Driving a Cultureof Responsibility
2022 Environmental, Social, and Governance Report

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5 Approach
10 Ethics & Governance
16 Products
20 Environmental Stewardship
26 People & Culture
33 Community Impact
42 Data Tables
47 SASB/GRI/TCFD Index

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Letter from Vincent Pilettecontinued to elevate this mission, while taking
significant steps toward further embedding
ESG into our purpose-driven business.

We believe the digital world is only truly
empowering when people are confident in
the safety of all aspects of their digital lives.
As a global leader in consumer Cyber Safety,
empowering nearly 80 million users in morethan 150 countries, we have a unique ability toreach and help protect people online and thistranslates to an opportunity to better the world.
Since our inception, we have placed a highvalue on the importance of being a responsible
company. Managing environmental, social, andgovernance (ESG) impact is not just a program
but a set of values that the NortonLifeLockteam believes in. Our Corporate Responsibility
mission is to bring together our team, expertise,
and technology to build a safe, inclusive, andsustainable future. I am proud that in FY22 we

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We are all about Cyber Safety and know thisstarts with knowledge, understanding, andskills. We aim to reach one million people
through Cyber Safety education and training
by next year. In FY22, we committed $1 million
to the World Association of Girl Guides andGirl Scouts to expand Surf Smart 2.0, a badge
program that teaches girls and young women
to communicate, learn, have fun, raise their
voices as responsible citizens, and stay safe
while using the internet. We helped children
in vulnerable communities stay safe whenaccessing technology with Save the Children
India, and relaunched The Smart Talk, our free
digital safety tool for families co-created with
National PTA.
We are a people business, where diversity,
equity, and inclusion are a top priority. In
FY22, 33% of our global workforce selfidentified as women and we continued to reachgender parity for the independent membersof our Board of Directors. In the U.S., thepercentage of employees that self-identified
as having underrepresented racial and ethnic
backgrounds increased from 13% in FY21 to

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17% in FY22. We also became supporters of
the United Nations Standards of Conduct for
Business: Tackling Discrimination Against
LGBTI People, demonstrating our commitment
to LGBTQ+ inclusivity in our operations. To
be authentic and accountable for making
meaningful progress toward our diversity,
equity, and inclusion targets, we have madethose targets part of our FY23 executive
compensation program.
We recognize that we all share earth’s
resources, and our environmental stewardshipstrategy focuses on engaging our employees
and addressing our unique environmental
impacts in a way that aligns with ourCompany values. Between FY21 and FY22,
we reduced Scope 1 and 2 greenhouse gas
emissions by 39%, completed our first productlifecycle analysis, and 98% of our products
were delivered digitally. We also launched a
new employee resource group, N-EARTH,
which helps inspire, educate, and encourage
employees to take small actions every day
to support the planet. Through our newest
employee benefit, the Sustainable Home
Improvement Program, employees can receive
financial incentives to make sustainability
improvements at home. Since we launched thebenefit in April 2022, over 250 employees haveused it to install cooling roofs, upgrade insulation,
install energy efficient windows, and more.
We operate as a team and believe our employees
do their best work because they believe in
our purpose-driven company and the broader
contributions we make. In FY22, we donatedproducts to more than 9,300 nonprofits andpublic libraries, helping to keep their devices
and data secure. We are proud of our cultureof giving. And in FY22, 42% of our employees
participated in our volunteering and giving
programs, and we provided more than $4.7
million in total philanthropic giving. This included
product licenses, in-kind donations, and financial
contributions to support humanitarian crises
worldwide.
Lastly, we continue our commitment to theUnited Nations Global Compact (UNGC) and its
10 principles related to protecting human rights,
the environment, and combating corruption.
At NortonLifeLock, being a responsible corporate
citizen contributes to our goal to help protect
peoples’ digital lives. Authenticity and action
will guide us as we continue on a never-ending
journey to create a Cyber Safe and better world.
Vincent PiletteChief Executive Officer, NortonLifeLock

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Letter from Sue Barsamianfeel safe online and have the unique ability toprovide digital safety education and productsthat help empower children, women, families,
and underrepresented communities to takecontrol of their digital lives.

It is an understatement to say that life haschanged over the past years. The world isdifferent, the rate of change has never been
greater, and it takes agility and innovation toseize today’s opportunities.
Consumer buying habits also continue tochange and the importance of cybersecurity
is only increasing. NortonLifeLock’s vision
to help protect and empower people to live
their digital lives safely is vital as people
work, learn, socialize, bank, shop, and moredigitally. We believe that everyone deserves to

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The role and expectations around companies
has also evolved, from a singular focus
around revenue and profit to one of being animportant steward of our workforce, the world,
and the environment. At NortonLifeLock,environmental, social, and governance (ESG)
topics are one of the top focus areas on our
Board agenda, and we support authentic andimpactful actions that align with our businessand our values.
This includes prioritizing our employees
and focusing on what it means to have theright workforce for today and tomorrow.
NortonLifeLock’s culture of action,commitment to its customers and eachother, and our digital learning and mentoring
platforms have helped us attract and retain
top talent.

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PRODUCTSENVIRONMENTAL STEWARDSHIPWe also focus on the diversity, equity, andinclusion commitments the Company has
made and the progress we must continue
to make. This year, we improved racialand ethnic representation and decided tomake progress towards our diversity, equity,and inclusion targets a component of our
FY23 executive compensation program. We
are proud to continue to achieve gender parity
for the independent members of our Board of
Directors.

We believethat everyone
deserves to feelsafe online and havethe unique ability
to provide digital
safety educationand products that
help empowerchildren, women,
families, andunderrepresented
communities totake control of theirdigital lives.”

True to the nature of NortonLifeLock, we aretransparent with our actions. As you readthis report, we hope you will find that weare tracking the things that matter to ourstakeholders, comparing our performanceagainst external benchmarks, continuing todisclose our commitments and progress, anddriving value for our customers, employees,
communities, and our business.
Sue Barsamian
Board Member and Nominating andGovernance Committee Chair, NortonLifeLock

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About NortonLifeLock Inc.

Launched

NOVEMBER 4, 2019

Net Revenue

Headquarters$2.8

TEMPE, ARIZONA, USA

Employees

SectorWORLDWIDE ~2,7002

TECHNOLOGYBILLION1~80 million users
in 150+ countries

9 million+
cyberthreats blockedon average every day3

1,000+ patents
worldwide

NortonLifeLock.com
1 As of April 1, 2022.
2 As of April 1, 2022.
3 NortonLifeLock technology blocks more than 9 million cyberthreats on average every day.

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Our Vision is to protect and empower
people to live their digital lives safely.
NortonLifeLock is a global leader in consumer Cyber Safety and the consumer’s trusted
ally in an increasingly complex and connected world. We believe the digital world isonly truly empowering when people are confident in their online security, privacy, andidentity theft protection.
Our growing portfolio of trusted and recognized brands includes:2
Devices includes computers,
smartphones, andtablets.& GOVERNANCE
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4APPROACH
Creating authentic, tangible, positive impacts.

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Corporate Responsibility strategy and commitment
Our commitment to Corporate
Responsibility is a critical anchor of ourcorporate vision to protect and empower
people to live their digital lives safely. Last
year, we launched NortonLifeLock Cares,
with a renewed Corporate Responsibility
mission to bring together our team,expertise, and powerful technology tobuild a safe, inclusive, and sustainable
future.
Our Corporate Responsibility strategy
focuses on the authentic, tangible, positive
contributions we make to the customers,
employees, communities, and otherstakeholders we serve, which we believe
drives shareholder value. As a company
focused on Cyber Safety, we utilize ourunique expertise and provide digital safety
education, training, and product donations
that help children, women, families, andunderrepresented communities staysafe online. We also operate ethically;safeguard our customers', partners', andemployee data; support the communities
where we live and work; drive a cultureof giving; minimize our environmental
footprint; and are committed to building astrong, diverse, and passionate team.

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We are proud of our progress delivering positiveenvironmental, social, and governance (ESG)
impacts, and have taken significant steps towardembedding ESG further into our mission-driven
business. For example, in FY22, we establishedquantitative ESG targets, deepened the involvementof our Board and senior leaders in our ESG strategy
through a new ESG Working Group, expanded
our nonprofit partnerships to support our global
business expansion, and continued to advance oursignature Cyber Safety programs.

Prioritizing our ESG efforts
Our materiality assessment helps us to identify
and manage critical ESG priorities, opportunities,
and risks. More details of our last assessment
conducted in 2020, which included a rigorous
quantitative assessment, internal and externalinterviews, and analysis, can be found in our 2020
Corporate Responsibility Report on page 9.

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We plan to update our materiality assessment
in FY23.
Read more about our formal Corporate
Responsibility process, which includes
the stakeholders and stages critical tobusiness-focused, impactful, and transparent
management of our ESG issues, on page 8 ofour 2021 ESG Report.

Looking forward
In addition to a refreshed materiality
assessment, in FY23 we also plan to track
and share data against our new quantitative
targets; further expand our product donation
partnership with TechSoup; bring digital
safety education and training to even moregirls, women, children, and families, especiallythose in vulnerable communities; and provide
employees with meaningful opportunities to
put their time and skills to use.

Supporting The United Nations
As a signatory to the United Nations Global
Compact, we continue to support their ten
principles, and this report serves as ourannual Communication on Progress. We
also support the United Nations Sustainable
Development Goals (SDGs) and recognize

Our commitment to Corporate Responsibility is helping shape

the opportunity to align our core businessour brand and bring our vision to life. It attracts, expands, andcapabilities with society’s most pressing

engages so many audiences. It guides us to take action and leads us toneeds. We provide metrics and highlights

authentic programs that are both true to our Company and allow us toto quantify and illustrate our impact andshow up for our communities in meaningful ways.”

contributions to the SDGs on page 42.

– Krista Todd, Chief Marketing Officer, NortonLifeLock

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Corporate Responsibility objectives
Priority ESG Topic

Objective Set In 2020

New FY23 Target(s)4

Key Actions in FY22

Education andTraining for Cyber
SafetyLeverage NortonLifeLock’s
leading expertise andtechnology in Cyber
Safety to help protect
communities.

- Reach 1 million people through Cyber Safety
training and education.

More than half of our philanthropic support was directed
towards Cyber Safety training and education. We expanded
key partnerships with National PTA, World Association of Girl
Guides and Girls Scouts, and the National Network to End
Domestic Violence. Learn more in the Community Impact
section of this report.

Invest in high-impact
nonprofits to bringmore women andunderrepresented groups
into cybersecurity andtech.

- Increase representation of women globally by 5%
by FY25.

Talent Development
and Engagement/
Employee
Volunteeringand Giving

Drive opportunities for
employee volunteeringand giving and increase
employee participation
rate.

- More than half of our employees participate involunteering and giving.

Climate andEnergyEstablish NortonLifeLockas an environmentally
responsible business.

- In FY23 and FY24, we will be reassessing ourenvironmental baselines.

Diversity, Equity, andInclusion (DEI)In FY22, we enhanced our 2020 qualitative
targets and set quantitative targets toimprove our performance and strengthen
the transparency of our priority ESG
focus areas. To develop and refine thesetargets, we worked with external experts,
benchmarked best practices, reviewed
peer targets, and engaged with seniorleadership. These external ESG targets
are coupled with additional performancetargets that are tracked and sharedinternally.

- Provide product donations to 12,000
organizations.
- Allocate 60%+ of philanthropy budget to Cyber
Safety education and training.

- Reach 18% of employees that self-identified as
racially/ethnically diverse and 9% of employeesthat self-identified as Black in the U.S. by FY25.
- More than 50% of our philanthropic grants have a
DEI component.

- Provide $5 million in total charitable giving.

Through our grants focused on increasing gender and diverse
representation in tech, we supported Out & Equal, Disability:IN,
the Reboot Representation Tech Coalition, NASSCOM, andthrough our most recent partnership with Women4Cyber wewill contribute $150,000 per year for the next two years. Learn
more in the People & Culture section of this report.

42% of our employees participated in volunteering and giving
programs in FY22 and we offered 42 volunteer opportunities
for employees to engage in. In total, employees spent 3,582
hours volunteering to support causes important to them. Learn
more in the Community Impact section of this report.
We reduced Scope 1 and 2 emissions by 39% in FY22, 27% ofelectricity used was from renewable sources, and 27% of ourphysical products (those that use paper) used Forest
Stewardship Council (FSC) certified paper. We launched ournewest ERG, N-EARTH, and created a new employee benefit,
the Sustainable Home Improvement Program. Learn more in
the Environmental Stewardship section of this report.

4 All targets are FY23 unless otherwise noted.

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Engaging our stakeholders

NortonLifeLock has identified stakeholders
as groups or individuals with an interest in orconcern with our business. We also consider
those our business affects in various ways.
Engaging our stakeholders—employees, investors,
customers, partners, communities, governmental
and nongovernmental organizations, suppliers,
and industry groups—provides us with insight into
shifting external expectations and informs our
Corporate Responsibility strategy.

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Stakeholder Group

Channels

FY22 Highlight

Consumers- Cyber Safety education- Social media/blog platform- Media

Through Norton’s Digital Living on the Bright Side, we brought
upbeat messages to consumers about how to stay Cyber Safe.

Employees- All-hands meetings- Employee resource groups- Volunteer, giving, and learning opportunities- Internal newsletter and intranet- Surveys

We expanded virtual and skills-based volunteer opportunities
and 42% of employees participated in our volunteering and giving
program.

Board/Leadership- Quarterly updates- Additional meetings as needed

Corporate Responsibility leadership presented quarterly to our
Board, CEO, and to our ESG Working Group, a group of crossfunctional Company leaders, to review strategy and progress.

Investors- Direct responses- Quarterly earnings calls- Annual shareholder meeting- Investor days
- Reporting (Annual Report, Form 10-K, Proxy
Statement, ESG Report)- Participation in ESG ratings and rankings

Through direct meetings with our investors, we heard requests toprovide more information around our whistleblowing processes anda desire for quantitative targets. In response, we have included asubsection on whistleblowing on page 12, and have made our FY23
targets public on page 7.

Communities- Employee volunteering and giving- Monetary grants- Product donation- Impact reports- Social media/blog platform- Surveys

NortonLifeLock committed $1 million to the World Association ofGirl Guides and Girl Scouts to expand the Surf Smart 2.0 program
into Europe and empower thousands more girl guides and scouts to
help keep themselves and others safe online.

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FY22 ESG highlights

$4.7M

42%

9,331

33%

IN CHARITABLE
GIVINGEMPLOYEE PARTICIPATION IN
VOLUNTEERING AND GIVINGPROGRAMSNONPROFITS RECEIVED
PRODUCT DONATIONSWOMEN IN OUR GLOBALWORKFORCE

39%

27%

98%

56%

EMISSIONSREDUCTION5

OF ELECTRICITY USEDIS FROM RENEWABLE
SOURCESOF PRODUCTS
DELIVERED DIGITALLY

2022
RECOGNITION

2022

OF BOARD DIRECTORSARE DIVERSE6

Our world continues to change, as do the needs of our customers and employees. In response, we have built an ESG approach that is adaptable and forwardthinking. We directly involve our Company leaders, employees, nonprofit partners, and other stakeholders when setting our Corporate Responsibility strategy andimplementing our programs. Both this engagement and our continued flexibility have played a key role in the authentic and real contributions we have provided to help
protect our planet and support our communities this year.”– Kim Allman, Head of Corporate Responsibility and Government Affairs

5 Scope 1 and 2 GHG emissions reduction between FY21 and FY22.
6 Includes Women, Ethnic Diversity, and/or LGBTQ+ diversity.

