substantiated 
complaints regarding 
breaches of customer 
privacy and losses of 
customer data
None during the reporting period.

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SASB Index 
SASB Standards are designed for communication by companies to investors about how sustainability issues impact long-term enterprise value. To support 
investors and stakeholders, Wyndham Hotels & Resorts has provided the following disclosures based on the SASB Standard for Hotels & Lodging. For additional 
information, please visit www.sasb.org.
Sustainability Disclosure Topics & Accounting Metrics
Topic
Metric Description 
Codes 
Location and/or Response 
Energy 
Management 
(1) Total energy consumed, (2) percentage grid electricity, (3) 
percentage renewable
SV-HL-130a.1
In 2022, total energy consumption was 468,746 MWh. 
50% of energy consumption was from grid electricity and 1% of energy consumption was 
from renewable sources. 
Climate Change, Energy & Greenhouse Gas Emissions (page 16-17)
ESG Performance Tables (page 47-48)
Water 
Management 
(1) Total water withdrawn, (2) total water consumed, percentage 
of each in regions with High or Extremely High Baseline Water 
Stress
SV-HL-140a.1
In 2022, 40% of total water withdrawn was from managed facilities in regions with high or 
extremely high baseline water stress.  
Water (page 18)
ESG Performance Tables (page 47-48)
Ecological 
Impacts 
Number of lodging facilities located in or near areas of 
protected conservation status or endangered species habitat
SV-HL-160a.1
In 2022, 20 managed lodging facilities were located in or near areas of protected 
conservation status or endangered species habitat.
Environmental Management (page 14-15)
Description of environmental management policies and 
practices to preserve ecosystem services
SV-HL-160a.2
Environmental Management (page 14-15) 
Sustainability Policy 
Labor Practices 
 
(1) Voluntary and (2) involuntary turnover rate for lodging 
facility employees
SV-HL-310a.1
ESG Performance Tables (page 47-48)
(1) Average hourly wage and (2) percentage of lodging facility 
employees earning minimum wage, by region
SV-HL-310a.3
In 2022, the average hourly wage was $15.31 and no employees at Wyndham as of 
December 31, 2022 was working at or below minimum wage. 
Description of policies and programs to prevent worker 
harassment
SV-HL-310a.4
Diversity, Equity, & Inclusion (page 23-27)
Human Rights (page 34-35)
Human Rights Policy Statement
Climate Change 
Adaptation
Number of lodging facilities located in 100- year flood zones
SV-HL-450a.1
In 2022, 10 managed lodging facilities were located in 100-year flood zones or in areas 
with extremely high riverine or coastal flood risk.
Topic
Codes 
Location and/or Response 
Number of available room-nights
SV-HL-000.A
As of year-end 2022, there were 297,812,749 available room nights at franchised and managed lodging facilities.
Average occupancy rate
SV-HL-000.B
In 2022, the average occupancy rate was 48.4% at franchised and managed lodging facilities.
Total area of lodging facilities
SV-HL-000.C
As of year-end 2022, the total area of managed and leased lodging facilities was 17,872,095 square feet. 
Number of lodging facilities and the percentage that are: 
(1) managed, (2) owned and leased, (3) franchised
SV-HL-000.D
As of year-end 2022, there were 9,059 facilities in our brand portfolio. Approximately 2% of these facilities were 
managed and approximately 98% were franchised.
2022 10-K (“Business”, pages 3-4) 
Activity Metrics

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Task Force on Climate-Related Financial 
Disclosures (TCFD) Report 
Wyndham’s approach to climate risk and opportunity management considers the priorities of the Company and stakeholders, including franchisees, team 
members, guests, suppliers, global partners, community and shareholders. We manage our climate-related risks by integrating programs and processes 
throughout our business, including managing, monitoring and setting goals. For additional information on TCFD, please visit https://www.fsb-tcfd.org and refer 
to Wyndham’s CDP Climate Change response.
Section 1: Governance 
Disclose the organization’s governance around climate-related risks and opportunities.
BOARD’S OVERSIGHT OF CLIMATE-RELATED 
RISKS AND OPPORTUNITIES
The Board of Directors, through the Corporate Governance Committee (CGC), is responsible for 
overseeing Wyndham’s Social Responsibility program, including the strategy and direction of 
our sustainability, climate change and energy programs.
Additional oversight on climate-related issues and our Company’s Social Responsibility program 
is provided by our Chief Executive Officer, who also serves on our Board of Directors. The 
entire Board of Directors also maintains an active role in providing oversight with respect to 
management of our risks, which include those associated with climate change.
MANAGEMENT’S ROLE IN ASSESSING AND MANAGING 
CLIMATE-RELATED RISKS AND OPPORTUNITIES
To support Wyndham’s Social Responsibility program, the ESG Steering Committee was 
established, in 2022. The ESG Steering Committee provides oversight and direction of new 
ESG strategy, including projects, regulations, and financial requirements. This also includes 
oversight of climate-related risks and opportunities. 
ADDITIONAL INFORMATION 
•	 ESG Strategy & Governance (page 7-10) 
•	 Governance (page 38-45) 
•	 CDP Climate Change response (pages 2-4, questions C1.1-C1.3)
Section 2: Strategy  
Disclose the actual and potential impacts of climate-related risks and opportunities on the organization’s businesses, strategy, and financial planning where such 
information is material.
CLIMATE-RELATED RISKS AND OPPORTUNITIES IDENTIFIED OVER SHORT-TERM, MEDIUM-TERM, AND LONG-TERM HORIZON
Wyndham continuously monitors and prioritizes climate-related risks and opportunities based on the financial and strategic impacts on our business. 
Climate-related risks with potential impact to our business are identified over short- (1-2 years), medium- (3-6 years), and long-term (7-10 years) horizons.
Risks
Risk 1: Increased stakeholder concern or negative stakeholder feedback
Risk 2: Increased severity of extreme weather events such as cyclones and 
floods
Time Horizon: Medium-Term
Time Horizon: Medium-Term
Our stakeholders (notably our customers, investors and team members) are increasingly 
interested in our approach to managing climate-related risks and opportunities. For example, 
we frequently get requests from corporate customers, government customers, and meeting 
planners about our sustainability practices, as well as those of our franchisees. It is very 
likely that Wyndham’s reputation can be impacted by negative stakeholder feedback around 
climate.
Although Wyndham’s managed portfolio is small, Wyndham-branded properties (franchisees) 
are at risk of extreme weather events. If Wyndham’s franchisees are exposed to extreme 
weather events, this can lead to decreased revenue and high costs due to negative impacts 
on workforce, damage to properties, and supply chain disruptions.
Risk 3: Increased cost of raw materials

