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ENVIRONMENTAL Reportadvantaged promotions and programs. In 2021, our LED lightingstrategy led us to upgrade 14% of our banking centers.1Accelerating digital banking usageWe offer a full slate of digital banking solutions to provideself-service options for our customers. We are committedto delivering advanced digital banking solutions that meetcustomers’ preferences for self-service transactions utilizingonline, mobile, and ATM channels. As customers turn to oursophisticated digital banking tools for managing their everydayfinances, reliance on fossil fuels for travel to and from thebanking center decreases.Total digital banking loginsgrew to 17.9 million in 2021,enabling customers to bankfrom anywhereIn 2021, total digital banking logins grew to 17.9 million, a3% increase over 2020, with a 7% growth in active digitalbanking profiles. Services within digital banking also grew inpopularity, with a 16% increase in total mobile deposit usersover 2020. Over 55% of our consumer customers and 21% ofour business customers are digitally active, with the majority ofour commercial clients using our treasury services within onlinebanking.We also implemented a “Walk Out Working” program that allowsnew customers to access their digital banking immediately afteropening their account. In December 2021, of our customers whoenrolled in digital banking, 64% enrolled the same day theyopened their account(s) with us, representing a 25% increase insame-day enrollment from 2020 to 2021, giving our customersimmediate access to their banking at their convenience.1Providing ESG investment capabilitiesCamden National Wealth Management works closely with clientsto customize investment portfolios and meet any ESG-relatedrequirements, such as avoiding fossil fuels and investing inalternative energy, on a portfolio-by-portfolio basis. While notconstrained by an ESG mandate as an organization, CamdenNational Wealth Management closely monitors ESG practices forindividual stock and bond investments, and individual companyESG rankings factor into our overall research process.1CAMDEN NATIONAL CORPORATION 2021 ESG REPORT17

SOCIAL ReportWe recognize the importance of our relationships with ourIn 2021, the Board of Directors adopted the followingemployees, customers, and the communities we serve. Ourdiversity statement outlining its commitment toemployees are the key to our success. We are powered byequality and inclusion across the company:an extraordinary team of over 620 employees—known asstakeholders—who work together to provide expert bankingsolutions to help people achieve their financial potential.Together, we make impactful solutions that matter to ourcustomers and our communities.We embrace a diverse workforce and community. We believewe have both the experience and responsibility to take aproactive approach in engaging and supporting a broadrange of employees. We strive to ensure our employees’ workexperience permits them to use their skills and passions to makea difference while growing their careers and being recognizedand appreciated for their diverse talents, backgrounds, andperspectives.1Creating a diverse and inclusive workenvironmentWe foster a culture of diversity, equity, and inclusion within ourplace of work, with our customers and in our communities. In“The Company values the benefits thatdiversity can bring to its Board of Directors. Adiverse board reflects a variety of importantperspectives in the boardroom, ultimatelyresulting in more informed decision making.Accordingly, in identifying potential nominees,the Governance and Risk Committee alsoconsiders whether a particular candidateadds to the overall diversity of the Board.The Governance and Risk Committeeseeks nominees with a broad diversity ofexperience, areas of expertise, professions,and perspectives including, but not limitedto, diversity with respect to age, race,ethnicity, gender, gender expression, andsexual orientation. The Governance and RiskCommittee will ensure that it will employ avariety of strategies to help develop a diversecandidate pool from which director nomineesare selected.”2021, our Diversity, Equity, and Inclusion Council was formedand sponsored by the president and CEO. The council is self-We are also a member of the Diversity Hiring Coalitiongoverned by employees and represents the diversity of ourof Maine, an affiliate of the Maine Society for Humanemployee population, including employees who identify asResource Management (SHRM) State Council. Theminorities and LGBTQ .Diversity Hiring Coalition of Maine focuses on threestrategic areas: 1. Aging Workforce, 2. Racial and EthnicAs of December 31, 2021, 68% of our employees identified asDiversity, and 3. LGBTQ Community. We engagefemale, 50% of our executive team identified as female, and 40%Employment Law Compliance, LLC to conduct our annualof our Board of Directors identified as females.affirmative action plan analysis, which again in 2021showed no under-representation of minorities or femalesin our workforce. We also voluntarily participate in theOffice of the Comptroller of the Currency (OCC) DiversitySelf-Assessment that monitors progress and trends inthe financial services industry regarding diversity andinclusion.68%50%40%of our workforce identifies as femaleof our executive team identifies as femaleof our Board of Directors identifies as female1In addition, we partnered with Portland Adult Educationto help foreign-trained professionals gain entry intothe financial services industry by training them as banktellers. In 2021, we donated 5,000 to the New MaineCAMDEN NATIONAL CORPORATION 2021 ESG REPORT18

