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 48 Attracting diverse talent through inclusive recruiting¹ Our talent acquisition process embeds DE&I best practices at all stages through close collaboration with the hiring managers. We take a structured, objective approach to the interview process and employ the following practices: » >>> >>> Selecting a diverse interview panel to provide varied points of view during evaluation; Leveraging diverse recruiting tools and job boards to build a robust talent pipeline; Presenting diverse slates of qualified candidates for our open positions; >>> >>> » Establishing consistent interviewing practices, including the use of behavioral-based interviewing techniques, to reduce the possibility of unconscious interviewer bias; Formalizing feedback collection by using consistent rating scales to promote objective feedback on candidates, while reducing the possibility of unconscious interviewer bias; and Holding debrief meetings where the most junior interviewer on the panel provides candidate feedback first and the hiring manager last, to ensure an inclusive process where all voices are heard. In 2021, we implemented several new recruiting technologies, such as an augmented writing tool that helps our recruiters create job postings that use inclusive language to enhance our diverse candidate pipeline. We also partnered with PowerToFly and Fairygodboss to host a series of opportunities for our women employees to share their experiences in virtual career fairs, provide career advice and network with other women in technology. We welcomed 119 summer interns from around the world in 2021. some of whom connected with us through organizations we partner with, including Girls Who Code, ELC Scholars and Bridging the Gap. Below is the geographical breakdown of our 2021 summer intern class. AMERICAS 63 APAC EMEA 26 30 RE-IGNITE RE-IGNITE is our 16-week paid return-to-work opportunity for mid-to-senior-level individuals who are restarting their careers after a minimum two-year hiatus. Professionals who wish to return to the workforce after time away have access to hands-on project work, leadership development and networking opportunities, as well as visibility into our unique culture. Together, these components can help prepare individuals for a successful return to the workforce. In 2021, we expanded the program to the U.K. and transitioned from annual to year-round admissions. Since the RE-IGNITE program began in 2017, 80% of participants have become Moody's employees. 1 Refers to employees hired to be on Moody's payroll.

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