Baxter 2021 Corporate Responsibility Report 41 Champion Our People and Communities Corporate Responsibility Commitment Introduction 2030 Corporate Responsibility Goals Empower Our Patients Protect Our Planet Appendix Cross-Cutting Commitments Increase Representation of Women and Ethnic Minorities in Leadership Roles 2030 CORPORATE RESPONSIBILITY GOAL : Through hiring, promotion and retention, aspire to increase representation of women in leadership roles globally to 40%.* 2030 CORPORATE RESPONSIBILITY GOAL : Through hiring, promotion and retention, aspire to increase representation of ethnic minorities in leadership roles in the United States to 25% . * * Assuming labor market conditions continue to support the goal. Leadership role is defined as director and above. (See endnotes 1 and 2 for additional detail.) PERFORMANCE: As of Dec. 31, 2021, 36% of people in leadership roles at Baxter globally were women, up from 34% in 2020. PERFORMANCE: As of Dec. 31, 2021, 24% of people in leadership roles at Baxter in the United States were ethnic minorities, up from 22% in 2020. *Compared with 2020. APPROACH AND PROGRESS One critical way Baxter supports diversity, equity and inclusion (DE&I) at our company is through a holistic and comprehensive analysis of internal diversity metrics. We track the representation of women globally and under - represented minorities in the United States at every career level across the employee life cycle from hiring through exit. We include this data in quarterly dash - boards that Baxter leaders review to understand the company’s progress and identify potential opportunities to help further advance diversity across the organization. Baxter has reported employee ethnic and gender diversity data in our corporate responsibility report for more than two decades, with increasing detail over time. For the last several years, we have also reported aspirational diversity representation goals based on leading industry benchmarks. In 2021, we relied on a data-driven approach to help us establish appropriate goals for our company by engaging a third party to conduct rigorous labor market and internal availability analyses. While all forms of diversity at every career level are important to Baxter, our current goals focus on women (globally) and ethnic minorities (United States) in lead- ership roles. 1,2 We focus on these two areas because we believe they provide the greatest opportunities for us to drive meaningful change. We have robust, multiyear data sets in these areas, as well as mechanisms to continue gathering and verifying data moving forward. See the Baxter Data Summary for additional diversity data. We aim to achieve our diversity goals by continuing our efforts to attract, retain and develop diverse talent and foster an inclusive workplace. We will further develop our detailed plans to help achieve these goals in 2022 and will continue to report progress annually. While our aspirational diversity goals are a priority for Baxter, we are equally focused on advancing an inclusive culture where all people feel they belong and can be their authentic selves. We have metrics and reporting in place to assess and share how we are doing in this area (e.g., our Best Place to Work survey data). This ongoing measurement and assessment provides essential input that is critical to advancing our DE&I strategy. Learn more about how we drive diversity in leadership and across all levels of the company. MOVING FORWARD >> We plan to evaluate and refine our goals as needed after periodic assessments of labor market data compared with our workforce data and will report any directional changes in future reports.  2 percentage points women in leadership roles (globally)*  2 percentage points ethnic minorities in leadership roles (United States)* Champion Our People and Communities Corporate Responsibility Commitment Introduction 2030 Corporate Responsibility Goals Empower Our Patients Protect Our Planet Appendix Cross-Cutting Commitments