Workplace practices and policies Apple’s culture is built on treating everyone with dignity and respect, and this focus shapes how our colleagues engage with one another and with our customers and partners around the world. We’re also committed to respecting our team members’ rights as set out in our Human Rights Policy . Equal employment opportunity Apple is an equal opportunity employer committed to inclusion and diversity. We take steps to provide equal opportunity for all applicants and employees, without regard to race, color, ancestry, national origin, caste, religion, creed, age (over 40), mental and physical disability, sex, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender identity or expression, medical condition, genetic information, marital status, military or protected Veteran status, an employee’s reproductive health decisions or those of their dependents, or on any other basis protected by law. We provide reasonable accommodations to applicants and employees with physical and mental disabilities. Harassment and discrimination We are committed to providing a workplace free of harassment or discrimination based on race, color, ancestry, national origin, caste, sex, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender identity or expression, religion, creed, age (over 40), mental and physical disability, medical condition, genetic information, marital status, or military or protected Veteran status, or on any other basis protected by law. We do not tolerate discrimination or harassment of our employees or those with whom we have a business, service, or professional relationship (including customers), nor do we tolerate workplace violence of any kind. Retaliation against anyone for complaining about harassment or discrimination, or for participating in the investigation of a complaint of harassment or discrimination, is against Apple policy and will not be tolerated at Apple. Voluntary decision review Apple’s voluntary decision review enables employees to have an employment decision reevaluated. This is designed to promote fairness and impartiality, in line with our values and policies. The reviewer will consider any new information that indicates the decision may not have been in accordance with our policies and guidelines. Non-employees and temporary workers In addition to our full-time employees, temporary workers, and vendor services play an important role on our team. Our temporary workers generally perform similar work as our full-time employees, as they are intended to augment the Apple employee workforce under a short to mid-term assignment. Approximately 6 percent of our U.S. corporate workforce were temporary workers as of October 2021. Temporary workers have the same opportunity to be considered as all other applicants to any Apple job posting whether that opportunity is a conversion of their current role or a role they found on our job site. And in our retail business, we have a strong record of hiring temporary workers as full- and part-time employees. Our outsourced services with workers provided via vendors generally perform work that can be different from that performed by our permanent employees. This workforce is intended to support business needs where specific skills are required and the vendors have the ability to scale with our varied business needs. Pay and benefits: For vendor services, pay rates are managed by the vendor. Various benefits, including but not limited to healthcare, are offered to these workers through their employer or staffing agencies. Vendors are also accountable to Apple’s Supplier Code of Conduct, which requires that our staffing agencies are compliant with all current local and national legislation and employment laws, including wage and benefits requirements, for their employees (see page 37 or People and Environment in Our Supply Chain ). Raising concerns: In many cases there are multiple avenues for non-Apple workers to report problems anonymously, including internal processes with their employer and the Apple Business Conduct Helpline (see page 72). Performance: Vendor performance is reviewed and evaluated by the vendor management based on feedback sometimes received from Apple managers, Procurement, and/or Supplier Responsibility. Reporting a concern At Apple we believe strongly in a culture of open communication, mutual respect, and high ethical standards — and we strive to do the right thing. It can be stressful if something at Apple has a negative effect on well-being, violates an Apple policy, or interferes with someone’s ability to do their best work. There are several ways team members can report a concern: Managers: Talking to a manager is a good place to start. A large part of their responsibility is to support their team members. If a team member is not comfortable bringing a concern to their manager, they can discuss it with any manager at Apple. People Support: This dedicated team specializes in supporting Apple team members with work-related topics. They can answer questions, clarify a policy, or suggest resources or options to help resolve a problem. Business Conduct: Team members can contact the Business Conduct team via phone, email, or a third party. They will review the concern and share it with the appropriate internal partners. Read more on page 72 . People Business Partner: Team members can discuss the issue with their People Business Partner (PBP), particularly if it’s related to your team or organization. Team members are encouraged to raise their concerns in the way they feel most comfortable, internally or externally. In addition to the options above, they may also contact any of the government agencies or other external organizations that address employee and workplace concerns. Appendix Governance Communities Suppliers Customers Our P eople Environment Introduction Apple’s 2022 ESG Report 30