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UK Entities GenderPay Gap Report 2021March 2022

Foreword 2021“The Credit Suisse Research Institute published our latest Gender3000 report in 2021 and the evidence continues to be clear: thereis a strong, positive correlation between increased women inleadership and increased returns on capital, ESG and stockperformance.Recent Gender AwardsBloomberg Gender EqualityIndex 2021The Times top 50 Employers forWomen 2021At Credit Suisse, increasing representation of women from allbackgrounds in leadership is a business imperative. It is key to ourstrategy of investing in a sustainable talent pipeline, it links theexpectations of our current and future employees and clients to seetheir communities represented in our workforce, and it ensures weare positioned to secure long-term success. Through the widerange of initiatives detailed in this report, we continue to makeprogress towards that goal.”David MathersCEO, Credit Suisse International2

Diverse perspectives generate innovative solutionsIncreasing representation of womenSince the outbreak of the coronavirus pandemic at the start of 2020, ourattention continues to be focused on the welfare of our colleagues, clients andthose communities in which we operate.Credit Suisse has not allowed the global pandemic to divert our focus fromcritical goals, including making progress on our Diversity and Inclusion strategywhich includes representation targets.‘The great resignation’ has seen women leaving the workplace at adisproportionate rate across the globe, highlighting the disparities of worklife/home life responsibilities’ between men and women.At Credit Suisse we have chosen to lean into the challenges faced during thepandemic. Through adopting hybrid working models that better serve the needsof all our employees and the business, we begin a new era. We areimplementing work options that increase opportunities for everyone andencourage more women to grow their careers within Credit Suisse.Driven by the full commitment of the Credit Suisse Board of Directors, theExecutive Board and the senior leadership of all business divisions and functions,we continue to make progress against our Diversity and Inclusion strategy,including our target to increase the representation of women at the bank to 42%overall and our commitment to strengthen inclusion and belonging at the bank.Transparency is the foundation of our sustainable Diversity & Inclusion strategywhich leverages policies, processes and initiatives with a clear governance anddisclosure framework.One important measure that we continue to focus on is our gender pay gap.During the last 5 years we have seen our aggregate hourly mean gap reduce by4.5% and our aggregate bonus mean gap reduce by 12.2%. 2021 continued tosee all of our UK pay gap imbalances reduce, with the exception of an increase inthe hourly median gap of 0.1%.As we have seen in previous years, the root cause for gender pay gaps is thelack of parity in the numbers of senior females and males. To further reduce thisimbalance and support the progression of women into senior roles we’veexpanded our targets to increase women at the Managing Director levels to 20%by 2025. This is in addition to our Women in Finance Charter pledge where wecommit that at least 35% of our Executive Committees in our UK Legal Entitieswill be female by the end of 2024.3

Our approach to closing the gapWe know that without action we cannot changethe profile of our workforce or reduce ourGender Pay Gap. We do not consider tokenismor good intentions to be sufficient to achievemeaningful change.Our data-driven approach enables measurement ofprogress on steps to improve gender diversity in theUK and supports our effort to ensure a sustainabletalent pipeline. Access to reliable data and insightsenables us to focus our efforts in the right places tomake effective change and to supportwomen to progress to senior roles, to improveinclusivity and remove potential unconscious biasfrom our processes, such as recruitment,performance management, compensationdecision-making, leadership development andpromotions, and to use targets to measure progress.The gender pay gap in financial and insuranceactivities is higher than in the business economyas a whole.Eurostat, Gender Pay Gap Statistics 2021Set Targets Representation targets by corporate titleand business area, aligned to our externalcommitments. Setting our strategic direction and planthrough to 2024 to broaden ourcommitment to growing all our people andbusinesses through inclusion, access andopportunity; and leveraging our platform,resources and voice to increase equity inthe marketplace and communities in whichwe operate.Established regular reporting Reporting on progress to targets and keyunderlying processes that drive changes tothe gender mix(hiring/attrition/promotion). Reviewedquarterly and annually by senior leaders. Increasing transparency of our data andpractices through the SASB standards,Bloomberg Gender Equality Index, ourown Sustainability Report and inviting thescrutiny and accountability that will makeus better.Set-up formal governance to maintainfocus and drive accountability Annual update to the Board of Directorsfor each of the UK legal entities. Cross-bank Working Group withnominated champions from each Businessand Function with a remit to drive changein their areas.Hiring Gender neutral language in jobdescriptions. Female representation on interview panelsfor balanced decision making.Annual appraisal and compensationreview processes: Removing self-assessed ratings asresearch has shown self-assessments canreinforce gender disparity Ensuring all our employees continue to berewarded in a fair and unbiased manner.Promotions process Metrics prepared to monitor genderproportionality relative to the proportion ofmen and women at the corporate gradebelow. A focus on transparency with our staff onthe promotions process and outcomes.Increased communications andeducation Focus on role-modelling in internalcommunications (profiling senior men whowork flexibly; ensuring visiblerepresentation of senior women). CEO and Executive Board commitment toequality, respect, diversity and inclusioncommunicated internally and externally. Increase leadership competency througheducation and inclusive leadershiptraining.4

