Supporting and Rewarding Our People Our compensation and benefits programs focus on supporting the needs of our employees and their families, promoting employee well-being and engagement and building our culture of inclusion and equity. Our compensation philosophy provides the guiding principles that drive compensation-related decisions across all levels of the Firm. We believe our compensation philosophy promotes an equitable and well-governed approach to compensation, which includes pay-for-performance practices that attract and retain top talent in a competitive market, is responsive to and aligned with shareholders, reinforces our culture and Business Principles and integrates risk, controls and conduct considerations. We offer extensive benefits and wellness packages to our employees and their families, including health care coverage, retirement benefits, life and disability insurance, on-site health and wellness centers, employee assistance programs, competitive vacation and leave policies, backup childcare arrangements, tuition reimbursement programs, mental health counseling and support, financial coaching, and more. We direct our benefits spend toward lower-wage earners, including providing higher insurance subsidies and lower deductibles in the medical plan and a $750 special award in 2021 to employees earning less than $60,000. PAY EQUIT Y We are committed to equitable compensation for our employees. We conduct periodic pay equity reviews covering employees at all levels within the Firm. In 2021, taking into account factors such as an employee's role, tenure, seniority and geography, in aggregate, those who self identified as women globally were paid 99% of what men were paid. In the U.S., ethnically diverse employees who self-identified as other than White under EEO Commission classifications, were paid as a group comparably to what White employees were paid, taking into account factors such as an employee’s role, tenure, seniority and geography. Pay equity reviews give us important insights, but they are just a starting point. If we identify individuals with compensation that is less than expected, we dig deeper. Where appropriate, we take action to address it. We are proud of the overall diversity of our workforce. However, we also know that women and ethnically diverse employees still are not represented in as many senior management positions as are men and White employees. We are taking a variety of actions focused on hiring, retaining, developing and advancing women and ethnically diverse employees, especially at more senior levels. FINANCIAL HEALTH PROGRAMS We believe that financial health is an important part of people’s overall well-being, and we offer a wide range of benefits and programs to help employees build a financially secure future. For example, in 2021, we implemented a new program for U.S. employees that includes a financial wellness assessment, educational resources and unlimited access to financial coaching with certified financial planners paid for by the Firm. We also continue to increase wages for our full- and part-time U.S. hourly paid employees. As of September 2021, we raised minimum base pay for U.S. overtime-eligible employees to between $18 and $22 per hour, depending on the local cost of living. This is in addition to the benefits package the Firm offers that is valued, on average, at approximately $14,500 per employee for this population. We also offer retirement benefits including 401(k) matches in the U.S. and other types of retirement plans in other countries. Well-Being and Work Life Balance At JPMorgan Chase, we support employees’ well-being and work life balance through a range of programs and benefits. HEALTH PROGRAMS We offer healthcare benefits for employees and their families. In 2021, we covered approximately $1.5 billion in medical costs for employees and their families. We also encourage our employees to focus on their well-being and make healthy choices a priority. For example, we offer biometric wellness screening and online wellness assessments for employees and their covered spouses/domestic partners. In 2021, over 80% of enrolled employees and over 70% of enrolled spouses/domestic partners completed both of these assessments in 2021. Additionally, we have onsite Health and Wellness Centers in 25 U.S. locations and 37 onsite health clinics across our other global locations. In 2021, these centers played a central role in our COVID-19 response efforts. We are also focused on supporting our employees’ mental health. We are committed to building a workplace that increases awareness of mental health, educates employees and provides support when people need it. All employees have access to confidential counseling and support through our Employee Assistance Program. In 2021, we continued expanding mental health support related to the COVID-19 pandemic. 34 INTRODUCTION ENVIRONMENTAL SOCIAL Feature: Our Commitment to Racial Equity Diversity, Equity & Inclusion Human Capital Inclusive Growth GOVERNANCE ESG REPORT APPENDICES