54 intel.com/responsibility 2021-22 Corporate Responsibility Report Accessibility and Disability Inclusion We strive to become a global employer of choice for people with disabilities and those caring for family members with disabilities. According to the World Health Organization, 15% of the world’s population (over 1 billion people) have some form of disability and it is estimated that 70% of disabilities are invisible. 6 In 2021, we launched the new Intel name sign, a critical component of disability inclusion and support of the Deaf community. The Intel Corporate Accessibility Policy outlines our commitment to a culture of accessibility and broader impact through our technology. Through our three-pillar strategy, we focus on advancing accessibility through our workplace, products, and industry. We focus on advancing accessible design and innovative technology solutions, physical and digital accessibility in the work - place, integration of accessibility best practices in our culture, use of accessible hiring and employee practices, and external engagement and collaboration. The Intel Disability and Accessibility Network (IDAN) has a presence at 12 of our sites worldwide and is sup - ported by the Intel Disability Leadership Council. These groups advocate for and work to advance and retain our disability community, while amplifying awareness both internally and externally. The team has also advanced a plan to ensure that employees who are caring for a family member are supported. In 2021, Disability:IN recognized IDAN as Employee Resource Group of the Year for exemplary programming and practices for employees. IDAN also received internal recognition as Intel’s ERG of the year through our Global Diversity and Inclusion Achievement Awards. In 2021, for the fifth year in a row, Disability:IN gave Intel the maximum score of 100 in the Disability Equality Index (DEI), and named Intel one of the Best Places to Work for People with Disabilities. The DEI, a joint initiative with the American Association of People with Disabilities, is a comprehensive benchmarking tool that provides an objective score and roadmap on disability inclusion policies and practices. In early 2021, Intel CEO Pat Gelsinger signed the CEO Letter on Disability Inclusion to commit to benchmarking our disability inclusion journey with the DEI, and Intel also joined The Valuable 500 , a global CEO community focused on advancing disability inclusion through business leadership. In 2021, we continued employee training on how to create accessible communications materials, meetings, and events. We delivered accessibility training to over 1,500 employees and also added captioning to Intel Developer Zone videos to further support accessibility for our developer community. 2030 Goal: Accessibility and Disability Inclusion Description. Advance accessibility and increase the percentage of employees who self-identified as having a disability to 10% of our workforce by 2030. Baseline. 1.4% of Intel’s US workforce self-identified as having a disability as of December 2020. Progress in 2021. 3.8% of Intel’s US workforce self-identified as having a disability as of December 2021. 2021 was a year of laying the groundwork for us to begin preparing for the global expansion of our self-identification process, and to develop our maturity model and scaling roadmap to fully embed accessibility into our culture and processes globally. Looking Ahead. In 2022, we are continuing to assess systems, processes, and resources to prioritize a multi-year execution plan.   6 World Health Organization and Invisible Disabilities Association . Accessible Product Design Accessible technology allows people to acquire education, have a career, use government services, make purchases, pursue hobbies, and much more. Access to information and communications technologies is defined as a basic human right in the United Nations Conventions on the Rights of Persons with Disabilities . As part of our Inclusive Global Challenges, our goal is to ensure that every client computing platform we produce expands accessibility for more people than the platform before, with experiences designed in collaboration with people with disabilities. By 2030, all Intel user experience teams will have adopted inclusive design and research processes with relevant operational research support. In 2021, we hired a full-time inclusive design operations program manager, and we have adopted an Accessibility Maturity Model to chart our progress toward our 2030 goals. We have also created new matrixed ways of elevating accessibility across our product design segments. Our work has resulted in new assistive technologies that use indoor navigation, assistive speech, and 3-D printing. For example, as part of the Intel Incubation Program, Intel catalyzed OmniBridge to enable face-to-face con - versations between people who communicate through American Sign Language and those who speak English. The system harnesses the power of AI-driven machine translation technology. Learn more . Introduction Our Business Responsible Sustainable Enabling Appendix Introduction Our Business Responsible Sustainable Enabling Appendix Inclusive Inclusive