2021

Impact ReportTable of Contents
Introduction

1

03 Community
Investment

A Message from Our CEO, Andrew Wilson

221

Our Business

3

Reporting Approach

4

Supporting Our Global Communities
through the Pandemic

22

Market Demographics: Our Opportunity

4

Supporting Social and Racial Justice23

Our People Give Back

24

Matching Gifts

24

01 Building Diverse
and Healthy Teams

5

Building a Positive Workplace

6

Promoting Diversity, Equity and Inclusion

05 Protecting
the Environment

29

Operating Sustainably

30

Managing Our Impact

30

Managing the Carbon Footprint of Our Games

30

Understanding Our Emissions

32

Water Use for Data Centers

32

End-of-Life IT Management

32

A Robust Data Center Strategy

33

Workplace Sustainability

34

Building a Sustainable Supply Chain

35

Environmental Compliance

35

06 Enhancing
Corporate Governance36

7

04 Investing in
Privacy and Security

25

Talent Acquisition

11

Privacy

26

Learning and Development

12

Physical Security and Business Resiliency

26

Engagement and Culture

14

IT-Security Management

28

Compensation and Benefits

15

Embedding Security

28

02 Positive Play

16

Board Diversity

37

Safety17

Raise A Concern

38

Fairness

18

Our Code of Conduct

38

Inclusion

18

Ethics and Anti-Bribery

39

Connection

20

Diversity, Equity and Inclusion in Our Supply Chain

40

Balance20

Ethical Marketing

40

Political Advocacy

40

About this Report

41

Appendix42

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Introduction

1

A Message from Our CEO, Andrew Wilson
At Electronic Arts, we believe games canresources and benefit programs, including

world – including regions where we do notbring us together, connect us, and enrich our$32.5 million in support payments forhave full access to race and ethnicity data.

lives. In the past year, that’s become more

pandemic-related expenses. We continue

meaningful than ever as we have seen theto invest in the development of policies,

power our games have to drive inspiration,practices and tools to create a fair andlearning and social connection acrosssafe work environment. We support andgeographies, generations and cultures.

encourage everyone to speak up and report

Throughout an unprecedented year, we
continued our efforts to build more diverse
and inclusive teams and games, support
our global communities, and minimize ourenvironmental footprint. In this 2021 Impact
Report, we outline our commitments,
actions, and achievements - none of which
would be possible without our amazing
people. Despite being physically apart, wecollectively achieved great things on thisjourney to inspire through our actions andmisconduct. When we learn of behaviors
inconsistent with our values and policies,
we investigate every single concern andtake immediate action. There is always
more to do in building a truly inclusive andrespectful workplace that spurs creativity
and innovation, and we remain committed tothis work.

supporting our communities, and ourcommitment to action strengthened
throughout the year. Our teams led theway in making games more inclusive andaccessible for players of all abilities by
allowing royalty-free use and access to
our innovative accessibility-centered
technology patents. They gave backto diverse communities through virtual
volunteerism and charitable donations,
including over $1.4 million in corporate
donations to organizations working toDiversity, equity, and inclusion are at the coreend systemic racial injustice and protectof who we are and how we run our business.

human rights.

In FY21, we strengthened our inclusive

create a positive impact in our world.

recruiting strategies which brought in more

Our ability to further our positive impact

underrepresented groups at rates greater

starts with ensuring the Electronic Arts

than our current representation levels. We

workplace culture is one of respect andalso achieved gender pay equity globally,

allyship, where our people feel empowered

racial/ethnicity pay equity in the United

and their well-being is prioritized. We

States, and we believe that our policies andexpanded employee health and wellness

practices support equitable pay around theIntroduction

We bring these same principles todiverse applicants. As a result, we hired from

We are proud of the progress we continue“

We are a company
driven by ourcore purposeand beliefs, withdiversity, equity,and inclusion
at the core of
who we are.”to make in our journey to drive meaningful
impact in our industry and beyond. We
continue to hold ourselves accountable tothese commitments as we aim to build abrighter future together through play.

Best Regards,

Andrew Wilson2Our BusinessElectronic Arts is a global leader indigital interactive entertainment.
Headquartered in Redwood City,
California, Electronic Arts is publicly
traded on the NASDAQ Global SelectMarket [NASDAQ: EA].

for a portfolio of critically acclaimed,
high-quality brands such as Apex
Legends, Battlefield™, Dragon Age™,EA SPORTS™ FIFA, F1, Madden NFL,
Need for Speed™, Plants vs. Zombies™,
and The Sims™.

We develop, market, and distributegames, content, and services thatcan be played and watched on game
consoles, PCs, mobile phones, andtablets. Electronic Arts is recognized

Our team of artists, storytellers,
technologists, and innovators arecommitted to delivering amazing
games and content. Our strategicpillars include:•

Creating amazing games
and content•

Offering services that extend
and enhance the experience

Business
Snapshot•Connecting more players
across more platforms
with more ways to play

$5.629Read more about our financial resultsin our Annual Report.

Net Revenue FY17–FY21$4.016
Billion Live
Services & Other
Net Revenue$2.87$6.0 Billion$5.537$5.629$5.5 Billion

Diluted Earnings
Per Share$1.934$5.150Billion Operating
Cash Flow$5.0 Billion$4.5 Billion

Billion Total
Net Revenue$4.950$4.845$4.0 Billion

FY17

Introduction

FY18

FY19

FY20

FY21

3

Market Demographics: Our Opportunity
The global market for our products and services is diverse.
We believe that a diverse, equitable and inclusive workplacethat creates representative games and promotes positiveplay will engage a greater audience and lead to growth inour business.

Gender

0.2% Other Gender

Recognition
We are honored to shareawards and recognition
received in our fiscal 2021:
World’s Most Admired
Companies
Fortune43.9%
Female
0%

20%

55.9%
Male
40%

60%

Top Companies forTechnical Women

80%

100%

Best Places toWork in Austin
Best Places to Work in LA

Age
20%

15%

Built In

Average Age:
33 Years Old

17% 17%

Best Places to Work
for LGBTQ Equality

13%
10%

9%
5%

0%

Anita B

10%

9%Human Rights Campaign
8%8%Foundation
4%

4%

11–17 18–24 25–29 30–34 35–39 40–44 45–49 50–54 55–59 60–64

Data presented is market data and not representative of EA's current player base. Our
player demographic study is conducted every two years. This internal Electronic Arts
estimate was derived from internal and third-party data gathered in calendar year 2019.

Introduction

World’s Most Attractive
Employers in South Korea
Universum

Reporting ApproachThis Impact Report is an update to ourfirst report issued in November 2020.
To compile this report, we referredto the Sustainability Accounting
Solutions Board (SASB) Materiality
Map. Unless otherwise indicated,
information is from fiscal year 2021
(April 1, 2020–March 31, 2021). We
gathered information from internal
data reporting and subject matter
experts and verified data through ourinternal audit processes.
4Chapter 01

Building Diverse and
Healthy Teams
We believe we are at our best when welisten, learn, and empower each other.
We strive to create a workplace that isdiverse, equitable, and inclusive, where
people have the opportunity to fulfill theirpotential. This philosophy is central to all
our people practices and our culture.

5

Building a Positive Workplace
Our people are at the heart of all wedo, and we seek to create a creativeand collaborative environment where
everyone has the opportunity to thrive.

Our people practices focus on:
1. Diversity, Equity and Inclusion
2. Talent Acquisition
3. Learning and Development
4. Engagement and Culture
5. Compensation and Benefits

Number of Employees FY17–FY21
12,000~11,000
11,00010,000

9,782

9,832

FY19

FY20

9,330

9,000

8,851
8,000

FY17

FY18

01 Building Diverse and Healthy Teams

FY21

6

Promoting Diversity, Equity and Inclusion
Shaping the Futureof Our Organization
Creating amazing games and services
starts with a workplace that is as
diverse as the communities we serve.
At Electronic Arts, we know that adiverse and inclusive workforce is key
to our success and our global reachrequires a workforce that reflects andrespects the different identities andexperiences of our players.
We celebrate diversity of thought,
cultural differences, lifestyle, age,background, experience, religion,
sexual orientation, economic and social
status, gender identity and marital
status, among other aspects of life. We
invest in diversity, equity, and inclusion
across our business to empower ourpeople, actively foster inclusion andshape the future of Electronic Arts.

