Teradata prohibits unlawful discrimination in any decision-making, including in employment-related decisions or business partner selection decisions. We hire, select, give performance appraisals, and promote based on merit—never discriminating against anyone on the basis of protected characteristics such as race, color, religion, national origin, gender, age, disability, sexual orientation, pregnancy, gender identity, gender expression, marital status, military or veteran status, or any other legally protected characteristic. We do not tolerate behavior that results in discrimination based on these or other protected characteristics. We are also committed to eliminating practices and procedures which may result in unintended or inadvertent discrimination.

Respect for one another also demands a work environment free from all forms of unlawful harassment. Harassment is unwanted or offensive conduct towards another person based on protected characteristics when: (1) submission to such conduct is either made an explicit or implicit condition of employment or is used as the basis for an employment decision; or (2) the conduct is so severe or pervasive that it creates an intimidating, hostile, or offensive work environment. Harassment can be sexual or nonsexual in nature. Sexual harassment involves unwelcome sexual advances, requests for sexual favors, or other physical or verbal conduct or workplace behaviors of a sexual nature.

No matter the form it takes, harassment can interfere with a person’s work performance or adversely affect a person’s employment opportunities. Teradata does not tolerate harassment regardless of whether it occurs on company premises, during off-site or after-hours events such as holiday parties, team-building events, celebrations, business conferences, or business travel, or whether it occurs online over internal communication tools or internal or external social media platforms.

At Teradata we take reports and concerns regarding possible workplace discrimination or harassment, including incidents of racism or sexual harassment,

very seriously. If you believe you are experiencing discrimination or harassment, or if you become aware of a situation that violates our policies against discrimination or harassment, you should report it immediately using the reporting methods outlined in our Code. Managers who receive complaints of potential misconduct, or who observe possible harassment or discrimination, must escalate the complaint or misconduct immediately to a member of Teradata’s Human Resources Department or the Teradata Ethics & Compliance Office so that an investigation can be conducted and appropriate corrective action taken. Teradata welcomes the opportunity to identify, investigate, and resolve concerns early, before they become serious issues. Teradata strictly prohibits retaliation against anyone who makes a good faith report based on a reasonable belief of discrimination or harassment.

Avoiding Conflicts of Interest

We all are dedicated to making Teradata successful. Conflicts of interest can interfere with this success. Conflicts can develop when our personal, family, or financial interests interfere (or even appear to interfere) with our ability to make objective business decisions in the best interests of Teradata. We all must avoid any situation where we feel torn between our loyalty to Teradata and outside interests.

Here are some examples of common conflict situations. If you have a real or potential conflict of interest, disclose it to your manager right away. While a particular potential conflict situation may not rise to the level of a Code violation, failure to report a conflict may.

Doing Business with Family and Friends

A conflict of interest may arise if you (or your spouse, relative, or close friend) have a personal stake in a company that supplies or seeks to supply goods or services to Teradata, is a Teradata customer or prospect, or competes with Teradata. If you find yourself in that situation, you must not use your