BNY MELLON ENTERPRISE ESG 34 CULTURE AND PURPOSE CARING DURING COVID-19 As the pandemic continued, the wellbeing of our people remained a priority. We evolved our wellbeing strategy by expanding our resources for physical, emotional, social and financial wellbeing, with a particular focus on mental health. BNY Mellon continued to support employees through the personal and emotional impact of the pandemic, with a focus on Meeting you in your life moments . Tools, policy changes, programs, services, and a wide variety of training and learning opportunities regularly provide employees with ways to engage with each other and BNY Mellon on their wellbeing journey. We monitor employee satisfaction levels through a tool that uses the employee Net Promoter Score (eNPS) measurement technique. A result of these and other efforts, survey results for health and wellbeing indicate a three-point increase in eNPS score from February 2021 to February 2022 (34 to 37) measured by organizational support for health and wellbeing in the categories of physical, mental and social wellbeing. Our Global Operations and Technology (GOT) team established a Wellbeing Council to champion the employee experience and wellbeing. The cross- functional group encompasses the GOT Executive Council, Senior Leadership Forum and Human Resources, among others. The council seeks to help employees manage work-life integration, address family and personal needs, prioritize physical and mental health, and balance their workload with the needs of the business. Through the introduction of COVID-19 and mental health-related benefits and programs, we are helping employees achieve life balance by providing tools to conduct self-assessments and manage personal resilience factors. We delivered an It’s OK to Choose You mental health awareness and education campaign to mitigate stress and burnout. Employees and their families increasingly reached out for support from our Employee Assistance Program (EAP), indicating we are indeed making an impact in normalizing conversations around emotional wellbeing. In the U.S., offerings were expanded in 2021 by introducing enhanced paid sick and safe time of 13 days, for both physical and mental health needs. Internationally, we continue to align sick leave entitlements to market norms, with medical leave provisions available in many countries. We continue to provide access to medical expertise via briefings during town hall meetings and targeted education sessions around vaccinations and variant developments. Across all health matters, our Executive Committee participates in regular briefings from senior medical advisors, enabling decision-making around the firm’s responses to be data driven and grounded in science. Enterprise ESG 2025 Employee Engagement & Wellbeing Goal Support a culture of wellbeing through a holistic program focused on engaging employees and developing key management behaviors to decrease health risk KPI: Increase positive response to employee health survey question “Do you think your workplace supports a culture of health and wellbeing?” by 5% Progress: Enhancing employee sentiment that "the firm supports my health and wellbeing." Three-point increase from February 2021 to February 2022 (34 to 37) as measured by the eNPS score in the categories of physical, mental and social wellbeing KPI: Offer at least two wellbeing programs that meet or exceed market benchmarks; increase enrollment and/or active participation by 10% year over year Progress: Introduced Global caregiver leave that provides 10 days of paid leave when employees need to care for immediate and extended family members Continued our enhanced WOW recognition program, a one-stop-shop for recognizing performance, celebrating service milestones and tracking wellbeing achievements to reinforce a purpose-driven culture of recognition and belonging Continuing to reduce mental health stigma with our confidential support service supporting, on average, three times as many individuals during 2020 and 2021 compared to pre-pandemic levels