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Wyndham uses both qualitative and quantitative measures to identify risks or opportunities that may have a substantial strategic impact to the Company. 
We consider all markets where our hotel properties are located. We also consider global environmental and socioeconomic trends, in addition to revenue 
and costs in our key markets, including those in the United States.
Time Horizon: Medium-Term
Although Wyndham’s managed portfolio is small, Wyndham-branded properties (franchisees) are at risk of extreme weather events. This exposure to extreme weather events, this can lead to 
decreased revenue and high costs due to negative impacts on workforce, damage to properties, and supply chain disruptions.
Opportunities
Opportunity 1: Shift in consumer preferences
Opportunity 2: Move to more efficient buildings
Time Horizon: Medium-Term
Time Horizon: Short-Term
Hotel guests are increasingly interested in practices that promote sustainable tourism across 
each touchpoint during their experience within Wyndham-branded hotels in the system. 
Industry research has also indicated a correlation between sustainability and customer 
satisfaction within the hotel industry, which can create an opportunity for the Company. 
Increasing the energy efficiency of Wyndham-branded hotels can help to increase our 
management revenues and franchise revenues in addition to supporting global efforts to 
reduce greenhouse gas emissions.
Risk 3: Participation in renewable energy programs and adoption of energy-efficiency measures
Time Horizon: Medium-Term
It is very likely that participating in renewable energy programs and adopting additional energy-efficiency measures will present additional climate-related opportunities for Wyndham, 
including franchisees. Additionally, the development and enactment of renewable energy regulations at the national, state, and/or local levels may create new investment opportunities for 
the Company. 
IMPACT ON THE ORGANIZATION’S BUSINESSES, STRATEGY, AND FINANCIAL PLANNING
Potential risks associated with products and services (most notably our occupied room nights at all Wyndham properties in our system) include extreme weather events and shifts in 
consumer preferences. Upstream potential risks associated with our supply chain and with operations can include changes in the cost of energy, fuel, and commodities. These risks have been 
integrated into our business strategy and planning process through our (1) commitment to achieving emissions reductions to support a low-carbon, science-based pathway; (2) Wyndham 
Green Program; (3) efforts to encourage renewable energy and energy efficiency investments at Wyndham hotels; and (4) execution of our Business Continuity programs and associated 
emergency response plans.
The most significant risk identified as having a potential impact on our revenues is related to reputation as guests, corporate customers, governmental customers, and meeting planners are 
increasingly interested in climate change and broader sustainability issues. The management of these risks also presents the potential opportunity to increase revenue through competitive 
differentiation. The most significant risks identified as having a potential impact to our capital expenditures are (1) the need to mitigate risks associated with increases in the cost of energy, 
fuel and commodities and (2) the need to reduce our operational footprint from a reputational perspective and achieve progress to support the transition to a low carbon economy. Potential 
opportunities associated with managing this risk include increasing energy efficiency in buildings and participating in renewable energy programs.
IMPACT OF DIFFERENT SCENARIOS, INCLUDING A 2⁰C SCENARIO
The evaluation of difference climate scenarios has influenced our business objectives and strategy is that we align our emissions reduction strategies and investments in energy efficiency and 
renewable energy use to support our multi-decade journey to reduce our greenhouse gas emissions in alignment with what is required to limit the rise in global temperatures in alignment 
with Intergovernmental Panel on Climate Change (IPCC) recommendations. For example, Wyndham has set a complementary target to source 100% renewable energy at our North American 
corporate offices. We have also prioritized increasing building energy efficiency across Wyndham’s portfolio of owned managed and franchised properties due to (1) cost savings and risk 
mitigation opportunities, (2) importance to our stakeholders and (3) alignment with the Company’s vision and strategic goals. Our Wyndham Green Certification program, in particular, is 
designed to reduce cost through efficiency, increase recognition and help drive revenue from environmentally conscious business and leisure travelers. 
In 2023, Wyndham enhanced its climate scenario analysis, by evaluating 1.5-, 2-, and 4-degree scenarios. this assessment was then overlayed with additional climate research and metrics. The 
results of this analysis will support the future direction of the Company’s climate strategy, including next-generation targets. 
ADDITIONAL INFORMATION 
•	 ESG Strategy & Governance (page 7-10) 
•	 Environmental Management (page 14-15)
•	 Climate Change, Energy & Greenhouse Gas Emissions (page 16-17)
•	 Risk Management (page 40)
•	 CDP Climate Change response (pages 5-15, questions C2.1-C2.2, C3.2a-3.4a)

