Investing in Employee Development Helping our employees advance their skills and professional development is important to our human capital strategy. We invest in our employees’ development through a robust suite of training, leadership development, upskilling and reskilling programs, mentorship initiatives and performance evaluations. TRAINING We train our employees with the skills needed for today and tomorrow. In 2021, employees completed over 10 million courses and over eight million hours of training. Training efforts include mandatory curricula for new hires and existing employees, along with a range of programs focused on topics from leadership development and technology to risk and compliance and business processes. All employees are required to take annual training on our Code of Conduct (see page 57), as well as courses related to DEI, anti-money laundering, privacy and data protection, cybersecurity and anti-corruption. LEADERSHIP DEVELOPMENT Our global leadership development Center of Excellence, Leadership Edge, is focused on creating one leadership culture and helping managers become better leaders every day. More than 100,000 leaders and managers have participated since the program launched in 2015, including 14,000 in 2021. We also continued to expand the Manager Excellence framework, which defines effective and inclusive leadership. This includes designing learning specifically tailored to manager capabilities, such as driving performance, prioritizing diversity, equity & inclusion and guiding careers. UPSKILLING AND RESKILLING Upskilling and reskilling our existing employees – who already know our culture and are committed to our company – is an effective and efficient way to have the talent we need to compete and thrive now and into the future. Just as importantly, it is one of the best ways we can advance our commitment to diversity, equity and inclusion. For example, our Firm’s front-line and entry-level employees, whose roles are most likely to be affected by technological disruption, disproportionately identify as women and diverse employees. By taking proactive steps to create meaningful and accessible opportunities for career mobility, we can mitigate the risk of losing legacy talent, and continue our efforts towards a more diverse and representative workforce. In 2021, approximately one-third of all positions were filled with internal candidates, including nearly 30% of senior- level positions. In order to help employees understand the skills they need to advance their careers at the Firm, and identify relevant training opportunities, we expanded communication of skill requirements for over 350 Technology, Operations and Branch job profiles covering over half of our employees. We also offer programs to help employees develop tailored learning journeys based on aspirational roles in their career development plans. In 2021, these learning journeys were made available for approximately 42,000 employees. We further support employee development with education benefits. In 2021, JPMorgan Chase expanded these offerings in North America with access to over 400 bachelors, masters and certification programs, as well as partnering with our education providers to deliver programs that are designed to prepare employees for new jobs in growing roles at the Firm. Of the nearly 6,000 employees in North America who enrolled in our education benefits in 2021, 76% are associate level or below, 51% are women, 58% identify as ethnically diverse and 23% of participants had already experienced upward career growth during the year. In 2021, we also continued to maintain a focus on our talent management and succession planning process. The human resources team actively engages with senior leaders to discuss key talent, internal succession and the development of our leadership pipeline. PERFORMANCE EVALUATIONS We use an annual Firmwide performance review process to help employees grow and to evaluate how they support our culture, business success and employee engagement and development. Employees are assessed across four core dimensions: business results; client, customer and stakeholder; teamwork and leadership; and risks, controls and conduct. 32 INTRODUCTION ENVIRONMENTAL SOCIAL Feature: Our Commitment to Racial Equity Diversity, Equity & Inclusion Human Capital Inclusive Growth GOVERNANCE ESG REPORT APPENDICES