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BNY MELLON ENTERPRISE ESG 23 CULTURE AND PURPOSE Attracting and Retaining Diverse Talent To broaden our talent pool diversity, we have forged strategic alliances with professional associations, educational institutions, think tanks and nonprofits that reach Black, Hispanic/Latinx, Asian, LGBTQ+, people with disabilities, neurodiverse individuals, veterans and other talent from backgrounds currently underrepresented in our workforce. We aim for fair opportunity by requiring diverse candidate slates, creating inclusive job descriptions and involving diverse interview panels. We engage nontraditional candidates such as those reentering the workforce after an extended leave of absence. We took a number of steps in 2021 so our recruitment process engages and includes candidates from diverse backgrounds and offers equitable access to our job openings. We equipped hiring managers with resources, tools and training, such as a recruitment process checklist and an Inclusive Hiring course, so our hiring process is more inclusive of a broadly diverse talent pool. BNY Mellon has incorporated an artificial-intelligence-powered platform that enhances our ability to identify promising candidates and reach our diversity hiring goals. The platform is now live, and we are beginning to collect data and metrics that reveal efficacy of different methods, approaches, communications and external affiliates in increasing the diversity of applicants and hires. PAY E Q U I T Y BNY Mellon is committed to providing equal pay for equal work. To achieve our goal, we periodically review our pay practices and processes and publicly share the results. This transparency holds us accountable to our stakeholders and contributes to change. Earlier in 2022, we once again voluntarily published the results of our most recent pay practices review and adjusted median pay gap and unadjusted median pay data. The adjusted median pay gap analysis measures whether we are paying employees, regardless of gender or race/ ethnicity, comparably for doing the same/similar work. In this adjusted median pay gap analysis, we account for legitimate factors, including geography, level and job. Unadjusted median pay compares the 50th percentile of pay of a defined group (women or racial/ethnic group) against the 50th percentile of pay for the comparison group (men or majority group). In this analysis, pay is unadjusted, meaning that we do not adjust pay for any factors like job, geography or job level. Our recent pay practices review, based on 2021 total compensation data (which includes incentive compensation paid in early 2022), found that compensation for both women globally and U.S. employees from underrepresented ethnic/racial backgrounds are, on average, 100% of their respective counterparts. We also published our 2021 UK Gender Pay Gap Report in accordance with the UK Government’s criteria, our fifth such report. Measuring a gender pay gap is not the same as measuring equal pay. This report provides an overview of the difference between the average earnings of men and women in our largest UK employing entity, notes the drivers behind any gaps, and describes the steps we are taking to improve gender representation at all levels of the company. Finally, we aim to compensate employees fairly and competitively. Learn more about Fair Pay . DIVERSITY AT ALL LEVELS As workforce representation is an outcome of successful talent retention, we are proactively enhancing programs, practices and policies to reduce voluntary attrition, particularly among talent from underrepresented groups, and increase diversity at all levels in our organization, especially at the senior levels. We embed DEI in succession bench criteria and design development plans that improve promotion readiness, offer sponsorship and advance talent diversity. In its second year, our Sponsor Ready course continues to build awareness and skill in sponsoring colleagues. Open to all employees, this course is creating a sponsorship culture that will contribute to sustained knowledge sharing, skill building, diversity of thought, talent advancement and retention, and competitive advantage across our businesses. In 2022, the first cohort of 23 diverse, high-potential candidates graduated from our flagship Executive Sponsorship program. Initiated by our executive leaders, the first phase of the program engaged Black and Hispanic/Latinx high performers. Candidates in this inaugural cohort were each paired with a member of

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