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Introducing the Workplace Sentiment Index: Effective Sep-22 , we have made changes to the employee sentiment reporting process to reflect our input focus. Based on industry trends, we have deconstructed satisfaction at work into a number of proven actionable dimensions (based on past analysis these dimensions were proven to be highly correlated to outcome variables like JS,MS,TS) that are reflective of workplace quality (see Table 1 for the dimensions) as reported by our employees. Instead of reporting on the outcome variables which vary seasonally and sometimes unreliably, we shall limit our reporting on these input dimensions (which together make up the Workplace Sentiment Index) as they are consistently indicative of workplace quality making these more actionable as employers and circumvent unnecessary noise in the data. Table 1 : Dimensions of Workplace Quality: The overarching purpose of the Workplace Sentiment Index is to monitor workplace practices and improve where required. The definition of a great workplace that we espouse as part of the “Workplace Sentiment index” is articulated below: • A great workplace fairly rewards its employees. This is measured by the dimension “Benefits” as seen in Table 1. • A great workplace appropriately recognizes great work . This is measured by the dimension “Recognition” as seen in Table 1. • A great workplace ensures that jobs are well designed . This is measured by the dimensions “Autonomy”, “Job Importance”, “Skill Variety” as seen in Table 1. • A great workplace gives employees opportunities to develop skills and thus embark on a fulfilling career. This is measured by the dimension “Career Development” as seen in Table 1. • A great workplace strives to ensure that work can be done efficiently and effectively . This is measured by the dimensions “Workplace effectiveness” and “Role Clarity” as seen in Table 1. • A great workplace provides a supportive environment with constructive relationships among colleagues. This is measured by dimensions like “Team Competence”, “Team Trust”, “Inclusion”, “Respect at Workplace”, “Team Collaboration” as seen in Table 1. • A great workplace shall provide great people management. This is measured by dimensions like “Manager Coaching ability”, “Manager Support”, “Manager Communication” as seen in Table 1. • A great workplace allows for work–life harmony. This is measured by dimensions like “Work Life Harmony” as seen in Table 1. • A great workplace offers work that is constantly congruent with organisation values. These will be reported via scores on our Day 1 pillars. These will be reported along with their perceived importance amongst employees to enable action. Employee sentiment based on the input indices will be reported at a T3M level to enable comparison..

Employee Health Index(Overall Org-Apr). Overall Org Category Importance Satisfaction Benefits 4.39 2.98 Workplace Effectiveness 4.34 3.19 Skill Variety 4.23 3.69 Recognition 4.37 3.08 Inclusion 4.34 3.77 Manager's Coaching Ability 4.06 3.69 Manager's Support 4.27 3.69 Manager Led Career Development 4.61 3.69 Manager Communication 4.40 3.92 Team Competence 4.42 3.90 Team Collaboration 4.39 3.69 Customer Obsession Day 1 Culture 3.30 Embrace External Trends 3.90 High Velocity Decision Making 3.90 Resist Proxies 3.70.

Employee Health Index(Overall Org-May). Overall Org Category Importance Satisfaction Autonomy 4.60 3.30 Career Development 5.00 2.84 Workplace Communication 4.31 1.53 Manager led Autonomy 4.60 3.10 Manager Led Role Clarity 4.53 3.10 Manager Led Recognition 4.33 2.70 Team Trust 4.53 3.40 Respect at Workplace 4.36 3.40 Customer Obsession Day 1 Culture 4.14 Embrace External Trends 3.57 High Velocity Decision Making 3.43 Resist Proxies 3.29.

Employee Health Index(Overall Org-Jun). Work life Harmony 2.7142857142857144 4.1818181818181817 Job Importance 3.6428571428571428 3.9090909090909092 Role Clarity 3.9821428571428577 4.5333333333333332 Workplace Effectiveness 3.2142857142857144 4.333333333333333.

Parameters for Job Satisfaction (Overall Org-Apr).

Parameters for Job Satisfaction (Overall Org-May).

Parameters for Job Satisfaction (Overall Org-Jun).

Parameters for Manager Satisfaction (Overall Org-Apr).

Parameters for Manager Satisfaction (Overall Org-May).

Parameters for Manager Satisfaction (Overall Org-Jun).

Parameters for Team Satisfaction (Overall Org-Apr).

Parameters for Team Satisfaction (Overall Org-May).

Parameters for Team Satisfaction (Overall Org-Jun).