01 Building Diverse and Healthy Teams

We are working to embed inclusion
across our systems, processes, andculture to:
1 Attract, develop, and retain great

talent that can thrive and do theirbest work
2 Develop relatable content and games
3 Enable expansion into new anddiverse markets
4 Bridge to better representation thatauthentically reflects players aroundthe world
Each Electronic Arts Business
Unit has an Inclusion Action Plan
designed to cultivate a more inclusive
employee experience with leadershipaccountability. Our Global Diversity
Council, led by our CEO, governs ourcommitments to equity, inclusion,and diversity. The Nominating andGovernance Committee of our
Board of Directors oversees ourcommitments and progress.

Equality Town Halls
We believe that building an inclusive
culture requires ongoing conversationand connection. Electronic Arts
regularly brings the company together
to discuss important and timely topics
centered around equality, and how they
connect to our business strategy andculture. Our Equality Town Halls aim
to create a safe environment where
employees and leaders can share lived
experiences, engage in meaningful
dialogue and build awareness aroundthese important issues.

We are committed
to a respectful
workplace andcreate safe
places and ways
for employees toraise concerns.
Read more on
page 38.

Juneteenth
In June 2020, we held our first Juneteenthcelebration with a day of virtual volunteerism,
activities, discussion, immersive workshops,
and community building. 5,358 people
attended events and volunteers contributed
379 hours of their time in June to supportsocial justice organizations.

7Building Great Gamesand Culture through an
Inclusive Workforce
The percentage
of Senior Vice
Presidents and up
that are womengrew from 16.7%
to 25% over thelast three years

Our commitment to diversity, equity
and Inclusion in our workforce is part ofour culture and core to our values.
We continue to work to attract, hire,develop, and retain diverse teams,
and have increased the proportion ofunderrepresented talent in several
areas, including:••Overall female talent grew from
23.9% to 24.5% since our lastreport in November 2020
The percentage of Senior Vice
Presidents and up that are
women grew from 16.7% to
25% over the last three years

Workforce Representation
GlobalOverall

PeopleLeaders

Technical
Roles

Women

24.5%

22.3%

18.2.%US

Overall

PeopleLeaders

Technical
Roles

White

53.9%

59.4%

53.3%

Asian

22.1%

18.8%

24.9%

Hispanic or Latino

8.4%

6.2%

7.1%

Black or African American

3.6%

3.0%

2.9%

Two or More Races

4.4%

3.8%

3.8%

American Indian or
Alaska Native

0.3%

0.1%

0.2%

Native Hawaiian or
Other Pacific Islander

0.2%

0.1%

0.1%

Under Represented
Talent by Ethnicity*

16.9%

13.2%

14.2%

Unknown

7.1%

8.6%

7.5%

*A combined total of Hispanic/Latinx, African American/Black, Two or More Races, American Indian/Alaska Native, andNative Hawaiian/Other Pacific Islander.
Representation data as of 3/31/21 and with reference to SASB categories and associated definitions.
Does not include workforces of recently acquired companies (e.g., Codemasters, Glu).

01 Building Diverse and Healthy Teams8

Equitable Pay

Our Plan to Accelerate Progress
We continue our progress toward cultivating a diverse workforce through three major
components of our strategy:
1. Inclusive People
Systems and Practices
Evaluate people processes
with diversity, equity andinclusion at the center:•

Evaluate our holistic
sourcing and hiring
processes

2. Belonging Culture
Create an inclusive culturethat welcomes different
viewpoints and enables
employees to do the best
work of their careers:•

Encourage andadvocate for allyship•

Expand upon the places weproactively look for talent•

Leverage Employee
Resource Groups•

Create a more
inclusive planning anddevelopment process•

Build our future talentpipeline through strategic
partnerships and social
justice initiatives

01 Building Diverse and Healthy Teams

3. Leadership
Equip leaders with training
and education that increases
understanding and provides
them with the tools andbehaviors to be inclusive
managers:•

Hold leaders accountableto lead inclusively anddevelop others throughour performance
review process andreward mechanisms•

Equip our leaders with
common knowledge,
language and expectations
on DEI topics

Part of our commitment toequity, inclusion, and diversity iscompensating our employees
fairly based on the work that they
perform. We are proud to haveachieved, with respect to basepay, gender pay equity globallyand race/ethnicity pay equity
in the United States. We haveachieved this by implementing
strong practices at eachstage of the compensation
process, only adjusting thebase pay of approximately
1% of our employees overthe last three years. We arealso broadening the scopeof our review to our incentive
compensation programs, which
will add an analysis of both
employee bonuses and stockcompensation. Our commitment
to fair compensation is detailed
in our pay equity statement.

9

Employee Resource Groups(ERGs): A Critical Resource
Our employees are the ambassadors of ourculture and we are committed to elevatingand engaging diverse voices across ourcommunity. Our ERGs are a critical part ofour diversity, equity and inclusion strategy,
bringing together employees with common
interests or backgrounds to develop themselves
personally and professionally, as well as support
Electronic Arts goals and objectives. Our ERGs
also celebrate allyship, a critical component
for connecting employees and creating a
sense of belonging. Over the past 4 years, ERG
membership and participation has grown tomore than 3,000 members, many who belong
to more than one ERG. Employees led, listened
and participated in over 150 events such as
global Juneteenth celebrations, Pride Tea
Talks and a UK Black History Month celebration,
creating a more inclusive workplace. Membersof our ERGs are also an important resourcefor our development teams, as we collectively
champion equity, inclusion and diversity in ourgames and services. [SEE PAGE 19].

01 Building Diverse and Healthy Teams

Our ERGs
WOMEN’S ULTIMATE TEAM (WUT)

Women’s affinity group—our first andlargest ERG

1,803 members

PRIDE LGBTQ+ affinity group

877 members

SOMOS EA (“We Are EA” in Spanish)Hispanic and Latinx affinity group
BEAT! (Black EA Team) African

American and Black affinity group

560 members

873 members

ASPIRE (Asian and Pacific Islanders

Represent) Asian and Pacific Islanderaffinity group

815 members

ABLE Champions the inclusion ofpeople with disabilities; created by
and for people with disabilities

743 members

MOSAIC Enables smaller offices/

studios to engage and contributeto the objectives of relevant affinity
groups for their location

183 members

10Talent Acquisition
Building Our Company
with Great Talent
We zero-in on
the stages of thehiring process bestshown to drivea more diverse
workforce.

Our people drive the future of
Electronic Arts, and our talent planningand hiring strategies are aligned with
our strategic vision. We are building
a diverse and talented workforce toshape the future of our business, andare committed to investing in thedevelopment and growth of the next
generation of diverse talent throughcommunity outreach and STEAM(Science, Technology, Engineering,
Arts and Mathematics) education.
We are dedicated to recruitment,
hiring and development practices
that promote the growth ofunderrepresented talent. Inclusionbased strategic partnerships, eventsand conference sponsorships
and participation help us engage
diverse talent inside and outside
our organization. Last year, morethan 700 Electronic Arts employees
participated in 27 events focusedon hiring from underrepresented

01 Building Diverse and Healthy Teams

communities, including: Executive
Leadership Council Conference, Grace
Hopper Celebration, and Out & Equal.
Substantially all of our hiring includes
diverse candidates in the initial pool,and we go further by zeroing-in on twolater stages of the hiring process that
our research shows best drives hiring
outcomes:•

Recruiter Review: The stage at

which our talent acquisition teamreviews and assesses candidates
and provides recommendations
to the hiring manager.
•

Hiring Manager Interview: The

slate of candidates that thehiring manager interviews.
To address these critical stages, allbusiness unit leaders, as well as thetalent acquisition leadership, haveaspirational targets for each of these
two stages of the hiring process.
These targets are treated consistently
with other annual goals established bybusiness unit leaders. These targets
are required to (1) reflect increases
from current rates in the percentage
of underrepresented talent included atthese two stages and (2) be expected
to result in the year-over-yearincreases in underrepresented talentacross our workforce. Leaders are held
accountable to these targets throughmonthly and quarterly progress reports.
Electronic Arts makes clear that all
people managers are expected to lead
inclusively and develop others, andtheir performance on these measures
can impact their compensation. This
strategic focus on hiring has led to yearover-year increases in the percentage
of underrepresented talent at each ofthese critical stages and we have seen
positive hiring outcomes at all levelsof the company, including executives.
Since 2019, we have experienced yearover-year increases in open positions
filled with underrepresented talent,and have consistently hired at rates
above our current representation rates.

