Safety and At TransUnion, our top priority is the safeguarding of our critical assets, especially our associates. Security Policies We have several global safety and security policies that address overall program structure and compliance requirements, as well as protocol for risk mitigation and response to potential events. This includes our Corporate Security Policy, Event Security Policy, Physical Security Policy, Travel Security Policy and Workplace Violence Prevention Policy. Workplace Violence Prevention The policy to provide a safe and secure work environment for all associates. TransUnion expressly prohibits all acts of intimidation and harassment. Threats, threatening behavior or acts of violence against associates, visitors, guests or other individuals by anyone on TransUnion property will not be tolerated. Associates attest to the policy on an annual basis through their review of our US Employee Handbook. The policy applies to the United States. Additionally, TransUnion requires all associates to annually attest to the following policies, including but not limited to: Insider Trading Policy, Foreign Corrupt Practices Act, Whistleblower Policy and Information Security Policy. Footnotes: 1. Unless expressly stated otherwise, all data disclosed covers the global organization and full calendar year through Dec. 31, 2021. 2. Unless expressly stated otherwise, all data calculations reliant on employee population exclude Neustar and Sontiq for comparability and include the Healthcare divesture for clarity. 3. The global associate population headcounts exclude contract associates. 4. TransUnion reports racial/ethnic diversity using only US demographic information self-disclosed by our associates and excludes those who did not choose to self-disclose. 5. Definitions of race/ethnicity match the definition used by the EEOC. ‘Other’ race/ethnicity group comprises American Indian or Alaska Native, Native Hawaiian or Other Pacific Islanders, and Two or More Races. 6. Race and ethnicity (US) disclosures: 10% of associates did not disclose race/ethnicity at the time of data-pull and have been excluded from the calculations and percentages shown. 7. Throughout our report, we reaffirm our commitment to global diversity in general and to all US underrepresented groups in particular. Our current Diversity, Equity & Inclusion commitment related to underrepresented groups is focused on the US Black and Hispanic population because we believe this is where we have the greatest opportunity for improvement. We continue to evaluate additional commitments and opportunities to advance diversity. 8. Gender data is based on the global workforce and excludes a small number of associates (1%) who do not have a binary gender on record. 9. Interns (classified in this report as ‘temporary associates’) and TransUnion Board members are excluded from headcount percentage calculations. 10. ‘Senior leadership’ includes anyone at VP and above roles; ‘directors’ includes Director, Sr. Director, Principal, Sr. Principal and Sales VP level roles; “managers” includes Manager, Sr. Manager, Sales Manager, Advisor and Sr. Advisor level roles; and ‘Admin. & Professionals’ make up the rest of our associate population. APPENDIX TRANSUNION | 2021 SUSTAINABILITY REPORT 56