• The U.S. Community Relations team, which includes Citi Volunteers, catalyzes social impact by engaging and partnering with local community leaders and organizations across the country. The team connects Citi’s people, expertise, resources, products and services to help expand equitable opportunities for all. The Citi Foundation is a separate legal entity funded by Citi to organize flagship community programming in three areas: youth economic opportunities, financial inclusion and community solutions. Underlying our approach is the notion that complex societal challenges require multifaceted solutions. We strive to share our expertise with, and learn from, our partners and stakeholders about ways we can enhance impact. This approach contributes directly to the UN Sustainable Development Goal SDG 17 , which seeks to strengthen the means of implementation and revitalize the global partnership for sustainable development. In particular, Citi’s efforts contribute to target 17.3 , which seeks to mobilize additional finan - cial resources for developing countries from multiple sources , including the private sector, to ensure that sufficient financing is available to achieve the SDGs. SDG Goal 17: Partnerships for the Goals Learn more about this team’s efforts in the Equitable and Resilient Communities section . Talent and DEI Citi’s Chief Diversity, Equity and Inclusion (DEI) Officer and Global Head of Talent oversees our efforts to promote diversity, equity and inclusion in the workplace. Reporting to the Global Head of Human Resources, the Chief DEI Officer and Global Head of Talent works in partnership with senior management, particularly members of the Executive Management Team, who co-chair our Affinity groups. Our talent and DEI efforts are governed by the Citi Board of Directors. Ethics and Business Practices Ethics and responsible business practices are among the most material ESG issues for Citi and our stakeholders. The Ethics, Conduct and Culture Committee of the Board oversees management’s efforts to foster a culture of ethics within the company and receives regular reports from senior management on the progress of those efforts. To learn more about the responsibilities of the committee, download the Ethics, Conduct and Culture Committee C harter . The Ethics and Culture section of this report also provides more information about efforts to encourage a culture of ethics at Citi. Among its responsibilities, the Board’s Risk Management Committee reviews Citi’s risk appetite framework, including reputational risk appetite, and reviews and approves key risk policies, including those focused on environmental and social risk. Remuneration The Personnel and Compensation Committee of the Board holds senior executives responsible, and in turn senior executives hold their team members responsible, for managing our sustainability and other ESG-related efforts through incentive compensation decisions. Citi’s incentive compensation program is discre - tionary, not formulaic. Management of sustainability efforts is taken into account in the program in two ways. First, senior executives are held accountable for busi - ness performance through specific metrics designated on a position-by-position basis. Progress on our $1 trillion sustainable finance commitment and milestones for our net zero plan are incorporated into the executive scorecards of our CEO, the CEO of Citi’s Institutional Clients Group and our Head of Global Public Affairs. Second, climate change strategy and risk management performance goals are incor - porated i nto a nnual g oals a nd p erformance review processes for a number of our senior managers and their teams who are responsible for developing and implement - ing our approach to climate change. These managers include the Chief Sustainability Officer, Head of Environmental and Social Risk Management (ESRM), Head of Climate Risk and the Head of Construction and Sustainability, whose team is responsible for our environmental footprint goals. Corporate performance against scorecard metrics and individual performance against annual goals are two factors, among others, that are taken into account in determining incentive compensation. Diversity, equity and inclusion, including representation of women and U.S. Black colleagues at the Assistant Vice President to Managing Director levels, continue to be included in scorecards for our senior executives. Citi also incorporates share - holder and stakeholder input on executive pay into our Compensation Philosophy. Contents ESGatCiti SustainableFinance SustainableProgress Equitable&ResilientCommunities Talent&DEI RiskManagement&ResponsibleBusiness Appendices CITI 2021 ESG REPORT 12