22 intel.com/responsibility 2021-22 Corporate Responsibility Report Compensation and Benefits We structure pay, benefits, and services to meet the varying needs of our employees. In December 2021, we announced the addition of $1 billion in wages and about $1.4 billion worth of stock to our employee compensation budget to help attract and retain top talent in today's competitive market. Our bonus programs link employees’ compensation directly to Intel’s financial and operational performance goals: Quarterly Profit Bonus: A cash profit-sharing bonus paid to employees four times per year based on Intel’s profitability. Annual Performance Bonus: Cash awards based on Intel’s achievement of financial and operational goals, as well as employees’ individual performance. Since 2008, we have included criteria related to corporate responsibility metrics such as diversity and inclusion and sustainability performance. For more details, see “ Governance, Ethics, and Public Policy ” later in this section of the report. Stock Equity Plans: We grant equity in the form of Restricted Stock Units (RSUs) to approximately 90% of global employees each year. In addition, through our Employee Stock Purchase Plan, eligible employees can purchase stock through payroll deductions at 85% of fair market value. Since 2019, we have achieved gender pay equity globally and we continue to maintain race/ethnicity pay equity in the US. For more information, see the Inclusive section of this report. Beyond market-competitive pay, broad-based stock grants, and bonuses, our total rewards package includes healthcare and retirement benefits, paid time off and family leave, parent reintegration, fertility assistance, flex - ible work schedules, sabbaticals, and on-site services. For many years, we have also provided programs dedicated to supporting the education of Intel employees’ children, including tutoring, college coaching, and scholarships. Our comprehensive health benefits include medical, dental, and vision insurance plans, sick leave, and a 365/24/7 Employee Assistance Program for employees and their families. Our retirement plan options include a 401(k) retirement match by Intel. Our leave benefits include paid family leave to care for a seriously ill family member, extended bereavement leave, expanded bonding leave and parental reintegration support, and additional short-term disability coverage. To aid and support employees during COVID-19, we committed to invest more than $100 million in additional benefits for both employees working on site and those working from home. These benefits included additional childcare and caregiver support, COVID-19 leave time, and free meals for on-site essential employees. We put in place a telecommuting reimbursement program to help employees required to work from home improve their workspaces to work safely, ergonomically, and effectively from their remote locations. We also pivoted a number of our on-site services; for example, our fitness programs began offering virtual classes, workouts, and nutrition consultations. For more information see “ Employee Health, Safety, and Wellness ” in the Responsible section of this report. Though flexible work schedules are part of our existing total rewards package, the COVID-19 pandemic provided an opportunity to further reimagine how our employees work and collaborate. In designing the future of our work - place, we surveyed employees around the globe to inform our “hybrid-first” approach, where the majority of our employees will split their time between working remotely and in the office, with no company-wide mandate on the number of days per week employees should be on-site or how they should collaborate. Our goal is to enable remote and on-site work where it drives the best output, while ensuring our employees have equitable access to systems, resources, and opportunities that allow them to succeed. Learn more about our comprehensive benefits, including details of benefits offered by country. Intern Program As part of our continuing goal to build a solid talent pipeline, Intel’s Intern program offers college students real-world experience with leading-edge technologies, competitive salaries, networking opportunities, and more. Through a virtual platform established at the onset of COVID-19 pandemic, our intern hire reach increased 24% in 2021. The program included close to 80 events and 20 executive acumen sessions. The finalist in an internship Passport Program won a virtual lunch session with Intel’s CEO. In 2021, 99% of US interns recommended working at Intel and 45% are planning to return to Intel as full-time employees. Intel’s intern score on Glassdoor was 4.81/5. Undesired Global Turnover The digitization of everything is driving growth and global demand for semiconductors. Combined with the tightening labor market and economic recovery from COVID-19, this has driven a significant increase in competition throughout the industry to attract and retain talent—especially technical talent. In 2021, we intensified our efforts to continue to attract and retain talent, including introducing new employee referral programs, expanding wellness benefits and time off, heightening our focus on revitalizing our culture, and increasing mentoring in our technical community. In 2021, our undesired turnover rate was 5.6%, compared to 4.0% in 2020. These figures include all regular Intel employees who voluntarily left Intel, but do not include Intel contract employees, interns, or employees who separated from Intel due to divestiture, retirement, voluntary separation packages, death, job elimination, or redeployment. 5.0 0.0 2020 2021 Percent 10.0 2018 2019 2017 5.0% 4.1% 4.8% 4.0% 5.6% Introduction Responsible Inclusive Sustainable Enabling Appendix Our Business