2021 Colleague Experience Survey 85 % of participants indicated that they feel valued as a colleague at American Express 91 % of participants responded that they feel supported by their leader in making decisions about their well-being Belonging and inclusion at American Express To support our efforts to create an inclusive and welcoming culture for our colleagues, we introduced two trainings in 2020: a “Strengthening Our Culture of Belonging and Inclusion” course and a “Belonging at Amex” workshop. We supplemented these trainings with conversations and informational sessions on how colleagues can contribute to a culture of inclusion. Throughout, colleagues had access to numerous resources on leading inclusively, having meaningful conversations, and making their voices heard. To further help colleagues feel a sense of belonging, we have 14 Colleague Networks, with over 100 chapters worldwide, for sharing common experiences and interests: • Asian Network at American Express (ANA) • Black Engagement Network (BEN) • Christian Network (SALT) • Disability Awareness Network (DAN) • Families at American Express Network • Generations Network (NextGen) • Hispanic Origin & Latin American Network (HOLA) • Jewish Network (CHAI) • Muslim Network (PEACE) • PRIDE+ Network • Veterans Network (VET) • Virtual Office Network • Women in Technology Network (WIT) • Women’s Interest Network (WIN) In addition to our Colleague Networks, we have nine Diversity, Equity, and Inclusion Councils across Business Units and in office locations to address local priorities. EXPANSIVE AND IMPACTFUL FAMILY SUPPORT For US colleagues who use adoption, surrogacy, or egg/sperm donors, we offer reimbursement that covers expenses up to $35,000—for up to two events, with a lifetime maximum of $70,000. Those who undergo reproductive treatments are eligible for up to $35,000 in medical assistance. “ We adopted our son and in fact, Amex has been there for us since day one and throughout every step of the way,” says Sean B., an analyst in our Global Risk and Compliance department. “The company’s family planning and assistance program provided us with the financial support to adopt earlier than what we thought was possible. Additionally, the family concierge benefit helped us throughout the adoption process and is a resource we continue to use when we need childcare.” “ The dependent care flexible spending account has also provided comfort financially,” Sean added, “which has especially been helpful during these current times when we’re doing the best we can in a lot of situations that are entirely new and the challenges we’ve had to navigate around due to COVID.” This support continues after colleagues welcome their new family members. Under our gender-neutral parental leave policy, eligible colleagues in the United States can take up to 20 weeks parental leave with full base pay, whether they’re welcoming a child through pregnancy, adoption, or surrogacy. We also provide six to eight weeks of additional leave if medically necessary. We also provide colleagues in Canada, the UK, and the US access to in-home or center- based childcare when their regular arrangements fall through, as well as connection with 24/7 consultants who can help arrange in-home care for an adult loved one recovering from an illness or injury. INTRODUCTION PROMOTING DE&I ADVANCING CLIMATE SOLUTIONS BUILDING FINANCIAL CONFIDENCE OUR ESG GOVERNANCE & OPERATING RESPONSIBLY SUPPORTING DATA OUR COMMITMENT TO ESG 28