53 intel.com/responsibility 2021-22 Corporate Responsibility Report different employee populations experience inclusion at Intel, identify opportunities for improvement, and better understand root causes of any systemic issues and how to address them. Employees from 30 countries were invited to participate and over 27,000 responded. We shared results with employees and enabled them to ask questions about actions. The table below shows the percent favorable (“Strongly Agree“ or “Agree“ with the statement) as scored by different demographic groups. Despite these high-level results, the wide range of experiences reported by different demographic groups indicates that Intel has room for improvement in inclusion for some populations. This data will help guide our continued efforts in driving an inclusive culture. Employee Inclusion Survey Results (Shown percentage of favorable response) Global Employees US Employees Question All Women LGBT+ Employees Employees with Invisible Disability All URM Hispanic or Latinx American Indian or Alaska Native Black or African American Black or African American Women There are visible role models like me at Intel 80% 77% 52% 66% 74% 63% 66% 65% 56% 40% My manager values diverse talents, beliefs, backgrounds, and experiences 89% 90% 83% 86% 87% 86% 86% 85% 84% 80% Intel provides a safe and inclusive workplace for people like me 90% 90% 81% 81% 85% 83% 86% 77% 78% 71% There is fairness in the Insights/ Rewards process 72% 72% 66% 64% 62% 60% 63% 62% 54% 47% I can be open about who I am and still be successful at Intel 83% 83% 66% 69% 77% 75% 78% 66% 70% 61% Focus on LGBT+ Inclusion In 2021, we continued to cultivate a work environment that recognizes LGBT+ employee value, provides competitive benefits, and fosters belonging. IGLOBE, our LGBT+ ERG, expanded to 17 chapters, with new chapters in Poland, Germany, the Netherlands, and China. IGLOBE is guided by the Out and Ally Leadership Council (OALC) of senior leaders who promote visibility and focus on progression of LGBT+ employees and expansion of allyship through education, mentoring, and advocacy. In 2021, participation in the LGBT+ mentor program increased by 35%. Since 2002, the Human Rights Campaign (HRC) has listed Intel on its Corporate Equality Index (CEI), awarding Intel the top score of 100 in 17 of those years. The CEI recognizes employers that take steps to ensure greater equality for LGBT+ workers and their families in the form of policies, benefits, and practices. Intel Guadalajara also earned 100 points and received HRC Equidae MX Certification, awarded to companies in Mexico committed to providing LGBT+ inclusion. In our 2021 Employee Inclusion Survey (EIS), our LBGT+ employees reported strong favorable results in some areas, but also indicated that we have more work to do in psychological safety. Less than half of LGBT+ respondents said they had a positive experience in being open about their sexual orientation and gender identity, and have visible role models. The data allowed us to explore the dynamics of different identity groups for the first time; for example, the transgender community had a high belonging score (90% favorable), while our non-binary colleagues had one of the lowest scores related to visible role models (39% favorable). As part of the EIS, 5.1% of our employees that responded to the survey shared that they are a member of the LGBT+ community, but only one in three of those who responded to the survey has self-IDed in our human resources system (available in several countries). We have made progress educating employees on the importance of self-IDing, and in 2022, we plan to expand our self-ID capability to additional countries. We will also con - tinue to focus on retention and progression through our mentor program, OALC speaker series, and other initiatives driven by OALC and IGLOBE. Introduction Our Business Responsible Sustainable Enabling Appendix Introduction Our Business Responsible Sustainable Enabling Appendix Inclusive Inclusive