Below are key areas in the U.S. where we continue to assess and adjust as needed to support our team members. • We continue to offer key preventative services and for mothers, we provide opportunities to help support and transition back to the workforce. • We increased Infertility benefits and the number of Parental Leave days while continuing to provide child care discounts at multiple day care facilities. • We understand our team members have individualized needs and we offer programs to support them, such as global employee assistance programs (EAP) counseling and also benefits such as transgender surgery/medical benefits. Diversity, Equity & Inclusion Zimmer Biomet remains committed to creating, supporting and celebrating diverse and equal workplaces and communities. We continue to foster and embrace diversity and inclusion within our team and our communities, and commit our voices and our resources to community groups, business platforms and other organizations united to driving meaningful change and sustained improvement. We believe that representation matters. As of December 31, 2021, women made up 35.1% of our total employee population, and 25.1% of positions at Director level and above. People of Color (POC) made up 22.1% of our total employee population in the U.S., and comprised 15.2% of positions at Director level and above. We have established 2026 representation goals for women and POC in the organization, guided by internal and external benchmarks. Core to Zimmer Biomet’s values is our commitment to stand together against hatred, discrimination and injustice, and we advance these values through our actions and investments. With this in mind, we have committed to the following initiatives to drive and accelerate change within our own organization and around the globe. We have shared these commitments publicly and are tracking our progress against them: • Engage our more than 20,000 global team members in cultural awareness and inclusion programming. • Invest $1 million and provide executive sponsorship to support ongoing programs and elevate the impact of our ERGs. • Commit at least $5 million over five years through the Zimmer Biomet Foundation to nonprofit organizations globally dedicated to combating racism and supporting diversity, equality and justice. The Zimmer Biomet Foundation is an independent, nonprofit organization established in 2018 to address the needs of our global community. You can read more about the Zimmer Biomet Foundation below. • Match, through the Zimmer Biomet Foundation, employee financial contributions to nonprofit organizations, including those dedicated to combating racism and supporting diversity, equality and justice. • Expand our student and early career internship programs to attract and develop more Black leaders. • Continue our financial support of Movement is Life, a multidisciplinary coalition seeking to eliminate racial, ethnic and gender disparities in muscle and joint health. Health, Safety & Wellness The physical and mental health, financial well-being and work/life balance of our team members are vital to accomplishing our Mission and achieving our goals. We sponsor wellness programs designed to enhance physical, financial and mental well-being, and encourage participation in these programs through regular communications, educational sessions and other incentives. We are also intensely focused on the health and safety of our team members in the workplace. Our environmental, health and safety team constantly monitors various metrics to ensure we are providing the safest environment in which to work. In 2021, our Total Recordable Incident Rate, which is defined as recordable incidents multiplied by 200,000 hours worked divided by total hours worked, was 0.29 and our Lost Time Incident Rate, which is defined as lost time incidents multiplied by 200,000 hours worked divided by total hours worked, was 0.14. Pay Equity We are committed to our pay equity process and we conduct annual pay equity reviews. Our comprehensive pay equity review covers pay, promotions and new hire practices. This includes various types of pay, such as base salary, bonus, long-term incentives and new hire sign-on awards (cash or equity). Prior to 2019, the pay equity review was focused on gender differences, with any identified pay issue also being reviewed for ethnicity against similarly situated positions. Starting in 2019, we further enhanced our analysis to review pay differences by gender, age, ethnicity and location, and in 2020 engaged a new external partner with increased analytical capabilities. Each year we assess our analysis capabilities to identify areas of opportunity. 10