Diversity, Equity, and Inclusion
PolicyDesigning for diversity: building a fair and inclusive Adyen
In line with the Adyen Formula, we seek out different perspectives to sharpen our ideas. This means
striving for diversity across all dimensions, including but not limited to race, ethnicity, gender identity,sexual orientation, age, cultural background, disability, neurodivergence, and religion.
We view diversity and inclusion as the responsibility of the entire Adyen team – one for which we arecollectively accountable. Our goal is to have everyone contribute to building a Company with diversity,equity, and inclusion at its core, and to continuously embed it throughout the organization.
Our guiding principles are:
1. Improving diversity is a top priority for us. We actively include a diverse group of people andperspectives to sharpen our ideas when making decisions.
2. We proactively look for ways to add diversity to our teams. During the hiring process, our diverse
hiring team assesses individuals based on the same performance, skills and formula fit criteria.
3. When we hire, promote or reward, we question who was considered, whether we were fair, andwhy we made each decision. We provide credit where credit is due, and explain the reasoning to
all that were considered in the process.
4. We treat each other fairly and adapt our approach to individual needs. We support each other innavigating the normal course of life.1
5. By conducting an annual Culture and Inclusion survey, we measure progress and aim to improveupon our efforts with every cycle to build a more diverse and inclusive Adyen.
6. We make a conscious effort to avoid making decisions based on unconscious biases.
7. We take every form of discriminatory attitudes or harassment seriously, including
microaggressions in the form of jokes or insinuations, based on an individual’s protectedcharacteristics.
These principles also form the basis of the Equal Employment Opportunity Policy which applies
throughout the organization, including for potential members of the Management Board and Supervisory
Board.
The Inclusion Policy is guided by three core principles that center around equity — Equal Pay, Equal
Chance, and Normal Course of Life. The principles are being overseen by a range of teams within Adyen.
Equal pay means; same impact, same role, same pay. Equal chance is defined as the same opportunities
for every employee irrespective of their race, ethnicity, gender identity, sexual orientation, age, physical or
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There is no one-size-fits-all approach when dealing with life events such as starting a family or coping with challenging times that we all inevitably face. We don’t
believe in strict and rigorous policies to guide these themes — we believe in helping people to navigate these moments. As everyone’s life situation is different, wemaintain a tailor-made approach and strive for flexibility.

mental condition, or cultural background. And the Normal Course of Life supports employees navigating
significant life events by acknowledging there is no one-size-fits-all approach. As everyone’s life situation
is different, we strive for flexibility and to support our teams when possible.
We are aware that all aspects of diversity are vital to the business, enabling the Board and the Company
to look at issues and opportunities from different angles and to respond to challenges in new ways.
Diversity is a key driver for innovation and allows Adyen to attract and retain our talented people.
Commitments
Adyen believes in the benefits of a diverse workplace and strives for diverse teams at all levels.
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We are committed to ensuring our senior leadership (Global Leadership Team, ManagementBoard, Supervisory Board) is a fair representation of the Company. We have defined the “subtop”
as our Global Leadership Team. Therefore:○ We commit to having a Global Leadership Team (“subtop”) with no more than two thirdsof its members identifying as a single gender identity (66%) by 2028.
○ We commit to having a Management Board with no more than two thirds of its members
identifying as a single gender identity (66%) by 2030. The current size and composition of
the Management Board requires Adyen to set a longer time horizon to achieve thiscommitment.
○ We commit to having a Supervisory Board with no more than two thirds of its members
identifying as a single gender identity (66%) by 2028. This is in line with Dutch statutory
diversity targets.
We are committed to hiring, promoting, and enabling growth of underrepresented groups acrossall levels and geographies of the organization.
We aim to include underrepresented candidates in our hiring process, meaning that we measure
the diversity of our candidate pipelines when possible and strive for a minimum of 30% ofcandidates to come from an underrepresented group considering relevant local demographic
context and regional/functional objectives.
We will ensure that individuals from underrepresented groups can be themselves, are able tospeak up and be heard, and thrive at all levels of the organization.

Each year, with the input and recommendations of our Regional DEI Councils and ERGs, we formulate
an action plan that takes into account the diversity targets we have set for ourselves.
The Company’s Supervisory Board has drawn up the Diversity, Equity, and Inclusion Policy, which has
been established in accordance with Best Practice Provision 2.1.5. of the Dutch Corporate GovernanceCode. The Diversity, Equity, and Inclusion Policy is published on the Company’s website.

Version management
Version:Drafted/changed by:Approved by:Date of approval:

Version 1

Nomination & Remuneration CommitteeSupervisory Board

December 2021

Version 2

Nomination & Remuneration Committee

Supervisory Board

December 2023