Diversity, Equity and Inclusion in 2021Our commitment and our progressAt Credit Suisse, we recognize that our identities arecomplex and varied and we believe that people arenot defined by one characteristic. Characteristics caninclude those protected by law, such as gender, age,gender identity, race, ethnicity, disability, religion orbelief or sexual orientation; other characteristics likestyle, work experience and education; and evenorganizational dimensions like location anddepartment.Our Sustainability Report outlines our strategy toimprove Diversity and Inclusion, our key initiativesand progressOur Diversity and Inclusion site sets out our strategyand our commitmentSustainability Report 2021 (credit-suisse.com)Diversity & Inclusion Credit Suisse (creditsuisse.com)Our strategy focuses on advancing Diversity andInclusion across our ecosystem of workplace,marketplace and community to make true progress.Our work is rooted in a strong foundation oftransparent metrics, regular communication, policies,governance and accountability, which we believe candrive systemic change for sustainable progress.Our Sustainability Report and Diversity and Inclusionsite are core resources to further our transparencyand track progress.5

Our overall UK Gender Pay GapTable 1 shows the three UK entities’ overall mean and median difference ingender pay. The overall hourly pay figures were taken on the snapshot date of 5April 2021. The overall bonus pay relates to the period 6 April 2020 to 5 April 2021.Table 3 illustrates the gender pay distribution across the UK entities overall.Our Gender Pay Gap shows we have clear under-representation of women in themiddle and highest paid quartiles. This means that there are more men in moresenior and higher paid positions.Table 3 Pay QuartilesTable 149.3%HourlyPayYear-on-yearnarrowing of meangap-2.3%Mean 34.7%Year-on-yearchange of mediangap0.1%Median 25.1%BonusPayYear-on-yearnarrowing of meangap-1.1%Mean 58.0%Year-on-yearnarrowing of mediangap-3.6%Median %Uppermiddle18.3%UpperMaleFemaleTable 4 illustrates the year-on-year trend in overall mean and median hourly andbonus gaps, showing the aggregate 4.5% reduction in mean salary gap and12.2% reduction in mean bonus gap.Table 2 shows an overall difference of 0.3% in the number of men and womenwho received a bonus in the relevant period.Table 2Proportion of womenpaid a bonus 92.6%Proportion of menpaid a bonus 92.9%Year-on-year change0.7%Year-on-year change0.9%Salary Average GapSalary Median Gap20172018Bonus Average Gap20192020Bonus Median Gap20216

UK EntitiesCredit Suisse has three employing entities – Credit Suisse International, CreditSuisse (UK) Limited and Credit Suisse Services AG, London Branch – for which weare required to provide Gender Pay Gap information under the reporting regulations.As of April 5, 2021, Credit Suisse Services AG, London Branch employed ourCorporate Functions teams performing resolution-critical roles; Credit SuisseInternational mainly employed our Sales, Trading and Investment Banking& Capital Markets functions and Credit Suisse (UK) Limited employed our PrivateBanking businesses.Credit SuisseInternational62.2%Credit Suisse (UK)Limited39.6%HourlyHourly66.5%16.5% 17.3%BonusHourlyCredit Suisse (UK)LimitedMale Female94.4%Male iddle25.9%UppermiddleCredit Suisse ServicesAG, London Branch92.2%97.0%92.2%47.4%MeanMedian72.2%93.6%52.6 %LowerLowermiddleBonus ProportionsCredit SuisseInternational47.8%Credit Suisse ServicesAG, London Branchby quartilesCredit Suisse ServicesAG, London 2.2%47.8%Credit Suisse (UK) Limitedby quartiles35.3%38.2%32.9%26.5%22.5%54.0%Credit SuisseInternational by quartiles90.5%Male rMaleFemale7

UK Entities GenderPay Gap Report 2021We confirm that the Credit Suisse Gender Pay Gap calculationsfeatured in this report are accurate.David Mathers, CEO, Credit Suisse InternationalJohn Devine, Chair, Credit Suisse InternationalChristian Berchem, CEO, Credit Suisse (UK) LimitedMaureen Erasmus, Chair, Credit Suisse (UK) Limited8

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What is the Gender Pay Gap?The Gender Pay Gap is the gap between themean or median hourly pay of all men and allwomen in an organisation. The Gender PayGap at Credit Suisse is in large part driven bythe higher proportion of men in senior andhigher paying positions. This means men as agroup receive higher pay on average thanwomen.Our Gender Pay Gap does not identify adifference in pay between men and women fordoing the same job, or jobs of equal value (anequal pay gap).This large pay gap is primarily driven by therelatively low number of women in senior roles inbanks in the UK.Explaining the pay gapExplaining Mean and MedianThe Gender Pay Gap is the gap between thegross median or mean hourly earnings for all menand the gross mean or median hourly earnings forall women.The mean is calculated by adding several itemstogether and dividing the total by the number ofitems. As such, the mean is typically more variableas it is more heavily influenced by extreme values(high and low).The pay gap Mean4Equal pay is men and women being paid thesame amount for the same work or work of equalvalue.The median represents the middle number in agiven sequence of numbers when the sequenceis put in rank order. 10