Inclusive representation To create products for everyone in the world, we need a workforce with diverse backgrounds and experiences. We’re making continuous progress in building an Apple community that represents the diverse and ever-changing world we live in. And we’re committed to far more. We’re making progress in increasing representation, and currently 50 percent of our workforce in the U.S. is made up of people from underrepresented communities. With more than 165,000 employees globally, even a 1 percent improvement impacts a substantial number of people, and increasing overall representation requires focus to drive progress. Please see the Appendix on page 81 for more data on representation across our workforce. Additionally, more than half of our Board identify as women and/or members of Asian, Black, Hispanic/Latinx, LGBTQ+, and veterans communities. And women hold half of our Board and committee leadership positions. Read more on page 6 of our 2022 Proxy Statement . Inclusive hiring We’ve built inclusion and diversity measures into our candidate assessment framework. And we continue to make progress toward our goal of having more diverse interview panels and candidates so that diversity is reflected at every stage of the hiring process. We’re making sure everyone involved in the hiring process has access to the information and resources they need to develop inclusive interviewing skills. All of our hiring managers and recruiters receive training in inclusive hiring practices. Our recruiters also receive training on how to continuously drive meaningful conversations with hiring managers to help implement these hiring practices with every role. These trainings help mitigate inherent biases and create more consistent hiring experiences for all. We’re working to accelerate progress through our diversity recruiting and hiring efforts across Apple, with a focus on technical, engineering, and leadership roles. We’re expanding our diversity outreach efforts, including our ties with Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), and other organizations that serve and engage talent from underrepresented communities. Beyond our own operations, we’re partnering to challenge systemic bias through initiatives like REJI ( page 60 ), Entrepreneur Camp ( page 64), Impact Accelerator ( page 18 ), Apple Developer Academy ( page 63 ), work with Historically Black Colleges and Universities (HBCUs) and HSIs ( page 60 ), as well as our responsible procurement work ( page 45 ). Data is for the 2021 calendar year. Continuing to increase Black and Hispanic/Latinx team members Over the past year, we hired more Black and Hispanic/Latinx team members in the U.S. than ever before. Additionally, in the open positions we filled during this time period, representation of these communities was the highest ever in corporate and retail roles filled in the U.S. 13% Open U.S. leadership roles filled by Black candidates 12% Open U.S. leadership roles filled by Hispanic/Latinx candidates 23% Open U.S. retail leadership roles filled by Black candidates 18% Open U.S. retail leadership roles filled by Hispanic/Latinx candidates 47% Open leadership roles filled by women globally 34% Open R&D leadership roles filled by women globally 59% Open leadership roles filled by people from URCs in the U.S 38% Open R&D leadership roles filled by people from URCs in the U.S Progress in retail 58% Open retail leadership roles globally filled by women 76% Open retail leadership roles in the U.S. filled by people from URCs More inclusive leadership Compared to the previous year, open leadership* roles filled by women globally increased by 10 percentage points overall, and by 8 percentage points in R&D. And in the U.S., open leadership roles filled by people from underrepresented communities (URCs)** increased by 16 percentage points overall, and by 9 percentage points in R&D. * Leadership roles include managers at all levels of our company. ** URCs: Groups whose representation in tech has been historically low — Female, Black, Hispanic/Latinx, Multiracial, and Indigenous peoples. Data is for the 2021 calendar year. Appendix Governance Communities Suppliers Customers Our P eople Environment Introduction Apple’s 2022 ESG Report 24