<SEC-DOCUMENT>0001096906-23-002137.txt : 20231113
<SEC-HEADER>0001096906-23-002137.hdr.sgml : 20231113
<ACCEPTANCE-DATETIME>20231113071833
ACCESSION NUMBER:		0001096906-23-002137
CONFORMED SUBMISSION TYPE:	PX14A6G
PUBLIC DOCUMENT COUNT:		6
FILED AS OF DATE:		20231113
DATE AS OF CHANGE:		20231113
EFFECTIVENESS DATE:		20231113

SUBJECT COMPANY:	

	COMPANY DATA:	
		COMPANY CONFORMED NAME:			MICROSOFT CORP
		CENTRAL INDEX KEY:			0000789019
		STANDARD INDUSTRIAL CLASSIFICATION:	SERVICES-PREPACKAGED SOFTWARE [7372]
		IRS NUMBER:				911144442
		STATE OF INCORPORATION:			WA
		FISCAL YEAR END:			0630

	FILING VALUES:
		FORM TYPE:		PX14A6G
		SEC ACT:		1934 Act
		SEC FILE NUMBER:	001-37845
		FILM NUMBER:		231395077

	BUSINESS ADDRESS:	
		STREET 1:		ONE MICROSOFT WAY
		CITY:			REDMOND
		STATE:			WA
		ZIP:			98052-6399
		BUSINESS PHONE:		425-882-8080

	MAIL ADDRESS:	
		STREET 1:		ONE MICROSOFT WAY
		CITY:			REDMOND
		STATE:			WA
		ZIP:			98052-6399

FILED BY:		

	COMPANY DATA:	
		COMPANY CONFORMED NAME:			National Legal & Policy Center
		CENTRAL INDEX KEY:			0001958085
		IRS NUMBER:				521750188
		STATE OF INCORPORATION:			DC
		FISCAL YEAR END:			1231

	FILING VALUES:
		FORM TYPE:		PX14A6G

	BUSINESS ADDRESS:	
		STREET 1:		107 PARK WASHINGTON COURT
		CITY:			FALLS CHURCH
		STATE:			VA
		ZIP:			22046
		BUSINESS PHONE:		7032371970

