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49 2021-22 Corporate Responsibility Report Inclusive Workforce We believe that when every employee has a voice and a sense of belonging, Intel can be more innovative, agile, and competitive. An inclusive culture that welcomes all perspectives is critical for attracting, retaining, and progressing top talent, and top talent has a direct impact on innovation and on our products. Intel is committed to providing a work environment where employees from all backgrounds are valued, respected, challenged, acknowledged, and rewarded so they can achieve their full potential. Through our 2030 goals, we are committed to further advancing the representation of women and underrepre - sented minorities in leadership and technical positions at Intel, advancing accessibility, and embedding inclusive leadership practices in our culture and across our business. Learn more about our strategy on our Diversity and Inclusion website. Transparency and open sharing of our data enables us to both celebrate progress and identify key areas for action and improvement. In 2021 we continued our focus on career development and progression of diverse talent. We saw absolute numbers increase in all categories. Some of the numbers from 2020 to 2021 did not increase much as percentages or—in some cases— decreased, because of the unprecedented growth in our company. For example, the percentage of Intel employees who identify as veterans dropped slightly, from 7.3% in 2020 to 7.2% in 2021, yet the number of employees who identify as veterans increased by roughly 150. In addition, our global representation of technical women declined from 25.2% in 2020 to 24.3% in 2021, but more technical women—some 26,000—work at Intel than at any time in our recent history. Women at Intel – Global Data 1 Positions 2019 2020 2021 Board of Directors 20.0% 30.0% 30.0% Executives 20.1% 20.7% 20.7% Senior Leadership 18.6% 18.8% 18.7% Senior 20.3% 21.3% 21.7% Experienced 29.4% 30.4% 31.2% Entry-Level 37.8% 37.9% 36.5% All Global Employees 27.5% 27.8% 27.7% Technical 24.8% 25.2% 24.3% Non-Technical 58.3% 57.7% 54.4% US Workforce Representation Data 1 Group 2019 2020 2021 Women 26.4% 26.3% 25.8% URMs 2 15.8% 16.3% 16.1% URMs in Senior Leadership 7.3% 7.6% 7.8% URM Women 3.8% 3.8% 3.8% White 45.9 % 45.8 % 44.1 % Asian 37.9 % 37.6 % 36.3 % Hispanic/Latinx 10.1% 10.5% 9.3% African American 4.9% 5.0% 4.9% Native American 0.8% 0.8% 0.9% Pacific Islander 0.3% 0.4% 0.4% Veterans 7.0% 7.3% 7.2% Two or more 3 N/A N/A 2.2% Other 4 N/A N/A 1.8% Undesired Turnover Group Represented 2021 Global Overall 5.6% Global Women 5.3% US Women 6.0% US URM 2 4.9% US Hispanic/Latinx 4.6% US African American 5.8% US Native American 2.8% 1   2021 data as of Dec. 25, 2021; 2020 data as of Dec. 26, 2020; and 2019 data as of Dec. 28, 2019. “Executives” refers to salary grades 12+ and equivalent grades. “Senior Leadership” refers to salary grades 10+ and equivalent grades. “Senior” refers to salary grades 8-9 and equivalent grades. “Experienced” includes salary grades 6 to 7 and equivalent grades. “Entry Level” refers to salary grades 2 to 5 and equivalent grades. “Technical” is based on Intel’s internal job codes and reflects technical job requirements. The definition of “technical” employee was revised in 2021 to better align with industry standards. While this data represents women and men, we acknowledge that this is not fully encompassing of all gender identities. See information about our self-identify initiatives related to our LGBT+ employees later in this section. 30% of our Board members self-identified as female. 2 We define URM to include our Hispanic, African American, and Native American employees. 3 “Two or more” ethnicity category includes employees who have checked two or more ethnicities as part of their self identifiable data choices. 4 “Other” = unknown, declined, not specified. These figures include all regular Intel employees who voluntarily left Intel, but do not include contract employees, interns, or employees who separated from Intel due to divestiture, retirement, voluntary separation packages, death, job elimination, or redeployment. Introduction Our Business Responsible Sustainable Enabling Appendix Introduction Our Business Responsible Sustainable Enabling Appendix Inclusive Inclusive

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