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9ETHICS &GOVERNANCE
Conducting our business honestly and with transparency.

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Ethics & Governance
ESG oversight

Corporate governance

Our Leadership Team is highly engaged in
our ESG and Corporate Responsibility efforts.
Our Head of Corporate Responsibility andGovernment Affairs reports to our Chief
Marketing Officer and meets quarterly with
our CEO and Leadership Team, and crossfunctional ESG Working Group to review ourstrategy, progress, and program updates.

We engage in honest and open communication about our Company's financial
and governance activities and have made our NortonLifeLock Code of Conduct,
the composition of our corporate committees, our political disclosure andaccountability, and our Company charters publicly available on our website.

The Nominating and Governance Committeeof our Board of Directors has oversight over theCompany’s Corporate Responsibility strategy,
and our full Board of Directors receives aquarterly ESG update. This quarterly update
includes performance data and program
information across environmental stewardship,
ethics, community investment, and more;progress made toward our Corporate
Responsibility targets; and information on
emerging ESG priorities. Additionally, as partof our ESG reporting process, we hold monthly
meetings with functional leaders to review our
ESG disclosures.

Our Board of Directors is charged with representing the interests of ourstockholders and ensuring that the Company is managed in alignment with ourcommitment to the principles of Corporate Responsibility as outlined in this report.

Read more about ESG management in the
Approach section.

Read more about our Board structure, governance, and activities on our website
and in our Annual Report.

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Read more about our approach to Corporate Governance on our website and in
our Annual Report.

Board of Directors

The Board is comprised of nine directors, and there are three primary committees
and one subcommittee of the Board: the Audit Committee, the Compensation andLeadership Development Committee, the Nominating and Governance Committee,
and the Technology and Cybersecurity Subcommittee. The Board has delegatedvarious responsibilities and authorities to these different committees, as describedin our Annual Report. Eight of our nine Board Directors are independent, and ourcommittees are made up of independent Directors.
Diversity of the Board is important to NortonLifeLock. In FY22, women represented
44% of our Board of Directors and 50% of our independent Board Directors. As of
FY22, 22% of Directors are racially or ethnically diverse.

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Executive compensation
We believe our executive compensation
programs benefit our employees, customers,
partners, and stockholders by having
management’s compensation tied to ournear- and long-term performance. In general,these pay programs reward the achievement ofchallenging performance goals that align withour business strategy. We have a continued
and heightened commitment to pay-forperformance and to corporate governance bestpractices. We have decided to make progress
toward our diversity, equity, and inclusion
targets a component of our FY23 executive
compensation program.
Read more about our Company’s approach to
executive compensation in our Annual Report.

EthicsNortonLifeLock is committed to conducting its
business fairly and honestly. Our reputation isa valuable business asset, and ethical and legal
conduct is essential for our continued success.
Our Code of Conduct aligns our Company
values with day-to-day work, and helps our
employees make decisions that benefit
our business and help protect us from risk.
Compliance with the Code of Conduct, as
well as with applicable laws, regulations, andCompany policies, is mandatory.

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Our Code of Conduct is offered to employees
in five languages (English, French, German,
Romanian, and Japanese). Our Partner
Code of Conduct applies to business
partners involved in the distribution, resale,or commercialization of our products andservices, whether a direct or indirect partner.
Additional ethical safeguards include our
Global Supplier Code of Conduct, Global
Procurement Policy, Global Anti-Corruption
and Bribery Policy, and Global Antitrust andCompetition Policy. In FY21, we introduced
a standalone Conflicts of Interest policy, andwe held EMEA-specific trainings to address
anti-competitive behavior, anti-trust, andmonopoly practices.
Each year, employees participate in a
mandatory Code of Conduct training. In
FY22, we highlighted modules on humanrights and modern slavery; anti-bribery andcorruption; managing conflicts of interest;and diversity, equity, and inclusion. In total,
100% of employees completed the training(excluding employees on leaves of absence).
In FY23, we have offered modules including
Competition Law, Insider Trading, andConfidential and Proprietary Information.
Additionally, every other year, employees
complete mandatory training on creating aharassment-free workplace and preventing
sexual harassment.

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Employees must follow NortonLifeLock’s
Information Security Policy and Standards.
In FY23, we offered security trainings,
including ‘Secure from the Start’ andour annual Security Awareness training,privacy trainings on the General Data
Protection Regulation (GDPR) and theCalifornia Consumer Privacy Act (CCPA),as well as training related to global trade
sanctions.
Read about ethical productdevelopment in the Products section.

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Whistleblowing
The Audit Committee of our Board of Directors,
our internal Ethics & Compliance Steering
Committee, and our Head of Compliance haveaccountability and oversight of NortonLifeLock’s
mechanisms for reporting ethics violations andconcerns as well as our system’s effectiveness.
Employees are informed of our whistleblowing
process through annual Code of Conduct training,
Preventing Workplace Harassment training, andfunctional group trainings regarding the process
to submit ethics violations and concerns.

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12NSight, our intranet, also houses resources,
including an FAQ document about
whistleblowing investigations, and is regularly
updated.
Employee questions or concerns may bereported directly to the Audit Committee
chair, through our anonymous, 24/7
EthicsLine hotline, through direct
management, and/or through the People &Culture team. The Audit Committee chair hasaccess to all cases submitted through the
EthicsLine database and our robust reporting
process includes taking corrective actions in
response to submissions.
Information gathered through these channels
influences remediation actions, process
improvements, tool improvements, employee
communications, and management training.
We are proud to report that, since webecame a standalone company in 2019, zerohuman rights issues have been reported.

Enterprise risk management
NortonLifeLock’s enterprise risk
management (ERM) practices are focusedon identifying and managing risks that could
impact the achievement of our strategy andbusiness objectives. This includes reducing
the likelihood that events will occur, or if they
do occur, managing the impacts.

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We have incorporated climate risk into our
ERM process, and in FY22 expanded our ERM
process to include an assessment of priority
ESG topics.
The Board of Directors and supporting
committees of the Board are responsible
for the oversight of NortonLifeLock’s risk
management practices. Based upon thenature of the risk, the Board or appropriate
committee regularly reviews the identification,measurement, prioritization, management, andmonitoring of enterprise risks.

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PRODUCTSENVIRONMENTAL STEWARDSHIPOur CEO and Leadership Team are
responsible for the overall managementof enterprise risks, specifically theprioritization and allocation of resources
to manage NortonLifeLock’s risk profile
to an acceptable level. An Enterprise Risk
Committee is in place to periodicallyreview enterprise risks and confirm thatappropriate risk response plans are in placeand operating effectively. Category riskowners provide self-assurance and are
responsible for the inherent and residual

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risk of their respective categories. Our
Internal Audit function is responsible forindependently assessing the enterprise risk
profile for NortonLifeLock and validating theresults against management’s self-assessed
profile. The identification, assessment,
prioritization, and reporting of enterpriserisks, and the response to those risks, is an
ongoing process.
Read more about our approach to risk
management in our Annual Report.

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Commitment to human rights
NortonLifeLock works to help protect humanrights, both in our own operations andthroughout our supply chain. Our Human
Rights Policy Statement, available in English,
Spanish, and Portuguese, builds on ourcommitment to uphold the 10 principles of
the United Nations Global Compact, andis aligned with the Universal Declaration of
Human Rights. This commitment is also
enshrined in our Code of Conduct and Global
Supplier Code of Conduct. Our Directors,
officers, employees, interns, and contractorsof NortonLifeLock, as well as third-parties
acting on behalf of the Company, are expected
to be aware of the implications of violating
any aspect of our Code of Conduct and Global
Supplier Code of Conduct.

for human trafficking based on the Company's
own review. We also held a virtual supply chain
audit of these two primary suppliers and foundthey had no human rights breaches in the past
four years.

Public policy and advocacy
NortonLifeLock participates in thedevelopment of public policy that affects
our consumers, our business, and products.
In partnership with business and tradeassociations, we work with local, regional,
national, and international lawmakers andgovernment agencies to advocate for policy
and legislation that supports our ability to help

protect consumers, innovate, and help support
the unimpeded flow of the world’s information.
We engage in public policy debates worldwide
and our experts are called upon to testify
in front of the U.S. Congress, in Europe,and around the globe. We look to promotelegislation that can truly accommodate thecomplexities of consumer Cyber Safety andsecurity and promote a level playing field
across the global marketplace.
In addition to cybersecurity, our communities
face numerous social issues. Led by our Headof Corporate Responsibility and Government
Affairs, we have developed an internal systemand cross-functional group of leaders that
discusses and then decides on a Company
response to specific social issues and events.
This process helps us to respond to issues
critical to our business and employees in athoughtful and authentic way. As an example,
in response to the shootings in Buffalo, NY, andUvalde, TX, we offered 2:1 employee donation
matching to gun control organizations, including
Everytown. In response to the Ukraine crisis, we
provided financial grants, product donations,and automatically renewed licenses for Ukraine
customers for six months.
Read more in the Community Impact section.

Additionally, in FY22, we signed a letter insupport of the United Nations Standardsof Conduct for Business: Tackling
Discrimination Against LGBTI People, further
demonstrating our commitment to LGBTQ+
inclusivity in our operations.
Through a new supplier onboarding process,we can screen our suppliers for human rightsalignment and track them more efficiently
through a digitized platform. In FY22, ourtwo main suppliers, which manufacture anddistribute over 97% of our physical products
globally by spend, were considered “low risk”

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Political disclosure and accountability

Policy partnerships

Since 2001, NortonLifeLock has maintained a
Global Political Contributions Policy, a formal
policy regarding political activities, political
disclosure, and accountability. The Board’s
Nominating and Governance Committeemonitors compliance with this policy.
NortonLifeLock currently does not make any
contributions to political candidates and, as
of April 2020, does not maintain a politicalaction committee. We publicly disclose
our trade association affiliations and ourCompany position on various public policy
issues.

We join other businesses, peers, nonprofits,
and industry thought-leaders to accelerate
our impact. We do not allow our membershipdues to be used for political purposes. In FY22,
we became members of the sustainability
network CERES. We also signed their Business
Letter of Support for A Federal Clean Electricity
Standard, to support transformation of the U.S.
electric power grid to 100% clean energy by2035. In FY22, we continued our involvementin the Better Identity Coalition, which works
alongside policymakers to improve digital
security, privacy, and identity protection througheducation and collaboration.

Policy engagement and awareness
Our Government Affairs team raises
awareness and provides key data and insightto elected officials, their staff, media, andthrough industry coalitions. While muchcybersecurity legislation focuses on theneeds of enterprises and nation states, ourteam raises awareness with legislators andfocuses on advocating for people’s rightto live their digital lives safely. In FY22, key
advocacy priorities continued to be helping
protect consumers from COVID-19 relief andcredit reporting scams, unwanted collectionof personal data by data brokers, healthcare
fraud, unemployment insurance fraud, andthe increased risk of identity theft as people
spent more time online.

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We continued our work as a member of
the National Institute of Standards andTechnology’s (NIST) National Cybersecurity
Center of Excellence, a collaborative hub whereindustry organizations, government agencies,
and academic institutions work together toaddress the United States’ most pressing
cybersecurity issues. We also participate in the
National Cyber Security Alliance, Silicon Valley
Tax Directors Group, Information Technology
Industry Council (ITI), and sit on the SAFECode
Board of Directors. Additionally, this year webecame a founding partner in the Identity
Theft Resource Center’s (ITRC) initiative toprovide identity education and protection
programs and culturally competent victim
services to support Black communities.

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PRODUCTSENVIRONMENTAL STEWARDSHIP

NortonLifeLock CTO Darren Shou joins experts from Google and the National Cyber Security Alliance todiscuss digital privacy and rights.

In FY22, we held two events to increaseawareness of current Cyber Safety challenges.
The first, Cybersecuring America: Our
Shared Responsibility, focused on the
public and private approaches needed to help
protect digital privacy and rights. Our CTO
Darren Shou joined an expert panel along withpresenters from the National Cyber Security
Alliance and Google.
The second event, National Cyber Security
Alliance and Nasdaq 2021 Cybersecurity
Summit–Cybersecurity Crossroads: The

PEOPLE & CULTURE

COMMUNITY IMPACT

Intersection of Information, Technology, andPeople—featured our CTO and industry experts
discussing challenges the cybersecurity
community faces and how organizations andprofessionals can enable a safer and moresecure world.
Read more about our engagement withrespect to environmental issues in theEnvironmental Stewardship section.
Read more about transparency on politicalengagement on our website.

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PRODUCTS
Helping keep people everywhere Cyber Safe.

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Products
The world has changed, and Cyber Safety is no longer a nice to have, but part of our everyday lives.
We are dedicated to helping keep people everywhere Cyber Safe with our award-winning products
and services.

Privacy Excellence

Leading Cyber Safety Products

Governance

Related Products• Privacy Operating Model (POM)• LifeLock™ by Norton• Global Privacy Policy• Norton™ Privacy Monitor Assistant• Operational Privacy Compliance• Global Privacy Statement• Product and Service Privacy Notices• Norton™ Secure VPN• SafePic™ by Norton Labs
• BotSight™ by Norton Labs
• Norton™ AntiTrack

Programs• ReputationDefender• Privacy Business Leads Program• Avira Phantom VPN• Trainings (Code of Conduct, compliance-• Norton™ Privacy Builder

related, business functional trainings)

Product Innovation and R&D

Regulatory Compliance• Norton Labs

• EU Data Protection• Norton Research Group• Privacy Portal + Data Subject Rights
Self-Serve Module

Education and Awareness• Preparing for CPRA

• Internet Security Center• Avira Labs

• Cyber Safety Center

Data Privacy &Protection
We are committed to data privacy andprotection in two ways—building products andprocesses to help protect the privacy of ourcustomers, and safeguarding the personal dataof our customers, employees, vendors, andpartners. We go beyond regional data protection
laws to provide essential rights to our customers
regardless of whether a law requires it.

Award-winning Cyber Safety
products
Our products and services span multiple brands
including Norton, LifeLock by Norton, Avira, andReputationDefender.
Last year’s acquisition of Germany-based Avira
broadened our geographic and privacy expertise.
Now fully integrated into NortonLifeLock, theAvira suite allows consumers around the globe
to boost security and performance on common
operating platforms by shielding users fromdigital dangers and spyware and encryptinguser data to provide safer, more secure digitalinteractions.

Building the knowledge to takecontrol
It can be challenging for consumers tounderstand the protections of apps andcompanies that hold their data. Privacy
policies can be difficult to understand, andour goal is to help customers understandhow and why we process their personal
information. As a thought leader in theindustry, we provide additional support
articles through our robust Internet
Security Center on topics including
malware, privacy, online scams, kids’safety, ID theft, and general FAQ andhow-to resources. Easy access to contact
information makes it easy for customers
to exercise their privacy rights and get theirquestions answered. In the last year, theInternet Security Center website had 16.2
million unique visitors.7
7 As of August 2022.

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In addition, we acquired award-winning
ReputationDefender, the pioneer technology
in the online reputation management space,providing online reputation and digital privacy
solutions for individuals and businesses aroundthe world.

Privacy excellence
In everything we do, we use a customer-first,
privacy by design approach to anticipate,
identify, and prevent invasive events before they
happen. Privacy measures are not add-ons in
our products, but fully integrated componentsof the system. We only collect personal data for
specified, clear, and legitimate purposes, and
we only collect as much personal data as weneed to achieve those purposes.

