Veterans In 2021, our Veterans community represented 5% of IBMers who self-identified. Our veterans community has been represented by a council leader from each armed forces organization. IBM proactively recruits military veterans and participates in training programs, including IBM SkillsBuild,® that can help veterans transition to civilian careers. More information about these efforts in the US is available at Military and Veteran Talent Services on ibm.com. IBM’s Veterans Executive Council works to support veterans coming into IBM through four priorities: camaraderie, mentorship, leadership advancement, and recruitment. Our Veterans Mentorship Program allows IBMers to develop a path for greater social interaction and bridges connections with peers and executives. IBM also allows our employees to share their veteran status to identify and invite veterans into an ExecOnline development program, while camaraderie events promote community among former service members now at IBM. We deployed engagement programs, including a fireside chat with Admiral Michelle Howard, IBM Board of Director and Admiral of the United States Navy (Ret.), for Veteran’s Day with a focus on how veterans’ experiences offer exponential IBM leadership opportunities, the importance of mentorship to accelerate growth, and the value of teamwork. Additionally, we provided support and safe spaces conversations for our veterans after the US exit from Afghanistan. We have hosted many topics of interest, including a fireside chat with the International Space Station and astronaut Mark Vande Hei. We kicked off 2022 supporting a recruitment event with the Fort Gordon military base, home of the Cyber Center of Excellence, followed by sponsoring the Soldiers to Sidelines event. In 2022, we are exploring expanding our programs to include military spouses and hiring. Pan-Asian US Pan-Asian representation increased to 20.1% in 2021, while hiring was up 0.3 points. We experienced attrition due to the pandemic and other factors. Our focus is to continue to close the gap across all representation categories at the senior levels and focus on retention programs. Research from the IBM Institute for Business Value, published in 2021, found that the US work environment for some Asian American executives can be uncomfortably challenging and discriminatory. Asian American inclusion in the workplace presents insights from a survey of 1,455 executives, managers, and entrepreneurs, with nearly half of all respondents reporting discrimination in the workplace. The report presents detailed results from the study, focusing first on the Pan-Asian experience. 2021 was met with challenges such as discrimination, hate, and violence against the Pan-Asian community, instilling fear for safety across the community and for their families. Our IBMers rallied in support of our Asian community with a focus on listening, learning, and taking action. Internally, IBM hosted 12 Emb(race) Safe Spaces in 2021, inviting IBMers from the Pan-Asian community to discuss challenges they face, with over 2,700 IBMers participating and all our senior vice presidents attending at least one conversation. Pan-Asian community members and allies also focused on educating fellow IBMers about the experience of our Asian community. Education included an internal video series focused on personal stories of discrimination and violence, and another on Asian and Pacific Islanders’ contributions to society. Additionally, we executed three key programs, concentrating on executive mentorship, career development, and career coaching sessions for entry- and midlevel professionals. US Underrepresented Minorities (URM) Our URM community represents people of color who self-identify in the US race categories of Black, Hispanic, Native American, Native Hawaiian and Other Pacific Islanders (NHOPI), or Multi-race. URM representation increased 1.2 points in 2021. Attrition was flat in 2021 after experiencing the highest attrition rate in 2020, significantly tied to the pandemic. In the US, representation for IBMers who identify as Multi-race was 0.7%. Our focus will include continuing the momentum with our culture of inclusion and representation at all levels, retention, and career programs. See more detail on our three-year trends on page 27 . 25 IBM 2021 ESG Report