BNY MELLON ENTERPRISE ESG 24 CULTURE AND PURPOSE BNY Mellon’s Executive Committee and participated in programmatic engagement and development of inclusion as a differentiated skill, including the five-week Sponsor Ready e-learning course, speaker series and peer- networking/coaching forums. Participants learned to strengthen a culture of sponsorship across the company that engages and elevates more of our underrepresented top talent. In addition to this formal program, we provide other resources to support the development and retention of diverse talent and improve managers’ inclusive leadership competency. While we hold a common set of core values across our enterprise and work toward a shared DEI strategy, the implementation approach is often adapted to take into account regional context. India. The Maximizing Personal and Professional Potential (MP3) talent development program helps women in mid-management build skills to weather challenges with resilience. Successful candidates complete group mentoring sessions and then are coached by sponsors for role readiness. EMEA. This region has set a goal to increase the representation of women in senior management roles across EMEA from 28% in 2020 to 33% by the end of 2025. We have made progress, as women held 29% of senior management roles in that region, as of December 9, 2021. This builds on the achievement of an earlier goal set upon signing the HM Treasury Women in Finance Charter. In 2016, BNY Mellon UK set a goal that a minimum of 30% of all hires in the region be women and/ or diverse across all job levels by the end of 2017. We met that goal ahead of the target date. RACE ACTION IN THE UK AND EMEA In the UK, we have implemented an array of measures aimed at improving equity and outcomes for employees from underrepresented racial and ethnic groups, including collecting employee ethnicity/race data, and increased participation in voluntary self-identification surveys by UK employees. Using a combination of data analyses and focus group feedback, we launched a UK Race Action Plan to enhance the employee experience and support employee growth, development and retention. We will continue to track and report UK employee ethnicity data to monitor progress and the impact of the Plan. Across the region, our EMEA Business Inclusion Council strives to enhance an inclusive culture by embedding DEI into the way we operate. Since it was formed in 2020, this council has developed plans to expand employee self-identification options beyond gender and beyond the UK, and conducted campaigns to encourage employees to share their demographic information. The council has also created and promoted resources to build and measure inclusion and has identified techniques to attract, develop and retain employees from underrepresented groups. DISABILITY INCLUSION AT WORK As we continue our work to be an even more inclusive employer, we seek to reach people with disabilities, the largest and most diverse underrepresented group globally. HEART, our diverse abilities employee resource group, drives change by increasing awareness and understanding of visible and invisible disabilities and health-related conditions. These include physical and mental health issues, chronic ill health and neurodiversity. To assess and benchmark our efforts, we participated in the Disability Equality Index for the third time in 2021 and scored 100% for the second consecutive year. 11 BNY Mellon was also named to the Disability Equality Index ® “Best Places to Work” list by Disability:IN and the American Association of People with Disabilities. 11 BNY Mellon Named to 2021 Disability Equality Index, July 14, 2021