Governance
We hold ourselves accountable through our
guiding principles, internal/external audits,
employee privacy and data protection
awareness, continuous improvement, andeffective risk management. For example,
NortonLifeLock’s Privacy Operating Model(POM), shown on page 11 of the 2020
Corporate Responsibility Report, creates
accountability for privacy from the Board andLeadership Team to the employees handlingpersonal information daily. Additionally, ourPrivacy Business Lead program embeds privacy
experts at the front lines of the Company. This
year, we added privacy experts in our legal teamand on our Board of Directors.

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To celebrate Safer Internet Week Norton and National PTA hosted a week of live virtual events, including
this video and a Facebook Live, reaching more than 6,000 viewers.

We have also established a dedicated Technology
and Cybersecurity Board Subcommittee, which
enhanced and progressed the Security for Privacy
program.

Training
In FY22, 100% of our active employees completed
our Code of Conduct, Security, and FTC trainings.
In addition, employees received role-specificprivacy trainings that addressed topics such as
the California Consumer Protection Act (CCPA),
GDPR, Privacy by Design, and cookie compliance.
Our People & Culture team members received
training focused on protecting employee privacy ina human resources and facilities context. In FY23,
we also deployed privacy and security training
to our contingent workforce, an industry-leading
action that furthers our commitment to valuable
and timely training of our entire Company.

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Driving education and awarenessCompliance
The landscape of privacy and data protection
laws and regulations continues to grow more
complex. As our EU employee base grewwith the acquisition of German-based Avira,in FY22, we transitioned the focus of ourdata protection oversight committee to theEuropean Economic Area and focused heavily
on European privacy issues. Additionally,
we broadened our directors in this region,
including one focused on employee privacy
issues. We continued preparing for newly
enacted laws, such as the California Privacy
Rights Act (CPRA) in the U.S., and addressing
shifting privacy regulations worldwide. We
also joined the conversation on pressing
privacy and cybersecurity topics, such as
the increase in privacy regulator actions andconsumer privacy activism.

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We are putting the power of data privacy andprotection into consumers' hands. This year
we were signature sponsors of Data Privacy
Week, a global effort to empower individuals
and encourage business to prioritize digital
privacy and security.
We also hosted a week of live-virtual eventsin partnership with National PTA's, Safer
Internet Week Celebrations, and its PTA
Connected initiative, which NortonLifeLockis the Founding Sponsor of. Read and watch
more here.
And we took part in the National Instituteof Standards and Technology (NIST) Cyber
Security Week building awareness about
the opportunities and importance of thecybersecurity industry.

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We are committed to providing ourcustomers with transparency and we
process personal data in accordance withapplicable legislation. See our Global Privacy
Statement for more information on our
Personal Data processing practices andour Product and Service Privacy Notices formore on how Personal Data is collected andused.
Read more about our public policy andadvocacy efforts in the Governance section.

Information security
We maintain a comprehensive technology
and cybersecurity program to support theeffectiveness of our systems and prepare
for information security risks. This includes
regular oversight of our programs andsecurity monitoring for internal and external
threats to safeguard the confidentiality andintegrity of our information assets. We test
our business continuity plans and incident
response procedures at least annually,and 100% of our information security
management system is aligned to ISO 27001
and NIST SOC 2 Type 2.
Our Head of Cyber Security remains
responsible for our cybersecurity programand meets at least quarterly with the Boardof Directors or the Audit Committee of
the Board of Directors to brief them ontechnology and information security matters,
including the newly established Technology

INTRODUCTION

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and Cybersecurity Subcommittee of theBoard. All Board Directors have Cyber
Safety and technology expertise andexperience.

Spotlight
These include:

Our IT infrastructure and information
security management systems are audited
by external auditors each fiscal year, and we
conduct third-party vulnerability analysis,
including simulated hacker attacks.
Additionally, we carry insurance thatprovides protection against the potential
losses arising from a cybersecurity incident.

Ethical product innovation
As part of our commitment to deliver
positive environmental, social, andgovernance impacts, we consider the
positive or negative environmental andsocial impacts that may result from our
products and services. For example, in
FY22, the product team reviewed productaccessibility and made changes to color
contrast, text sizes, and content labels
to improve accessibility for all users.
Recognizing this opportunity, our Head ofCorporate Responsibility and Government
Affairs is now part of a cross-functional
product working group that meets
monthly. This group plans to formalize an
approach to ethical product innovationthat will embed social and environmental
considerations into new and enhanced
products.

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIP• We introduced Social Media Monitoring, whichkeeps a pulse on customers' social media accounts,
notifying them of suspected account compromiseor potentially risky links in their account feed. It also
helps protect children against cyberbullying on theirsocial media feeds, with notifications of content
that may be sexually explicit, drug-related or violent,
or include hate speech.

Embracing Innovation
Our technology is powered by a team ofexperienced experts dedicated to staying
a step ahead to help keep people Cyber
Safe. In FY22, we invested $253 million in
research and development (R&D), representing
approximately 9% of net revenues.
The flagship research team within
NortonLifeLock, Norton Labs, provides
cutting-edge technology and innovation to
the Company and the community at large,
while also spearheading world-class thought
leadership work through the Norton Cyber
Safety Center, research publications such as
the Norton Cyber Safety Insights Report, andacademic collaborations worldwide. Recently,
the Labs team developed the technologies
behind ground-breaking products that address
modern concerns, like online tracking andmisinformation.

PEOPLE & CULTURE

COMMUNITY IMPACT• The Labs team, in cooperation with productengineering, released Norton™ AntiTrack, whichhelps protect against tracking and fingerprinting
technology. As of FY23, AntiTrack has blocked
more than 1.31 billion trackers, and prevented 167
million fingerprinting attempts.
• In 2022, we expanded the reach of our Norton™
Identity Advisor Plus to the UK, Germany, Australia,
and New Zealand to help more victims of identity
theft resolve their issues.
• The success of BotSight in flagging misinformation
on social media has continued with a steady rateof new users adopting BotSight for their Twitter
feeds. As of FY23, BotSight is scanning more than
120,000 requests daily and has over 1,000 daily
active users.
• We added new and expanded privacy features
to our industry-leading Norton™ VPN and beganoffering Privacy Monitor Assistant as a standalone service.

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ENVIRONMENTAL
STEWARDSHIP
Addressing our unique environmental impacts.

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Environmental StewardshipProtecting our planet is key to a safe and sustainable future. Our environmental stewardship strategy focuses on addressing our uniqueenvironmental impacts in a way that aligns with our Company values. Our publicly available Environmental Management Policy outlines ourapproach the managing these impacts.

NortonLifeLock Environmental Stewardship Pillars
Climate andEnergySustainable
Products

Supply Chain

Engagement

Reporting

Reduce greenhousegas emissions fromour operations.

Reduce theenvironmental
footprint of our
products acrosstheir life cycle.

Promote highstandards forenvironmental
stewardship in our
supply chain.

Engage and educate
employees onenvironmental
topics. Partner with
NGOs to accelerate
and amplify our work.

Be transparent
about ourprogress andcommitments.

Incorporated
emissions fromremote work and full
Scope 3 baseline;
embedded climate
risks in ERM.

Completed first life
cycle assessment(LCA).

Added climate/environmental
questions into
onboarding process.

Launched new
ERG N-EARTH, theSustainable Home
Improvement Program,and expanded NGO
partnerships to include
Barefoot College
International and GRID
Alternatives.

Increased ESG
disclosures infinancial reporting,began reporting to
CDP & TCFD.

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Pillar 1: Climate and energy
We work to minimize greenhouse gas (GHG)
emissions across our value chain, including
the buildings where employees work, the data
centers that power our products, how andwhen our employees travel, the practices ofour suppliers, and the use of our products.
With 98% of our products offered digitally,
emissions from data centers and office energyuse (Scope 1 and 2 emissions), as well as
employee travel and the goods and services
we purchase (Scope 3 emissions) remain our
top priorities.

To address data center emissions, our Tucson data
center was decommissioned, and operations weremoved to more efficient co-located data centersthat rely on less carbon intensive electricity grids.
We are pleased to have achieved a 39% reductionin Scope 1 and 2 GHG emissions between FY21
and FY22. This reduction was primarily due tothe transition of our Tuscon data center and our
remote work business strategy, which has allowed
us to move away from physical office space. In
FY22, we used 121,108 gigajoules of electricity,
27% of which was from renewable sources that
also help reduce emissions.

This year, we expanded our GHG inventory toinclude relevant Scope 3 emissions sources,
including emissions from employees
who work remotely. Climate risks havebeen embedded into our Enterprise Risk
Management process and we continue toexplore opportunities to establish an external
climate goal while working towards ourinternal performance targets. We also joined
CERES8, and added sustainability aspects
into our Marketing and Branding Policy andTravel Policy.

39%

Scope 1 and 2 GHG
emissions reduction
between FY21 and FY22

8 CERES membership active during FY22 only.

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Pillar 2: Sustainable products
In FY22, 98% of our products weredelivered digitally, and 27% of ourphysical products (those that use
paper) used Forest StewardshipCouncil (FSC) certified paper. We
continue to explore options for smaller
and more sustainable packaging
materials. Additionally, we arecompliant with packaging regulations
globally and fund the cost of
packaging recycling for our customers
through in-country recycling schemes.

Our First Lifecycle Analysis
In FY22, we completed our first product environmental lifecycle analysis (LCA). The LCA analyzed the environmental impact of one physical productacross one year. With the thoroughness and analytic consistency of the LCA process, we can apply the results of this product and make data-driven
decisions to improve the sustainability of our full product portfolio and supply chain. Additionally, the LCA has helped lay the groundwork to define
product-specific targets. Highlights from the LCA were shared with our Leadership Team and key opportunities, which we are currently reviewing, arelisted in this graphic.

Life cycle
Life
Lifeassessment
Life
Life
Life
assessment
cycle
cycle
opportunities
assessment
cycle
opportunities
assessment
cycle
opportunities
assessment
cycleopportunities
assessment
opportunities
opportunities
NLOK physical
NLOKproductphysicalNLOK(1physicalproduct
unit
NLOK
over
product(1physical
1unit
NLOK
year)
over
(1product
physical
unit
1NLOK
year)
over
(1
product
physical
1unit
year)
over
(1
productunit
1 year)over(1 unit
1 year)over 1 year)

In FY22, 100% of our products again
complied with the European Union’s
Registration, Evaluation, Authorisation,
and Restriction of Chemicals (REACH)
regulation, which manages the risks ofhazardous substances in products.
We continue to monitor and analyze theenvironmental impacts of our Norton
Crypto product and have signed on to
the Crypto Climate Accord. We support
the Accord’s objectives to decarbonize
the global crypto industry by prioritizing
climate stewardship and supporting theindustry’s transition to net-zero GHG
emissions by 2040.

INTRODUCTION

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Manufacturing and use phases tend to generate the most impacts.

Extraction of
raw materials

Raw materials
processing

Transportation

ManufacturingUse

End of life

Manufacturing
Manufacturing
and useManufacturingphasesand usetend
Manufacturingphasesandto generate
use
Manufacturing
tendphasesandto generate
use
Manufacturing
tendphasestoandgenerateuse
tendphasesandto generateuse
tendphasesto generate
tend to generate
Sourcing raw
Sourcing
materials
raw
Sourcing
locallymaterials
andraw
Sourcing
sourcing
materials
locally andraw
Sourcing
locallysourcing
materials
andraw
Sourcing
sourcing
locallymaterials
raw
andlocallymaterials
sourcing
andlocallysourcing
sourcing
theandmost
impacts
the most impacts
the most impacts
the most impacts
the most impacts
the most impacts
recycled or recycledsustainableor
recycled
sustainable
paper asor recycled
asustainable
paper asorrecycled
asustainable
paper asorrecycled
asustainable
paperorassustainableapaper as apaper as a
• Sourcingfeedstock
raw materials
andsourcing
recycledor sustainable• Sourcing renewable electricity at manufacturing
tofeedstock
reducelocallytransportation
feedstock
to reducetotransportation
feedstock
reduceimpactstransportationtofeedstock
reduceimpacts
feedstocktransportation
to reduce
impactstotransportation
reduceimpactstransportation
impacts impacts
paper as a feedstock to reduce transportation impacts.
further
reduceelectricity
emissions.
Sourcing renewable
Sourcing electricity
renewable
Sourcing renewableelectricity
Sourcingfacilities
electricity
renewable
Sourcing to
renewable
Sourcing
electricity
renewable
electricity
at manufacturing
at manufacturing
facilities
at manufacturing
to facilities
at manufacturing
facilities
at manufacturing
to facilities
at manufacturing
tofacilities
tofacilities to packaging,• to
Exploringalternative
sustainablefurther reduce
furtheremissions
reducefurtheremissions
reducefurtheremissions
reducefurtheremissions
reducefurtheremissions
reducesuchasbiodegradable
or emissions
recycled packaging.

ETHICS & GOVERNANCE

Exploring alternative
Exploring Exploringalternativealternative
Exploring alternative
Exploring alternative
Exploring alternative
sustainable sustainable
packagingsustainablesuch
packagingas sustainable
packagingsuch as sustainablesuch
packagingas sustainable
packagingsuch as packaging
such as such as
biodegradable
biodegradable
or recycled
biodegradable
or recycled
biodegradable
or recycled
biodegradable
or recycled
biodegradable
or recycledor recycled
packaging packagingpackaging packaging packagingpackaging

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Pillar 3: Supply chain sustainability
We promote high standards for environmental
stewardship in our supply chain through transparency
and regular engagement with our suppliers. Our
Global Supplier Code of Conduct sets forth the
responsible business standards to which we expect
suppliers, their employees, and any subcontracted
parties to adhere. In FY22, 100% of our Tier 1
physical product suppliers agreed to the Corporate
Responsibility requirements outlined in our Global
Supplier Code of Conduct. Our two main suppliers,
which produce over 97% of our global physicalproduct by spend, also maintain environmental
management systems that are ISO 14001 certified.
In FY22, we added climate and environmental
questions into supplier onboarding questionnaires
and used the findings to educate and encourage
suppliers to address environmental gaps. We
continue to review suppliers’ climate action goals andperformance.
Read more about our commitment to supply chain
responsibility in the Community Impact section.

From the start of our partnership with NortonLifeLock it was clear supplier sustainability was a priority. The
feedback and insights from NortonLifeLock on how we can address and strengthen sustainability at GZ Media,
a NortonLifeLock supplier, has been invaluable. It has opened our eyes to new opportunities we may have missed. We
are grateful for a business partnership that goes beyond the status quo and allows us to work together in creating abetter future for our company and the world."– Petr Levenec, Commercial Director of Print & Packaging, GZ Media, a NortonLifeLock supplier

Pillar 4: Engagement
In FY22, we continued bringing employees
into our efforts to help protect the planet.
In April 2021, we launched a 10-weekcampaign to educate employees on thesmall sustainability actions they could
take at home. A total of 314 participation
hours were logged in our Earth Champions
Start at Home campaign, as employees
swapped lighting for CFL and LED bulbs,
turned off the tap while brushing their teeth,
completed plastic audits, and more.

