OUR PURPOSE PIONEERING SCIENCE ENVIRONMENT COMMUNITY REPORTING 73 PROMOTING DIVERSITY, EQUITY AND INCLUSION BIOGEN 2021 YEAR IN REVIEW PATIENTS OUR PEOPLE Externally, we sponsored 20 events, providing financial support to community groups spanning multiple dimensions of diversity. We convened multiple listening sessions in response to events such as the U.S. Capitol insurrection and hate crimes against Asian Americans and Pacific Islanders. In 2020, we began recognizing Juneteenth as a U.S. holiday, a year before it became a federal holiday. In Spain, our affiliate developed an Inclusive Language Guide as part of a broader equality plan. The guide offers resources, tools and practical examples of how to incorporate more inclusive language into communications internally and externally. It is designed to help us better take into account the perspectives of our patients and other stakeholders in marketing campaigns and other external channels. LGBTQ+, disability and veteran status We collect self-reported employee data for identities such as LGBTQ+, people with a disability and veteran status. We only collect these data in the U.S., although some affiliates have obligations to collect disability data. We know there are a variety of reasons employees may not want to provide this voluntary information. We are determined to understand the barriers for employee participation so we can increase rates of self-reporting. Our hope is when employees understand the importance of reporting this information confidentially, and as we become an even more inclusive workplace, participation will rise. Promoting disability inclusion On International Day of Persons with Disabilities, we announced that Biogen CEO Michel Vounatsos had signed the Disability:IN ’s CEO Letter on Disability Inclusion, underscoring the importance we place on an equitable and inclusive workplace for all. Our ERN AccessAbility reinforces and supports disability inclusion by fostering awareness, advocacy and inclusion, and by empowering employees with disabilities and their caregivers. In 2021, AccessAbility launched a #SayTheWord campaign to break the stigma of disability and ensure employees feel safe to acknowledge their disability identity in the workplace. We reinforced these efforts during Disability Pride Month, promoting the pride felt by people with disabilities. We also worked with community groups to host internal and external educational sessions on various disability-related topics including “Introduction to Neurodiversity in the Workplace” and “Ableism 101.” We continue to collaborate with Getting Hired, a disability-focused consultancy that is helping to elevate Biogen as a disability employer of choice. Our Talent Acquisition team is helping to launch a disability recruiting pilot program in 2022. We also partnered with colleges and universities to host informational webinars for students with disabilities about Biogen’s internship program. Our Facilities team aims to incorporate the Americans with Disabilities Act as a standard of care for all spaces. In recent years, we made accessibility improvements across our sites, including adding ramps, automatic doors, lifts, accommodative restrooms and designated parking spots. We also have begun conversations about digital accessibility and, as one of our initial efforts, initiated an RFP requiring vendors to include digital accessibility in their proposals. As a result of these and other efforts, we’re proud to have scored 100% on the Disability Equality Index for the fourth consecutive year. At the same time, we seek to better understand what inclusion means for our disabled employees and caregiver community. So, we launched an AccessAbility survey, which will be followed by fireside chats around survey responses as we work to expand our AccessAbility network globally to further support people with disabilities both within and outside of Biogen. A Week of Understanding Alongside the CEO Action for Diversity & Inclusion , the largest CEO- driven business commitment to advance DE&I in the workplace, Biogen held a Week of Understanding, including virtual conversations and opportunities to learn about DE&I within the company, the broader healthcare system and the wider world. Employees hosted 22 internal events covering topics such as inclusive leadership, coping skills for the stress and trauma of racism, and building the next generation of allies. The events, which were hosted in