BNY MELLON ENTERPRISE ESG 22 CULTURE AND PURPOSE The visibility of underrepresented employees in senior positions can improve gender and intersectional diversity throughout an organization as it creates role models for others. Our intentional progress toward advancing women in leadership positions was recognized by American Banker when four BNY Mellon leaders were again included in its 2021 Most Powerful Women program and four other employees were named to the 2021 HERoes Women Role Models Lists. GLOBAL GENDER DIVERSITY* % women U.S. Workforce 2020 44% 2021 43% Global Workforce 2020 41% 2021 40% New Hires 2020 39% 2021 40% Mid-level Leaders 2020 35% 2021 35% Senior Leaders 2020 29% 2021 30% Executive Leaders 2020 29% 2021 26% Board of Directors 2020 27% 2021 31% Among U.S.-based BNY Mellon employees, overall representation of individuals from underrepresented ethnic/racial backgrounds rose to 36% in 2021 from 35% the previous year. Continuing a multiyear trend, ethnic/ racial diversity also improved year over year in our senior and mid-level leadership ranks, up to 26% and 34%, respectively. Additional details can be found in the EE01 Report at the end of this report. U.S. ETHNICITY* % of U.S. workforce from underrepresented ethnic/racial backgrounds U.S. Workforce 2020 35% 2021 36% U.S. New Hires 2020 44% 2021 44% Executive Leaders 2020 20% 2021 18% Senior Leaders 2020 25% 2021 26% Mid-Level Leaders 2020 33% 2021 34% Board of Directors 2020 36% 2021 38% * “Mid-l evel leaders” are inclusive of BNY Mellon’s vice president-level employees, “Senior leaders” are inclusive of BNY Mellon’s director-level and above employees, excluding executive leaders, and “Executive leaders” are inclusive of BNY Mellon’s Executive Committee. Data is based on employee voluntary disclosures, as of 31 December 2021. Current, accurate data provides visibility into the composition of our workforce. The BNY Mellon People Analytics team maintains and publishes workforce representation data, conducts analyses and facilitates workforce planning activities, which enables us to track diversity, identify changes and improve representation throughout the talent life cycle.