The positive
response tothis campaign
helped lead tothe launch of ournewest employee
resource group: N-EARTH. N-EARTH
helps inspire, educate, and encourage
employees to take small actions every
day to support the planet. We believe
that, together, our individual acts canhelp save forests, conserve water,

Here at NortonLifeLock, I am a language quality manager in the Globalization department. Our job is to help
ensure we speak the language of our customers and make them feel at home within our brands. Just as we as
humans need to feel at home on planet Earth, understand it, and speak its language. That is why I am also a Greenpeace
activist, a Climate Reality leader, and a sustainability podcast host. Meeting so many passionate and talented people
at NortonLifeLock who are ready to make a difference motivates and inspires me more than I can say. Together, ourindividual acts and our collective action will help save our future. Join us!”

reduce air pollution, and tackle climatechange, and N-EARTH has alreadydesigned a year-round program to help
employees learn easy ways to choosesustainability every day.
In FY22, we also launched a new
employee benefit, the Sustainable
Home Improvement Program. Throughthis program, employees can apply toreceive up to $500 per year to makesustainability improvements in theirown homes. The program not only
helps employees and the planet but
will also have a positive impact on
NortonLifeLock’s Scope 3 emissions.
Eligible improvements span several
categories, from electricity (and electricvehicle charging), to heating and cooling,water conservation, and others likecomposting and gardening.

– Julia Kaldenhoff, N‑EARTH Champion

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Community partnerships amplify our environmental impact
Barefoot College International

GRID Alternatives’ National Tribal Program

Planet Water Foundation

ATREE

Our three-year partnership with BarefootCollege International (BCI) supports theirwomen-centered global network, dedicatedto sustainable development in impoverishedcommunities. BCI operates across more than
90 countries, and NortonLifeLock’s $100,000
per year grant funding supports BCI’s
Solar Mama initiative, which provides solar
engineering and education programs.

We provide grant funding to GRID
Alternatives’ National Tribal Program, which
advances economic and environmental
justice through renewable energy. Since
the partnership began in April 2021, ourfunding has helped install 800+ kilowatts ofsolar power across California, New Mexico,
Montana, and Alaska. These installations
include residential projects and a handful of
Tribal community buildings, providing a local
source of clean energy and the opportunity
to reinvest energy savings back into thecommunity. With NortonLifeLock-funded
projects, GRID is expecting to avoid ~5,000
tons of carbon emissions over the lifetime ofthe systems. Read more on our Corporate
Responsibility blog.

Planet Water Foundation improves access toclean and safe drinking water in impoverishedareas in the Asia-Pacific region and Latin
America. Together we have helped bringclean and safe drinking water to communities
in India. We helped fund the installation of
14 AquaHome systems in a town near thecity of Pune. This technology filters rain andgroundwater and can provide up to 120 litersof fresh drinking water per hour. In anothersponsored installation in Keerapakkam,
Tamil Nadu, four NortonLifeLock employees
volunteered to help install an AquaTower
system, which can support the daily drinking
requirements of roughly 1,800 people.

ATREE, the Ashoka Trust for Researchin Ecology and Environment, generates
interdisciplinary knowledge to inform
policy and practice towards conservationand sustainability. At the end of FY22,
NortonLifeLock renewed its partnershipfor two years through a grant that will
support the livelihoods of tea garden
communities that support women bypromoting technology adoption, training,and skills development.

NortonLifeLock partners with GRID Alternatives to bringsolar energy to underserved communities.

With NortonLifeLock support, Planet Water Foundation installed
14 AquaHome systems and an AquaTower system in India.

NortonLifeLock’s partnership with Barefoot College
International will support their Solar Mama initiative.

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Pillar 5: Reporting
We continue to focus on transparent
disclosure of our environmental
performance. We reported to CDP (formerly
the Carbon Disclosure Project) for the firsttime this year and have made it easier for
stakeholders to access environmental
stewardship data through this ESG Report.
We are also working toward alignment withthe recommendations of the Task Forceon Climate-related Financial Disclosures(TCFD) and have included a TCFD Index forthe first time in the back of this report.
Read more about reporting in the
Approach section.

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PEOPLE &CULTURE
Building a strong, diverse, and passionate team.

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People & Culture
Our unique culture encourages action, collaboration, and pushing beyond our comfort zones to never stop growing. We are committed to building astrong, diverse, and passionate team, committed to our customers and each other.

Diversity, equity,and inclusion
Diversity, equity, and inclusion (DEI) are a toppriority at NortonLifeLock. We celebrate an
inclusive workplace and culture where peopleof every race, ethnicity, age, religion, gender
identity or expression, sexual orientation, ability,
background, and experience are respected andencouraged to thrive. We have a dedicated DEI
team reporting into our Chief People & Culture
Officer who has leadership accountability for
our DEI strategy and programs. She reports
directly to our CEO and is part of our Leadership
Team. The Nominating and Governance andCompensation and Leadership Development
Committees of our Board of Directors provide
oversight and are actively engaged in our DEI
strategy. We share our DEI progress with the full
Board on a quarterly basis.
Our DEI mission is to increase our global
representation of underrepresented groups
at all levels (diversity), where everyone has an

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ETHICS & GOVERNANCE

opportunity for development and advancement(equity), and can bring their whole selves to workand feel valued every day (inclusion). This mission
is built upon four foundational pillars: measurement
and accountability; fostering an inclusive
environment; diversifying our workforce; andemployee development and retention. Driving this is
our strategy to attract, retain, and develop top talentthat represents the diversity of our business—nearly
80 million people from different ethnicities, cultures,
abilities, ages, and more.
We have a Global Inclusion Policy, which we review
annually. We are now supporters of the United
Nations Standards of Conduct for Business Tackling
Discrimination Against LGBTI People, a global setof standards guiding businesses in protecting therights and eliminating discrimination of LGBTI
employees, customers, and community members.

Measurement and accountability
Clear and actionable multi-year representation
targets are set at the leadership level,9 while weclosely track data to assess our progress and drive
accountability. Diversity scorecards are shared

PRODUCTSENVIRONMENTAL STEWARDSHIP

Our values drive us

with senior leaders quarterly and reinforce
our proactive tracking of progress toward
our targets, to diversify our workforce. Thesescorecards include actual representation
data and targets, as well as what is neededto achieve these targets. Ultimately, we
are working to increase the representationof women globally and underrepresented
groups, including but not limited to racialand ethnic representation (including Black
representation), in the U.S.

We live by our core values—values thatcelebrate diversity, promote teamwork,and encourage every team member tocontribute and grow.
• Advocate: Think Consumer First• Be Empowered: Own It• Communicate: Be Open and Authentic• Execute: Smart and Scrappy• Win Together: Innovate and Grow

NortonLifeLock is an exciting company to be a part of,
because of the important and rewarding work we do andthe people behind it. Our leaders make themselves available toour employees and our culture supports the pursuit of new ideas
and opportunities. While change across our industry is constant,
we are fostering a resilient, collaborative, and adaptive workforce
that is empowered to grow how and when they need to. NortonLifeLock is a place where
people come for both a mission-driven career and life experience.”– Kara Jordan, Chief People & Culture Officer, NortonLifeLock

9 These targets are shared internally.

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Progress towards our 2025 DEI targets

FY22

FY22

FY20 11%
FY21 13%

FY20 3% FY21 6%
FY25 TARGET9%

FY25 TARGET

33%

17%

18%

7%

FY20 31%
FY21 33%

40%

FY22

FY25 TARGETGender
33% of our global
employees self-identified
as women

Racial/Ethnic Diversity
17% of our U.S.
employees self-identified as
racially/ethnically diverse

In FY22, women continued to make up 33%
of our global workforce. We also continued
to achieve gender parity for the independent
members of our Board of Directors and 44%
of our Directors self-identified as women.
Underrepresented racial/ethnic diversity in the
U.S. increased from 13% in FY21 to 17% in FY22.
We ask applicants, new hires, and employees10 toself-identify their demographics and importantcharacteristics such as race, ethnicity, veteranstatus, disabilities, sexual orientation, andpronouns. This helps us accurately measure
the diversity of our applicant pool and team andinforms our people strategies.

We offer group learning sessions that go beyondclassroom training and encourage authentic andopen discussion led by employee facilitators.
This includes our positively received Global
Discovery Series, an employee-led culturalcontent creation and delivery program thatoffers one-hour sessions on regional cultures
to employees. We recently launched the Global
Collaboration Series, which began as a threemodule learning opportunity centered on culture,including: What is Culture?, Cultural Intelligence,and Workplace Basics. The Building CultureIntelligence Toolkit, a collection of articles, digitalmodules, and other media, was provided toparticipants to support these discussions.

Champions to discuss our DEI initiatives, the
ERGs’ goals, and needs to meet their mission.

Black
7% of our U.S.
employees self-identified
as Black

Visit our investor relations website forour most recent U.S. EEO-1 Component 1
Data Collection Report.

Our quarterly TED@Work series features
NortonLifeLock leaders facilitating intimate
and open discussions based on TED Talks
centered on culture, inclusion, and diversity.
We also offer education curated by our DEI
team and raise awareness of diversity topics(unconscious bias, inclusive leadership,allyship, microaggressions, privilege andprejudice, and more) through All-Hands
meetings, published blogs, Learning Journeys
published in our internal newsletter and on
our intranet, and community events.

Our NortonLifeLock ERGs include:

Fostering an inclusive
environment
We are invested in creating an inclusive
experience at NortonLifeLock. Our eight
Employee Resource Groups (ERGs) educate,inspire, and unite employees through eventsand initiatives, learning journeys, mentoring,
volunteering opportunities, and more. Our
Leadership Team directly engages with
our ERGs and meets regularly with our

For details on our ERGs visit our DEI webpage.
10 Applicants, new hires, and employees in the U.S. only.

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Looking ahead, we plan to continue the series
and cover additional critical topics, such asactive listening, respect, and psychologicalsafety. Awareness and cultural inclusion
consciousness is also built into our Codeof Conduct training, which 100% of active
employees completed in FY22.

My childhood placed me among a very diverse group of friends,
and it taught me that everyone has a story. Everyone can contribute
if we are willing to listen. Diversity to me equals strength. Differences inthought are how we come together to create a better world.”– Patrick Schwind, Head of Consumer Services and Inside Sales

opportunities, such as LEADS coffee chats
and allyship training with Out and Equal. Our
ERGs also host educational discussions suchas NOBLE’s code-switching conversation and
N-ABLED's dialogue around accommodationneeds and offerings.
NortonLifeLock's ERG NOBLE and the Diversity, Equity, andInclusion team held a Juneteenth awareness event.

ERGs and Corporate Responsibility make an
impact: Our ERGs partnered with our Corporate
Responsibility and our DEI teams on numerous
events and campaigns throughout the year. This
included our annual virtual Pride Parade with
the Human Rights Campaign; global and virtual
National Hispanic Heritage Month and Cincode Mayo events; an International Women’sDay panel event; an all-Company World
Autism Month event where employees heard
directly from our partners at Disability: IN,
the Autism Society of Southern Arizona, and
the Adora Alliance; global and virtual Black
History Month, Juneteenth, and the Many
Shades of NOBLE series; as well as quarterly

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Read more in the Community Impact
section about how our ERGs, DEI team, andCorporate Responsibility team work together
to support our communities.

Diversifying our workforce
We work to increase the representation of
our team at all levels. We continue to explore
opportunities to engage with the best global
partners in order to increase our job visibility
and candidate sourcing options. Our TalentAcquisition team strives to leverage diverse
interview panels and to attract diverse
candidates. This includes partnering with
our ERGs and team members as sources of
education, insight, and referrals to fuel our
recruiting efforts.

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Development and retention
We offer intentional development programs
for underrepresented team members.
For example, this year we extended ourparticipation in McKinsey & Company’s
Connected Leaders Academy. In addition to
the Black Leadership Academy, we offeredemployees involvement in the Asian and
Hispanic Connected Leader Academy as well.
A total of 55 learners took part in an Academy
in FY22, a significant increase from the sevenemployees involved in FY21. Additionally,
women employees across the globe attended
the Women in Tech conference, and several
employees attended the Out & Equal Global
Workplace Summit.

2022

PEOPLE & CULTURE

Scored 100 three years in a row
on the Human Rights Campaign
Corporate Equality Index.

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Human capitalmanagement

Nvest learning
Career Growth and Development Support | Mentorship and Networking | Accessible Learning

Our talented, passionate, and diverse teammembers play a key role in our businesssuccess. Our human capital management
strategy reflects our unique values and growthmindset, as we work to attract, retain, engage,
and develop our talent. The Compensation andLeadership Development Committee of our
Board oversees human capital management, and
our Board of Directors is invested in our talentmanagement strategies, culture, leadership
quality development, and overall engagement.
Read more about the Board's role in oversightof human capital management in our Annual
Report.

Recruiting new talent
Our recruiters work across regions to identify thebest sourcing approaches, tools, technologies,
vendors, and partners to build a globally
expansive, yet locally effective talent acquisition
process. Through recurring meetings with seniorleaders, we regularly reevaluate our process toconfirm we are hiring people with the skills weneed now and the ones we are likely to need in
the future. We provide full visibility on every hire
to our leadership, including our CEO.

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Nvest eLearning

From the moment we contact a potential
hire, the talent acquisition team provides anengaging and inviting experience, highlighting
our learning and development opportunities,
our mentorship culture, as well as how to
get involved in our Corporate Responsibility
program and ERGs. Our People & Culture andCorporate Responsibility teams work closely
together, and 100% of new employees receive
information as part of a thorough welcome andonboarding process on NortonLifeLock Cares
and how to get involved. We continue to survey
new hires to pinpoint opportunities to further
improve our recruitment and hiring practices.

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPTED@Work

Nvest Mentorship

Nvest NU

Talent development and engagement

Accessible learning

Aligning our DEI and Learning and Development
strategies and initiatives has always been apriority at NortonLifeLock. Our Learning &Development team has a two-fold goal: to help
employees achieve their career goals and to
evolve and grow our talent within our business.
One of our primary programs in achieving thesegoals is called Nvest Learning. Nvest Learning
provides a suite of offerings, including accessible
learning options, career growth and development
support, mentorship, and networking. Full-time
employees and interns have immediate access tothis platform from day one of their career journey.

We build our learning offerings to meet
our employees in the unique places theyneed to advance in the career journey
they want and to best serve the worldclass expertise our business needs.
Through our Talent and Performance
tool in WorkDay, employees can create
an Individual Development Plan,establish goals, identify skills they
have and skills they want to grow, andsocialize their development goals with
their People Leader.

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From there, employees can utilize the
20,000+ on-demand modules offeredthrough Nvest eLearning, our online learning
platform,11 and access our Toolkit Library
for always-available digital learnings that fit
different learning styles. We curate a variety
of interactive modules and learning paths,
which global team members have accessto 24/7. These modules are designed toalign with business unit and team priorities
and our culture and include Business,
Technology, Leadership & Management, andHealth & Wellness, coupled with cultural andinclusivity learning topics. Monthly learningand development topics are highlighted
through our internal communications
channels to help employees explore anddiscover new modules, skills, and topics
that inspire curiosity and expand theirdevelopment horizons. Nvest eLearning waslaunched during FY22 and as of July 2022,
active participation has grown to over one
third of our workforce who collectively haveparticipated in over 5,000 digital courses.
Participants gave Nvest eLearning courses a
rating of 4.45/5.0.
Additionally, our TED@Work series, offered
to individuals and teams, includes over 660
powerful TED talks curated by our Learning &Development team to offer the most relevant

and thought-provoking topics for groupand individual learning opportunities.
These conversations include practical
tools to activate ideas and challenge,
inspire, and motivate employees and havebeen leveraged within smaller teams anddiscussion groups.
Our LEADS (Learn, Educate, Achieve,and Develop for Success) ERG supports
employees early in their careers, andpromotes development. LEADS hosts
monthly group learning opportunities
on topics like change management,
career development, cultural intelligence,and business strategies and needs.
Additionally, LEADS provides a criticalfeedback loop, offering insights that help
us evolve and expand our learning anddevelopment programs.
The Tuition Reimbursement program,expanded during FY22, is designed toprovide financial support, investment, andencouragement for our team members
to pursue professional and educational
certifications, in addition to traditional
academic programs. This program is anadditional benefit designed to support
employees’ ongoing development and isavailable to full-time employees.

