2021 ESG Report GOVERNANCE Whistleblower Protections Fifth Third’s Non-Retaliation Policy strictly prohibits intimidation of, or retaliation against, individuals who make good faith reports of known or suspected violations of the Code of Business Conduct and Ethics , any Fifth Third policy or procedure, or any law or regulation. To ensure that Fifth Third’s practices are robust, the Bank conducts regular non- retaliation assessments. Employee Code of Conduct Our Code of Business Conduct and Ethics is anchored by our Fifth Third Compass, and is a critical Board-approved guide for employees to implement our core values in our daily work: Work as One Bank, Take Accountability, Be Respectful and Inclusive, and Act with Integrity . It outlines our responsibility to do the right thing, serve with honesty and integrity, and act in compliance with both the letter and the spirit of the law. Every employee and contractor is required to read, comply with, and annually acknowledge the Code. In 2021, over 99% of employees and contractors made this acknowledgment, a requirement that is regularly tested and verifed. A dditionally, all employees and contractors are required to complete ethics training on an annual basis. In 2021, 99.9% of all required compliance training modules were completed by employees, including ethics training . Further, ethics training is incorporated into other employee training modules required o f employees and contractors depending on specifc roles and positions within the Bank. Fifth Third’s Board of Directors also receives annual ethics training. Anti-Competitive Activities The Code of Business Conduct and Ethics outlines Fifth Third’s position on anti - competitive activities. Anti-trust laws, also referred to as “competition laws,” are rules developed by the U.S. government to protect consumers from predatory business practices. Their goal is to ensure that fair competition exists in the marketplace. We ensure that business activities that involve any of our competitors are conducted with great care to ensure compliance with all laws and regulations. We are responsible for adherence to the anti- bribery and anti-corruption regulations of the countries in which we operate. This includes the Foreign Corrupt Practices Act, Canada’s Corruption of Foreign Public Ofcials Act, and the U.K. Bribery Act, as well as other applicable laws and regulations. The regulations prohibit bribery of a foreign or domestic government ofcial for the purpose of infuencing that ofcial. These regulations apply to conduct both inside and outside of U.S. territory. These regulations also apply to third parties conducting business with Fifth Third such as suppliers and consultants. While Fifth Third has a low risk of anti-bribery and anti-corruption violations, Fifth Third has implemented standards to govern activities that pose a higher risk of violations, such as payments *Fifth Third Securities representatives licensed through the Financial Industry Regulatory Authority have registered representative agreements that require arbitration of claims. Contents to vendors outside of the United States as well as foreign travel. Prohibited activities include: • Any agreements between competitors relating to prices, allocations of territories or customers or limitations of products. • Use of competitors’ confdential or proprietary information. • Engaging in any other anti-competitive behavior , including disparaging or making false statements in relation to competitors, misappropriating competitors’ trade secrets, or encouraging competitors’ customers to break contracts. Discrimination and Harassment Discrimination, harassment or intimidation are not tolerated for any reason . This includes discrimination on the basis of an individual’s race, color, national origin or ancestry, citizenship status, creed, religion, sexual orientation, transgender status, marital status, civil partnership, pregnancy, parental status or caregiving responsibilities, genetic information, physical or intellectual disability or protected condition, military or veteran status, an individual having been a victim of domestic violence, sexual assault or abuse, or any other status protected under applicable laws. Fifth Third does not require employees to sign mandatory arbitration agreements as a condition of employment or continued employment.* Introduction Economic Environment Social Governance Human Rights Striving to be the one bank that people most value and trust requires operating at the highest ethical standards and upholding the dignity of the individual through every interaction, including with our customers, employees, communities and shareholders . We support fundamental principles of human rights as set forth in the United Nations Universal Declaration of Human Rights . In 2022, Fifth Third signed on to the UN Global Compact, a voluntary initiative based on CEO commitments to implement universal sustainability principles for human rights, labor, environmental sustainability and anti-corruption. Our full human rights statement can be found on ir.53.com/esg . Fifth Third supports the fundamental principles of human rights across all our business activities. 86