Baxter 2021 Corporate Responsibility Report 47 Cross-Cutting Commitments Corporate Responsibility Commitment Introduction 2030 Corporate Responsibility Goals Empower Our Patients Protect Our Planet Champion Our People and Communities Appendix Inclusive Talent Strategy Workforce Diversity Reviews We prioritize attracting, developing and engaging a diverse workforce. In 2021, to drive more rigor in this area, we embedded Workforce Diversity Reviews in our talent strategy discussions with company leaders globally. These reviews enable discussions about our organization’s diversity data and metrics, specifically related to underrepresented groups. 3 Our aim for these reviews is to ensure that underrepresented employees are not overlooked for development, sponsorshi p, succession, advancement and retention opportunities. Aspirational Leadership Diversity Goals To drive more accountability and intention to advance and sustain our leadership diversity, we have established aspirational goals, as part of our 2030 Corporate Responsibility Commitment and Goals, to increase the representation of women (globally) and ethnic minorities (United States) in leadership roles. We will provide updates on our progress annually in this corporate responsibly report. Learn more in Increase Representation of Women and Ethnic Minorities in Leadership Roles. Sponsorship and Mentorship Baxter’s sponsorship and mentorship programs help drive engagement, retention and career advancement for women and underrepresented groups. Our mentoring opportunities, resources and tools are for all employees, including entry level, middle management and ethnically diverse em - ployee populations. These mentoring relationships may include traditional, peer or reverse mentoring, as well as mentoring circles conducted in a group setting. All employees can participate in mentorship as part of their development plan at any given point of the year. Employees can identify mentors and/ or managers can recommend mentorship based on their employees’ development needs. Baxter’s eight Business Resource Groups (BRGs) also offer a global mentoring program specifically designed to connect their diverse membership with leaders at the company. These mentoring relationships provide development and coaching opportunities for employees from a variety of ethnic backgrounds, genders, sexual orientations and generations, as well as veterans and those with disabilities. Leadership Development We partner with external organizations to offer lead- ership development programs that support women and underrepresented ethnic minorities, including: • Black Leadership Academy (McKinsey): This leadership program helps high-potential Black employees to reflect on and plan for professional and personal aspirations to accelerate career progression. • Courageous Conversations about Race (Pacific Education Group): This program, piloted with a cohort of Baxter leaders in 2021, helps build critical skills for having challenging conversations with a strong focus on racial equity and race relationships. • HBA Ambassador Program (Healthcare Businesswomen’s Association): This program helps women set and reach professional development goals, facilitated by senior leaders within the company and guidance from a network of HBA advisors. • Monthly Global People Manager Meetings: These live virtual events, led by the CEO, focus on culture transformation efforts. In 2021, three of the events explored DE&I by welcoming external experts along with members of the Baxter com - munity to engage in courageous conversations about DE&I. Relevant Policies and Standards ` Statement of Equal Opportunity ` Equal Opportunity Employment Policy (internal) ` Non-Discrimination Policy (within our Global Human Rights Policy ) Photo: Baxter employees participate in event for International Women’s Day.