11 Available to full-time employees and interns.

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Leadership development
We provide learning paths and toolkits forleaders at any level of career development.
In FY22, we launched our Nvest
NortonLifeLock University (Nvest NU). A
leadership program that inspires, engages,
and invests in current and aspiring
People Leaders to develop empathetic,
courageous, and empowered leaders. The
program offers comprehensive course
options and group learning opportunities
with best-in-class content from Harvard
University. Hundreds of recognition
badges and certificates have been
awarded to participants to recognize theirachievements since this program launched.
Additionally, groups across the globe meetand discuss specific modules, and leverage
dedicated team channels encouraging atruly global group learning and coachingexperience.
As of July 2022, over 200 People Leaders
have participated in Nvest NU, and theparticipant pool continues to grow. This
year, Nvest NU expanded enrollment toinclude our ERG Champions, and laterin 2022, we plan to launch in-houseprofessional coaching for current andemerging leaders.
Visit our 2021 ESG report to learn more.

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Mentorship and network

Engagement

Pay and benefits

Nvest Mentorship Program is our internal
global mentorship program. This digitalsolution pairs Mentors and Mentees
based on the attributes mentees arelooking to develop and enables Mentors
to grow by sharing their experiences andexpertise. Due to the digital nature, we
can prioritize fit, connecting mentors andmentees from any location. Meetings
occur once monthly at a minimum
and pairings last three months with an
option to extend. Monthly TED@Work
discussions are held to support thegrowth and development of Mentors
within the program and focus onleadership and communication skills. The
program has continued to grow, with over
200 active mentor/mentee participants asof July 2022.

Feedback from our employees is critical to
our culture. In addition to Teams channels anddirect engagement with People Leaders, wehave developed an ongoing dialogue with ourteam members through quarterly Ngage pulse
surveys. Each quarter we measure overall
engagement, inclusion, and eNPS, and seek
feedback on a specific topic that helps us drive
actions and improvements.

We strive to offer an integrated and equitablewellness program that supports the body, mind, andfinancial health of employees and their diverse needs.
The three wellness pillars are physical, financial, andemotional well-being, and these form the core of ourbenefits philosophy which includes but is not limited
to, a flexible work environment, including work from
elsewhere options, medical insurance, paid timeoff and other leave programs, employee assistanceprogram, disability insurance, life insurance,
retirement and pension programs, paid parental
leave, and other family planning programs, including
surrogacy and adoption programs.

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PRODUCTSENVIRONMENTAL STEWARDSHIP

Ninety percent of employees participate inNgage surveys and we have seen a highinclusion score as well as an increasing eNPS.
Our leadership team is heavily involved inlistening, discussing feedback, and taking action
to address key opportunities. Additionally,
we share results and proposed actions with
employees through our All-Hands meetings andwith our Board on a quarterly basis.

PEOPLE & CULTURE

COMMUNITY IMPACT

Our compensation philosophy is based on rewarding
performance through competitive market adjusted
salaries and incentive plans, equity grants, employee
stock purchase program, and our Nspire recognition
program.

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COMMUNITY
IMPACT
Supporting our communities in meaningful ways.

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Community Impact
At NortonLifeLock, we have aculture of giving. Whether we are

An intentional approach to community impact

providing financial donations,product licenses, time, acts ofkindness, or more, we create
opportunities for our employees
to act on their values and support
their communities in meaningful
ways. We are proud to be listed
as one of the most communityminded companies in the U.S.12
and work to create tangible,
positive impact where it is mostneeded.

How we make an impact
Employee
Volunteering

Employee
Giving• Team building• Virtual volunteering• Matching Gift
Program• Employee resourcegroups• Cause cards• Dollars for Doers• Paid time off• Giving campaigns(Giving Tuesday)• Skills-based• Local/regional activities

We are intentional about
our approach to community

Signature Cyber
Safety Programs• WAGGGS/Surf Smart• National PTA/The Smart
Talk• National Consumer
League/LifeSmarts• NNEDV/Safety Net• Save the Children/
Creating a Safe andEnabling Experience forChildren Online

Product
Donations• TechSoup• CR philanthropy
partners• Hardware donations

Other Community
Impact Programs• DEI (Women4Cyber,
NASSCOM, Reboot
Representation)• Environment (GRID
Alternatives, BarefootCollege International,
Planet Water Foundation)

impact and have built aholistic program where eacheffort–employee volunteering,philanthropy, product donation,and our signature Cyber Safety
programs—work together toWhere we make an impact
Cyber Safety training
and education

Diversity, equity,and inclusion

Environment

Local, regional,
personal causes

deepen our positive outcomes.
The majority of our community impact aligns to NortonLifeLock’s ESG priorities.
12 Civic 50, June 2022

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Employee volunteering and giving
We empower our employees to make adifference in the communities where they live
and work. In FY22, our Corporate Responsibility
team continued to adapt our employee
volunteering and giving programs to alignwith our hybrid work environment, expanding
options to enable our team members to make ameaningful contribution from any location.
We host team building volunteer opportunities,
collaborate with our employee resource groups
on events, and offer in-person local/regional
efforts, as well as virtual and skills-based
volunteering, to encourage employees tocreate positive change for causes that areimportant to them. We further incentivize
volunteering through five days of paid volunteer
time off per year.
We support employee donations through ourMatching Grants program, where we give one

I am still engaging with and mentoring a few of the students from
George Washington University and have really been enjoying
hearing their ideas. Engaged students like these will be driving the future ofcybersecurity and helping create a safer, brighter future for all of us. “– Darren Shou, Chief Technology Officer

corporate dollar for every dollar donatedby a NortonLifeLock employee annually;
specific 2:1 matching campaigns,
including a 2:1 match on Giving Tuesday,
during Black History Month, to support
humanitarian efforts in Ukraine, and more;through our Dollars for Doers program,which provides a $15 donation for every
hour of volunteer service an employee
contributes; and through cause cards,
preloaded funds that allow employees tocontribute to a charity of their choice.

The Dollars for Doers and Matching Gift programs
have a combined cap of $2,000 per employee
per year.
Our Corporate Responsibility team also offered 42
volunteer opportunities in FY22 and are proud of
the level of engagement from our team members.
In FY22, 42% of employees participated in ourvolunteering and giving program. We plan toencourage even more employee involvement next
year and have set a target for more than half ofour employees to participate in our volunteeringand giving programs in FY23.

542%

EMPLOYEE PARTICIPATION IN
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3,582

$390K

5 daysEMPLOYEEVOLUNTEER HOURSTO CHARITABLE ORGANIZATIONSTHROUGH EMPLOYEE MATCHING

OF PAID VOLUNTEER TIME OFFPROVIDED EACH YEARETHICS & GOVERNANCE

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Spotlight: FY22 volunteering and giving highlights

At the “Cybersecurity Career Insights” workshop,
NortonLifeLock’s Technology team and CTO Darren
Shou shared expertise with students.

NortonLifeLock employees contributed $250,000 toincredible causes in just one day on Giving Tuesday.

ERG WONDER celebrated Women’s History Monththrough various events.

NortonLifeLock’s first virtual Pride parade took
place in June 2021.

Putting our skills to work

Giving Tuesday

Partnering with our ERGs

Through skills-based volunteering weencourage employees to apply the sameskills they use in their job to address complex
social or environmental issues. This year,
NortonLifeLock’s Technology team shared
our cybersecurity knowledge and expertisethrough a Cybersecurity Career Insights
workshop hosted by our CTO Darren
Shou, with George Washington University
Engineering School's Minority Student Groups
and students from the College of Professional
Studies majoring in Cybersecurity.

In FY22, NortonLifeLock employees came
together to create meaningful change
during Giving Tuesday. In just one day ofunprecedented giving, we raised $250,000,
surpassing our previous amount by $50,000.
Employees donated to any organization
they were passionate about and received
2:1 matching funds from NortonLifeLock.
Organizations such as the Alzheimer's
Association, DC Central Kitchen, The Innocence
Project, and more received donations fromthis campaign. Additionally, this year we
added a volunteer component with Packs of
Inspiration, which provides hygiene kits topeople experiencing homelessness. In total,
employees created over 100 packs with wordsof connection and inspiration included. Read
more on the Corporate Responsibility blog.

The Corporate Responsibility teampartners closely with our DEI team andNortonLifeLock’s Employee Resource Groups(ERGs) year-round to amplify and boost eachother’s efforts. For example, NortonLifeLock’s
women-focused ERG WONDER (Women
Outreach & Development Resources) and
NortonLifeLock Cares celebrated Women’s
History Month together with two volunteer
events. First, employees broke down barriers
to menstrual hygiene products through
Period Power. More than 31 employee
volunteers compiled kits of period supplies
for people in need. Later in the month, we
supported ~35 girls that are innovating apps
to solve real world issues around the globe
through Technovation Girls.

We celebrated Pride month in June 2021
with our first virtual Pride parade, which
included conversations with LGBTQ+
identifying leaders from inside and outside
the Company. Joining the parade was Out& Equal’s Managing Director. Out & Equal,
one of NortonLifeLock’s nonprofit partners,
is an organization working exclusively on
LGBTQ+ workplace equality across the globe.
Due to the success of the first parade, welaunched our second virtual Pride parade in
2022 with the theme “100% Acceptance.”
Additionally, 57 LGBTQ+ youth of Time Out
Youth received care packages with snacks
and words of support from employees, andTurn Out hosted a mini queer board matchwith nonprofit leaders from LGBTQ+ specificorganizations in the Bay Area.

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Together for Ukraine
NortonLifeLock came together in an
immediate, cross-functional effort to support
those affected by the humanitarian crisis in
Ukraine. Our leaders from Legal, Corporate
Responsibility, Product, and others, joined theGeneral Counsel of TechSoup, our productdonation partner, to build an impactful suiteof digital resources for Ukrainians. One of our
key efforts was to help refugees maintain
online safety as they used technology to stayconnected to friends, family, and the world.
Additionally, through our partnership with
TechSoup we are working to increase thenumber of refugees impacted by our products.

Signature Cyber Safety programs
As a company focused on Cyber Safety, we
provide digital safety education and training
through partnerships that help youth,
women, families, and underrepresented
communities stay safe online. More thanhalf of our philanthropic support in FY22
was directed to the signature Cyber Safety
training and education programs that utilize
our unique knowledge and expertise toenable people to live their digital lives safely.

We also donated $100,000 to the International
Rescue Commission and sent additional funds
to multiple aid organizations through a 2:1
employee donation matching campaign.

Target: By FY23, reachone million people throughCyber Safety educationand training.

Many of our employees went above andbeyond to provide help where they could on
the ground. As Germany prepared to receive
Ukraine refugees, employees in our Germany
office stepped up to see where they could
help. The team developed an emergency planand coordinated the provision of resources
including hygiene products and food. Our
Dublin team, in partnership with Wielka
Orkiestra Swiatecznej Pomocy, also came
together to collect, pack, and deliver donations
near the Ukraine border.

In 2015, National PTA and NortonLifeLock
co-created The Smart Talk, a free,interactive resource that helps families set
healthy tech limits together. In June 2022,
the tool relaunched with essential updates
to inclusivity, content, user experience,and reach. As examples, National PTA
conducted focus groups with families
from various racial and socioeconomic
backgrounds and hired education expertsthat specialize in accessibility.

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PRODUCTSENVIRONMENTAL STEWARDSHIPAs a result, the relaunched tool is now
offered in Spanish, and we completely
updated the user experience forneurodiverse children and caregivers. We
also enhanced the content to be relevant
to today’s families, tailored the tool to age
groups, and broke the full tool into modules.
We increased our funding to local PTAs who
can host The Smart Talk Conversations
at their school to help support families
navigate the digital world. We plan toreach 180 local PTAs over the next two
school years. Read more on the Corporate
Responsibility blog.

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program that focuses on the intersection oftechnology and domestic and sexual violence
and works to address how it impacts the safety,
privacy, accessibility, and civil rights of victims.
We expanded our partnership in FY22 tosupport NNEDV’s important initiatives, including
Safety Net, Economic Justice, and financial
abuse response, and to create new Cyber Safety
resources for these initiatives to use. Read moreon the Corporate Responsibility blog.

We’ve committed one million dollars to expand our co-developed Surf-Smart 2.0 badge program that reaches
Girl Guides and Girl Scouts across the world.

In FY22, NortonLifeLock continued collaboratingwith the World Association of Girl Guides andGirl Scouts (WAGGGS) and committed $1 million
to expand our co-developed Surf Smart 2.0.
The Surf Smart 2.0 badge program teaches
girls and young women to communicate, learn,
have fun, raise their voices as responsible
citizens, and stay safe online. Since 2011, Surf
Smart has reached more than 600,000 Girl
Guides and Girls Scouts across 44 countries.13
The new funding commitment will help build
increased capacity for online safety programs
across Europe, support the 2023 WAGGGS
Academy event in Germany, and help launch
an online advocacy fund to support girls andyoung women interested in digital advocacy.
In addition, NortonLifeLock employees will

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also have opportunities to engage and share
their expertise. Read more on the Corporate
Responsibility blog.
Technology provides incredible opportunities
to connect, learn, and socialize. To survivorsand victims of intimate partner violence
however, technology can be used to stalk,harass, and perpetuate abuse. By working withorganizations like the National Network to End
Domestic Violence (NNEDV) and as a founding
member of the Coalition Against Stalkerware,
we provide education, training, and productdonations to empower survivors to stay safe
online. In 2021, we provided a $75,000 grant
towards NNEDV's Safety Net Program. Safety
Net is a truly innovative and comprehensive

ETHICS & GOVERNANCE

NortonLifeLock is a proud supporter of Save theChildren in India. We support the organization’s"Creating a Safe and Enabling Experience
for Children Online" program, which provides
children in Thiruvallur district in Tamil Nadu
and the Pune district in Maharashtra with
online safety education. In FY22, more than
9,400 children directly benefited through aspecifically designed Cyber Safety curriculum.
In addition, parents and teachers were madeaware of the risks that children are exposed
to online, with training sessions completed forteachers across 50 schools. Save the Children
generated additional awareness through a
Cyber Safety focused caravan and the launch of

the #BeDigiSmart Instagram campaign reaching
more than one million additional adults andchildren between January and March 2022. Read
more on the Corporate Responsibility blog.

Product donations
Product donations are another important
aspect of our community engagement program.
Nonprofits worldwide face rising demands fortheir services and often lack resources to secure
employee and volunteer digital information. We
give product directly to nonprofits that need it,such as to the National Consumer League's
LifeSmarts program, and to our longstanding
partner TechSoup, which helps us increase thereach of our donations.
This year, we worked with our internalEngineering Team to improve access to our
products for nonprofits that otherwise wouldn’t
be able to afford them. Nonprofits are now able
to access products using the Norton eStore foran easier check-out flow and can take advantage
of Norton customer support. We also sponsor
TechSoup events, such as Giving Tuesday
Promo week, which offered cost reductions on
already discounted products. In total in FY22,
our product donations helped more than 9,331
nonprofits and public libraries keep their devices
and data secure. The retail value of our software
donations was $1.6 million. We have set an FY23
target to provide product donations to 12,000
organizations.
13 Impact metric is as of May 2022.

