2021 Stakeholder Sustainability Report

A MESSAGE FROM OUR PRESIDENT & CEO 2021 SUSTAINABILITY HIGHLIGHTS ABOUT MOODY'S BETTER BUSINESS BETTER LIVES BETTER SOLUTIONS APPENDIX Moody's 2021 Stakeholder Sustainability Report 61 Business and skills-specific programs >>> » >>> » Cornell FinTech & Innovation Program: Our first cohort of 40 employees successfully completed this five-month program, developed in partnership with Cornell University, to further their understanding of fintech and develop leading innovation and ideation skills. Credit Academy: In 2021, over 250 junior MIS employees signed on to jump-start their skill development through Credit Academy, which includes onboarding, job readiness and career progression training across the full set of skills required of analysts. Sales training: We launched a comprehensive sales training program to support more than 1,200 sales professionals in developing industry, customer and product knowledge (including technical and security matters). Rotational programs: We launched a new rotational Data Science Development Program, and we are going to expand the two-year early-career MA Technical Rotation Program (MATR) to include opportunities for employees across Moody's. Employees pursuing higher education can also take advantage of educational assistance that reimburses them for job-related educational costs. See the Compensation & Benefits section for more information. ESG training To continue helping our customers solve the most complex problems of our time, we are training our employees with deep domain expertise in ESG in subjects like climate risk and new ESG developments in our solutions. In 2021, we published live and recorded trainings that covered risk assessments, EU Taxonomy, UN SDGS, ESG financial markets, green bonds, climate-risk scenarios and many more. In 2022, we rolled out an all-employee modular training on sustainability and ESG. Continuous improvement of our learning programs We evaluate the effectiveness of our learning programs through a number of approaches, including skills assessment tools, focus groups, surveys and needs assessments deployed at the individual, team and business- unit levels. The findings from these assessments help make the initiatives more useful and actionable. The needs assessments ask employees and their managers to evaluate: » The effectiveness of training for a variety of skill areas; Training by numbers The continued impact of the pandemic affected training activity. For example, average hours decreased, in part, due to non-essential training being paused or reduced to align with business objectives and prioritize employee well-being. Total number of training hours¹ 251,109 218,816 205,419 » The importance of a particular skill area in helping the individual or the business meet their objectives; and 2019 » Individuals' training modality preferences. For example, a new survey in 2021 gauged how often participants applied their learning from Leadership Essentials to their day-to-day work as managers. According to the survey results, 92% of graduates agreed the program was effective in providing them with tools and techniques they applied to their roles as leaders, and 97% of graduates' managers agreed the program effectively enhanced the graduates' leadership skills. 2020 2021 Average training hours¹ 28 21 21 21 20 17 2019 2020 2021 Officer Non-officer Training and development expenditure per employee $717 $676 2020 2021 1 Data includes hours captured in Moody's University and online training programs related to topics such as compliance, professional development and diversity, equity and inclusion. In addition, leadership development hours are included in 2020 onwards.

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