OUR PURPOSE PIONEERING SCIENCE ENVIRONMENT COMMUNITY REPORTING 67 ENABLING EMPLOYEES TO THRIVE BIOGEN 2021 YEAR IN REVIEW PATIENTS OUR PEOPLE Acting on insights from employee surveys Employee sentiment and feedback guides our strategies and programs. In 2021, we continued our employee-listening program and expanded leaders’ direct access to their employees’ feedback. Nearly 71% of employees participated in our annual engagement survey, providing fresh insights into what is working well, what could be improved and the issues of greatest importance. For example, survey results underscored the importance of a sense of appreciation and belonging – perennial priorities that may have been heightened in the past two years. We are enhancing our focus on those dimensions of the employee experience via programs like our CEO Elements Awards and EHS (environment, health and safety) Awards, our new Thrive@Biogen initiative and a deepening focus on mental health, as well as on Biogen’s core purpose. We also heard that employees want more communication, and we are factoring that into our approach to events like our quarterly global town halls, our ERNs and content on our intranet and Yammer. Investing in employee growth Opportunities for ongoing learning can contribute to employee engagement and success. At Biogen, development occurs through on-the-job learning, a challenging new assignment, formal training, online learning, mentoring and more. With many employees continuing to work from home, virtual learning plays a key role. In 2021, the total number of instructor-based courses available through Biogen University was more than 1,200, with almost 400 available virtually. In addition, over 500 new eLearning (on-demand) courses were added. The average number of hours spent learning per full-time employee was 30.1 hours. Through LinkedIn Learning, one of our e-learning resources, we provided employees with access to more than 17,000 eLearning modules in seven languages: Brazilian Portuguese, English, French, German, Japanese, Mandarin and Spanish. Employees completed more than 11,000 courses, with the most viewed courses centered on diversity and inclusion as well as allyship. We strive to offer engaging resources and high-impact learning and development opportunities, including: – ARC (Activate, Reflect and Co-Create): Preparing top talent for the rigors of executive roles. – WLP (Women’s Leadership Program): Addressing the unique challenges faced by female leaders to increase influence and impact. – ELR (Executive Leadership Retreat): Immersing leaders in topics designed to help them shape culture and build resilience. Mentoring and coaching programs We offer year-long personalized learning experiences, matching participants with a dedicated mentor to identify and work toward short-term professional goals. We offer all employees access to BetterUp, a leading coaching provider. BetterUp also held a Coaching Circle on Building Resilience. Coaching Circles are live group sessions that integrate evidence-based learning, peer coaching and group discussions to build skills and to help employees find ways to adapt to these challenging times with support from colleagues. All employees also have access to Torch, a comprehensive mentoring program that connects employees with the people, resources and feedback needed to be more productive and successful at every stage of their career. In addition, we launched a new mentoring program, Ment2Sor, developed for our U.S. Organization. The program provides mentorship and sponsorship opportunities for diverse talent to build a stronger Alzheimer’s disease leadership pipeline. The inaugural cohort meets monthly to review themes and mentor needs, and to provide support for growth. Ment2Sor complements PROPEL, a U.S. Organization mentorship program in its third year designed and developed to promote leadership advancement for diverse employees. The PROPEL program has yielded a 22% increase in the promotion of diverse talent.