OUR PURPOSE PIONEERING SCIENCE ENVIRONMENT COMMUNITY REPORTING 75 PROMOTING DIVERSITY, EQUITY AND INCLUSION BIOGEN 2021 YEAR IN REVIEW PATIENTS OUR PEOPLE We have made steady progress in diversifying our workforce over the past three years and seek to ensure our workforce represents the world in which we live. Today, 53.9% of our workforce is comprised of females, and we have achieved close to gender parity globally for director-level roles and above. We increased the proportion of Asian American and Indigenous or Native American employees relative to 2020. However, growth in racial and ethnic diversity has plateaued at 26% of U.S. director-level positions and above. We are working to understand this trend as we pursue our diversity goals across different levels of the company. Demonstrating the importance we place on advancing diversity at Biogen are our: – Philosophy on pay equity . – 2020 CEO commitment to MassBio’s CEO Pledge for a More Equitable and Inclusive Life Sciences Industry , recognizing racial inequity and pledging broad, specific and measurable results-oriented action. – Ongoing affirmation of the CEO Action for Diversity & Inclusion™ , the largest CEO-driven business commitment to advance DE&I within the workplace. Equal Opportunity Employer As an Equal Opportunity Employer, Biogen is committed to DE&I of all kinds – including race, ethnicity, national origin, religion, age, gender, gender identity, sexual orientation, disability, veteran status and diversity of thought – reflecting the communities where we operate and the patients whom we serve. We measure, track and report on our progress in advancing diversity, including disclosure of our U.S. EEO-1 (Equal Employment Opportunity) data, global pay equity data and workforce data analysis. Reflecting our commitment to transparency and to better understanding global gender workforce trends, for the first time, we disclosed data for the Bloomberg Gender-Equality Index, which rates companies across five priorities, scoring highly on “Inclusive Culture” (86%). We continue to use external ratings of this kind to inform our longstanding gender equity strategies and disclosures. DE&I STRATEGY #2 Build an intentional, high-performing, engaged, diverse and inclusive talent pipeline Diversity unlocks innovation and locks in competitive advantage. GOALS +30% Increase women in director-level and above roles globally, until gender parity reached +30% Increase diversity in U.S. manager positions and above +30% Increase representation of people who identify as veterans, people with disabilities and LGBTQ+ in the U.S. PROGRESS 47.6% positions at director- level and above were held by women 28.5% of Biogen’s manager- level and above positions were held by ethnic or racial minorities in the U.S. 3.69% (people with disabilities) 1.28% (LGBTQ+) 3.3% (veteran and/or protected veteran) SPOTLIGHT Taiwan Hosts LGBTQ+ Forum When Taiwan’s annual Pride Parade was canceled due to COVID-19 safety concerns, the Biogen Taiwan affiliate collaborated with the Taiwan Equality Campaign, a unified community of the five major LGBTQ+ associations, to host a forum on unconscious bias. The forum welcomed more than 70 participants who learned how to become more conscious about how their words and actions impact others and how they can help make our workplaces more inclusive. Þ READ MORE ABOUT OUR DE&I STRATEGY