FOSTERING EMPLOYEE ENGAGEMENT AND SATISFACTION Providing a first-class employee experience is important to our human capital strategy. This includes engaging our employees in strengthening our culture and business, and listening and responding to their experiences and ideas. We also support employees’ drive to help strengthen their communities by facilitating skills-based volunteering opportunities. Our annual employee engagement survey, the results of which are reviewed by senior leadership for potential program improvements, was expanded to have a deeper focus on inclusion. In 2021, 87% of employees participated in this survey. Support and Allyship for Diverse Employee Populations BRGs are one way we engage and support our employees in helping us build a diverse and equitable culture in which everyone feels welcome (see page 27). We have 10 BRGs with employee members across 54 countries, and approximately 48% of our employees are a member of at least one BRG. They include: Skills-Based Volunteerism Through skills-based volunteering programs, we support our employees’ desire to help their communities and further our philanthropic mission, while providing opportunities for them to apply and expand their skills. Service Corps engaged more than 275 employees globally in 2021 to address specific organizational challenges and opportunities for nonprofits. A similar program deploys employees to support minority-led small businesses through the Founders Forward program. In 2021, 332 JPMorgan Chase employees used their skills to help small business owners grow their businesses and networks. In addition, our career mentorship programs have allowed us to connect more than 1,200 employees with youth, helping to set them on a path toward future career endeavors. Finally, serving on a nonprofit board is one of the most significant commitments our employees make. Our Board Service program has trained and placed more than 110 employees on nonprofit boards across the U.S. in the last year. In addition, our Board Match program has provided financial support to nonprofits with qualifying employees serving on the board. Another of our social innovation and skill-based volunteerism programs is Force for Good which connects team of JPMorgan Chase technology and data employees to build scalable and sustainable tech-based solutions for nonprofits around the world. Through this program, we empower our employees to use their technology skills to make a positive impact on communities and help build the next generation of technology talent. In 2021, almost 1,300 JPMorgan Chase employees built tech-based solutions for approximately 200 nonprofits across five global regions, impacting more than one million constituents and addressing issues including hunger, access to education, lack of shelter, animal welfare, climate change and gender rights. In addition to BRGs, we have seven dedicated Centers of Excellence that drive programs and initiatives to strengthen our internal culture of inclusion and raise the visibility of our communities. The Centers of Excellence include Advancing Black Pathways, Advancing Hispanics and Latinos, Military and Veterans Affairs, Office of Asian & Pacific Islander Affairs, Office of Disability Inclusion, Office of LGBT+ Affairs, and Women on the Move (see page 27). • Access Ability : Maximizing the contributions of employees affected by disabilities, long- term illness or care giving responsibilities. • Adelante: Empowering Hispanic and Latino employees to identify and pursue opportu - nities for career development and commu - nity involvement. • Aspire: Enhancing the professional develop - ment and leadership opportunities of employ - ees of Asian and Pacific Islander heritage. • BOLD: Providing employees, specifically those of African descent, with an empower - ing environment that focuses on profes - sional and personal development. • NEXTGEN: Engaging early career profes - sionals to network, build relationships across all business levels and groups, and promote career development. • PRIDE: Engaging and supporting Lesbian, Gay, Bisexual and Transgender employees, and Allies and management, in promoting an inclusive environment. • Sage: Encouraging and remaining committed to personal and professional development, while sharing valuable information. • VETS: Identifying and advocating for opportunities that will keep the Firm as an industry leader while deepening its commitment to veteran families. • WOTM: Providing a collaborative forum and access to tools that support the successful reten - tion, development and advancement of women at all levels of the Firm. • Working Families Network: Promoting knowledge sharing and providing networking opportunities to support employees with work and family inte - gration; open to all employees in EMEA and APAC. 33 INTRODUCTION ENVIRONMENTAL SOCIAL Feature: Our Commitment to Racial Equity Diversity, Equity & Inclusion Human Capital Inclusive Growth GOVERNANCE ESG REPORT APPENDICES