	MAIL ADDRESS:	
		STREET 1:		107 PARK WASHINGTON COURT
		CITY:			FALLS CHURCH
		STATE:			VA
		ZIP:			22046
</SEC-HEADER>
<DOCUMENT>
<TYPE>PX14A6G
<SEQUENCE>1
<FILENAME>nlpc_px14a6g.htm
<DESCRIPTION>NATIONAL LEGAL AND POLICY CENTER - PX14A6G
<TEXT>
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<DIV style=margin-left:72pt;width:468pt><P align=center style='font:12pt Times New Roman;margin:0'>United States Securities and Exchange Commission</P>
<P align=center style='font:12pt Times New Roman;margin:0'>Washington, D.C. 20549</P>
<P align=center style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P align=center style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P align=center style='font:12pt Times New Roman;margin:0'>NOTICE OF EXEMPT SOLICITATION<BR>Pursuant to Rule 14a-103</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>Name of the Registrant: Microsoft Corporation</P>
<P style='font:12pt Times New Roman;margin:0'>Name of persons relying on exemption: National Legal and Policy Center</P>
<P style='font:12pt Times New Roman;margin:0'>Address of persons relying on exemption: 107 Park Washington Court, Falls Church, VA 22046</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><I>Written materials are submitted pursuant to Rule 14a-6(g) (1) promulgated under the Securities Exchange Act of 1934. Submission is not required of this filer under the terms of the Rule but is made voluntarily in the interest of public disclosure and consideration of these important issues.</I></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P align=center style='font:12pt Times New Roman;margin:0'><IMG src=nlpcpx14a6g_1.jpg width=500 height=139>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>PROXY MEMORANDUM</B></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>TO:</B> Shareholders of Microsoft Corporation</P>
<P style='font:12pt Times New Roman;margin:0'><B>RE:</B> The case for voting FOR Proposal 5 on the 2023 Proxy Ballot (&#8220;Report on Gender-Based Compensation and Benefit Gaps&#8221;)</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><I>This is not a solicitation of authority to vote your proxy. Please DO NOT send us your proxy card; National Legal and Policy Center is not able to vote your proxies, nor does this communication contemplate such an event. NLPC urges shareholders to vote for Proposal 5</I>&#160;<I>following the instructions provided on management's proxy mailing.</I></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><I>The following information should not be construed as investment advice.</I></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>Photo credits follow at the end of the report.</B></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>National Legal and Policy Center (&#8220;NLPC&#8221;) urges shareholders to&#160;vote<B> FOR</B>&#160;Proposal 5, which it sponsors, on the 2023 proxy ballot of Microsoft Corporation (&#8220;Microsoft&#8221; or the &#8220;Company&#8221;). The &#8220;Resolved&#8221; clause of the proposal states:</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'><I>Shareholders request Microsoft report on median compensation and benefits gaps across gender as they address reproductive and gender dysphoria care, including associated policy, reputational, competitive, operational and litigative risks, and risks related to recruiting and </I></P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>1</P>
<HR style='page-break-after:always;border:0;height:3pt;background-color:#909090;margin:8pt 0'><P style=line-height:0;margin:0></P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'><I>retaining diverse talent. The report should be prepared at reasonable cost, omitting proprietary information, litigation strategy and legal compliance information.</I></P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'><B>A critical issue</B></P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
<TABLE style=border-collapse:collapse><TR><TD colspan=3 valign=top style=width:468pt><P style='font:12pt Times New Roman;margin:0;text-indent:36pt;color:#000000'>This report is necessary for Microsoft shareholders because, despite its claims, compensation and benefits inequities persist across employee gender categories at the Company,</P>
</TD></TR>
<TR><TD valign=top style=width:193.95pt rowspan='3'><P style='font:12pt Times New Roman;margin:0;color:#000000'><IMG src=nlpcpx14a6g_2.jpg width=252 height=140>&nbsp;</P>
</TD><TD valign=top style=width:12.15pt><P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
</TD><TD valign=top style=width:261.9pt><P style='font:12pt Times New Roman;margin:0;color:#000000'>running afoul of U.S. Department of Labor and U.S. Equal Employment Opportunity Commission equal pay laws. </P>
</TD></TR>
<TR><TD valign=top style=width:12.15pt><P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
</TD><TD valign=top style=width:261.9pt><P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
</TD></TR>
<TR><TD valign=top style=width:12.15pt><P style='font:12pt Times New Roman;margin:0'>&#160;&#160;</P>
</TD><TD valign=top style=width:261.9pt><P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>There may be no more hotly debated or contested issue in the United States than that of transgenderism, and related gender rights, equality and discrimination issues.</P>
</TD></TR>
</TABLE>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Proposal 5 addresses issues of gender identity/ideology and discrimination, and related policies, that are in shareholders&#8217; interests as it pertains to policy, reputational, competitive, operational and litigative risks, and risks related to recruiting and retaining diverse talent. With its likely discriminatory practices regarding equitable prospective and current employee treatment, the Company is vulnerable to potential enforcement actions by the U.S. Department of Labor, as well as criminal and civil actions.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>Defining terms</B></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Proposal 5 begins by stating, &#8220;Benefits and health policy inequities persist across perceived employee gender categories, and pose substantial risk to companies and society at large.&#8221; We then point out factual cases in which gender dysphoria sufferers have been provided &#8220;care&#8221; of one type &#8211;&nbsp;similar to that provided by the Company &#8211;&nbsp;that <I>only affirms</I> humans&#8217; capabilities to &#8220;transition&#8221; from one gender to another, only for many gender dysphoria sufferers to learn after such treatments that their health has been permanently damaged as a result of such treatments.