CP 2020 ANNUAL REPORT 20 Year over Year Diversity Representation Available Information  Percentages are based on total workforce (total number of active employees) at year-end. (1)  Minority is a term used in the U.S., Visible Minority is a term used in Canada. (2) CP continues to work collaboratively with our employees, communities along our network, and partner organizations in Canada and the U.S. to progress and support CP’s commitment toward a more representative and inclusive workplace. Some of our initiatives include: Further, CP recently published a Diversity Commitment. This commitment re-enforces the efforts we have made, and will continue to make, in our journey to becoming a more diverse and inclusive company, one that we and those we do business with are proud to be a part. We pride ourselves on offering a diverse workplace with a variety of careers in both our corporate and field locations. We recruit and hire talent based on relevant skills and experience, and seek to attract the highest quality candidates regardless of gender, age, cultural heritage, or ethnic origin. One of our primary objectives is attracting, recruiting, retaining, and developing a workforce representative of the communities in which we operate. CP makes available on or through its website www.cpr.ca free of charge, its annual reports on Form 10-K, quarterly reports on Form 10-Q, current reports on Form 8-K and all amendments to those reports as soon as reasonably practicable after such reports are filed with or furnished to the U.S. Securities and Exchange Commission (“SEC”). Our website also contains charters for each of the committees of our Board of Directors, our corporate governance guidelines and our Code of Business Ethics. This Form 10-K and other SEC filings made by CP are also accessible through the SEC’s website at www.sec.gov. The Company has included the Chief Executive Officer ("CEO") and Chief Financial Officer ("CFO") certifications regarding the Company's public disclosure required by Section 302 of the  Sarbanes-Oxley Act of 2002  and applicable securities laws in Canada as Exhibits to this annual report. All references to our websites contained herein do not constitute incorporation by reference of information contained on such websites and such information should not be considered part of this document. • Establishing three diversity councils (Indigenous, Gender and Racial). Each council is chaired by a CP executive and represents a diverse group of employees. The councils work to ensure we consider diversity and inclusion when we make decisions, provide feedback on corporate directions and promote initiatives that relate to each council’s area of focus; • Continuing our existing partnerships with associations and organizations that attract, recruit, and support skilled immigrants, transitioning veterans, persons with disabilities, and women; • Working with Indigenous groups to develop relationships that are more meaningful, create targeted outreach programs and employment opportunities, and better understand their history, culture, and opportunities for collaboration. • Supporting the development and advancement of women at CP; and • Increasing employee awareness regarding CP’s workplace diversity and inclusion practices through communications, education, and training. Canada and U.S. Diversity Percentages 2020 2019 2018 Women 10 % 10  % 10  % Persons with disabilities 3 % 3  % 2  % Minorities (visible minorities) 13 % 13  % 13  % Indigenous peoples (Canada only) 3 % 4  % 3  % (1) (2)