11

Next-Generation
Development and Recruitment

university graduate traineeship andapprenticeship programs.

We engage a diverse communityof next-generation leaders in
our local communities to create
more equitable opportunities forunderrepresented talent. Our outreach
includes Historically Black Collegesand Universities, Hispanic Serving
Institutions, and partnerships withorganizations such as the Jackie
Robinson Foundation and the Hispanic
Scholarship Fund. In fiscal year 2021,
Electronic Arts hired 277 student
interns and 120 new graduates
through next generation intern and

To continue a vibrant program throughthe pandemic, we created a virtualintern program across our global
footprint, enabling our interns toconnect and learn through programs
developed to enrich their experience.

Advancing Female Talentin Our Industry
We strive for gender equality andsupport advancement of womenacross our organization and industry.
We participate in conferences thatGirls Who CodeElectronic Arts invests in the development of the next generation of
female tech talent, including through our partnership with Girls Who
Code. This year, we hosted the seventh summer immersion program,which helped introduce more than 600 girls to coding. We signed
Girls Who Code’s #HireMe pledge to promote career opportunities
to its alumni network. 11 alumni have joined Electronic Arts asinterns, and one as a full-time Software Engineer.

01 Building Diverse and Healthy Teams

aim to develop women leaders intechnology, such as the Simmons
Institute for Inclusive Leadership,
Professional Business Womenof California, Pakistani Women in
Computing, and Diversity Women,
sending employees as speakers andparticipants, and to recruit talent.

120

new graduateswere hired
through university
graduate
traineeship andapprenticeshipprograms.

Learning andDevelopment
A Learning Environment
We invest in developing and retaining
employees through access to
professional growth resources, skills
learning, and other job-specific and
12

95%

of executives
trained on thefoundations of DEI.

general knowledge training. Electronic
Arts Learn, our learning management
system, provides online resources
with leading industry vendors andproprietary learning materials.

•

Animation Conference 2020 was
a multi-week event that connects
EA’s animation community throughcross functional and studiocollaboration and networking

Last year, we quickly adapted toonline training to support employee
development during the pandemic.
The program was welcomed by our
employees. We saw a 313% increasein training registrations in FY21 andemployees logged more than 160,000
training hours in fiscal 2021.

•

What IF is our technology expo
that celebrates and rewards
technical innovation. Developers
showcase their working inventions
for all of EA to experience•

AnalyticonX Ideas Jam challenged
our analytics community to propose
ideas within this year’s theme,“Innovating the Player Experience”•

Machina is EA’s internal conference
on artificial intelligence andmachine learning

Clear descriptions of theleadership behaviors expectedof all people managers•

New manager onboardingthat covers manager mindset,
manager expectations,coaching, and feedback•

In-person learning experiences
focused on advocacy, development,
and performance improvement•

Additional training through online
manager development offerings

Developing TechnicalExpertise
We provide access to a numberof online learning resources withleading industry vendors such as
Game Development Conference(GDC) Vault, and develop bespoke
learning materials for EA’s proprietary
Frostbite game engine and tools,
serving our game developers at EA.
We hold learning summits, workshops
and conferences throughout the year,
such as:01 Building Diverse and Healthy Teams•

This commitment includes programsfor existing people managers, as wellas programs for developing future
leaders within the company, such as
our Global Mentoring and Sponsorship
Programs. These programs
contribute to our culture of learningand stewardship and support theacceleration of personal and careerdevelopment. Sixty-four percent of
our executive leadership is internallydeveloped talent.
People Manager Resources:

Developing Leaders
Creating great games begins with
developing strong leaders. We believethat leading people is an honor,
privilege, and a great responsibility,
which is why we are committed tocultivating strong leaders and people
managers across our organization.

13

Engagement and Culture
Building Culture throughInclusion Training
Our culture is built by all of us at
Electronic Arts, so we offer inclusion
training and resources for all levelsof the organization. Inclusion
training is provided to employees,
including workshops on unconscious
bias, building cultural capabilities,
psychological safety, inclusive teambuilding, and ways to foster belonging.
We have tools such as Globesmart toincrease skill in creating a culture ofbelonging and an inclusive environment.
We level-up select leaders as culture
champions, who learn more about
how to become better advocates forinclusion and promote best practices
within Electronic Arts.

01 Building Diverse and Healthy Teams

For our senior leadership, we provide
an Executive Diversity, Equity andInclusion Experience. This multimonth program for all VP+ employees
focuses on race, gender, culture andengagement. Created in partnershipwith Duke Corporate Education, morethan 100 global executives haveparticipated in the program.

Engaging Our Employees
through Listening
At EA, we believe that meaningfulconversations are deeply valuable infostering a high-performance culture.
We deploy regular engagement
surveys, conduct quarterly
performance conversations between
managers and employees, andleverage internal data to promoteand measure employee engagement,
organizational health, and manager
effectiveness.
All regular, full-time employees are
asked to complete an Engagement
Survey twice per year. This survey
helps EA understand how to improvethe employee experience. In 2020,
84% of employees responded to thesurvey and 84% stated that they are
happy working at Electronic Arts, which
is several points above our industry
peer average.
We also deploy manager surveys tocreate space for employees to provide
feedback on their managers, and forpeople managers to understand what
their employees need and expect.
This past year, 88% of employees felt
recognized for their contributions
by their manager, up from 83% in a2019 survey.

88%

of employees
agree that
EA prioritizes
diversity, equality,
and inclusion.

86%of employees
believe they havea voice at EA.

84%

of employees are
happy working
at EA, which isseveral points
above our industry
peer average.

14

Compensation and Benefits
Caring for Our People
Now more than ever, employee wellness is a critical aspect of creating a safeand productive workplace. Electronic Arts provides comprehensive benefits
and awards packages to support the physical, mental, and financial health of ourpeople. Our benefits are customized to local markets and vary by location withthe goal of supporting our employees’ physical, mental, family and financial health.
Benefits offered may include:
Physical HealthFamily Health

Global Fitness Benefit: Employees

Vacation & Holidays: EA encourages
employees to stay at the top of
their game by planning holidays andtaking much deserved vacation.

receive free or subsidized access to a fitness
facility or other movement-based activities.

Ergonomics Program: We believe

employees should be comfortable whileworking from home or in the office. The Ergo
program helps to assess and recommend
solutions to address specific needs.

Mental Health
Mental Health Platform : This important

platform ensures access to coaching,counseling, and other mental health resources.

Bereavement Leave: Employees

may take up to 20 days of paid time
off for the loss of a loved one.

Bereavement Trust: In the event of an

employee’s death, immediate family canreceive a $25,000 trust to care for surviving
minor children under the age of 18.

01 Building Diverse and Healthy Teams

Caregiver and Parental Leave: New
parents and caregivers may receive
up to 12 weeks of paid leave for thebirth or adoption of a child or to care
for a critically ill family member.

Financial HealthCompetitive Incentives: Eligible
employees may receive annual bonus
and stock-based compensation.
Retirement Contribution Match:
Our company match is dependent
on EA’s financial performance.

Ownership: Eighty-three percent of
EA employees participate in EA’s equity
programs, including EA’s Employee Stock
Purchase Plan, which allows eligible employees
to purchase EA stock at a discount.

