Board diversity TransUnion benefits from having diverse representation on its Board of Directors, enabling it to better understand its various stakeholders. As of December 2021, 4 out of 10 of our directors identified with some form of gender, ethnic or racial diversity.* TransUnion is committed to maintaining a diverse Board of Directors and the Board of Directors made a firm commitment to appoint at least one ethnically or racially diverse director in 2022 as further described in TransUnion’s proxy statement. 2021 Board Diversity Profile** 10% 20% 20% 40% 90% 60% 80% 80% Independent Directors Ethnic or racially Female Directors Gender, ethnic or Executive Directors diverse Directors Male Directors racially diverse Directors Non-diverse Directors Non-diverse Directors *Board of Director demographics are reflective of fiscal year 2021. Two diverse directors resigned effective Dec. 31, 2021, which will be reflected in our 2022 Sustainability Report. **Effective February 1, 2022, the Board of Directors appointed a new director to the Board. In addition, TransUnion plans to appoint a new diverse Board member in 2022, pursuant to its commitment discussed above. Management sustainability leadership At the management level, the Executive Leadership team meets on an ad-hoc basis with TransUnion’s Sustainability Office to provide direction on strategy and execution of our enterprise ESG programming. Our Chief Sustainability Officer champions sustainability inside and out of the enterprise. TransUnion is currently reevaluating its sustainability governance structure to better integrate efforts across departments and regions. In our 2021 Proxy Statement, we disclosed for the first time our executive officers’ compensations would incorporate a diversity-focused compensation modifier into TransUnion’s annual incentive plan. The modifier reduces the named executive officers’ Strategic Individual Objectives performance achievements as a percent of target by 100 percentage points should TransUnion not meet its diversity targets***. During 2021, we achieved a year-over-year increase in both diversity measures; therefore, no modification was made to the final Strategic Individual Objectives of our named executive officers’ compensations. In 2022, we will continue our focus on DEI by having a dedicated quantitative metric equaling 5% of their target bonuses based on TransUnion’s DEI progress. ***TransUnion’s diversity targets are to increase the year-year-over representation of underrepresented minorities in director and above positions within the United States, and gender parity of females at the vice president level or above globally. SECURITY, GOVERNANCE & COMPLIANCE TRANSUNION | 2021 SUSTAINABILITY REPORT 18