Pay equity TransUnion strives to provide employees with benefits and compensation that are fair and equitable, irrespective of gender identity, race, ethnicity, sexual orientation or similar legally protected personal characteristics. Our compensation team conducts periodic pay reviews and engages an external consultant to review the results. These reviews are designed to ensure fair compensation for all our employees — across several variables, including but not limited to race, ethnicity and gender. We will continue to monitor employee compensation and at this time, we have no reason to believe meaningful employee pay disparities exist. Technology and Diversity Equity focused task forces At TransUnion, we recognize there are We continue to work toward improving representation and opportunities across significant opportunities to advance all underrepresented groups. To help focus our efforts, we formed two working inclusion in technology, cybersecurity groups dedicated to creating meaningful progress toward gender and racial equity, and Development Operations. Our Chief Technology Officer, Abhi Dhar, was recognized respectively. in the Top 50 Chief Information Officers by Diversity and Leadership, Inc., underscoring the work our technology team has done Our Gender Equity Steering Committee — co-led by our Chief Financial Officer and to advance inclusion. The initiatives below Chief Legal Officer — is driving our work to achieve gender parity at the VP and above describe some of our efforts to address levels by 2030. In 2021, we partnered with Loyola University to launch a women’s barriers and systemic inequities in the technology landscape. leadership program; conducted benchmarking assessments of current gender Women in Global Technology distribution across TransUnion’s operations; and expanded programming to The Women of Global Technology internal address the unique challenges women face in growing their careers, especially community provides associates from diverse in light of COVID-19. backgrounds a way to learn new technology skills, lead and network across the globe. Our racial equity efforts are focused on promoting our values inside and outside of We All Code Partnership TransUnion. This effort is focused on expanding development opportunities, aligning TransUnion partnered with the nonprofit We our philanthropic program with commitments to racial equity, and reviewing how All Code to expand access to STEM education we develop data solutions. Over the course of the last year, TransUnion established for youth in Chicago from underrepresented a systematic process for assessing the fairness of its solutions. TransUnion’s communities. multiyear initiative utilizes a fairness framework to evaluate products and services Words Matter for fairness. We have enlisted outside, independent experts to guide and review our TransUnion joined dozens of other companies work. This process includes evaluations of algorithmic solutions and third-party in updating English language technology research. The multiyear initiative to develop and retrospectively apply the framework terms grounded in racial or biased language. also intends to apply the fairness framework to new products under development. Associate networking resource groups Our associate Networking Resource Groups (“NRGs”) help foster understanding between different cultures, ethnicities, races, gender identities, sexualities and ideas so we can create the best TransUnion possible. Across TransUnion globally, we maintain 10 NRGs for our associates, including the Diversity & Inclusion Forum, African-Diaspora Alliance, Pan-Asian Connect, FUTURO (Hispanic/Latinx goup), Green @ TU (Environmental group), TuneUp (upcoming professionals), Peace of Mind, Pride @ TU (LGBTQ+ group), Veterans Alliance and Women @ TU. To learn more about our NRGs, review our 2021 Diversity Report. PEOPLE AND DEI TRANSUNION | 2021 SUSTAINABILITY REPORT 35