Supporting Our People
During the Pandemic
EA took action to invest in the health and wellbeing of our employees, including:• The majority of our teams worked from home
for the entirety of fiscal year 2021
• Unlimited paid sick time during the firstseven months of the pandemic• Flexible work hours to care for children• Direct access to medical advisors to ensure
access to reputable sources• Allowing for 80 hours of paid time off for
caregiving reasons relating to the pandemic• COVID-19 support payments totaling
approximately $32.5 million to assist withwork from home costs, caregiving, and otherpandemic-related expenses• Additional mental and physical healthservices such as ergonomic assessments
and direct information from medical advisors• Additional rewards for certain essential onsite workers

15

Chapter 02

Positive PlayAt Electronic Arts, we believe in the powerof positive play. Gaming communities
should be positive, fun, fair, and safe forall. We have guidelines to help make sure
our games and services are an enjoyable
experience for all players, and our communityof gamers is one we all want to be part of.

16

In 2020, we developed a Positive Playcommitment to promote positive
behavior in our games, and take clear
steps against those fostering toxicity
in our communities.
We continue to invest in Positive Play,building a dedicated team and bringing
resources together to deliver on our
vision and create incredible experiences
for our players. In FY21, we:When we findcontent in conflictwith our Positive
Play Charter, weremove it, andwe may issue awarning or place
restrictions on
player accounts
and revoke access
to EA Services.

• Introduced our Positive Play Charter,
which outlines how players enjoy
and create positive experienceswith our games and communities• Operationalized our commitment
and created a full-time Positive
Play team including a new senior
executive role to lead our efforts• Conducted research with4,000+ multiplayer gamers tobetter understand their game
experiences—from the features
they love to the tools they want.
This input has and continues toinform our positive play strategy

02 Positive Play

Five Pillars of Positive Play
1

Safety: Players respect each other and play in a safe
gaming environment.

2

Fairness: All players can have fun in a level gaming environment.

3

Inclusion: Our games are inclusive, diverse, and playable:
uniting global players of all abilities through play.

4

Connection: Players can play with friends or create new,meaningful connections.

5

Balance: Players should enjoy our games as part of abalanced lifestyle.

SafetyDiscrimination, harassment, andother harmful behaviors have noplace in our games. Our objective isto promote a safe environment forour players while minimizing friction.
We monitor gameplay for disruptive
behaviors through reporting tools andfeedback mechanisms in our games
and services. We then take action asneeded to ensure positive play. In 2021,

we simplified the process for players
to report concerns and incidents of
disruptive behavior.
We also address disruptive behavior in
our games and services by improving
moderation tools. For example, we
deploy tools and detection models
designed to flag offensive or
inappropriate language that does not17

align with our Positive Play Charter,
while factoring in the game-specificcontext and intensity. When we findcontent in conflict with our Positive
Play Charter, we remove it, and we may
issue a warning or place restrictions on
player accounts and revoke access to
EA Services.

Inclusion

Fairness

Inclusive experiences begin withinclusive design. Inclusive design
is about designing for as diverse a
range of people as possible. It is aphilosophy that encourages us toconsider how gender, age, sexuality,
ethnicity, socio-economic background,culture and customs, body shapes
and sizes, religious beliefs, and moreshape the way we interact with theworld. At Electronic Arts, we work hardto design games and services thatwelcome diverse people to engage
authentically with our organization,
products, and services. We consider
cultural, social, and other needs suchas usability, accessibility, and clear andnon-exclusionary language.

We promote fairness in our games andservices by investing in resources andtechnologies to maintain a level gameenvironment and deter unfair behavior.
If we find unfair behavior in our games,
we will take action against it. We also
intentionally encourage fair playwith priming statements that remind
players of our standards. For example,
in Apex Legends, priming statements
were added before matches begin
to encourage player positivity andresilience whether they win or lose.

02 Positive Play

Games are for everyone, and we believethat inclusion transforms the player
experience. To inspire the world to play,
we design worlds, stories, characters,
experiences and services that resonate
with all players and positively impact
how we treat one another.

Our inclusive design practices started
with our women’s employee resourcegroup (ERG) in 2017. Members createda set of five questions, designed tohelp developers create more inclusive
characters and stories across ourgames. Over time, this frameworkhas evolved as inclusive design has
become part of our culture andembedded within our development
teams. Our ERGs continue to be aresource for our development teams
as we collectively champion equity,
inclusion and diversity in our games
and services.

Inclusive design isabout designing
for as diverse a
range of people
as possible. It isa philosophy thatencourages us
to consider theway we interact
with the world.

18

We incorporate three inclusive design principles into our games:
1

Inclusive: Our games represent believable experiences that reflect the diverse communities we serve

2

Playable: Our games can be enjoyed and played by gamers of all skill levels and abilities

3

Diverse: Our games are welcoming of all people in ways that are meaningful to them

Our ERGs
continue to bea resource forour development
teams as wecollectively
champion equity,
inclusion anddiversity in
our games andservices.

In The Sims 4, players can choose thenuances of their visual identity, such as
skin tone and hair type, and are able tocreate character relationships acrossgender, ethnic and racial identities.

02 Positive PlayWe have partnered with the UK-based
charity SpecialEffect, who work witha team of therapists and technology
specialists, to create gaming control
setups for players with disabilities.

Apex Legends features characterswith representation across ethnicity,
culture, gender, sexual orientation andphysical ability.

19Connection

BalanceWe believe games are a powerful
way to bring people together. Overthe past year, we have seen what acentral role games play in keeping
people connected. We are committed
to developing resources that help
players understand their role in playing
positively and enable them to makemeaningful connections. One way
we do this is by giving players theopportunity to contribute to theircommunities outside the game.
Last year, our FIFA team hosted
the Stay and Play Cup, mobilizing
players to raise $1 million USD for the
GlobalGiving COVID-19 Relief Fund.

We believe that games should be partof a balanced lifestyle. As part of thisbelief, we look to empower players(and the people who support them) tobetter understand and manage how
they play.

We also engage with our communities
by working directly with groups andorganizations, such as Brown Girl Gamer
Code, Queens Gaming Collective,
and Melanin Gamers, to increase
the visibility of underrepresented
gaming talent and communities in ourmarketing campaigns.

02 Positive PlayIn November 2020, we launched a
Parental Controls portal on EA.com tohelp parents make informed decisions
that are right for their family. The
portal includes information to help
shape play by making choices on:• Time Spent Playing• Spending

FIFA Playtime
In FIFA, our largest game, we built
FIFA Playtime to provide playerswith resources that allow them tomonitor their gameplay and in-game
purchases and let them set limits
on how they play. FIFA Playtime isgrounded in research that shows thathaving access to more information
helps players feel comfortable withhow they play. When combined withsmart prompts to guide choices, FIFA
Playtime is designed to provide playerswith tools to facilitate a comfortablebalance in their gaming.

• Social Communication• Access to Games by Rating

Play Together, Play Smart
Our campaign with UK non-profit Internet Matters called Play
Together/Play Smart promotes parents learning more about gameplay and using parental controls.

20

Chapter 03

Community
Investment
Electronic Arts is committed to thecommunities in which we live, play andwork. Our focus areas include social
justice and racial equity, investing in
the future of the next generation ofplaymakers, and responding to ourcommunities’ essential needs.

21

$3M

in financial
support for nonprofits during
the pandemic
and supported
communities withfood, supplies
and game codes.

The pandemic has hit communities
hard over the past year. During thisextraordinary time, we scaled ourefforts, stepping up to support
essential needs and accelerating
our investments in organizations
working to advance equality and social
justice. We also continue to support
nonprofits focused on equality andinclusion across science, technology,
engineering, arts and math (STEAM)
education. In total, we donated around$8 million through company grants,
EA’s volunteerism grants and employee
gift matching programs—a 122% giving
increase over last year.

03 Community Investment

Supporting Our Global
Communities throughthe Pandemic
To support our communities during
the pandemic, Electronic Arts
donated more than $3 million to
nonprofits including GlobalGiving
and Give2Asia. We also provided our
local communities with food, supplies,
game codes and more to keeppeople safe, healthy and connected.
Employees cared for their neighbors
by participating in EA donation drives
and volunteer events. In addition, weempowered our global employees
to give to nonprofits that werehighly impacted by the pandemic
and amplified their efforts with a 2:1
donation match from March throughJune 2020.

