’ 2021 ESG Report SOCIAL Inclusion and Diversity Fifth Third believes that inclusion and diversity are essential to living our core values; serving our customers; delivering fnancial performance; and being recognized as a leader in building an engaging workplace, a strong supplier base and vibrant communities. Advancing Inclusion and Diversity Begins With Our Employees Fifth Third is committed to refecting the diversity of our customers and communities by developing a workforce that is diverse, equitable and inclusive. We strive to create a workplace in which employees and customers feel valued, respected and understood. We celebrate and embrace each employee’s individuality and our collective diversity by encouraging employees to bring their authentic selves and best thinking into the workplace. From investing in our employees to supporting our customers to giving back to the communities we serve, we are committed to working toward being a more diverse and inclusive company and to creating a world where equal access and the opportunity to thrive is available to all. In response to the social unrest in 2020, the EDLC approved the creation of an Inclusion Toolkit to support our Black employees, customers and communities. In 2021, we updated the toolkit to include all eight dimensions of diversity represented by our Business Resource Groups. At our Inclusive Art event in November, we celebrated our partnership with world- class artist Brian Washington and the Brian Washington Co. Along with Washington’s artwork, which focuses on the struggle for equality and racial reconciliation in American society, we also invited other diverse artists to display their artwork, including women, LGBT+, military and individuals with disabilities. Over 160 employees and guests attended the event. Making Progress On Our Six Bold Goals Our bold goals, announced in 2020, remain the guiding force behind meaningful change in our inclusion and diversity eforts. In 2021, we focused on helping employees feel a greater sense of belonging and on providing them more forums to connect, share insights and feedback, and improve their awareness of unconscious bias and how to mitigate it. This strategic approach included continuous listening and learning opportunities, updated tools and resources, as well as improvements in our recruiting practices. Additionally, we developed a dashboard that enables us to continuously measure our progress. Contents Introduction Economic Environment Social Governance Fifth Third’s Six Bold Inclusion and Diversity Goals 2025 Goals 2021 Progress Additional Information Complete unconscious bias awareness training for 100% of employees. 98% completion rate for Unconscious Bias Awareness 2.0 , launched in October 2021, and focused on microaggressions and mitigating bias. See pg. 27 , AREEI section. Ensure the Bank s workforce refects the diversity of the markets it serves. Focused on reviewing our workforce and market demographics for alignment and opportunities. See pg. 54 , Social section. Grow leadership positions at each management level for women and persons of color. Reviewed representation of women and minorities at diferent levels. Work continues to ensure parity and representation at every management level. On average, women are paid more than 99% of what men are paid, and minorities are paid more than 99% of what non-minorities are paid. Fifth Third has been recognized as a leader in diversity and inclusion, including: • A 100% rating on the Corporate Equality Index, administered by the Human Rights Campaign Foundation. The Index is the nation’s premier benchmarking survey and report on corporate policies and practices related to LGBT+ workplace equality. This is the Bank’s seventh consecutive 100% score. • 100 score on the 2021 Disability Equality Index, up 10 points from 2020, partially due to formalizing our accommodations policy. We were also named for the second time as one of the Best Places to Work for People with Disabilities. • 2022 Forbes Best Employers for Diversity. See pg. 54 , Social section. See pg. 65 , Social section. Create a work environment in which there is no pay disparity by race or gender. Advance the Bank as a leader in diversity and inclusion. Achieve and sustain a 10% supplier diversity spend Tier 1 supplier diversity spend was 8.6%, an increase See pg. 58 , to increase suppy chain inclusion. of 19% over 2020. Social section. 53