BNY MELLON ENTERPRISE ESG 31 CULTURE AND PURPOSE 2021 ACHIEVEMENTS Employee Engagement: Introduced a digitally powered program to equip managers with real- time insights on employee sentiment. Higher Wages: Increased the minimum hourly salary rate for employees based in the U.S. from $16.50 to $18.00. Life Balance: Introduced global Caregiver Leave Policy: 10 days of paid time off to manage planned and unplanned family care circumstances. Enhanced Time Off: Introduced U.S. enhanced paid sick and safe-time of 13 days, inclusive of both physical and mental health needs. Employee Engagement and Retention Employees are BNY Mellon’s most valuable resource. Our people generate the innovations, administer the programs and deliver the services that enable our success day by day and year to year. It follows that their continued engagement as members of a highly inclusive, diverse and collaborative community is essential to our continued business success. We support engagement by: • Connecting the work of our employees to company success in the context of an inclusive culture of recognition and appreciation • Providing platforms for employee opinions and ideas • Catalyzing personal and professional growth • Supporting physical, mental, social and financial wellbeing • Establishing a comprehensive set of competitive benefits and compensation to equitably compensate strong performance and meaningful work Establishing a highly competitive employee value proposition is another critical element of hiring and retaining top talent. We have articulated an employee value proposition to guide our engagement with current and future employees and make a compelling case as to why top employees should choose to build a career with us. Toward that end, in 2021 BNY Mellon engaged in an extensive review of our employer brand and value proposition. We evaluated existing messaging and resourcing, interviewed employees and benchmarked key competitors. Key findings provide insights about how BNY Mellon has a differentiated advantage as an innovative culture, our strong commitment to diversity, and the range and strength of our benefit and wellbeing offerings. We are now focused on implementing strategic recommendations in 2022. Our work in this space is intended to provide focused messaging and positioning of BNY Mellon as an employer of choice that is both realistic and aspirational for attracting future generations of talent while also helping to retain and engage our current employee base. PURPOSE-DRIVEN GROWTH A foundational component of engaging and retaining employees is our Purpose-Driven Growth Agenda, which is centered on the core purpose of “powering individuals and institutions to succeed across the financial world.” Introduced in 2021, this agenda aims to help each employee to connect what they do to broader efforts at the team, line of business and enterprise levels. Our shared purpose is informed by our vision “to define what it means to be the trusted financial institution for the next generation of clients and employees.” It builds on our Values and Behaviors Initiative, which was launched in December 2020. Through this initiative we have been encouraging employees to have the courage to lead from wherever they are, act with integrity always, and renew their passion for excellence . Our power flows from our strength in diversity . These values are activated by behaviors that are defined by role, from senior leaders to managers to frontline employees. Our goal is to help employees center their daily activities on our purpose and vision in practical, observable ways.