BNY MELLON ENTERPRISE ESG 33 CULTURE AND PURPOSE FA IR PAY Ensuring that our employees are compensated competitively and fairly is a priority for BNY Mellon. Supporting our employees’ financial wellbeing is important to retaining global talent and core to our company purpose of powering individuals to succeed across the financial world. We demonstrate our commitment by investing significant resources to achieve this goal, and in 2021, BNY Mellon increased the minimum hourly salary rate for employees based in the U.S. from $16.50 to $18.00 per hour. This is nearly two and a half times the federal minimum of $7.25. Additionally, BNY Mellon will also provide the greater of a 3% salary increase or a salary raise to $20.00 per hour to any U.S. employee earning between $18.00 and $20.00 per hour. In further evidence of our commitment to fair pay, we have received accreditation from the UK Living Wage Foundation (the Foundation) for paying the UK Living Wage , as defined by the Foundation, to all our UK employees and subcontractors and have worked closely with our UK suppliers to confirm they pay the Living Wage as well. We are committed to reviewing this annually to confirm whether the Living Wage remains our minimum payment for all UK employees, including our suppliers, each year. Learn about our performance on Pay Equity . LISTENING TO EMPLOYEE FEEDBACK Staying connected with our employees and understanding their concerns was one of our top priorities as we entered our second year of working remotely. Following an all-employee engagement survey in 2020, Executive Committee members and other employees have been leading workstreams focused on improving connectivity across the enterprise, organizational processes, life balance and career development. In 2021, we formalized a program that continuously gathers and summarizes employee feedback to provide managers with timely information on employee sentiment. In addition to this feedback tool, we gained additional insights through an E/BRG engagement survey of the approximately 1,000 people enrolled in these groups. Taken together, these offerings and communication promote empathetic conversations across BNY Mellon as return-to-office plans evolve, and bring new considerations and opportunities to our organization. Enterprise ESG 2025 Leadership & Development Goal Drive a culture of high productivity, engagement and commitment to continuous learning and development to support successful leaders, managers and their teams KPI: Run a new company-wide employee engagement survey in 2020 to establish baseline engagement scores Perform on target with benchmark engagement scores for financial services industry Progress: • Launched a comprehensive People Experience initiative to address this opportunity • Achieved a 24 Net Promoter Score on engagement, which exceeds the finance industry benchmark of 20 Employee Wellbeing BNY Mellon’s approach to benefits and wellbeing is designed to support the health of a vibrant workforce. Through our three-part Global Wellbeing Strategy, we provide a flexible set of resources for employees to manage and sustain their health goals, grow their personal tools to manage stress, support their families and reach their financial goals. When our people have the support they need in the moments that matter, they can be resilient, bring their best and deliver for our clients. Our wellbeing strategy centers around: Life Balance. Demonstrating a caring approach by acknowledging diverse life circumstances, including strong leave and absence policies and supportive workplace flexibility to facilitate life balance. Wellbeing Platform. Supporting total wellbeing through inclusive programs that allow people to thrive in all aspects of wellbeing, including physical and emotional health, financial wellness and family. Preventative Health. Encouraging early identification of health risks through simple access to relevant screenings, vaccinations and risk reduction tools.