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>The U.S. Department of Labor states that &#8220;equal pay&#8221; is required if persons of different genders &#8220;perform equal work in the same workplace,&#8221; and that &#8220;<I>all forms</I> of compensation are covered, meaning not only pay, <I>but also benefits</I>.&#8221;<SUP><A name=_ftnb1 /><A href=#_ftnf1><SUP>1</SUP></A></SUP> (emphases added) Also, according to the U.S. Equal Employment Opportunity Commission (EEOC):<SUP><A name=_ftnb2 /><A href=#_ftnf2><SUP>2</SUP></A></SUP></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:14.4pt;margin-right:14.4pt'><I>It is illegal for an employer to discriminate against an employee in the payment of wages </I><B><I>or employee benefits</I></B><I> on the bases of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. Employee benefits include sick and vacation leave, </I><B><I>insurance</I></B><I>, access to overtime as well as overtime pay, and retirement programs. (additional emphases added)</I></P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf1 /><A href=#_ftnb1><SUP>1</SUP></A></SUP> &#8220;Equal pay,&#8221; U.S. Dept. of Labor. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.employer.gov/EmploymentIssues/pay-and-benefits/Equal-pay/</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf2 /><A href=#_ftnb2><SUP>2</SUP></A></SUP> &#8220;Prohibited Employment Policies/Practices,&#8221; U.S. Equal Employment Opportunity Commission. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.eeoc.gov/prohibited-employment-policiespractices</FONT>.</P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>2</P>
<HR style='page-break-after:always;border:0;height:3pt;background-color:#909090;margin:8pt 0'><P style=line-height:0;margin:0></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Clearly in the eyes of the federal government, &#8220;pay&#8221; and/or &#8220;compensation&#8221; includes health benefits coverage for the purpose of determining discrimination and fairness in employment. Employment laws in many U.S. states treat such issues similarly. Without question this makes compensation <I>and</I> benefits disparities, and possible discrimination &#8211; including health insurance coverage &#8211; a significant social policy issue under which the Company has firmly planted itself on one ideological side. This has serious implications for its operations and risks.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>Why a report on compensation &#8216;gaps&#8217; related to gender?</B></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Looking back, shareholder proponents have sponsored scores of proposals that ask boards for reports or analyses of company policies and compensation practices, perceived or real &#8220;gaps&#8221; or disparities, and their effects upon equitable treatment of workers&#8217; races and/or genders. Proposals with the following titles or topics have been presented for shareholder votes over the past ten years:<SUP><A name=_ftnb3 /><A href=#_ftnf3><SUP>3</SUP></A></SUP></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Compensation for Women&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Gender Pay&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Gender Pay Gap&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Gender Pay Equity&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Gender Pay Equity&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Racial and Gender Pay Gaps&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Whether Gender Pay Gap Exists&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Pay Equity&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Global Median Gender Pay Gap&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Global Median Gender/Racial Pay Gap&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Gender/Racial Pay Equity&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Gender/Racial Pay Equity&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Promotion Data&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Promotion Velocity Data&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report Assessing Inclusion in the Workplace&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report if Company Policies or Norms Reinforce Racism in Company Culture&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Racial/Civil Rights Audit&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on&#160;Race &amp; Gender Median&#160;Pay Gaps&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Implement on Elimination of Employment Racial Discrimination&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on&#160;Median&#160;Pay Gaps Across Race &amp; Gender&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Racial Justice&#160;Goals &amp; Starting Wages&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Worker Health and Safety Racial &amp; Gender Disparities&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Costs of Low Wages and Inequality&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Report on Alignment of Racial Justice Goals and Starting Wages&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Pay Equity Disclosure&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Third-Party Racial Equity Audit&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Racial and Gender Layoff Diversity Report&#8221;&nbsp;</P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf3 /><A href=#_ftnb3><SUP>3</SUP></A></SUP> ProxyMonitor.org</P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>3</P>
<HR style='page-break-after:always;border:0;height:3pt;background-color:#909090;margin:8pt 0'><P style=line-height:0;margin:0></P>
<TABLE style=border-collapse:collapse><TR><TD valign=top style=width:259.2pt><P style='font:12pt Times New Roman;margin:0'><A name=_Hlk150500884 />Thus the record is clear that discriminatory concerns, and providing for the health of workers, is a critical issue of interest to shareholders, with extensive implications for a Company&#8217;s risks, reputation and revenues.</P>
</TD><TD valign=top style=width:11.6pt><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD><TD valign=top style=width:197.2pt rowspan='5'><P style='font:12pt Times New Roman;margin:0'><IMG src=nlpcpx14a6g_3.jpg width=253 height=170>&nbsp;</P>