Campaign
Against Living
Miserably
In the UK, we supported
mental health during
the pandemic throughour partnership with theCampaign Against Living
Miserably (CALM.) A FIFA
tournament was held withmembers of Parliament,with proceeds donated to
CALM. We also donatedbillboard space to support
an initiative by the UK
government and CALM
aimed at combating
loneliness.

22

Supporting Social and Racial Justice
The events of the past year shined a lighton the systemic racism and inequalitythat exist in our society. At ElectronicArts, we have long held the principles
of diversity, equity and inclusion and are
deeply committed to the movement forsocial and racial justice.
Last year, we contributed more than
$1.4 million to organizations working$1.4M
contributed toorganizations
working to end
systemic racial
injustice, fightdiscriminationand protect
human rights.

03 Community Investment

to end systemic racial injustice, fightdiscrimination and protect humanrights in the U.S. and around the world.
Our employees have been criticalpartners in this effort, and our 2:1
donation employee gift match included
these organizations. Social justiceorganizations receiving contributions
from us include:

Jackie Robinson Foundation
Electronic Arts has sponsored theJackie Robinson Foundation (JRF)since 2012, which continues Robinson’scommitment to equal opportunity
by addressing the achievement gap
in higher education. The foundation
implements programs that provide
scholarships, mentoring and support
services for talented people fromunderrepresented communities. Since
our partnership began, Electronic Arts
has sponsored students affiliated with
JRF and welcomed multiple interns
each year.

Play to Make a Difference
We host and sponsor charitable player
events to raise money for organizations
that share our commitment to building
a more inclusive world. As part of one
event, our annual Play to Give, we
donated $1 million to six of our social
justice partners.

23

Accessible Playand Our SpecialEffectPartnership
We are proud to be part of a diverse anddynamic community of players around theworld, and we are committed to improving
access to gaming for everyone. This includes
our new patent pledge aimed at allowing
royalty-free use and access for the broader
game development community to ourinnovative accessibility-centered technology
patents. Through this pledge, we hope toencourage more developers to build newfeatures that make video games more inclusive.
EA has a long-standing partnership with
SpecialEffect, a non-profit who modifies
and creates personalized gaming controls
for individuals living with disabilities. This year,
our UK, Sweden and Ireland offices teamed
up in the #GameBlast20 fundraiser forSpecialEffect, raising funds and engaging ourplayer community to support their mission.

03 Community Investment

Our People Give Back
We provide our people with a varietyof opportunities to give back to theircommunities. While the past year
has been challenging for in-person
volunteering, our employees foundways to make an impact, and we
amplified their efforts, resulting in a
92% increase in matched donations.
As part of our commitment to giving
back, Electronic Arts launched a new
benefit that offers employees up to
eight hours of paid volunteer time
off each year to eligible employees.
In addition, the EA Dollars for Doers
program provides additional support

for employee volunteerism. Employeesthat log 40 volunteer hours over thecourse of the year can donate $1,000
to a nonprofit of their choice (up to$2,000 every fiscal year).

Matching Gifts
Electronic Arts provides a 100% match
to any full-time employee’s donation
to a charitable organization, up to$5,000 US dollars (or equivalent).
To support global communities
impacted by the COVID-19 pandemic
and racial and social injustice,Electronic Arts also provided a
200% match to employee donations
March through June 2020.

24

Chapter 04

Investing in Privacy
and Security
At Electronic Arts, care and transparency areimportant to how we collect, use, share, andprotect our players’ and employees’ personal
information. Privacy and security are criticalto our business and our relationships with our
players and employees. We are committed tothoughtful stewardship of their information.

25

Privacy
Our Global Privacy Principles follow
globally recognized privacy tenets andbest practices. These are designed
to promote consistency while allowing
agility across our business. We
consider privacy implications at every
stage of the product life cycle, fromproof of concept to sunset of legacy
systems. These efforts are overseen
by our Chief Privacy Officer. Our
Privacy Policy seeks to provide readily
available transparency regarding ourdata practices.

We do not design functionalities or“back doors” into products or services
that would allow entities, including
governments, to circumvent security
features or otherwise compromise thesecurity of our products and services
in ways that could infringe on individual
privacy rights. We also seek to protect
against unauthorized access, use,
destruction, modification, or disclosureof personal information through theconstant vigilance and safeguards
enabled by our Security teams.

Electronic Arts practices privacy bydesign in our games and services
through tactical and strategic efforts.
Our Legal Team reviews all games
or initiatives that process player or
employee personal information prior
to launch or production. If a system will
use player or employee data in a waythat poses a heightened sensitivity
to privacy, we conduct a thoroughassessment to identify potential risks
and actions that can mitigate or avoid
potential concerns.

We go beyond internal security efforts
and work with external researchers to
identify and fix potential issues in our
products. We validate the information
received through the CoordinatedVulnerability Disclosure (CVD) program
to share relevant information amonginternal Electronic Arts stakeholders.

04 Privacy and Security

Physical Security andBusiness Resiliency
Our Global Safety, Physical Security &Business Resiliency (GSPS) practices
support safety, security, and business
continuity initiatives, including our
successful transition to work-fromhome in response to COVID-19 andour enterprise-wide response tonon-IT incidents. Our Global Security
Operations Center (GSOC) provides
real-time monitoring of global
developments and incident response.
Our GSOC’s approach is based on
the ICS (Incident Command System)
standard, and other functions within
GSPS, such as travel risk management
and business continuity, are managedwith reference to recognized standards
such as the ISO standards.

Electronic Arts
practices privacy
by design inour games andservices throughtactical andstrategic effort

26

Global Privacy Principles
Transparency

Data Privacy Rights• Strive to disclose how wecollect, use, share, or otherwise
process personal information
in a way that is accessible
and easy to understand• Provide players and employees
the right to access, update,correct, and request deletionof personal information

Notice, Consent and Choice• Implement reasonablesafeguards to protect against
the theft, inappropriate use,or unauthorized disclosureof personal information• Notify players and employees ofour data practices, including thetypes of data we collect, where
it is stored, how and why we use
it, how to contact EA, and how
to exercise data privacy rights

Security and Integrity• Strive to limit processing of
personal information what
is relevant or necessary
to accomplish specificpurposes disclosed to our
players and employees• Delete or anonymize datawhen it is no longer needed• Promote the overall integrityof information and systems• Offer reasonable andappropriate choices on
personal data use

Accountability
and Enforcement• Obtain consent, whereappropriate, before
processing personal
information• Provide reasonable ways toresolve complaints and disputes,
and respond promptly toinquiries, requests, or complaints

04 Privacy and Security

Data Minimization
and Purpose Limitation

27

IT-Security Management
Our in-depth security management
system (SMS) is designed to protect,detect, and respond to security
threats to Electronic Arts, ourplayers and employees. We take arisk-based approach to addressing
security threats that includes control
layers across all aspects of ourgames, services, and infrastructure.
Our SMS is based on standardized
security frameworks from recognizedorganizations such as the International
Standards Organization, the National
Institute of Standards and Technology,
and the Center for Internet Security.
Electronic Arts security practices andprocedures are overseen by our Chief
Information Security Officer. Our
efforts include:• Internal and external security
risk assessments• Adherence to a structured
development lifecycle thatincorporates security concerns

04 Privacy and Security• Expert teams that continually
test our defenses• Technical controls designed tomonitor and enforce compliancewith security protocols• Training to enforce, monitor, andencourage compliance with internal
practices and procedures.
Electronic Arts also maintains
controls and procedures designed
to assess and mitigate risk withpartners that are able to accesssensitive or personal information,
resources or data. For example, EA’s
Security Team performs a Security
Risk Assessment on the processes
and procedures of third parties thathave access to player or employee
personal information. Security
risks are remediated, formally
documented, and in some cases thebusiness relationship may be ended
or not pursued. Electronic Arts also
maintains contractual arrangementswith third-party data processors that

address measures designed to protect
Electronic Arts’ assets and data.

Embedding Security
All Electronic Arts employees are
required to complete mandatory
annual security training. These
trainings raise awareness of security
and our practices throughout theorganization and empower employees
to protect information assets andinfrastructure.