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ADDITIONAL INFORMATION 
•	 ESG Strategy & Governance (page 7-10)
•	 2025 Performance Targets (page 12)
•	 Environmental Management (page 14-15)
•	 Climate Change, Energy & Greenhouse Gas Emissions (page 16-17)
•	 Water (page 18)
•	 Risk Management (page 40)
•	 CDP Climate Change response (pages 6-9, C2.2 -C2.3a)
PROCESS FOR IDENTIFYING AND 
ASSESSING CLIMATE-RELATED RISKS 
Enterprise risks, including those related to sustainability, climate and energy, are identified 
and assessed on an ongoing basis. The results of these assessments are presented to the 
Board of Directors’ Audit Committee.
During this process, we consider all markets where we manage or franchise hotel 
properties. We also consider global environmental and socioeconomic trends, which 
may impact the value of our assets in addition to revenue and costs in our key markets, 
including those in the United States. 
PROCESSES FOR MANAGING CLIMATE-RELATED RISKS
Wyndham Green: The Wyndham Green Program integrates sustainability across our portfolio 
of hotels and allows the Company to track, measure, and report on environmental performance 
globally. 
Low-Carbon Strategy: Wyndham’s ESG strategy is based on a low-carbon, science-based target 
pathway. We consider the nexus between climate and water, and conduct local, context-based 
water risk assessments at our managed properties globally. Additionally, we engage with our 
industry partners to advance climate change mitigation and adaptation strategies within travel 
and tourism. We are also committed to increasing our spending with responsible suppliers, 
including those that aim to reduce energy consumption and GHG emissions. 
Emergency Preparedness: The Corporate Security & Business Continuity teams work with all of 
our leased and managed assets that are deemed to be business critical and develop risk profiles. 
All managed hotels are also provided with an emergency preparedness guide to prepare for and 
manage emergencies, which includes a responsible managerial plan detailing the protection of 
life at each property. Wyndham also has a dedicated 24/7 toll free number for property managers 
to report critical incidents and immediately receive guidance and support. 
INTEGRATION INTO OVERALL RISK MANAGEMENT
Wyndham’s process for identifying, assessing and responding to climate-related risks and opportunities is fully integrated into multi-disciplinary company-wide risk management process. Our 
Board of Directors is also actively engaged, as a whole and at the committee level, in providing oversight of the Company’s management of our most significant risks.
Section 3: Risk Management   
Disclose how the organization identifies, assesses, and manages climate-related risks.
CLIMATE-RELATED METRICS AND SCOPE 1, 2 AND 3 GHG EMISSIONS 
In addition to measuring and reporting on our scope 1, 2 and, 3 greenhouse gas (GHG) 
emissions, we also measure and report on energy consumption and intensity metrics 
(including renewable energy) in our annual ESG Report. 
In 2022, requested all managed and franchised hotels globally to achieve a minimum 
Level 1 Core of our Wyndham Green Certification program. This will allow Wyndham to 
measure and track its collective environmental impact and provide more insight into our 
franchisee’s environmental footprint. We also plan to report on Scope 3 franchisee GHG 
emissions in 2023. 
TARGETS USED AND PERFORMANCE AGAINST TARGETS
Section 4: Metrics and Targets  
Disclose the metrics and targets used to assess and manage relevant climate-related risks and opportunities where such information is material.
Targets
15% absolute emissions reduction in Scope 1 
and 2 emissions from 2019 baseline
100% renewable energy at corporate 
headquarters and North American offices
100% of managed properties are Wyndham 
Green Certified 
2022 Progress
11% reduction since 2019
73% renewable energy sourced in 2022
83% of managed properties are 
Wyndham Green Certified 
ADDITIONAL INFORMATION 
•	 2025 Performance Targets (page 12)
•	 Climate Change, Energy & Greenhouse Gas Emissions (page 16-17)
•	 ESG Performance Tables (page 47-48)
•	 CDP Climate Change response (pages 15-41, C4-C9.1)

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Assurance Statement
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2023 Environmental, Social, and Governance Report	
59 OF 60 
Wyndham’s ESG Approach
Social
Environment
Appendices
Governance 
͘
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Assurance Statement

Wyndham® Chongqing Yuelai
Chongqing, China
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