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

38

Additional philanthropic efforts
Diversity in tech
In FY22, we continued to embed diversity,
equity, and inclusion aspects across our
grant funding and volunteer opportunities.
As examples, our Cyber Safety-focused
partnership with World Association ofGirl Guides and Girl Scouts is designed
to reach girls and young women and ourenvironmentally focused partnership with GRID
Alternatives also supports Tribal communities
across the U.S.
We also look to impact areas aligned with our
ESG priorities and Company values, such asincreasing gender and diverse representationin tech. We fund organizations including
Out & Equal to support LGBTQ+ workplace
equality and Disability:IN to work towards
disability inclusion. We support the Reboot
Representation Tech Coalition, which iscommitted to doubling the number of Black,
Latinx, and Native American women graduatingwith computing degrees by 2025.
One of our most recent partnerships is with
Women4Cyber. Women4Cyber is a nonprofit
European private foundation that promotes
the participation of women in cybersecurity
through education and training, awareness,and policy development. NortonLifeLock
will contribute $150,000 per year for the

INTRODUCTION

APPROACH

next two years, providing content to the
Women4Cyber academy, product donations,traineeships and internships, and helping
develop new organization chapters where
they do not yet exist.
We continue to partner with NASSCOM torun The Cyber Security Skills Development
Initiative for Women in India. The program
equips women engineering graduateswith in-demand job skills and improves
employability. By the end of 2021, theprogram had 232 graduates with 60 alreadyplaced into jobs.

Our diversity-focused community impact
programs not only work to increase
representation across the tech industry, theyalso help NortonLifeLock connect with diverse
candidates and support our People & Culture
team’s representation targets.

Helping to protect our planet

Project Umpire: Identity
theft resources for Black
communities

We are proud to play a role in acceleratinga sustainable future. Please visit theEnvironmental Stewardship section for more
information on our environmentally focused
nonprofit partners.

This Black History Month, welaunched Project Umpire (Use,Maintain, Protect Identities), a threeyear project in partnership with
the Identity Theft Resource Center,
Wells Fargo, Synchrony, and North
Carolina A&T State University, the
U.S.’s largest Historically Black
University. The project is designed toaddress the lack of actionable dataand culturally competent identity
theft programs to help protect Black
communities. We invested $150,000
in the multi-phase project, which
launched in January 2022.

The Cyber Security Skills Development Initiative for Women in India equips women engineering graduates within-demand job skills and improves employability.

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

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39

About this report
NortonLifeLock has a long history of
sharing an annual account of our progressin delivering on our environmental, social,and governance commitments. In our 2020
Corporate Responsibility Report, we provided
our first Sustainability Accounting Standards
Board (SASB) Index and shared the resultsof our priority issue assessment. In FY21,
we produced our first ESG Report, which
included a concise account of our ESG
performance, transparency around ESGrelated risks and opportunities, and decisionuseful, comparable data and information. Our
2022 ESG Report includes alignment with
the Task Force on Climate-Related Financial
Disclosures (TCFD) for the first time, as wellas additional quantitative ESG metrics.
We have developed this report using the
Sustainable Accounting Standards Board(SASB): Software and IT Services Standard,
as well as with the Global Reporting Initiative(GRI) Sustainability Reporting Standards at the“Core in Accordance” level. Apex Companies
LLC provided limited assurance under the
ISO 14064-3 standard of our FY22 global
Scope 1 and 2 emissions, and select Scope 3
emissions.

INTRODUCTION

APPROACH

Any references to “material” or “materiality”
in this report are not intended to have thesame meaning as in the context of financial
statements or financial reporting or as definedby the securities laws of the United States.
“NortonLifeLock,” “we,” “us,” “our,” and “theCompany” refer to NortonLifeLock Inc. and all its
subsidiaries. The report covers the Company’s
activities between April 3, 2021, and April 1,
2022. We have also included relevant examplesof impact that occurred in calendar year 2022.
The activities, performance, and data detailed
in the report relate to NortonLifeLock Inc.’sworldwide operations unless otherwise stated.
Certain statements in this report constitute“forward-looking statements.” Forwardlooking statements in this report are madepursuant to the safe harbor provisions ofSection 21E of the Securities Exchange Act of1934 and other federal securities laws. Thesestatements are based on management’s
current opinions, expectations, beliefs, plans,
objectives, assumptions, or projections
regarding future events or results, including,but not limited to, our ESG commitments,
strategies, and initiatives; our business plans
and strategy; our technology and services; our

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIP

opportunities for growth; and our stakeholder
engagement efforts. These forward-looking
statements are only predictions, not historicalfact, and involve certain risks and uncertainties,
as well as assumptions. Actual results, levelsof activity, performance, achievements, andevents could differ materially from those stated,
anticipated, or implied by such forward-looking
statements. While NortonLifeLock believes thatits assumptions are reasonable, there are manyrisks and uncertainties that could cause actual
results to differ materially from forward-looking
statements, including the risks discussed under
the heading “Management’s Discussion andAnalysis of Financial Condition and Results ofOperations” and “Risk Factors” in the Company’s
annual report on Form 10-K and quarterly reports
on Form 10-Q filed with the U.S. Securities andExchange Commission (“SEC”) as well as otherfactors described in NortonLifeLock’s filings
with the SEC. NortonLifeLock undertakes noobligation to update or revise any forward-looking
statement contained in this report, except asotherwise required by law.
We welcome your questions about this reportand about NortonLifeLock Cares via
CR@nortonlifelock.com.

PEOPLE & CULTURE

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40

United Nations Sustainable Development Goals highlights
Ensure sustainable consumption and production patterns.

Ensure inclusive and equitable quality and education and promote lifelong learning
opportunities for all.

• Completed our first product environmental lifecycle analysis (LCA).

• Relaunched The Smart Talk resource to include Spanish modules and update the user experience forneurodiverse children and caregivers.

• Delivered 98% of our products digitally without a physical footprint.

• Continued collaborating with the World Association of Girl Guides and Girl Scouts (WAGGGS) and committed
one million dollars to expand our co-developed Surf Smart 2.0 globally.

• One hundred percent of our products again complied with the European Union’s
Registration, Evaluation, Authorisation, and Restriction of Chemicals (REACH)
regulation.

• Educated 9,400 children directly through Save the Children in India’s “Creating a Safe and EnablingExperience for Children Online” program.

• Launched our newest ERG, N-EARTH, which works to inspire and educate
employees to take small actions every day to help protect the planet.

Achieve gender equality and empower all women and girls.
• Achieved gender parity for the independent members of our Board of Directors.
• Entered into a two-year partnership with Women4Cyber, contributing $150,000 per year to promote theparticipation of women in cybersecurity through education and training, awareness, and policy development.

Take urgent action to combat climate change and its impacts.

• Provided a $75,000 grant towards NNEDV's Safety Net Program, which addresses how the intersection oftechnology and domestic and sexual violence impacts the safety, privacy, accessibility, and civil rights ofvictims.

• Expanded our GHG inventory to include relevant Scope 3 emissions sources,
including emissions from employees who work remotely.
• In FY22, 27% of electricity used was from renewable sources.

Promote sustained, inclusive, and sustainable economic growth, full and productive
employment, and decent work for all.

• Reduced our Scope 1 and 2 GHG emissions by 39% between FY21 and FY22.

• Signed a letter in support of the United Nations Standards of Conduct for Business Tackling Discrimination
Against LGBTI People, further demonstrating our commitment to LGBTQ+ inclusivity in our operations.
• Our two primary suppliers have had no human rights breaches in the past four years.

• Became a founding partner in the Identity Theft Resource Center’s (ITRC) initiative to provide identity
education and protection programs and culturally competent victim services to support Black communities.
• Added modules on human rights and modern slavery; anti-bribery and corruption; managing conflicts ofinterest; and diversity, equity, and inclusion to our employee Code of Conduct training. One hundred percent
of active employees completed this training.
• Enhanced our data protection oversight committee in the European Economic Area and focused heavily on
European privacy issues to extend GDPR and CCPA rights to everyone, regardless of where they live.

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIP

Promote just, peaceful, and inclusive societies.
• Promoted legislation that can truly accommodate the complexities ofconsumer Cyber Safety and security.

Reduce inequality within and among countries.

INTRODUCTION• Created a new employee benefit, the Sustainable Home Improvement Program,where employees apply to receive financial incentives to make sustainability
improvements at home.

PEOPLE & CULTURE• In response to the shootings in Buffalo, NY, and Uvalde, TX, we offered 2:1
employee donation matching to gun control organizations, including Everytown.
• Provided financial grants, product donations, and automatically renewed
licenses for Ukraine customers for six months.
• Through our products, we help protect the identity, privacy, and security ofnearly 80 million customers in 150 countries, contributing to SDG 16.

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

41

2022 DATA

2022 Data Tables
Gender Diversity

FY22
Total

FY21

Women

Men

Not
Declared

Workforce

33%

67%

Leadership14

33%

Total

FY20

Women

Men

Not
Declared

<1%

33%

67%

66%

<1%

30%

Total

Women

Men

<1%

31%

69%

69%

1%

27%

73%

Not
Declared

GLOBAL GENDER DIVERSITY

Workforce by region
Americas

1,251

40%

59%

<1%

1,246

41%

59%

<1%

1,818

36%

64%

<1%

Asia Pacific, Japan (APJ)

92

34%

63%

3%

93

34%

66%

0%

292

29%

71%

0%

Europe, Middle East, and Africa (EMEA)

656

30%

67%

3%

771

32%

68%

<1%

324

44%

56%

0%

India

689

22%

78%

0%

699

21%

79%

0%

1,221

22%

79%

0%

Executive

23

35%

61%

4%

26

23%

73%

4%

55

15%

86%

0%

Manager (non-executive without direct reports)

1,103

29%

71%

<1%

1,099

27%

73%

<1%

1,380

27%

73%

<1%

Individual contributor (non-executive without direct reports)

1,562

36%

63%

2%

1,684

37%

63%

<1%

2,220

35%

65%

<1%

9

44%

56%

0%

9

44%

56%

0%

7

29%,

71%

0%

Employee category

Board of Directors
Board of Directors

For financial data, please review our 10-K, which can be found on the investor relations page of our website

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

14 Leadership includes Director and above.

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

42

2022 Data Tables
U.S. Racial and Ethnic Diversity

Age composition of employees15

U.S. RACE/ETHNICITY TOTAL (%)

FY22

FY21

FY20

AGE

<30

30-50

>50

Underrepresented racial/ethnic groups

17%

13%

11%

Percentage of employees

15%

72%

13%

Non-underrepresented racial/ethnic groups

82%

84%

87%

Asian

34%

37%

39%

Black

7%

6%

3%

Hispanic

6%

4%

4%

White

45%

47%

48%

American Indian/Alaska Native

<1%

<1%

<1%

Native Hawaiian/Other Pacific Islander

<1%

<1%

<1%

Two or more

4%

3%

3%

Decline to specify

1%

2%

2%

Underrepresented racial/ethnic groups

12%

11%

9%

Non-underrepresented racial/ethnic groups

85%

87%

89%

Not declared

3%

2%

2%

Please visit our investor relations website for or our most recent
U.S. EEO-1 Component 1 Data Collection Report.

U.S. LEADERSHIP (%)

15 New metric as of FY22.

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

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43

2022 Data Tables
Environmental Stewardship
FY22

FY21

FY20

Total Scope 1 and 2 market-based

11,353

18,981

41,374

Scope 1 (natural gas, diesel, propane, refrigerants, gasoline)

1,062

1,494

6,881

Scope 2 market-based (purchased electricity and heating)

10,291

17,48634,492

Scope 2 location-based (purchased electricity and heating)

11,524

17,05630,991

Scope 370,731

69,280180,108

Upstream

69,16869,280180,108

Downstream

1,562

not reported

not reported

Scope 1 and 2 market-based

4.1

7.4

16.6

Scope 1

0.4

0.6

2.8

Scope 2 market-based

3.7

6.9

13.9

Scope 3

25

27

72

Greenhouse gas emissions (metric tons of CO2e)

Emissions intensity (per $1M USD revenue)

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

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44

2022 Data Tables
Environmental Stewardship (cont.)
FY22

FY21

FY20

Total energy consumption Scope 1 and 2

139,474

190,990

312,116

Scope 1 (natural gas, diesel, propane, refrigerants, gasoline, onsite solar)

18,06629,17533,779

Scope 2 market-based (purchased electricity and heating)

121,408

161,815

278,337

Energy intensity (all scopes per million dollars of revenue)

50

75

125

Total electricity consumption from renewable sources (GJ)

32,91332,862

52,410Total electricity consumption from renewable sources (%)16

27%

20%

19%

Total waste

3,399

3,868

Not reported

Waste sent to landfill

335

244

Not reported

Waste recycled

2,835

3,259

Not reported

Waste composted

229

365

Not reported

Waste diversion rate (%)

90%

94%

Not reported

204,629

245,424

Not reported

25%

47%

Not reported

Number of environmental fines

0

0

0

Amount of environmental fines

0

0

0

Energy consumption (gigajoules)

Waste (metric tons)

Water
Water withdrawals (cubic meters)
Water withdrawals from water stressed regions (%)

Environmental fines

16 Includes renewable energy included in the power mix delivered by our utility suppliers, where information is available. Excludes renewables in the average/regional grid electricity.

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

45

2022 Data Tables
Philanthropic Giving

Grants by Priority Focus Area
FY22

FY21

FY20

Philanthropic giving ($USD)
Total giving$4,667,108$6,383,200$13,606,314

Grants$2,674,899$1,899,168$1,511,920

Matching gifts, Dollars for Doers$389,759$407,844$811,962

Retail value of software donations$1,602,450$4,076,188$10,957,432

Organizations that received software
donations (#)

9,331

9,924

Not reported

Employee giving ($USD)$254,717$254,687$582,620

Volunteer hours (#)

3,583

3,039

18,726

Employee participation rate in volunteeringand giving program (%)

42%

21%

Not reported

FY22

FY21

FY20

Diversity, equity, and inclusion 17

21%

29%

24%

Cyber Safety education and training

56%

47%

32%

Environmental stewardship

14%

8%

9%

Community impact and disaster response

9%

15%

8%

Employee contributions

17 Twenty-one percent of our grant funding was dedicated to causes supporting nonprofits and initiatives that focus specifically on DEI. We also embed DEI components across our grant funding. As examples, our Cyber Safety partnership with World Association of Girl Guides and Girl Scouts
reaches girls and young women; our Cyber Safety partnership with Project UMPIRE reaches Black communities; and our environmental partnership with GRID Alternatives reaches Tribal communities. In FY22, 62% of grants across all Priority Focus Areas had DEI components embedded.

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

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46

2022 Content Index
SUSTAINABILITY ACCOUNTING STANDARDS BOARD (SASB) INDEXSASB/SASB is an independent nonprofit organization that sets standards to guide the disclosure of sustainability information by companies to their investors. The following Index maps our disclosures to theSoftware & IT Services Sustainability Accounting Standard.

Topic

Accounting/Activity Metric(s)Location/Response

SASB CodeEnvironmental Footprint ofHardware Infrastructure(1) Total energy consumed, (2) percentage
grid electricity, (3) percentage renewable(1) 139,474 gigajoules

TC-SI-130a.1(2) 73%(3) 27%

Environmental Footprint ofHardware Infrastructure(1) Total water withdrawn, (2) total water
consumed, percentage of each in regionswith High or Extremely High Baseline Water
Stress(1) 204,629 cubic meters, 25%

TC-SI-130a.2

Environmental Footprint ofHardware Infrastructure

Discussion of the integration ofenvironmental considerations into strategicplanning for data center needs

We are a cloud-first company with limited managed data center operations (i.e., data centers we own or colocate),
reducing our inherent risks related to energy consumption and greenhouse gas emissions as well as our risks fromphysical climate changes.