Our in-depth SMS
is designed toprotect, detect,and respond tosecurity threats
to ElectronicArts, our players
and employees.

28Chapter 05

Protecting theEnvironment
At Electronic Arts, we aim to operate
sustainably and manage our environmental
impact as we continue our digital transition.

29

In FY21, thepercentage ofour full games
purchased digitally
accelerated

Operating Sustainably

Managing Our Impact

Climate change is a serious challengethat demands a comprehensive
global response from every part ofsociety. We are committed to doing
our part by managing the impact of ouroperations and working towards theimplementation of the Task Force on
Climate-Related Financial Disclosures(TCFD) recommendations.

Electronic Arts’ Nominating andGovernance Committee ultimately
oversees our efforts with respect
to corporate responsibility, which
includes environmental sustainability.
The committee receives reports
from management, as appropriate. In
fiscal 2021 and early fiscal 2022 ourenvironmental footprint changed as
we shifted to a global work-from-homeenvironment and completed significant
acquisitions. We look forward tounderstanding the impact of theseacquisitions, as well as future work
models, and establishing baselines
from which to measure our efforts.

We integrate environmental
sustainability across our business
operations in three key areas:•

Reducing our carbon footprint in
the delivery of games and services•

Managing energy and water
usage at our global offices
and data centers•

Reducing the environmental
footprint of our workplaceand supply chain

05 Protecting the Environment

Managing the Carbon
Footprint of Our GamesOur continued digital transition has
reduced the environmental impact
associated with physical products. In
FY21, the percentage of our full games
purchased digitally accelerated, likely
driven by factors associated with the
COVID-19 pandemic. While digital
adoption may decelerate in FY22, we
believe that the significant increasein digital adoption we experienced in
FY21 is likely a permanent change.
In addition, part of our strategy involves
providing players with engaging
services that extend and enhance
gameplay. These live services require
online hosting for longer periods oftime, which has increased our business’s
reliance on computing power andassociated resources. This impact isconcentrated in our data centers.

30

Operational
Footprint

North America

EuropeAsia-Pacific3countries

66%
of portfolio energy use

13
countries

31%
of portfolio energy use

6countries

3%of portfolio energy use

6,500
employees

32,729,336
gals. of waterused in FY21

3,000
employees

2.29M
gals. of waterused in FY21

1,200
employees.68M
gals. of waterused in FY21

1,885,874
sq. ft. of facility space(leased/owned)
62.61M
kWh of energy
used in FY21

15%
of total water isconsumed in highstress water area

499,218
sq. ft. of facility space(leased/owned)
29.14M
kWh of energy
used in FY21

4%of total water isconsumed in highstress water area

255,538
sq. ft. of facility space(leased/owned)
3.56M
kWh of energy
used in FY21

NR*
of total water isconsumed in highstress water area

Globally

22~11,000

2.64M

95.31M90%

99%

32.73M19%

countries

employeesof facility space coveredby energy inventoryof Electronic Arts-Owned andElectronic Arts-Managed servers
covered by energy inventory

sq. ft. of facility space (leased/
owned) included in energy inventorygals. of water used in FY21

kWh of energy used in FY21

of total water is consumed
in high stress water area

FY21 energy and water inventories do not include data from recent acquisitions which we intend to integrate and include in our FY22 report. *Data not reported.

05 Protecting the Environment31

End-of-Life IT
Management
Understanding
Our Emissions

Our continued
digital transition
has reduced theenvironmental
impact associatedwith physicalproducts.

Electronic Arts references the TCFD
Framework and the World Resources
Institute Greenhouse Gas (GHG)
Reporting Framework, to identify the
primary sources of our Scope 1 and 2
GHG emissions. If a material climaterelated risk to Electronic Arts is
identified, the risk will be reported toElectronic Arts’ Audit Committee as partof its annual enterprise risk management
processes and procedures led by ourinternal audit team.
Our Scope 1 emissions are mainly
derived from fuel usage at Electronic
Arts offices and data centers and

05 Protecting the Environment

fugitive emissions from refrigerantleakages. Our Scope 2 emissions arederived from electricity generation
over which Electronic Arts has
operational control, mainly in our
offices and data centers.

Water Use for
Data Centers
According to the World Resources
Institute, all of our Electronic ArtsManaged data centers are located inareas with either low or low-medium
baseline water stress. Some of ourElectronic Arts-Owned data centers,
located in our global offices, arelocated in major urban areas that may
have higher water risk.

We strive to make the end-oflife process for our technologicalequipment responsible. When possible,
we donate technological equipment
to educational and nonprofit
organizations. When a donation is notpossible—due to security concerns
or damage to the equipment—weproperly recycle it.
We participate in programs designed
to manage e-waste to minimize thenegative impact on the planet andhuman health. Our decommissioned
technological equipment—servers,
computers, laptops, and monitors—ismined for minerals and hazardous
substances as well as reusable
components before disposal in anenvironmentally safe manner.
32

Data Center
Ownership
Structure
Electronic Arts-Owned

Data centers owned andlocated in EA offices

Electronic Arts-Managed

Owned data centers overwhich EA has operational
control and are housed inthird-party locations
Hosting Providers

Data centers in third-party
locations managed andmaintained by third-party
providers

Cloud

Data centers in thirdparty locations managed
by third-party providers
and used for point-intime demand

A Robust Data Center Strategy
We take a holistic approach to data
center management and implement
strategies to drive efficiencies acrossour data centers over which we haveoperational control, and work withhosting and cloud partners committed
to powering their data centers withrenewable energy. In FY21, we gained
better insight into energy usage from
Electronic Arts-Managed data
centers and now include energy
consumption from these servers in ourenergy inventory.
Our key strategies:
1 Directly manage energy usage forElectronic Arts-Owned data centers,
which constitutes about 2,400
servers, through practices designed toincrease energy efficiency.
2 Continue to consolidate Electronic

Arts-Managed data centers to fewer
locations to drive utilization efficiency.

3 Increase usage of renewableenergy at Electronic Arts-Managed
Data Centers. Our Electronic ArtsManaged data centers are operated
in partnership with companies thatcurrently include renewables intheir energy-use portfolio and haveestablished goals for increased use ofrenewable energy in the future.*
4 Partner closely with cloud providers

that have robust strategies to driveenergy efficiency to help us to manage
fewer data centers, driving efficiency
and economies of scale. For example,
data centers at Amazon Web Service(AWS) are 88% more energy efficientthan on-premises data centers,
according to their data.*

Our key cloudpartners maintainrenewable energy
commitments.

5 Partner with cloud providers withcommitments to renewable energy. For
example, Google Cloud, runs 100% on
renewable energy today, and Amazon
Web Services and Microsoft Azure,
have committed to doing so by 2025.**According to partner and provider sustainability reports.

05 Protecting the Environment

33

Workplace Sustainability
We carefully manage our impact inowned spaces and work with site
owners and managers to reduce our
impact leased locations. Eleven of ouroffices are LEED-certified (or othergreen building certified) workspaces.
Across our portfolio of ownedbuildings, we aim to reduce our energy
water and waste consumption by:•

Using LED lighting and room
sensors to reduce energy use•

Purchasing eco-friendly supplies,
including 100% compostableproducts when possible•

Contracting green cleaning services
and sustainable landscape services•

Promoting the reduction,
reuse, and diversion of waste,
including the elimination of
single-use water bottles•

Increasing employee awareness andeducation around sustainability

05 Protecting the Environment

Main Location Highlights
We take action to reduce our impact at our owned locations,
including our global headquarters in Redwood Shores, California,
and our studios and offices in Burnaby, British Columbia.

EnergyRedwood Shores, CA

Burnaby, BC• 550,000 kWh annual reduction
from variable frequency drives
for air conditioning.

• 820,000 kWh annual reduction fromLED light retrofits, voltage harmonizer,
and automated light sweeps• 800 kWh annual reduction
from several LED projects
Water• 5 million gallons of recycled waterused annually for landscaping.
• Drought-resistant plants for landscaping.