Day 1 Culture Trends-Jun. Nov Customer Obsession Embrace External Trends High Velocity Decision Making Resist Proxies 3.5 3.5 3.6666666666666665 3.8333333333333335 Dec Customer Obsession Embrace External Trends High Velocity Decision Making Resist Proxies 3.6 3.5 3.9 4.2 Jan Customer Obsession Embrace External Trends High Velocity Decision Making Resist Proxies 3.3333333333333335 3.4444444444444446 3.2222222222222223 3.2222222222222223 Feb Customer Obsession Embrace External Trends High Velocity Decision Making Resist Proxies 3.4210526315789473 3.6315789473684212 3.736842105263158 3.2105263157894739 Mar Customer Obsession Embrace External Trends High Velocity Decision Making Resist Proxies 3 3.375 3.4375 3.375 Apr Customer Obsession Embrace External Trends High Velocity Decision Making Resist Proxies 3.3 3.9 3.9 3.7 May Customer Obsession Embrace External Trends High Velocity Decision Making Resist Proxies 4.1428571428571432 3.5714285714285716 3.4285714285714284 3.2857142857142856 Jun 3.3636363636363638 3.5454545454545454 3.6363636363636362 3.2727272727272729.

Employee Health Index (L4 and above-Apr). L4 and Above Category Importance Satisfaction Benefits 4.47 2.89 Workplace Effectiveness 4.46 3.10 Skill Variety 4.34 3.80 Recognition 4.47 3.00 Inclusion 4.54 3.80 Manager's Coaching Ability 4.15 3.40 Manager's Support 4.41 3.50 Manager Led Career Development 4.82 3.60 Manager Communication 4.53 3.80 Team Competence 4.62 3.77 Team Collaboration 4.43 3.60 Customer Obsession Day 1 Culture 3.30 Embrace External Trends 3.90 High Velocity Decision Making 3.90 Resist Proxies 3.70.

Employee Health Index (L4 and above-May). L4 and Above Category Importance Satisfaction Autonomy 4.58 3.36 Career Development 5.00 3.03 Workplace Communication 4.20 1.57 Manager led Autonomy 4.58 3.43 Manager Led Role Clarity 4.50 3.14 Manager Led Recognition 4.17 3.00 Team Trust 4.42 3.43 Respect at Workplace 4.29 3.57 Customer Obsession Day 1 Culture 4.14 Embrace External Trends 3.57 High Velocity Decision Making 3.43 Resist Proxies 3.29.

Employee Health Index (L4 and above-Jun). Work life Harmony 2.5454545454545454 4 Job Importance 3.5454545454545454 3.8571428571428572 Role Clarity 3.9090909090909092 4.5 Workplace Effectiveness 3.0909090909090908 4.4444444444444446.

Parameters for Job Satisfaction (L4 and Above-Apr).

Parameters for Job Satisfaction (L4 and Above-May).

Parameters for Job Satisfaction (L4 and Above-Jun).

Parameters for Manager Satisfaction (L4 and above-Apr).

Parameters for Manager Satisfaction (L4 and above-May).

Parameters for Manager Satisfaction (L4 and above-Jun).

Parameters for Team Satisfaction (L4 and Above-Apr).

Parameters for Team Satisfaction (L4 and Above-May).

Parameters for Team Satisfaction (L4 and Above-Jun).

Direct wise scores (L4 and above) – Job Satisfaction Parameters-Jun.

Employee Health Index (L3 and below-Apr). L3 and Below Category Importance Satisfaction Benefits 4.34 3.33 Workplace Effectiveness 4.27 3.50 Skill Variety 4.17 3.33 Recognition 4.32 3.33 Inclusion 4.23 3.67 Manager's Coaching Ability 4.02 4.67 Manager's Support 4.21 4.33 Manager Led Career Development 4.49 4.00 Manager Communication 4.32 4.33 Team Competence 4.30 4.33 Team Collaboration 4.36 4.00 Customer Obsession Day 1 Culture NSA Embrace External Trends NSA High Velocity Decision Making NSA Resist Proxies NSA.

Employee Health Index (L3 and below-May). L3 and Below Category Importance Satisfaction Autonomy 4.67 3.17 Career Development 5.00 2.40 Workplace Communication 4.67 1.42 Manager led Autonomy 4.67 2.33 Manager Led Role Clarity 4.67 3.00 Manager Led Recognition 5.00 2.00 Team Trust 5.00 3.33 Respect at Workplace 4.50 3.00 Customer Obsession Day 1 Culture NSA Embrace External Trends NSA High Velocity Decision Making NSA Resist Proxies NSA.

Employee Health Index (L3 and below-Jun). Work life Harmony 3.3333333333333335 4.5 Job Importance 4 4 Role Clarity 4.25 4.666666666666667 Workplace Effectiveness 3.666666666666667 4.

Parameters for Job Satisfaction (L3 and below-Apr).

Parameters for Job Satisfaction (L3 and below-May).

Parameters for Job Satisfaction (L3 and below-Jun).

Parameters for Manager Satisfaction (L3 and below-Apr).

Parameters for Manager Satisfaction (L3 and below-May).

Parameters for Manager Satisfaction (L3 and below-Jun).

Parameters for Team Satisfaction (L3 and Below-Apr).

Parameters for Team Satisfaction (L3 and Below-May).

Parameters for Team Satisfaction (L3 and Below-Jun).