SOCIAL ReportTeller Training Program, and had stakeholders provide training toamong other benefits designed to support our employeesimmigrants in the program.financial well-being and create a stronger economy in ourcommunities. Our pay practices have strong governanceWe look forward to rolling out more strategic initiatives in 2022processes, including a review of competitive marketand beyond.data from several proprietary surveys each year, manyspecifically related to the banking industry. Annual merit1Fostering a safe, welcoming workplacecultureincreases are assessed to ensure that decisions aremade based on performance, without bias against anygroup. At any time, employees can view their individualThrough our commitment to fostering a fair, safe, and welcomingTotal Rewards Statement, demonstrating the value ofworkplace environment for all, we aim to maintain a culture thattheir benefits and compensation, in our human resourceenables our employees to be their best in serving our customersplatform.and communities, while achieving business success.Through company-wide education, sound human resourcespractices, and communication efforts, we work to ensure that our 1.1 millionworkplace is safe for all and supports a culture where people feelin health savings accountthey can report incidents that may compromise safety.contributions.In our Stakeholder Handbook, which all employees review 2.9 millionand acknowledge annually, we outline our Harassmentand Retaliation Policy. In addition, we have a confidentialin 401(k) contributions, whichwhistleblower program that forwards complaints to the Businessincludes 1.4 million of profit shareEthics Officer who in turn reports to the Audit Committee andcontributions.the Board of Directors, and we work to take necessary action asquickly as possible after a complaint is received. 25,000To ensure workplace safety and preparedness, all employees takein employee wellnessannual active aggressor awareness training. Our banking centerreimbursements.employees are further trained on best practices in procedures for 22,000 opening and closing, robberies, hostage situations, bomb threats,alarm responses, and evacuations.provided to employees by wayof the Employee Emergency1 Delivering a “total rewards” employeeAssistance Program.compensation programOur “total rewards” employee compensation program aims toIn the fall of 2021, we increased our minimum wage forattract, retain, and reward high-performing talent at all levelsall employees to 17 per hour and provided an out-of-through a pay-for-performance philosophy. Through our totalcycle wage increase of 3% or more to all non-executiverewards compensation program, we provide competitive salaries,employees to help combat inflationary pressures. It ishealth and wellness benefits, 401(k) matches and contributions,noted that 61% of the wage increase dollars went tolife insurance, and Employee Assistance Programs (EAP),employees earning less than 75,000 per year.1CAMDEN NATIONAL CORPORATION 2021 ESG REPORT19

SOCIAL ReportWe aim to continue creating a culture of actively engagedthat each employee must include a personal well-beingemployees and believe that, as a result of our investments in thisgoal, as part of their individual goal setting. Throughoutarea, our employees are able to enjoy personal and professionalthe pandemic we established a number of facility safetygrowth.protocols, including hand sanitizer, face coverings, andphysical distancing requirements, along with enhancedWe also seek our employees’ opinions when they leave ourcleaning and daily health checks. We actively educate ourcompany with a confidential exit survey. Each of these surveysemployees on the benefits of the COVID-19 vaccine andare reviewed by senior leaders and the president and CEO sooffer paid time off to obtain a vaccine and/or booster shot.that we have the ability to recognize themes and determineOur Pandemic Team met weekly to review federal andareas of improvement.state regulations and guidance to be sure we adhere tobest practices.We celebrated employees at our annual employee appreciationevent. During this time we were able to recognize our employeesWe also provide a free Employee Assistance Programfor their hard work and dedication over the past year. In 2021, 13(EAP), a professional and confidential resource foremployees received Commitment Awards for their outstandingemployees and their family members seeking assistancededication to our customers, communities, employees, andwith any personal matter affecting their well-being,shareholders. Two individuals received the Employee of the Yearincluding depression, addiction, family and relationshipAward, our most prestigious recognition, given to recipientsmatters, grief/loss, coping with change, and otherwho emerge as natural leaders in all award categories andemotional challenges. Counselors are available around thedemonstrate an outstanding commitment to our vision, coreclock to provide confidential assistance. Throughout thevalues, and constituents.year, we offer EAP live webinars (which are also recordedfor later viewing) on various topics.1Supporting employee well-beingTo help mitigate the stress of unexpected financialWe are committed to our employees’ overall health and well-emergencies, we have a confidential Employee Emergencybeing and provide a comprehensive benefits program, includingAssistance Program. Open to any current employee, thesecompetitive medical, dental, and vision programs, some of whichfunds are available to employees experiencing financialare offered to employees at no cost. Our focus runs so deephardship to assist with housing costs, utility expenses,medical bills, or the costs of other unexpected life events.Over the past two years, we’ve had the opportunity2021to offer flexible work arrangements that support ouremployees and business needs, while preserving thecollaboration and opportunities that are core to ourA survey and awards programdedicated to identifying andrecognizing the state’s bestemployers and providingorganizations with valuableemployee feedback.culture. Our new work environment helps us supporta more adaptable way of working while remaining acompetitive and attractive employer to our prospectivetalent.1Maintaining open lines of communicationIn order to educate and empower our employees, we1CAMDEN NATIONAL CORPORATION 2021 ESG REPORT110