• We are continuing to evaluate water
reduction efforts, such as drought-resistantlandscaping and low-flow fixtures• Low-flow toilets.
Waste• Approx. 90% of waste diverted fromlandfill to recycling and composting• 30,906 pounds of waste diverted fromlandfill to recycling and compost• 100% compostable products (paper
towels, toilet paper, food & beveragecontainers) are available campus wide
• Cardboard recycling program saved~160 trees this year and have recycled~18,700 pounds of cardboard

34

Building a Sustainable Supply Chain

241kpounds of paper
have been savedannually by oursustainability
efforts

We work to incorporate environmental
considerations into our packaged goods
supply chain. We've decreased theenvironmental impact of our physicalproducts through digital transition andintentional actions, including:••Printing legal notices on the backcover of games, which saves atleast 238,000 lbs of paper annually.
Shipping orders via corrugated wrap
versus cartons, which decreases
usage of corrugated materials
by at least 10,000 lbs annually.

•

Utilizing print suppliers withgreen certification from theForestry Stewardship Council,
the Rainforest Alliance, and theSustainable Forestry Initiative.

•

Eliminating use of pallet displays,
including banding material.

•

Decreasing retail display
manufacturing by approximately
70 percent from peak.

•

Converting packaging materials tobiodegradable air pillows, saving atleast 3,700 lbs of paper annually.

Environmental
Compliance
We continuously monitor ourcompliance with all environmental
laws and regulations. We have not
had any significant environmental
controversies resulting from ouroperations and have not incurred
environmental fines, penalties, orlevies. We comply with all water quality
or quantity permits, standards, or
regulations at our facilities.

Electronic Arts Global Green TeamOur Global Green Team consists of more than 600 people from all functions of the organization around theworld. This group helps drive a broad range of internal and community-based environmental actions targetedat driving a sustainable future for employees, players, and the communities in which they live. The Global
Green Team partnered with our ERGs to develop a speaker series for Earth Month designed to educate
and raise awareness regarding climate justice and the ways in which climate change has a disproportionate
impact on underrepresented communities.

05 Protecting the Environment

35

Chapter 06

Enhancing Corporate
Governance
Ethics and integrity are central to theway we do business at Electronic Arts.
We are a values-driven company, and our
corporate governance practices reflect
our commitment to following applicablelaws and NASDAQ governance standards.

36

Our Board

Board Diversity

62%

of our Board
identifies as
female or amember of anunderrepresented
community.

Our Board believes thatcomplementary and diverse
perspectives, whether based on
business experience, diversity ofbackground, including gender andethnicity, or other factors contributeto the Board’s effectiveness asa whole. The Nominating andGovernance Committee and Board
are committed to actively seeking
highly qualified women and individuals
from underrepresented communities

06 Enhancing Corporate Governanceto include in the pool of potential new
directors. Currently, 62% of our Board
identifies as female or as a memberof an underrepresented community
and the Board expects to continue
adding female members and members
from underrepresented communities,
including a third female board memberin the coming months.

Name

Diversity

Kofi A. Bruce

African American

Leonard S. Coleman

African American

Jeffrey T. Huber
Talbott Roche

FemaleRichard A. Simonson
Luis A. Ubinas

Hispanic/Latino

Heidi J. Ueberroth

FemaleAndrew Wilson

37

Raise A Concern
We are committed to a safe, fair,and inclusive workplace at EA. For
many years, we have invested in thepolicies, practices, tools and people
who help create a fair and safe work
environment where all of our workers
can thrive. We take all concerns thatare raised seriously, investigate them,and take action based on what wefind. One of the ways we ensure ourpeople feel safe and engaged at EA
is enabling them to report issues,concerns or problems safely andsecurely through our Raise A Concern
experience. This process and tool set
starts with expectations articulated in
our Code of Conduct and Respectful
Workplace policies and provides
employees and third parties a safe
space to express concerns without
fear of retaliation. Workers can reportconcerns through the avenue most
comfortable for them: an online tool
easily accessible through several
channels, their manager, their People
Experience partners, directly to thePeople Relations Team via a dedicated

06 Enhancing Corporate Governancephone number and email address, orto any executive at EA. We investigate
every report of misconduct, including
those related to discrimination,harassment, and bullying, and wetake enforcement very seriously. We
have and will take intentional action
when we learn of behaviors that areinconsistent with our values and Codeof Conduct. And we look for patterns
and develop insights from our workso that we can proactively educate
our people on what constitutes arespectful workplace.
It is an ongoing journey to improve
the work environment for everyone
and we know there is always morethat can be done. We don’t shy awayfrom this responsibility. We strive foraccountability and to do what is right.
We are committed and will continue
to take actions to create and maintainthe best possible work environment
for everyone at EA to do the signature
work of their careers.

Our Code of Conduct
Our Global Code of Conduct andRespectful Workplace policies apply to
all employees, officers, and directors.
New hires review and sign the Global
Code of Conduct prior to beginning
employment, and employees must
annually acknowledge that they’ve
followed, and will continue to follow
it. Training on the Global Code of
Conduct is conducted every two years
for all employees. Our Raise A Concern
online tool enables employees and third
parties to report suspected violations
for investigation and resolution.

We investigate
every reportof misconduct,
including thoserelated todiscrimination,harassment, andbullying, and wetake enforcement
very seriously.

38

Ethics and Anti-Bribery

We have practices
and procedures
designed
to promotecompliance with allapplicable anticorruption laws
and regulations

We are committed to acting fairly andethically wherever and with whomever
we do business. We have practices
and procedures designed to promotecompliance with all applicable anticorruption laws and regulations,
including the US Foreign Corrupt
Practices Act, the UK Bribery Act, andall other national and local regulations
where we operate. Our Anti-Corruption
Policy applies to all employees
and directors, and Agents or otherconsultants that represent Electronic
Arts must also abide by thesestandards when conducting businesswith or on behalf of Electronic Arts.
Electronic Arts’ General Counsel
oversees compliance to our policies.
We may require a written questionnaireor due diligence review prior to startingor renewing a business relationshipabove certain monetary thresholdswith individuals or businesses incountries that pose a heightened riskof corruption, as determined by the
Corruption Perceptions Index.

06 Enhancing Corporate GovernanceOn a case-by-case basis we also
perform due diligence and/or require
written questionnaires before startingor renewing a business relationshipbelow our internal thresholds or inlower-risk jurisdictions.
All Vice Presidents and above are
required to complete online anticorruption training. In jurisdictions thatpose a heightened risk of corruption,such as China, this requirement
is expanded to all Electronic Arts
employees. Other select employees
must complete the training basedon the nature of their interactions
with third parties, their roles, or theseniority of their positions. Violationsof Electronic Arts’ Anti-Corruption
Policy are reported through the Raise A
Concern online tool or through internal
employee reporting mechanisms.
Subject matter experts are alsoavailable to consult with employees on
potential corruption-related matters.

39

Human Rights
We are committed topromoting and protecting
human rights throughout
our value chain. Our
Global Human Rights
Statement aligns withmany of the common
principles reflectedin the United Nations
Global Compact and the
Universal Declaration of
Human Rights and applies
wherever we do business.
Electronic Arts’ Nominatingand GovernanceCommittee oversees thecompany’s Global Human
Rights Statement, policies
and practices.

06 Enhancing Corporate GovernanceDiversity, Equity
and Inclusion in Our
Supply Chain
Our commitment to diversity,
equity and inclusion extends toour supply chain. We strive forinclusive procurement practices
that increase equity of opportunity
for underrepresented communities.
In 2021, we plan to enhance ourpractices, policies and technology
to better promote purchasing frombusinesses owned by members ofunderrepresented communities.

Ethical Marketing
We are committed to marketing thatis truthful, accurate and does not
mislead consumers. Our advertising
is clearly labeled, and we require thatthird-party partners, such as social
media influencers and influential
game streamers, label their content
as marketing when partnering with
Electronic Arts.

Political Advocacy
Electronic Arts strives to help
policymakers understand our products
and business. We engage in policy
discussions and political processes
when they matter to our business,customers or employees, but do notmake direct political contributions
to individual candidates, parties,
committees or IRS Section 527
entities, or engage in activities
intended to influence the outcomeof campaigns or ballot measures. Our
Political Activities Statement details
more about our engagement in thepolitical process.

