Hiring, promotions, and retention To help inform and improve our diversity, equity, and inclusion practices, we track our hiring, promotions, and talent retention rates, including for gender globally and for race and ethnicity in the US. As part of our commitment to ongoing transparency, we’re providing additional detailed disclosures in this year’s report, including disaggregated representation data by race and ethnicity in the US as shown in the table below. 2021 HIRING, PROMOTIONS, AND RETENTION RATES Women Globally Men Globally US Asian 5 US Black or African American 5 US Hispanic or Latinx 5 US Other 5, 6 US White 5 New Colleague Hires 53% 47% 20% 23% 16% 3% 36% Colleague Promotions 52% 48% 27% 8% 11% 3% 51% Colleague Retention 87% 84% 83% 81% 86% 82% 86% Maintaining 100% pay equity We regularly review our compensation practices to ensure colleagues in the same job, level and location are compensated fairly regardless of gender globally, and race and ethnicity in the United States. In 2021, for the second consecutive year, we achieved 100% pay “equity”—meaning no statistical differences in pay—across genders globally and across races and ethnicities in the US. Our pay equity achievement is supported by compensation policies, processes, and practices designed to pay colleagues in all roles and at all levels based on performance and other business-related criteria, making appropriate salary adjustments where needed. As part of the evaluation of our pay practices and reward structure, we have conducted annual pay equity reviews with independent experts since 2017. Since 2019, this analysis has covered our entire global colleague population across genders globally and across races and ethnicities in the US, assessing pay on a statistical basis and considering key factors that influence compensation, including but not limited to tenure, role, level, geography, and performance. In 2021, we began disclosing the “raw median pay gap” for women globally and for diverse colleagues in the United States. This metric compares differences in raw median base pay, with no adjustments for factors such as role, level, tenure, performance, or geography. In 2021, the median pay for women globally at American Express was 106.7% of the median pay for men. The median pay for racially/ethnically diverse colleagues in the US was 95.2% of that for white colleagues. 7 We believe our pay equity review provides a more accurate and comprehensive picture of our compensation practices overall because it provides a more granular view that considers many important factors known to affect an individual’s compensation. For this reason, we use pay equity as the standard we hold ourselves accountable to. We remain committed to maintaining 100% pay equity for colleagues across genders globally and across races and ethnicities in the US by continuing our annual pay equity review process. 7. US racially/ethnically diverse colleagues based on US EEO-1 categories including Black or African American, Hispanic or Latino, Asian, Native American, or Alaskan Native, Native Hawaiian or Pacific Islander, and two or more races. 4. As of year-end 2021; based on the U.S. EEO-1 job categories. Some percentages do not sum due to rounding. 5. Race/ethnicity based on self-identified information. Less than 1% of new colleague hires did not disclose their race or ethnicity in 2021. 6. Includes colleagues that self-identify as Native American or Alaskan Native, Native Hawaiian or Pacific Islander, or two or more races. 2021 US WORKFORCE DIVERSITY 4 Racial/ Ethnic Diversity 19.5 % 13.3 % 50.2 % 3.1 % 13.8 % Gender Diversity 44.7 % 55.3 % MEN WOMEN ASIAN BLACK/AFRICAN AMERICAN HISPANIC/LATINX WHITE OTHER INTRODUCTION PROMOTING DE&I ADVANCING CLIMATE SOLUTIONS BUILDING FINANCIAL CONFIDENCE OUR ESG GOVERNANCE & OPERATING RESPONSIBLY SUPPORTING DATA OUR COMMITMENT TO ESG 26