In our June Check-In during PRIDE month, Inclusive Community leaders reflected on progress and shared the vision for what is possible for our LGBTQ+ communities. The chat window graphics transformed with rainbow hues of the PRIDE flag, and our PRIDE leaders challenged us to look beyond the letters and see the true, whole selves of the people within the full spectrum of LGBTQ+. It was a meaningful moment across our organization. After the broadcast, membership in the main PRIDE Webex collaboration space increased by over 250 people—a jump of over 20 percent. A full listing of our Inclusive Communities is available in our ESG Reporting Hub . Expanding our view of diversity with Self ID Data-driven insights have always been an important consideration for our inclusion and collaboration strategy. As Cisco evolves our approach, our metrics must evolve as well. In early 2021, we launched Self ID, an initiative that expands the personal data categories that employees can share with Cisco. Employees may opt in to share key aspects of their identity that go beyond government-required classifications, such as expanded gender identity, expanded race and ethnicity, sexual orientation, pronouns, and military and/or veteran status. We handle all data that employees share with the highest levels of security and privacy, and have implemented Self ID in 36 countries. Self ID is allowing us to gain deeper insights on topics including fair pay and compensation, benefits, and employee engagement across the talent lifecycle. By providing the opportunity for employees to share with us who they are, we can more fully celebrate who we are as a company. Supporting supplier diversity Cisco’s Supplier Diversity Program focuses on extending our commitment to full spectrum diversity to the owners and employees of businesses that supply the US$9 billion in goods and services that we purchase every year. Within our Social Justice Action 7, we have committed to doubling the percentage we spend with diverse suppliers by 2023. The U.S. government encourages its vendors to source from domestic businesses owned by citizens from the following underrepresented categories: ● Small business ● Women-owned business ● Minority-owned business ● Veteran-owned business ● Service-disabled veteran-owned business ● Historically underutilized business (HUB) While LGBT-owned businesses do not fall under the U.S. federal government guidelines as a disadvantaged group, we track inclusion of these businesses as well. In addition, we ask preferred suppliers worldwide to report the diversity of contingent workers that they provide to Cisco. We continued our executive sponsorship program, which pairs diverse suppliers with Cisco executives for regular meetings during which suppliers learn more about Cisco’s priorities and receive coaching and feedback. The program evolved in fiscal 2021, which now includes monthly curriculum meetings, as well as speaker events and networking opportunities. Cohorts in the United States and United Kingdom completed the program, and we kicked off our first program for women-owned businesses in India. In early fiscal 2022, we launched a new cohort for African American/Black-owned businesses in the United States. Cisco's contingent workforce Employees of our non-manufacturing suppliers, also known as contingent workers, make up our extended workforce. We track not only diversity in ownership, but also the diversity of these suppliers’ employees . We request these metrics from 62 of our nonmanufacturing preferred suppliers. In fiscal 2021, we began requesting diversity reporting for both U.S. and non-U.S. workers. FUTURE INTRO POWER INCLUSIVE 2021 Cisco Purpose Report | csr.cisco.com | ESG Reporting Hub 45