We strive
to promote
purchasing frombusinesses owned
by members ofunderrepresented
communities.

40

About this ReportElectronic Arts Inc. (the “Company”)
published this report to provide an
overview of our environmental, socialand governmental (“ESG”) efforts
and commitments. This report isfor the reporting year of April 1,2020 through March 31, 2021. This
report was created with reference
to the Sustainability AccountingStandards Board (SASB) Standard
for the Software and IT Services
industry within the Technology andCommunications sector.
This document and the materials or
websites cross-referenced containstatements that are aspirational orreflective of our views about our
future performance that constitute“forward-looking statements”
within the meaning of the Private
Securities Litigation Reform Act of1995. Forward-looking statements
are generally identified through theinclusion of words such as “anticipate,”“believe,” “expect,” “intend,” “estimate”,“plan”, “predict”, “seek”, “goal”, “will”,“may”, “likely”, “should”, “could” (andthe negative of any of these terms),“future” and similar expressions to
identify forward-looking statements..
The forward-looking statements inthis document and the materials or
websites cross-referenced concern
the Company’s goals, progressor expectations with respect tocorporate responsibility, sustainability,
employees, culture, inclusion anddiversity, environmental matters,
policy, procurement, and business risks
and opportunities. Forward-looking
statements inherently involve risks
and uncertainties that could cause
actual results to differ materially fromthose predicted in such statements.
Forward-looking statements are notguarantees or promises that goals
or targets will be met. The Company
undertakes no obligation to update any
forward-looking or other statements,
except as required by law.
Historical, current, and forwardlooking ESG-related statementsin this document may be based onstandards for measuring progressthat are still developing, controls andprocesses that continue to evolve,
and assumptions that are subject tochange in the future.
The information included in, andany issues identified as material for
purposes of, this document may not
be considered material for Securities
and Exchange Commission reporting
purposes. In the context of this report,
the term “material” is distinct from,and should not be confused with, suchterm as defined for SEC reporting
purposes.
Website references and hyperlinks
throughout this document areprovided for convenience only, andthe content on the referenced thirdparty websites is not incorporated byreference into this report, nor does it
constitute a part of this report. The
Company assumes no liability for thecontent contained on the referenced
third-party references.
41

Appendix
The following table cross-references
the Sustainability Accounting
Solutions Board accounting metrics
with where that information can befound in the 2021 Impact Report.

42

Software and IT Services: Sustainability Accounting Standard
Topic

Accounting Metric

Category

Unit Of Measure

Code

EA Data Response

Reference

Environmental
Footprint ofHardware
Infrastructure

1. Total energy consumed.

Quantitative

Gigajoules (GJ),
Percentage (%)

TC-SI-130a.1

1. 343,126 GJ fiscal year 2021 (electricand natural gas), which represents~90 percent of our facility square
footage and approximately 99% of
EA-owned and managed servers.

“Operational
Footprint”
on page 31

2. Percentage grid electricity.
3. Percentage renewable.

2. All of the energy used in our EAowned facilities is grid purchased.
3. Our partners at EA-Managed data
centers currently include renewablesin their energy-use portfolio and haveestablished goals for increased useof renewable energy in the future.
1. Total water withdrawn.

Quantitative

2. Total water consumed,
percentage of each in regionswith high or extremely highbaseline water stress.

Intellectual
Property
Protection andCompetitive
Behavior

Thousand Cubic Meters(m³), Percentage (%)

C-SI-130a.2

1. Total water use of 124,371 m³ infiscal year 2020, which represents ~89
percent of our facility square footage.

“Operational
Footprint”
on page 31

2. EA consumes 23,659 m3 of water inhigh or extremely high water stress areas.
This is 19% of total water consumption.
Regionally, this consists of 18,607 m3(15%) in North America and 5,052 m3(4%) in Europe. Water consumption
in high / extreme water stress areasin Asia-Pacific is not reported.

Discussion of the integration ofenvironmental considerations
into strategic planningfor data center needs.

Discussion
and Analysis

N/A

TC-SI-130a.3

Please see the Protecting theEnvironment section of our Impact Report.

“A Robust Data
Center Strategy”
on page 33

Total amount of monetary losses
as a result of legal proceedings
associated with anticompetitive
behavior regulations.

Quantitative

Reporting Currency

TC-SI-520a.1

Zero. Material legal proceedings
are disclosed in our SEC filings.

Annual Report 10-K

A Appendix

43TopicAccounting Metric

Category

Unit Of Measure

Code

EA Data Response

Reference

Data Privacy
and Freedomof Expression

Description of policies andpractices relating to behavioral
advertising and user privacy.

Discussion
and Analysis

N/A

TC-SI-220a.1

EA is committed to marketing its
games and services in a matter that istruthful, not misleading, and accurate.

“Ethical Marketing”
on page 40“Global Privacy
Principles”
on page 27
Privacy andCookie Policy

Number of users whose
information is used forsecondary purposes.

Quantitative

Number

TC-SI-220a.2

Our Privacy and Cookie Policy details
our specific standards and actions.

“Privacy” on page 26“Global Privacy
Principles”
on page 27
Privacy andCookie Policy

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

Quantitative

Reporting Currency

TC-SI-220a.3

Please see our SEC filings for any
material legal proceedings.

Annual Report 10-K

1. Number of law enforcement
requests for user information.

Quantitative

Number, Percentage (%)

TC-SI-220a.4

Our Privacy and Cookie Policy details how
we handle requests from law enforcement.

Privacy andCookie Policy

List of countries where coreproducts or services are
subject to government-required
monitoring, blocking, content
filtering, or censoring.

Discussion
and Analysis

N/A

TC-SI-220a.5

Our User Agreement details the governing
law and disclosure practices related tothe access and use of software products.

Annual Report 10-K

1. Number of data breaches.

Quantitative

Number, Percentage (%)

TC-SI-230a.1

Please see the Investing in Privacy
and Security section of our Impact
Report. Material data security eventsare disclosed in our SEC filings.

Annual Report 10-K

2. Number of users whose
information was requested.
3. Percentage resulting
in disclosure.

Data Security

2. Percentage involving
personally identifiable
information (PII).
3. Number of users affected.

A Appendix

44

TopicAccounting Metric

Category

Unit Of Measure

Code

EA Data Response

Reference

Data Security

Description of approach toidentifying and addressing
data security risks,
including use of third-party
cybersecurity standards.

Discussion
and Analysis

N/A

TC-SI-230a.2

Please see the Investing in Privacy andSecurity section of our Impact Report.

“Privacy”
on page 26

Recruiting andManaging a
Global, Diverse,
and Skilled
Workforce

Percentage of
employees that are:Quantitative

Percentage (%)

TC-SI-330a.1

Approximately 64% of employees
are located outside of the US.

Annual Report 10-K

Employee engagement
as a percentage.

Quantitative

Percentage (%)

TC-SI-330a.2

Please see the Building Diverse
and Healthy Teams sectionof our Impact Report.

“Engaging Our
Employees
through Listening”
on page 14

Percentage of genderand racial/ethnic grouprepresentation for:

Quantitative

Percentage (%)

TC-SI-330a.3

Please see the Building Diverse
and Healthy Teams sectionof our Impact Report.

“Workforce
Representation”
on page 8

Quantitative

Number, Days

TC-SI-550a.1

Please see our SEC filings fora discussion of material risks
related to this subject matter.

Annual Report 10-K

Discussion
and Analysis

N/A

TC-SI-550a.2

Please see our SEC filings fora discussion of material risks
related to this subject matter.

Annual Report 10-K

1. Foreign nationals.
2. Located offshore.

1. Management.
2. Technical staff.
3. All other employees.
Managing
Systemic
Risks fromTechnology
Disruptions

Number of:
1. Performance issues.
2. Service disruptions.
3. Total customer downtime.
Description of business
continuity risks related todisruptions of operations.

A Appendix

45

Electronic Arts Inc.
209 Redwood Shores Parkway
Redwood City, CA 94065
ea.comir.ea.com