Introduction Transforming care Investing in our people Accelerating possibilities Protecting the environment Creating value responsibly Appendix Supporting our global workforce can include bonus pay, sales incentives, long-term incentive stock awards, and on-the-spot recognition awards for The well-being, health and safety of our employees and their highly successful projects and breakthrough performance. families is a top priority at Boston Scientific. The company also offers an employee stock purchase plan and country-specific retirement programs that include matching Meeting needs and adding value: company contributions where country tax law permits. Employee benefits and well-being Compensating people equally for equal work is essential to our 1 inclusive culture. Our most recent assessment reported 99% or Boston Scientific offers benefits programs that support the greater pay equity for employees across gender globally as well health and well-being of our people while providing flexibility as multicultural talent in the United States, including Puerto Rico. to meet individual needs and expectations. In applicable Boston Scientific compensation experts regularly benchmark " The well-being of our countries, our offerings include paid time off, telehealth services, salaries and conduct companywide and external parity audits. employees is a priority childcare and parental care benefits, mental health services, We contract with an independent third party to assess pay that reflects our values and college and financial planning, fertility and surrogacy benefits, equity for all positions using regression analysis. This data-driven inclusive culture. We are a breast milk shipping service, domestic partner benefits, tuition approach controls for variables that influence compensation such working to embed well-being support, a meal-planning service and sabbaticals for employees as job position, tenure, years of experience and location. We use deeper into our policies and with more than seven years of service. the results to identify any potential pay disparities and address programs to ensure every In 2022, we continued expanding our global benefit programs them accordingly. Equal pay alone is not enough. We continue individual has the support and services. For example, we increased telehealth and domestic to educate and train our people, update policies and expand they need to be at their best.” partner health care coverage for employees in Ireland, extended benefits to address any bias, increase opportunities for greater maternity and paternity leave in Japan and significantly diversity, and foster a culture where all employees feel valued Ebony Travis broadened well-being benefits in Costa Rica, including and included. director, a significant increase in coverage for mental health services. Global Well-being and HR Policy To learn more about our global benefit programs and services, visit BenefitsConnect. Compensation: Our approach and practices We create competitive programs that are performance-based, that align the long and short-term interests of employees with those of the company, and are equitable and cost effective. We offer an annualized base as well as a variable component to employee compensation, both in accordance with job responsibilities and local labor standards. Variable components 1 Figure from 2021 results. Analysis is completed every other year. 29 2022 Performance Report