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Throughout the year, we referenced the IBM white paper Designing AI Applications to Treat People with Disabilities Fairly , published December 2020, as a tool to work with all our vendors to implement changes to make our tools more accessible. The D&I leadership organization is involved in working with our Real Estate Operations team to co-design our IBM workplaces. Our UK PwDA community was directly involved with ensuring a new IBM location was accessible for people with disabilities and neurodivergence. This included adding accessibility features such as automated doors, Braille and tactile signage, reflection rooms, and hearing induction loops, to ensure that all employees, clients, and visitors would be welcome and able to work at this location. Continuing our commitment to disabled talent and employees, IBM UK gained Disability Confident employer scheme status. In 2022, we plan to launch disability confidence and neurodiversity acceptance workshops, and increase the outreach, hiring, retention, and advancement of people with disabilities and neurodivergent individuals globally. We are also working to modernize and standardize IBM’s long-standing process for workplace accommodations in addition to the $600 per person allotted for home office support. Since launching our gender transition support framework and corresponding white paper in 2017, IBM has continued to evolve its support of transgender employees. Not all trans and nonbinary employees are able to change their legal name, so IBM updated its internal systems in 2021 to offer IBMers the option to use their chosen name as the default, unless there is a legal/business need for a legal name. Also in 2021, IBM introduced education about pronouns with the launch of laptop stickers and pin badges, plus an internal video featuring IBM’s senior leaders sharing their pronouns and stating why doing so is important. Our global Working Positively initiative, in partnership with SAP, was born out of our team in Germany to remove the stigma of HIV-positive employees and create awareness that this disease does not just impact the LGBTQ+ community but all communities. This initiative invites employers to commit to being visible role models in their support for HIV-positive employees. By creating a stigma-free environment, employers can cultivate a workplace that is safe, supportive, and inclusive. Additionally, it supports medical benefits and education to remove myths and the stigma in the workplace. IBM won the Cultural Vistas Award in 2021 for its work with the Working Positively campaign, signing up 10 countries. People with Diverse Abilities (PwDA) By the end of 2021, there were about 1% of IBMers who self-identified as being part of the PwDA community. From 2020 to 2021, we were able to increase our number of PwDA hires by nearly 220%. We are on track to increase our PwDA population in 2022. The global Neurodiversity@IBM program saw tremendous growth and recognition in 2021. IBM hired over 70 neurodivergent individuals as apprentices, P-TECH interns, and entry-level new employees in Australia, Brazil, Ireland, Japan, Mexico, the UK, and the US. Neurodiversity 101, our internal education course, was completed by more than 4,800 IBMers in 61 countries, exceeding its goal of 3,500. IBM also maintains private channels on the Slack messaging system for neurodivergent and autistic IBMers, providing safe spaces for support, to share experiences and resources, and to ensure their voices are heard. IBM celebrated International Day of Persons with Disabilities with numerous learning opportunities around the world, including a live accessibility training session. In 2021, over 800 IBMers earned the Accessibility Advocate digital badge. Our goal for 2022 is for 2,022 more IBMers to earn this badge. 24 IBM 2021 ESG Report

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