Prudential 2021 ESG Report Diversity, Equity Prudential has long had a commitment to advancing inclusion and Due to the success of this program, in December 2020, we committed and Inclusion racial equity. Our ongoing efforts are aimed at driving positive change to the following set of diversity goals for our senior and mid-level by creating opportunities for success both within and outside of our leaders to be attained by 2023: organization. While our senior management team understands that this work takes time, we are acting with a sense of urgency to identify and act Our most senior leader population: in areas that allow Prudential to have a meaningful impact and serve as a model for inclusion and diversity by creating an inclusive environment Increase overall Increase our percentage that starts at the top and extends to all employees. Our Board and Executive Leadership Team (ELT) are accountable for our diversity1 by of Black and LatinX inclusion and diversity practices and policies. We lead by example — 昀椀fty 10% employees by at least percent of our Executive Leadership Team is diverse. Prudential’s 25% Enterprise Inclusion Council, which has met quarterly since it was founded in 2019, is chaired by Prudential Chairman and CEO, Charles Lowrey. The Council is tasked with promoting C-suite accountability for inclusion and diversity and composed of executive and senior leaders Our mid-level leaders: and the heads of Prudential’s Business Resource Groups. Discussions include real-time feedback on employee sentiment as well as our talent Increase the Increase our percentage practices. The meetings are a valuable source of input for senior leaders percentage of of Black and LatinX to understand how our inclusion and diversity practices are impacting the people of color2 by employees by at least day-to-day experiences of our employees. Our Diversity Goals 8% 25% Our Board expects Prudential’s senior leadership team to set the standard for inclusive behavior and weave those standards into our in our employee engagement corporate culture. Recognizing that diversity is imperative to the Close the gap Company’s vitality, in 2018, we instituted a modi昀椀er for our 2018–2020 scores of our Black employees relative to other performance shares plan for the senior vice president level and above employees that was subject to a performance objective intended to improve the representation of diversity among senior management. As disclosed in our Company’s 2021 proxy statement, we achieved our goal of increasing representation of diverse persons among our senior management by 昀椀ve percentage points. 1. Our de昀椀nition of “diverse” includes people of color, women, LGBTQ+, differently-abled, and veterans. 2. Our de昀椀nition of “people of color” includes Black, Hispanic (also includes employees of Latin descent), Asian, Paci昀椀c Islander, Native American, Alaskan natives, and Hawaiian natives. Home Introduction Governance Sustainable Investing People Community Environment About this Report Appendix 26