SOCIAL ReportProviding for our valuable employees. In 2021:Hosted monthly Wellness Education Serieswith topics ranging from understandingmental health to coping strategiesProvided Financially Savvy Stakeholderseminars on a variety of topics includingplanning for retirement34% of open positions were filled internally31 officer promotions19% of positions filled werereferrals from current employeesAdded Juneteenth to the calendaras a paid holiday. This brings thetotal number of bank holidays to 11in addition to paid time off (PTO)and a special paid day off for eachemployee’s birthdayIntroduced six weeks paid parentalleave, effective January 2022maintain open lines of communication between all levels ofprogress, accomplishments, and areas of improvement.employees and senior leadership. Employees receive regularEmployees are also encouraged to create a personalizedcompany-wide emails from our president and chief executiveCareer Development Plan in tandem with their managerofficer, and we host quarterly all-employee conference calls toto map out short- and long-term professional goals withdiscuss financial performance, achievements, and employeestrategies to achieve them. Managers and our humanrecognition. Our company intranet, known as The Anchor, is aresources team support employees through this process.great resource for all employees to read about company updatesWe strive to provide a multitude of opportunities—both atranging from technology to human resources and communitythe bank and through external programs—for employeeshappenings, complemented by engaging photos, employeeto grow, learn, and develop. We encourage each employeerecognitions, and access to company tools and resources.to create a Talent Profile which highlights their education,certifications, strengths, previous work experience, andAs a part of our CamdenCircle customer experience program,much more so that managers can find and match careeremployees are also encouraged to submit their feedback andopportunities with profiles.ideas for making the customer and employee experiences better.In 2021, employees submitted more than 149 ideas throughIn 2021, 18 high-potential leaders (56% of whom identifyour online portal for review and consideration by differentas female) participated in our Horizons 100 and 200departments across the bank, bringing the number of employeeleadership development programs, which bring futureideas submitted since the portal opened in 2017 to 770. Thisleaders together to hone their leadership skills, teach themprogram provides a mechanism for supporting employeeto collaborate to achieve key outcomes, and help theminnovation and idea generation at all levels of the bank.better understand our business. This unique program1 Investing in education, training, andleadership developmentprovides a solid foundation for a range of targetedskill development from introducing key leadershipcompetencies to expanding and refining key leadershipcapabilities.Each year, employees create a set of team and individual goalsthat we track throughout the year. These goals help measure our1We require our employees to learn how to ensureCAMDEN NATIONAL CORPORATION 2021 ESG REPORT111

SOCIAL Reportcustomer privacy, prevent fraud, and stay up-to-date on federaland state banking regulations that impact their work, as well2021 EmployeeSurvey Highlightsas regulations impacting employment law, such as sexualharassment laws and the Americans with Disabilities Act. Weactively track our compliance training through the AmericanBankers Association (ABA) learning management system86% Participation Ratewithin our human resources platform. We require a passingscore of 80% or higher on all compliance courses to be sure ouremployees have read and understood the material.Increase in Company GrandMean from 4.20 to 4.25/5OUR EMPLOYEES LOGGED MORE THAN14,000 HOURS OF TRAINING AND DEVELOPMENTWORK.Highest Results inFour-Year History with Gallup:“In the last six months, someoneat work has talked to me aboutmy progress.We offer employees a robust tuition reimbursement benefitto help reduce the financial stress of ongoing education andencourage our employees to build new knowledge and skills.”We also encourage employees to pursue certificates and offerprofessional designation reimbursements to help them beknowledge leaders in their area of the company. Through theABA and the Center for Financial Training, we provide employeesPartnering with global analytics firm Gallup, we regularlywith access to a catalog of classes that are taught locally andsurvey our employees for their feedback on theonline to help increase banking knowledge.fundamental elements of engagement in the workplace. In2021, 86% of our employees participated in the voluntaryWe are an equal employment opportunity/affirmative actionengagement survey, which saw the highest score since itsemployer. We are committed to providing a workplace freeinception in 2018. The survey includes 12 questions, knownof discrimination of all types, including abusive, offensive, oras the Q12, designed by Gallup to indicate the level ofharassing behavior.team engagement and compare progress year over year.1Creating an energized, engagedworkplace cultureNot only did the Grand Mean increase to a 4.25/5 from a4.20/5 overall, but we also saw increases in the results for8 of the Q12 items. These increases include the highestresult obtained in our survey’s history for Q11: “In the lastWe dedicate time and resources to continue building a culturesix months, someone at work has talked to me about mythat will attract and retain top talent. When employees firstprogre

Camden National Wealth Management 1 1 Camden National at a Glance* 58 Banking Centers 66 ATMs Founded in 1875 Headquarters in Camden, ME 2 Loan Production Offices 620 Employees 24/7 Customer Care 2021 Recognition & Awards We strive to listen to our customers and employees, understand their