Letter s  Overview   Ahead of What’s Next  Sustainable Logistics   Our Inspired People  Resilient Communities   Appendix Diversity, equity, inclusion and belonging DEIB is important to our mission to be the leading Workforce Diversity 1 logistics real estate company. Our workforce should look like the communities where we do business, and our Women (companywide) People of Color (U.S.) priorities should reflect the needs of those communities. Our DEIB strategy is supported by three pillars: people, Total Workforce Total Workforce 34% procurement and philanthropy. Our Global DEIB Steering 51% 50% 50% 49% 50% 32% 32% Committee guides this strategy, and our CEO is a 28% 29% signatory to CEO Action for Diversity & Inclusion . 29% 47% 45% 46% 44% 45% 25% 27% People Managers 23% 24% We recognize the importance of inclusion and diverse Managers representation at every level of our organization. We partner with organizations—including Urban Land 15% Institute , NAIOP , NAREIT and Management Leadership Senior Leaders 23% for Tomorrow —to stay informed of workforce trends, 20% 8% Senior Leaders 9% identify areas of opportunity and expand our pool of 16% 17% 17% 6% 6% candidates. As an example, Prologis leaders mentor members of under-represented groups at annual NAIOP I-CON conferences and participate in the organization’s 2019 20 21 22 23 2019 20 21 22 23 “Inclusion in Commercial Real Estate” scholarship program. More than 75 mentees have graduated from the program, and 15 students received scholarships at the most recent conference. In 2024, we continue to work to improve representation bonus and long-term incentives, and was reviewed by at our senior leadership level. Additional information may our executive committee and board of directors. Results At year-end 2023, 50% of our employees, 45% of our be found in our EEO-1 report, Bloomberg Gender Equality indicate that after controlling for relevant factors, women managers and 23% of our senior leaders were women. At Index and ESG Data page . (globally) and people of color (in the U.S.) were paid within year-end 2023, 34% of our U.S. employees, 29% of our +/-3% of their male and white peers. If we find differences U.S. managers and 15% of our U.S.-based senior leaders In 2024, we retained a third party to conduct our annual in compensation not explained by relevant job factors, we were people of color. pay equity analysis. This analysis included base salary, adjust compensation accordingly. 1. "Managers" includes managers, directors and vice presidents. "Senior leaders" includes those at or above the senior vice president level. 34