Governance ESG in executive compensation PRSU Program—ESG elements FY19 FY20 FY21 Fiscal 2021 How executives are compensated tells an important Safety improvement: We determined that the Key financial targets story about a company’s strategy and priorities. achievement of certain safety goals, including Year 1 Year 2 Year 3 Gross Bookings At Uber, we have incorporated ESG metrics into reductions in US motor vehicle fatalities and critical 2019 (25%) (25%) (25%) executive compensation since 2018. We have sexual assaults, was an appropriate addition to the PRSUs 3-year Diversity and Mobility & Inclusion ("D&I") Goal (25%) Delivery Segment incorporated ESG metrics into both performance- 2020 PRSUs. These metrics are further defined in Adjusted EBITDA based equity and our annual bonus plan. our US Safety Report. Adjusted EBITDA Performance-based equity Our 2020 annual bonus plan FY20 FY21 FY22 Our performance-based equity program includes diversity and inclusion and safety metrics. The included the following ESG metrics: Year 1 Year 2 Year 3 (25%) (25%) (25%) graphic at right illustrates the evolution of our Improvements in motor fatality, assault and sexual 2020 performance-based restricted stock unit (PRSU) assault incident rates, food safety, and perceptions PRSUs 3-year D&I Goal (12.5%) program and our commitment to ESG performance. of safety among Drivers. 3-year D&I Goal (12.5%) Our 2020 PRSUs included Improvements in Driver satisfaction and retention, the following ESG metrics: in relation to our efforts to improve overall Driver Fiscal 2021 well-being and the experience of independent work. Key financial targets FY21 FY22 FY23 D&I: The key performance indicators we established Improvements in performance against employee EBITDA Margin Year 1 Year 2 Year 3 consist of growing the percentage of women at (13.3%) (13.3%) (13.3%) Uber’s manager level and above to 35% and growing diversity, inclusion, and cultural goals. 3-year average the percentage of US underrepresented minority revenue growth (40%) employees at the senior analyst level and above 2021 3-year D&I Goal (10%) to 14%, as further detailed in our 2021 People and PRSUs Culture Report. We have seen evidence that this 3-year Safety Goal (10%) strategy is effective in holding leaders accountable, given our positive progress in representation, Relative TSR Modifier particularly for women and underrepresented talent in leadership roles. 2021 ESG Report 1919