(2) 204,629 cubic meters, 25%

TC-SI-130a.3

Environmental Policy Statement
Environmental Stewardship, p. 22
Data Privacy & Freedom ofExpression

Description of policies and practices relating
to behavioral advertising and user privacy

NortonLifeLock policies and practices with respect to user privacy are outlined in the Privacy Center and associatedpages linked. These documents describe how NortonLifeLock collects, uses, shares and retains user information. For
comprehensive disclosures regarding the processing of user information please visit:

TC-SI-220a.1

https://www.nortonlifelock.com/us/en/privacy/global-privacy-statement/
https://www.nortonlifelock.com/us/en/privacy/privacy-notices/
https://www.nortonlifelock.com/us/en/privacy/product-privacy-notices/
Products, p. 18
Data Privacy & Freedom ofExpression

Number of users whose information is used
for secondary purposes

None

TC-SI-220a.2

Data Privacy & Freedom ofExpression

Total amount of monetary losses as a resultof legal proceedings associated with user
privacy

None

TC-SI-220a.3

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

47

2022 Content Index
Topic

Accounting/Activity Metric(s)Location/Response

SASB Code

Data Privacy & Freedom ofExpression(1) Number of law enforcement requests foruser information, (2) number of users whose
information was requested, (3) percentage
resulting in disclosure(1) 44

TC-SI-220a.4

Data Privacy & Freedom ofExpression

List of countries where core products orservices are subject to government-required
monitoring, blocking, content filtering, or
censoring

NortonLifeLock does not allow any monitoring or censoring in our products. We do not provide any goods or services tothe US-embargoed countries: Cuba, Iran, North Korea, Crimea, Donetsk and Luhansk regions of Ukraine, and Syria. Dueto the ongoing conflict in Ukraine and newly implemented government regulations, we do not provide any new businessin Russia and Belarus. Our VPN products are no longer available for use within India as a result of governmental
regulations requiring the logging and saving of user data. As we do not log or save the user data required in India, westopped offering the product in India.

TC-SI-220a.5

Data Security(1) Number of data breaches, (2) percentage
involving personally identifiable information(PII), (3) number of users affected(1), (2), (3) While NortonLifeLock tracks data breaches and provides required notifications, we do not share thisinformation outside of the organization except where required.

TC-SI-230a.1

Data Security

Description of approach to identifying andaddressing data security risks, including useof third-party cybersecurity standards

Information Security, p. 19

TC-SI-230a.2(2) 44(3) 50%
NortonLifeLock only provides user data to law enforcement when compelled to do so, for example after being servedwith a subpoena or other judicial order requiring production of data.

Our Technology and Cybersecurity Subcommittee assists our Board in its oversight of management’s responsibilities toregularly assess NortonLifeLock’s key risks and engage in enterprise-wide risk management as it relates to cybersecurity
and NortonLifeLock’s technology and information systems, including with respect to strategies, objectives, capabilities,
initiatives, policies, and investments.
The majority of our infrastructure have vulnerability agents deployed to provide more timely detection of vulnerabilities.
Global Cyber Security performs monthly vulnerability scans of its infrastructure and granularly tracks the status of
the vulnerabilities throughout the vulnerability management life cycle, as described in the Vulnerability and PatchManagement Standard.
NortonLifeLock's Information Security Policies and Standards are based on industry guidelines, specifically ISO27001:2013 and Payment Card Industry Data Security Standards (PCI-DSS).

Recruiting & Managing a Global,
Diverse & Skilled Workforce

Percentage of employees that are (1) foreign
nationals and (2) located offshore(1) 8% of employees are foreign nationals

Recruiting & Managing a Global,
Diverse & Skilled Workforce

Employee engagement as a percentage

People and Culture, p. 32

TC-SI-330a.2

Recruiting & Managing a Global,
Diverse & Skilled Workforce

Percentage of gender and racial/ethnic
group representation for (1) management,(2) technical staff, and (3) all other
employees(1) Females in leadership (Global): 33%; Underrepresented minorities in leadership (U.S.): 12%

TC-SI-330a.3

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTS

TC-SI-330a.1(2) 54% of employees are located offshore from the entity’s country of domicile(2) Not provided(3) Females in workforce (Global): 33%; Underrepresented minorities in workforce (U.S.): 17%

ENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

48

2022 Content Index
Topic

Accounting/Activity Metric(s)Location/Response

SASB CodeIntellectual Property Protection& Competitive Behavior

Total amount of monetary losses as aresult of legal proceedings associated with
anticompetitive behavior regulations

None

TC-SI-520a.1

Managing Systemic Risks fromTechnology Disruptions

Number of (1) performance issues and(2) service disruptions; (3) total customer
downtime(1) 0 performance issues

TC-SI-550a.1

Description of business continuity risks
related to disruptions of operations

2022 Annual Report, p. 19

Managing Systemic Risks fromTechnology Disruptions(2) 4 service disruptions(3) 6 hours 40 mins total customer downtime
TC-SI-550a.2

The Audit Committee of the Board of Directors reviews NortonLifeLock’s business continuity and disaster preparedness
planning. NortonLifeLock's risk management program includes the people, processes, and technologies designed tocreate and preserve value for shareholders. Risk management practices are aligned with the company's vision, mission,
strategies, and objectives. Accordingly, our risk management practices consider the risks related to disruptions ofoperations.
NortonLifeLock's risk assessment methodology includes the identification and evaluation of the likelihood of an event
occurring, the impact (potential loss), and the speed of onset (timeframe) of the event. The impact of the event can be
categorized in financial, operational, legal and regulatory, reputational, and health and safety.
Business continuity plans document strategies that include strategies for loss for workplace, workforce, vendor/third
party, and IT. Strategies are in place for each of the referenced scenarios to help protect critical business processes inthe event of any disruption. Examples of redundant business processes would include transferring workload to a partner
or relocating staff to work from home depending on the scenario and the impacted processes.
Geographical separation of redundant services exists where possible to mitigate natural disasters and other events
out of the control of the company. Software development lifecycle practices are in place to mitigate and roll backproblematic changes to our applications that may introduce programming errors.
Operations are owned and not outsourced. Critical business operations are hosted with AWS or Azure. Back off services
still exist on-premise.

INTRODUCTION

APPROACH(1) Number of licenses or subscriptions, (2)percentage cloud based

TC-SI-000.A(1) Data processing capacity, (2) percentage
outsourced

TC-SI-000.B(1) Amount of data storage, (2) percentage
outsourced

TC-SI-000.C

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

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49

2022 Content Index
GLOBAL REPORTING INITIATIVE (GRI) INDEX
GRI’s standards provide a set of voluntary indicators on the economic, environmental, and governance impacts of a company’s performance. The index below applies guidance from the 2016 version of the
Global Reporting Initiative (GRI) Standards; “2016” refers to the Standards issue date, not the date of information presented in this report. We have also provided a cross reference to the United Nations Global
Compact (UNGC) where applicable.

Disclosure

GRI Description

FY22 Answer

102-1

Name of the organization

NortonLifeLock, Inc.

102-2

Activities, brands, products,
and services

Company profile

Location of headquarters

60 E Rio Salado Pkwy

102-3

UNGC Cross-reference

2022 10-K, p. 2-11

STE 1000
Tempe, AZ 85281
102-4

Location of operations

NortonLifelock Worldwide | NortonLifelock

102-5

Ownership and legal form

Publicly Traded C-Corporation
2022 10-K, p. 2

102-6

Markets served

2022 10-K, p. 2

102-7

Scale of the organization

2022 10-K, p. 2-11

102-8

Information on employees
and other workers

2022 10-K, p. 9-10
Data Tables, p. 42
People & Culture, p. 26

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

50

2022 Content Index
Disclosure

GRI Description

FY22 Answer

UNGC Cross-reference

102-9

Supply chain

Environmental Stewardship, p. 24

Human Rights, Labour, Environment:
Relevant policies, procedures,
activities

Global Procurement Code of Conduct
Corporate Responsibility Policies
NortonLifeLock outsources manufacturing of our physical products. Products are manufactured from Prague in Czech Republic, andSingapore. We have two main suppliers, both of which are under contract and required to abide by our Supplier Code of Conduct. The
main products sourced are board/paper designed products containing a digital code key.
102-10Significant changes to theorganization and its supply chain

About this Report, p. 40

102-11

Precautionary Principle

The precautionary principle is not applied specifically across the organization, nor in the development and introduction of new
products. NortonLifeLock uses a model similar to the Precautionary Principle for risk management with regard to business
continuity. Our Crisis Management and Continuity Management teams determine the impact likelihood of each threat occurring andconducts exercises to help gain a full understanding of possible impact. This allows us to determine and report any unacceptablesingle points of failure. Formula used to determine risk: risk value = threat impact x threat probability.

or approach102-12External initiatives

We are a participant in the UN Global Compact.

102-13

Membership of associations

ACCP: Association of Corporate Citizenship Professionals

Human Rights, Labour, Environment:
Relevant policies, procedures,
activities

REBA: Renewable Energy Buyers Alliance
The Better Identity Coalition
BITCI Ireland: Business in the Community Ireland
CERES
Coalition Against Stalkerware
ITI: Information Technology Industry Council102-14

Statement from senior

Messages from the Chief Executive Officer and Board Member, p. 1, 2

CEO statement including continued
support of the United Nations Global
Compact

decision-maker

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

51

2022 Content Index
Disclosure

GRI Description

FY22 Answer

UNGC Cross-reference

102-16

Values, principles, standards, andnorms of behavior

Governance and Ethics, p. 12

Human Rights, Labour,
Environment, Anti-Corruption:
Relevant policies, procedures,
activities

Code of Conduct

Our Approach, p. 11-12

102-182022 Proxy Statement, p. 8-10
Governance structure

Charter of the Nominating and Governance Committee of the Board of Directors
Corporate Governance102-40

List of stakeholder groups

Stakeholder engagement, p. 8

102-41

Collective bargaining

2022 10-K, p. 9

Labour: Relevant policies,
procedures, activities

agreements

Labour: Measurement of outcomes
102-42

Identifying and selecting
stakeholders

Stakeholder engagement, p. 8

102-43

Approach to stakeholder
engagement

NortonLifeLock engages with various stakeholders on a ongoing basis, we check that our stakeholders are aligned to our corporate
responsibility goals, objectives, and strategy. We undertake extensive engagement across our different stakeholders, from formal
surveys of employees and customers to more informal discussions and partnerships with our communities. The frequency andnature of the engagement depends on a variety of factors including the nature of the relationship and the preferences of our
stakeholders. A variety of stakeholder opinions are solicited to support the assessment of significant topic areas in the ESG report
including advocacy groups, employees, thought leaders, and topic area experts.
Stakeholder engagement, p. 8

102-44

Key topics and concerns raised

A materiality process was completed in FY21, which integrated feedback from a variety of stakeholders through a formal survey andinterview process. Feedback from these stakeholder engagements was used to assess and prioritize significant sustainability topic
areas. Topic areas were prioritized based on both stakeholder feedback as well as internal company criteria such as alignment to
NortonLifeLock policies and values. Topic areas identified as high priority are discussed in the ESG Report to respond to stakeholder
expectations. We plan to update our materiality assessment in FY23.

Human Rights, Labour,
Environment, Anti-Corruption:
Relevant policies, procedures,
activities

Approach, p. 6

102-45

Entities included in the2022 10-K, pg. 62

consolidated financial
statements

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

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2022 Content Index
Disclosure

GRI Description

FY22 Answer

UNGC Cross-reference

102-46

Defining report content and topic
boundaries

Approach, p. 6

102-47

List of material topics

Approach, p. 7

102-48

Restatements of information

FY20 and FY21 greenhouse gas emissions data have been restated to include further Scope 3 categories and to correct errors in
Scope 2 and Scope 3 emissions.

102-49Changes in reporting

About this Report, p. 40

102-50

Reporting period

About this Report, p. 40

About this Report, p. 40

Fiscal Year 2021: April 2021 - April 2022
102-51

Date of most recent report

Our last ESG report was published in September 2021.

102-52

Reporting cycle

Annual102-53

Contact point for questions

CR@nortonlifelock.com

Time period covered by
Communication on Progress (COP)

regarding the report102-54Claims of reporting in accordance

About this Report, p. 40

with the GRI Standards
102-55

GRI content index

GRI Index

102-56External assurance

Apex Companies LLC provided limited assurance under the ISO 14064-3 standard of our FY22 global
Scope 1 and 2 emissions, and select Scope 3 emissions.

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACT

Environment: Measurement ofoutcomes

DATA TABLES

SASB / GRI / TCFD INDEX

53

2022 Content Index
GRI Material TopicGRI Management Approach Cross-reference18

Relevant External Entities FY22

UNGC Cross-reference

GRI 201: Economic
Performance

2022 10-K, p. 30-32

Communities; Customers; Governments and regulators; Investors; Suppliers

GRI 205: Anti-corruption

Governance and Ethics, p. 12-13

ECONOMIC

Anti-corruption: Relevant
policies, procedures, activities

Code of Conduct
Conflict Minerals Policy
ENVIRONMENTAL
Environmental Stewardship, p. 22

GRI 302: Energy

Communities; Customers; Governments and regulators; Investors; Suppliers

Environment: Relevant policies,
procedures, activities

Communities; Customers; Governments and regulators; Investors; Suppliers

Environment: Relevant policies,
procedures, activities

Environmental Policy Statement
GRI 305: Emissions 2016

Environmental Stewardship, p. 22
Environmental Policy Statement

SOCIAL
Code of Conduct

GRI 401: Employment

Human Rights: Relevant
policies, procedures, activities

Human Rights Policy

Labour: Relevant policies,
procedures, activities

GRI 404: Training and
Education

People & Culture, p. 30-32

Labour: Relevant policies,
procedures, activities

GRI 405: Diversity andEqual Opportunity

People & Culture, p. 27-29

Human Rights: Relevant
policies, procedures, activities

GRI 412: Human Rights
2016

Human Rights Policy

Labour: Relevant policies,
procedures, activities

Commitment to Human Rights, p. 14

Human Rights: Relevant
policies, procedures, activities

Code of Conduct
Conflict Minerals Policy
Human Rights Policy
Corporate Responsibility Policies

18 Includes disclosures 103-1 Explanation of the material topic and its boundary, 103-2 The management approach and its components, 103-3 Evaluation of the management approach.

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

54

2022 Content Index
GRI Material TopicGRI Management Approach Cross-reference18

Relevant External Entities FY22

UNGC Cross-reference

GRI 417: Marketing andLabeling

2022 10-K, p. 2

Customers; Governments and regulators

GRI 418: Customer Privacy

Products, p. 17-19

Customers; Governments and regulators

Human Rights: Relevant
policies, procedures, activities

UNGC Cross-reference

Norton LifeLock Privacy
Norton LifeLock Product and Services Privacy Notices
Global Privacy Statement
NortonLifeLock has a Global Privacy Policy which it holds all employees responsible.
The framework for this policy comes from both the Fair Information Processing
Principles and GDPR. The overall privacy program aligns itself to the NIST privacy
framework for evaluation. NortonLifeLock takes a global approach to privacy whereverregional laws and regulations allow.

