DEI at Pure is a Focus During the Entirety of an Employee’s Lifecycle • Pure’s Talent Acquisition team leads the charge by ensuring all opportunities • The Pure Learning team supports our employees and leaders by providing are promoted with emphasis on required capabilities and transferable opportunities to deepen and broaden their knowledge and awareness experiences. The team understands the importance of a deeply diverse to increase representation, enrich our culture of belonging, and foster a candidate slate and engages in regular training with hiring managers to hone “think global, plan local” inclusive mindset. Since 2020, we have offered the skills needed to manage an objective candidate assessment process. Belonging at Pure workshops across the globe, focused on developing our Through these efforts, we increased our hiring rate of women from 22.9% employees to be more inclusive and consider DEI in their daily decision in FY20 to 23.9% in FY21, and similarly increased our hiring rate of under- making. Additionally, we ensure diversity of participants who are selected represented racial/ethnic groups (URGs) from 10.8% in FY20 to 11.7% in FY21. for Leading at Pure – our top talent leadership program for directors and • Pure’s Total Rewards Teams ensures equitable pay practices globally above. Through this program, our leaders learn the principles of inclusive leadership, in addition to strategic execution and transformational leadership and across all levels. It also provides individualized benefit offerings that skills, such as creating diversity of thought, cross-functional collaboration, reflect the unique needs of our people. Since 2018, we have collaborated and cognizance of bias to develop high-performing teams across Pure. with an external pay equity partner to conduct regular pay equity analyses. Because there is no “typical Pure employee,” Pure provides • The Pure Talent Management team drives equitable performance benefit offerings that celebrate and acknowledge our plurality. Some management, succession and career planning approaches that examples of benefits include financial, mental and physical wellbeing ensure an unbiased link between merit and recognition. This team programs; family planning benefits; and competitive parental leave. also oversees managers collaborating to discuss promotions and identify successors to key positions within Pure. At Pure, we appreciate applicants with diverse life journeys. In order to maximize our access to all talent and create a level playing field, we include a proactive statement acknowledging these differences and strongly encourage all interested parties to apply. Many of our roles include a skills or behavioral assessment that can strengthen one’s application, which has been met with very positive internal and external feedback.