ACCOUNTABILITY FRAMEWORK Executing on our DEI commitments requires promoting accountability across our Firm. Our Accountability Framework, which was launched in 2020 and enhanced in 2021, is used to evaluate senior leaders, including Operating Committee members, on behaviors, practices and progress toward goals related to the Firm’s diversity, equity and inclusion priorities, and to incorporate that into year-end performance and compensation assessments. The framework includes a scorecard for tracking progress toward representation goals. CULTURE OF RESPECT, EQUITY AND INCLUSION Across our Firm, we continually work to create and reinforce a culture of respect, equity and inclusion, in which our employees are empowered to be their true selves. We do so by creating forums for employee engagement, initiatives to advance inclusion and elevate diverse perspectives, and education and training programs designed to identify ways that all of our people can contribute to an inclusive culture. Our Business Resource Groups ("BRGs") are an important part of how we do this. Our BRGs are inclusive groups that enable employees to share ideas, grow professionally and connect to colleagues who have similar interests. Recognizing the intersectionality of the different groups represented by our BRGs, we are taking steps to promote and facilitate cross-BRG collaboration. Our Firm currently has ten global BRGs and, at the end of 2021, approximately 48% of our employees across 54 countries were a member of at least one. See page 33 for the list of JPMorgan Chase BRGs. Our Asian, Black, Hispanic and LGBT+ Executive Forums, which bring together the senior leaders of these communities to act as ambassadors and thought leaders for Firmwide initiatives, are another way we support and foster diversity, equity and inclusion within our Firm. We continually work to promote a culture of respect that allows every employee to feel safe and empowered at work. Our Equal Opportunity, Anti-Discrimination and Anti-Harassment Statement sets forth our policies and expectations for our employees, and all employees (including both full-time and part-time employees) are required to take anti-harassment awareness training. In addition, in 2021, our employees completed mandatory, Firmwide diversity and inclusion training programs, including You Belong Here, Culture of Respect and Journey to Inclusive Teams for managers. DEI Centers of Excellence  Our Firm has established DEI Centers of Excellence to take a unified and intersectional approach to delivering impact for employees, clients, customers and the communities we serve. The Centers of Excellence play an important role in supporting the Firm’s commitments to advance equity and create lasting impact both internally and externally, leading our global strategies related to target populations and contributes to progress toward our Racial Equity Commitment. The Centers of Excellence also collaborate across their respective efforts to reflect the intersectionality of the different communities they represent. In addition to coordinating programs and initiatives to strengthen our internal culture of inclusion and raise the visibility of their communities, the Centers of Excellence amplify our lines of business’ work to deliver inclusive products, services and advice for clients and customers. They also work with a wide array of local and national organizations in the communities we serve, leveraging our Firm’s business expertise and philanthropic resources to help advance racial equity and economic empowerment. Our seven Centers of Excellence are: ADVANCING BLACK PATHWAYS Launched in 2019, Advancing Black Pathways ("ABP") is working to help the Black community chart stronger paths towards economic success and empowerment. It is focused on advancing career opportunities for Black talent, expanding and supporting Black-owned businesses, and improving financial health in Black communities. The ABP Fellowship program is aimed at helping Black college undergraduates get on a path to internships and entry-level roles with the Firm after graduation. In 2021, we grew the program to 169 students, up from 74 in 2020. Nearly 90% of the 2021 Fellows went on to accept internship offers with our Firm. During the year, the Firm also expanded our Historically Black Colleges and Universities ("HBCU") partnerships to 14 HBCUs across the country. These relationships include recruitment activities to expand career pathways for students (see page 30), as well as programs that support long-term student development and financial health. In 2021, these programs reached more than 6,000 HBCU students. Also in 2021, ABP launched a mentoring circles program, in collaboration with our Black Executive Forum and BOLD BRG. Through the program, Managing Directors provide career coaching and mentorship to more junior employees. Over 600 mentees enrolled in 2021. ABP’s goal is to drive diversity, equity and inclusion within the Firm and beyond, including an effort to diversify board rooms at public companies. As part of this effort, ABP referred 75 board-ready candidates to JPMorgan’s Director Advisory Services program, which offers a curated, referral-based platform of independent director candidates to our corporate clients. 27 INTRODUCTION ENVIRONMENTAL SOCIAL Feature: Our Commitment to Racial Equity Diversity, Equity & Inclusion Human Capital Inclusive Growth GOVERNANCE ESG REPORT APPENDICES