Baxter 2021 Corporate Responsibility Report 46 Cross-Cutting Commitments Corporate Responsibility Commitment Introduction 2030 Corporate Responsibility Goals Empower Our Patients Protect Our Planet Champion Our People and Communities Appendix *Scores indicate the percentage of Best Place to Work survey participants who responded favorably to statements related to inclusion. **Spending with suppliers that certify for multiple categories is included in the total for each category. United States and Puerto Rico. Baxter’s approximately 60,000 employees 1 include people of different races, ethnicities, genders, orientations, abilities, backgrounds and beliefs from many different countries and cultures. We embrace this diversity, enhancing our company’s culture of belonging and embedding diversity, equity and inclusion (DE&I) across all aspects of our business, including for our employees and prospective employees, the communities we support globally through strategic investments, our suppliers, and our customers and patients. We focus on four strategic pillars to guide our commitment worldwide (see graphic). WORKFORCE Increasing the diversity of our workforce improves the way we think and innovate and makes us more agile as a company. Diversity in Leadership Advancing a diverse workforce begins at the top. We aim to have our company leadership reflect the diver - sity of our organization and the communities where we operate. This begins with our Board of Directors (Board) and leadership teams, which help influence and inspire our desired culture and drive greater representation at other levels in the organization. See the Baxter Data Summary and our 2020 Employment Information Report (EEO-1) and 2021 EEO-1 Report for workforce diversity data. Board Diversity Baxter’s Board is committed to achieving a diverse and broadly inclusive membership. As a result, and consistent with our Corporate Governance Guidelines and the charter of the Nominating, Corporate Governance & Public Policy Committee, diversity of background, gender, race, ethnicity, country of origin, age and experience are relevant factors in the selection process. Additionally, the Board looks to create a diverse candidate pool when searching for new directors. Of the eight directors most recently appointed to Baxter’s Board, five are women or are ethnically or racially diverse. The Board believes that having diverse directors with varying perspectives and a breadth of experience will positively contribute to robust discussion and help guide Baxter’s strategy and long-term value creation. The Board conducts an annual assessment of itself and its committees to help identify potential gaps or areas to augment in light of the company’s strategies, including by taking into account the overall diversity of the Board. Approximately 31% of our Board is composed of female directors and approximately 23% of our Board is ethnically/racially diverse. 2 These percent - ages are scheduled to increase to approximately 33% and to 25%, respectively, on June 30, 2022, in connection with Peter Hellman’s retirement. See information regarding Board diversity beginning on page 6 of Baxter’s 2022 Proxy Statement ( Baxte r 2022 Proxy Statement Amendment ). Diversity, Equity and Inclusion GLOBAL DIVERSITY, EQUITY AND INCLUSION STRATEGIC PILLARS Workforce Workplace Communities Marketplace Attract and build diverse and high-performing teams that are engaged and innovative. Advance our inclusive culture, where every employee is treated fairly and feels respected, valued, seen and heard. Make a meaningful difference by cultivating strategic and diverse partnerships in Baxter’s communities worldwide. Ensure the diverse needs of our patients and customers are considered in all aspects of our business. $72.6 million in spending with minority-owned businesses** $90.3 million in spending with women-owned businesses** 77% overall inclusion score, up from 69% in 2019* Corporate Responsibility Commitment Introduction 2030 Corporate Responsibility Goals Empower Our Patients Protect Our Planet Champion Our People and Communities Appendix Cross-Cutting Commitments