Disclosure

GRI Description

FY22 Answer

201-1

Direct economic value generated and distributed

Performance Tables, p. 42
2022 10-K

201-2

Financial implications and other risks and opportunities due to climate change

We have conducted an analysis of our climate change risk but have not
identified any climate-related risks with the potential to have a substantive
financial or strategic impact on our business.

Environment: Relevant policies,
procedures, activities

205-1

Operations assessed for risks related to corruption

100% of operations were assessed for risks relating to corruption.

Anti-corruption: Relevant
policies, procedures, activities

Our FY22 Fraud Risk Assessment considered: bid-rigging, purchasing schemes,
sales schemes, extortion, kickbacks, and more.
205-2

Communication and training about anticorruption policies and procedures

Anti-Corruption remains a key topic within our mandatory annual Code of
Conduct training. 12 governing body members have been communicated toand received and completed training regarding anti-corruption policies andprocedures.

Anti-corruption: Relevant
policies, procedures, activities

205-3

Confirmed incidents of corruption and actions taken

None

Anti-corruption: Measurementof outcomes

206-1

Legal actions for anti-competitive behavior, anti-trust, and monopoly practices

None

401-1

New employee hires and employee turnover

New hires: 432 (16%)

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

Labour: Measurement ofoutcomes

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

55

2022 Content Index
Disclosure

GRI Description

FY22 Answer

401-2

Full-time benefits not provided to temporary/part-time employees

UNGC Cross-reference
Employees actively working at least 20 hours per week are eligible to participate
in NortonLifeLock’s Benefit Programs. Employees who actively work less than
20 hours per week are eligible, at a pro-rated rate, for our paid time off andcompany paid holidays.
· Life insurance· Healthcare· Disability· Leaves of Absence· State pension/Retirement Plan (401(k))· Employee Assistance Plan
· Voluntary Insurance Programs· Wellness· Stock ownership/ESPP· Paid Parental Leave· Fertility benefits· Back-up Daycare/Elder Care
· Adoption/Surrogacy Assistance· Second Opinion Medical Service

Labour: Relevant policies,
procedures, activities

There is a slight program variance by country.
401-3

Parental leave

100%

Labour: Relevant policies,
procedures, activities

404-2

Programs for upgrading employee skills and transition assistance programs

People & Culture, p. 30-32

Labour: Relevant policies,
procedures, activities

405-1

Diversity of governance bodies and employees

Performance Tables, p. 43-44
2022 10-K, p. 28
Board• Gender: 44% (4/9) women• Age: 44% (4/9) between 30-50; 56% (5/9) 50+; none under 30• Underrepresented racial/ethnic group: 22% (2/9)
Employees• Age: <30: 15%; 30-50: 72%; >50: 13%• Females in leadership (Global): 33%• Female in workforce (Global): 33%• Underrepresented racial/ethnic groups in leadership (U.S.): 12%• Underrepresented racial/ethnic groups in workforce (U.S.): 17%

Labour: Measurement ofoutcomes

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

56

2022 Content Index
Disclosure

GRI Description

FY22 Answer

412-2

Employee training on HR policies or procedures

UNGC Cross-reference

NortonLifeLock requires all employees to complete training on our Code of
Conduct. In FY22, we highlighted modules on human rights and modern slavery,anti-bribery and corruption, managing conflicts of interest, and diversity, equity,and inclusion. In total, 100% of employees completed the training (excluding
employees on leaves of absence). In FY23, we plan to offer modules including
Competition Law, Insider Trading, and Confidential and Proprietary Information.
Additionally, every other year, employees complete mandatory training on
creating a harassment-free workplace and preventing sexual harassment.

413-1

Operations with local community engagement, impact assessments, and development
programs

100%

414-1

New suppliers that were screened using social criteria

Commitment to Human Rights, p. 14
We did not onboard any new physical product suppliers in FY22.

414-2

Negative social impacts in the supply chain and actions taken(a) 2(a) Number of suppliers assessed for social impacts(b) 0(b) Number of suppliers identified as having significant actual and potential negativesocial impacts(c) 0(c) Significant actual and potential negative social impacts identified in the supply
chain

(e) 0

Human Rights: Relevant
policies, procedures, activities
Labour: Relevant policies,
procedures, activities

Human Rights: Relevant
policies, procedures, activities
Human Rights: Measurement ofoutcomes
Human Rights: Measurement ofoutcomes(d) 0(d) Percentage of suppliers identified as having significant actual and potential
negative social impacts with which improvements were agreed upon as a result ofassessment(e) Percentage of suppliers identified as having significant actual and potential negativesocial impacts with which relationships were terminated as a result of assessment, and
why
417-1

Requirements for product and service information and labeling

Products, p. 17-19
NortonLifeLock Privacy Center
NortonLifeLock Global Privacy Statement

417-2

Incidents of non-compliance concerning product and service information and labeling

None

417-3

Incidents of non-compliance concerning marketing communications

None

418-1

Substantiated complaints concerning breaches of customer privacy and losses ofcustomer data

Details are confidential.

INTRODUCTION

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

57

2022 Content Index
TASK FORCE ON CLIMATE-RELATED FINANCIAL DISCLOSURES (TCFD) INDEXIn this index, NortonLifeLock provides information aligned with the Task Force on Climate-related Financial Disclosures (TCFD) recommendations, and we intend to refine our strategy and reporting
going forward. For additional information, please review the risk factors included in our 2022 10-K.

Disclosure

Response

GOVERNANCE
a. Describe the board's
oversight of climate-relatedrisks and opportunities

The Nominating and Governance Committee of our Board of Directors has oversight of ESG. As stated in the Charter of the Nominating and Governance Committee, the principal responsibilities and duties of theCommittee include:(a) Overseeing and reviewing annually the Company’s policies and programs concerning: (i) corporate social responsibility; (ii) public policy; (iii) philanthropy; (iv) political activities and expenditures; and (v) the
Company’s participation and visibility as a global corporate citizen.
(b) Overseeing and reviewing periodically the Company’s programs, policies and practices, and relevant risks and opportunities relating to environmental, social, and governance (ESG) issues and related
disclosures, and making recommendations to the Board regarding the Company’s overall strategy with respect to ESG matters.
(c) Overseeing the management of risks that may arise in connection with the Company’s governance structures, processes and other matters set forth in the Charter [including corporate social responsibility or
ESG matters] and reporting any risks to the Board.
(d) Regularly reporting to the Board on the major items covered at each Committee meeting and making recommendations to the Board and management concerning such matters.
The Nominating and Governance Committee is responsible for climate change oversight as climate-related issues are included within the scope of ‘corporate social responsibility’ and ‘ESG issues and related
disclosures’ that are part of the principal responsibilities and duties of the Committee. This Committee reports to the Board of Directors and has final approval on climate-related decisions.
The Nominating and Governance Committee receives quarterly updates on ESG from the Head of Marketing, Brand, and Communications, CEO and at some meetings the Head of Corporate Responsibility.
These quarterly updates are also shared with the entire Board of Directors on occasion. Climate-related issues are discussed as a scheduled agenda items at some of the Committee’s quarterly meetings, and/or sporadically as important issues arise. The purpose of these regular updates is to help bring ESG issues, including climate change, into consideration when the Board is reviewing and guiding its major plans ofaction and strategy.

b. Describe management's
role in assessing andmanaging climate-relatedrisks and opportunities

Assessment of climate risk is an integral component of our enterprise risk assessment which is implemented through broad engagement with senior managers across Norton Lifelock's business. The Vice
President of Marketing, Brand, and Communications and the Head of Corporate Responsibility are responsible for reviewing strategies for managing risks and opportunities related to our greenhouse gas (GHG)
emissions with the CEO.

STRATEGY
a. Describe theclimate-related risks
and opportunities theorganization has identified
over the short, medium,and long term

INTRODUCTION

Norton Lifelock has identified and assessed the following climate-related risks of relevance to our business as part of our ERM program.
PhysicalAs a global company, we have facilities located in regions that are vulnerable to an increased frequency and severity of acute climate-driven events such as hurricanes, wildfires and floods, and chronic changes
such as water scarcity and temperature rises.
Policy/Regulatory
It is important to our business to understand what climate-related laws and regulations impact us, and how we can maintain compliance. Climate-related regulation may impose added costs on our business andour failure to comply with them may lead to civil or criminal penalties.
Reputation
Our professional reputation is critical to our business, and any harm to our reputation could decrease the amount of business consumers and partners do with us, which could have an adverse effect on our future
revenue and growth prospects. As our reputational risk relates to climate, if NortonLifelock is perceived as a company that is not environmentally responsible, it could negatively impact the public’s perception of thecompany and reduce growth prospects for our service offerings and/or the business as a whole as customers seek companies that are taking progressive steps to address climate change.
Through our risk assessment process, we have not identified climate-related risks that have a material impact on our business. As a technology company, most of our products and services are provided via
electronic software distribution, which inherently reduces risks related to GHG emissions arising from the production and transportation of goods. We are a cloud-first company with limited managed data center
operations (i.e., data centers we own or colocate), reducing our inherent risks related to energy consumption and greenhouse gas emissions as well as our risks from physical climate changes. We operate a limited
number of core physical office locations with a significant number of remote and hybrid employees and contractors across the world, further reducing our GHG emissions due to the transportation of people andincreasing our overall resilience to physical climate changes.

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX58TASK FORCE FOR CLIMATE-RELATED FINANCIAL DISCLOSURES (TCFD) INDEX
Disclosure

Responseb. Describe the impact
of climate-related risks
and opportunities on theorganization's business,strategy and financial
planning

While we have not identified climate-related risks and opportunities that we consider material to our business, we have taken steps to better understand our emissions profile and inform our sustainability strategy.
For example, we have completed a life cycle assessment of our physical products, identifying any emissions hotspots across the value chain of the products. In evaluating climate risk in our supply chain, we also
completed an analysis to evaluate what percentage of our suppliers by spend have set, or committed to set, science-based GHG emissions reduction targets. This helps us to target our engagement efforts towards
suppliers which have not yet taken these steps. We have also added ESG, including climate-related, questions to our supplier onboarding process. Finally, we incorporated climate risk into our operational strategy
by continuing an ongoing effort to optimize our facilities footprint, consolidating office space, and closing several sites. This consolidation effort is driving energy and GHG emissions reductions.

c. Describe the potential
impacts of different
scenarios, including
a 2°C scenario, on theorganization's businesses,
strategy, and financial
planning

Seeking to further understand our exposure to transitonal risk, we conducted a carbon pricing analysis which modeled future carbon pricing implications from 2025 to 2050 under six NGFS (Network for Greening
the Financial System) pricing scenarios. Additionally, we examined potential implications of a carbon price based on the IEA 2DS scenario which describes an energy system consistent with an emissions trajectorythat recent climate research indicates would give an 80% chance of limiting global temperature increase to 2C. The examination of these carbon price scenarios helped us to understand our potential exposure
to carbon pricing. While, even under the highest carbon price scenario, the potential implications are not considered material for Norton Lifelock, the analysis indicated that strategic investment in emissions
reductions will reduce our company’s future exposure in a transition to a low carbon economy.

Climate-related risks and opportunities have influenced our financial planning in that we budget for additional climate strategy costs for dedicated staff and consulting resources. Additionally, in FY22 we launched
an employee home improvement grant program whereby all employees are eligible for up to $500 per year to invest towards sustainable home improvements. These grant costs are incorporated into our annual
budgeting process.

In assessing physical risk, NLL used scenario analysis to determine its exposure to water stress. We found that our percentage of direct operations located in water-stressed areas, defined as “High” or “ExtremelyHigh” baseline water stress, increased from 25% in 2022 to 70% in 2030 and 66% in 2040. It should be noted that these are forecasts with a high degree of uncertainty. While we may see some increased water costs
and/or restrictions as a result of increases in baseline water stress, as a technology company whose products are mostly delivered in digital format, we do not have water intensive operations, and therefore do
not anticipate significant direct impacts for our business. The results have not therefore driven a change in our business strategy. We are aware that significant increases in water stress could drive broader socioeconomic changes in some regions in which we operate which could in turn have implications for our employees and business. We consider socio-economic trends as part of our ERM process.

RISK MANAGEMENT
a. Describe theorganization's processes
for identifying andassessing climate-relatedrisks

As a component of our broader ERM program, Norton Lifelock conducted an initial assessment of climate change risk to inform understanding of our exposure to short-, medium-, and long-term physical andtransition risk. In line with the ERM process, the assessment involved the following steps:- Understanding the company's objectives and strategic imperatives related to ESG and climate-related risks;- Gathering inputs through interviews and/or surveys with select members of management and the board;- Obtaining current risk-related literature from external resources, like rating agencies, public accounting firms, the SEC, etc.;- Analyzing and consolidating interview results;- Analyzing risks identified through internal channels and comparing those to risks identified by external sources, including a ranking and rating of risks against factors, such as likelihood of occurence, severity of
impact, degree of vulnerability, and level of mitigation;- Considering impact to (1) financial performance, (2) the legal/regulatory landscape and requirements, (3) brand, (4) systems and processes, (5) shareholder value, (6) other external factors, (7) complexity ofbusiness operations or need for a new business model, (8) change management, (9) execution, (10) integrity and ethics, (11) process maturity, and (12) other factors, as applicable; and- Reporting risk profile to stakeholders.

b. Describe theorganization's processes
for managing climaterelated risks

INTRODUCTIONManagement of physical climate-related risks is integral to our business continuity and disaster recovery program. Transitional risks related to our GHG emissions footprint and our external disclosures aremanaged by our Corporate Responsibility team in partnership with an extended group of internal business functions and stakeholders, and supported by external consultants.

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

59

TCFD Index
Disclosure

Responsec. Describe how processes
for identifying, assessing,and managing climaterelated risks are integrated
into the organization's
overall risk management

Risks considered in our climate risk assessment are integrated to our overarching ERM program and included in our enterprise risk register, which is used to compile a holistic view on Norton Lifelock's risk profile,enabling management to determine if additional risk response activities are required to address significant risks to the organization’s culture, brand, reputation, compliance, people, operations, and financial results.

d. Disclose the metrics
used by the organziation
to assess climate-relatedrisks and opportunities inline with its strategy andrisk management process

Norton Lifelock uses Scope 1, 2, and 3 emissions data and year-over-year changes to assess climate-related risk in line with its strategy and risk management process.

e. Disclose Scope 1, Scope2, and if appropriate, Scope
3 greenhouse gas (GHG)
emissions, and the relatedrisks

Performance tables, p. 45-46

TARGETSa. Describe the targets
used by the organization
to manage climate-relatedrisks and opportunities
and performance against
targets

INTRODUCTION

We aim to reduce our emissions year-over-year. On a per dollar of total revenue basis, GHG emissions decreased by 45% between FY21 and FY22. The change is driven by a decrease in absolute emissions of 39%
primarily due to emissions reduction initiatives to migrate away from carbon intensive data center operations and optimize our office footprint, and a 9.6% increase in revenue.
Norton Lifelock is developing a strategy to reduce our GHG emissions across the global enterprise and engage our employees to help them reduce their own emissions both at work and at home. In the coming year,
as part of this strategy development, and taking into account feedback from internal and external stakeholders, we will complete a more detailed evaluation of opportunities we may face that are related to climatechange.

APPROACH

ETHICS & GOVERNANCE

PRODUCTSENVIRONMENTAL STEWARDSHIPPEOPLE & CULTURE

COMMUNITY IMPACTDATA TABLES

SASB / GRI / TCFD INDEX

60

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