Global diversity strategy We have a three-pronged approach to our diversity, equity and inclusion strategy consisting of the following: Hire: We seek to expand the diversity of our talent pool through a dedicated diversity recruiter, targeted sourcing methods and job postings. Develop: We cultivate diverse talent internally through development plans and customized programming for underrepresented groups. Promote: We continue to expand our rigorous pay and promotion practices designed to remove bias, including ongoing pay equity analysis and compensation review, and development opportunities designed to ensure fair and equitable treatment of all employees. In the United States, TransUnion is focusing its inclusion efforts on the Black and Hispanic communities as they comprise some of the largest representation gaps in our enterprise. We engaged more diverse talent by enhancing our diversity recruitment efforts and targeted sourcing methods — which included providing clear definitions on what constitutes a diverse slate of candidates and increasing consideration of non-traditional candidate profiles. In 2021, TransUnion participated in 12 diversity-focused recruiting events and workshops in the US, and we look forward to continued engagement and growth in coming years. We maintain tailored engagements to address the specific needs and opportunities that exist for each underrepresented group, including relationships with select Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs). Internationally, we are working to develop diversity programming that is consistent with our corporate equity goals while being conscious of cultural differences. Regions maintain programming to help support our gender parity efforts through regional mentorship, networking and development programs, as appropriate. Offices like Brazil and South Africa stand out for their LGBTQ+ efforts by creating trans-inclusive trainings and launching new PRIDE employee group chapters, respectively. Measuring progress We continue our efforts to create a more inclusive workplace every year. To hold ourselves accountable, we assess our progress against our commitments to gender equity and equity amongst underrepresented groups. The graphs below show TransUnion’s equity progress from 2019 to 2021 at the management and leadership levels. From 2019 to 2021, we saw a 2% increase of underrepresented groups in management in the United States, while women’s representation in leadership increased by 5% globally during the same period. PEOPLE AND DEI TRANSUNION | 2021 SUSTAINABILITY REPORT 31