2021 ESG Fact Sheet 4 4 Executive leadership team 8-member board of directors identify as female • 3 women, including our Lead Independent Director 22% • 2 directors identify as Asian or Black identify as Asian • 1 director identifies as LGBTQ+ 33% Our employees’ experiences validate both the internal and external recognition we receive. 5 Global employee engagement, 2020 Overall favorable “I would recommend Favorable overall engagement Asana as a great sense of belonging 80% 96%place to work” 86%and voice Highlighted Diversity, Inclusion, and Belonging (DIB) initiatives Focus area Initiatives • Comprehensive DIB onboarding curriculum for new employees • Mandatory anti-harassment training • Bias awareness training DIB: • Allyship sessions build • Inclusive leadership training for managers • 16 weeks of paid parental leave, regardless of gender • Dedicated outreach to candidates from underrepresented communities • Partnerships with organizations including Techqueria, AfroTech, Year Up, and The Marcy Lab School •AsanaUP, an apprenticeship program providing pathways to technical roles at Asana for individuals from diverse DIB: backgrounds recruit • Inclusivity, Diversity, and Equity for Asana Leadership (IDEAL) policy ensures we interview candidates from underrepresented groups and non-male candidates for open leadership roles • DIB Council, an internal group of cross-functional stakeholders including executive leaders • DIB representation goals for all teams • Employee Resource Groups: AsanaWomen, Team Rainbow, Gradient, Blacsana, Asanapac DIB: • Regular signer of amicus briefs supporting inclusion and equal rights thrive • Mental health and wellness benefits •Asana Acts Against Racism, a formalization of anti-racist efforts co-created with Asana employees • Pay by gender identity (globally) and by race/ethnicity (U.S.) analyzed by an outside vendor twice a year • Dedicated budget for remediation Pay Equity