</TD></TR>
<TR><TD valign=top style=width:259.2pt><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD><TD valign=top style=width:11.6pt><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD></TR>
<TR><TD valign=top style=width:259.2pt><P style='font:12pt Times New Roman;margin:0'><B>The Company&#8217;s proxy response to the proposal</B></P>
</TD><TD valign=top style=width:11.6pt><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD></TR>
<TR><TD valign=top style=width:259.2pt><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD><TD valign=top style=width:11.6pt><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD></TR>
<TR><TD valign=top style=width:259.2pt><P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>In Microsoft&#8217;s response to Proposal 5, urging a vote against it, the Company characterizes our motives thusly:</P>
</TD><TD valign=top style=width:11.6pt><P style='font:12pt Times New Roman;margin:0'>&#160;&#160;</P>
</TD></TR>
</TABLE>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:14.4pt;margin-right:14.4pt'><I>Based on the language of the proposal, the request for additional reporting appears to stem from animosity towards certain reproductive and gender-related health benefits. We strongly believe the requested report is unnecessary given Microsoft&#8217;s strong existing pay disclosures and the comprehensive and inclusive set of benefits we provide to Microsoft employees. We further believe such reporting would be counter-productive to our efforts to recruit and retain diverse talent.</I></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>The Company&#8217;s dismissiveness, betraying its insular West Coast tech industry ideology bubble, is revealed elsewhere in its proxy response:</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;&#8230;Microsoft has reported on pay equity since 2016 in support of our commitment to pay employees equitably for substantially similar work.&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;&#8230;in our 2022 Global Diversity and Inclusion Report, we began disclosing the unadjusted differences in median total pay for women inside and outside of the U.S., and for racial and ethnic minorities, Asian, Black and African American, and Hispanic and Latinx employees in the U.S.&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;We are constantly listening to employee feedback to establish and evolve our benefits that creates a more diverse and inclusive environment and recognizes the importance of employees to the continued success of Microsoft. We&#8217;ve worked to align our benefits to our culture, as guided by this priority, evolving them to be more holistic and inclusive.&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Our industry-leading employee benefits include but are not limited to health care benefits that rank amongst the top in our industry.&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;Far from the assertions raised in the proposal, Microsoft offers comprehensive health and wellbeing benefits for families such as paid vacation, paid sick leave, paid time off for new parents, fertility, adoption and surrogacy assistance, birthing, doula and postpartum support, caregiver leave, subsidized childcare, and more.&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>&#8220;As part of our commitment to inclusive benefits, Microsoft will continue to &nbsp;</P>
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<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'>lawfully support our employees and their enrolled dependents in accessing critical healthcare regardless of where they live across the U.S., which includes travel expense assistance for lawful medical services where access to care is limited in availability in an employee&#8217;s home geographic region.&#8221;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>The Company&#8217;s self-congratulatory tone about its employee benefits provisions indicates it is more interested in marketing its image, rather than engaging in self-examination about where it may have shortcomings when it comes to equitable compensation and benefits.</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>At this point we will commend the Company for the benefits it <I>does</I> provide. We understand that health coverage does not come cheaply. Microsoft indeed does offer for many of its workers significant insurance options and time off to meet family needs.</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>But also critical to what a business delivers in benefits &#8211;&nbsp;especially health insurance &#8211;&nbsp;is what behavior and treatments it <I>incentivizes</I>, and not just the fact that it covers one therapy or procedure but not another. For example, do the insurance and reimbursement policies Microsoft has in place offer greater inducements for employees to rid themselves of a pregnancy in order for them to more quickly return to their workstations without further interruption? Or do the overarching policies encourage ongoing family growth, which by logic requires more time away from the workplace for the employee?</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Therefore the Company is mistaken in its simplistic mischaracterization of Proposal 5. Like many of the examples from the past ten years cited above, Proposal 5 seeks a report that analyzes and evaluates <I>gaps</I> in the benefits it offers across <I>categories</I> or <I>classes</I> of its employees as it pertains to gender. The Proposal is not granular in asking about specific health care benefits it does or does not provide, but instead seeks greater insights into the disparities of its general offerings across gender categories. These raise significant concerns in light of Dept. of Labor and EEOC definitions of compensation and discrimination categories.</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>Disparities even more pronounced regarding transgender treatments</B></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><KBD style=margin-left:36pt></KBD>As cited in Proposal 5, Microsoft is proud of its benefit offerings for those who identify under transgender categories. From the proposal&#8217;s &#8220;Whereas&#8221; clause:&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:21.6pt;margin-right:21.6pt'><I>Similarly, the Company provides health benefits to employees who suffer gender dysphoria/confusion, and who seek medical, chemical, and/or surgical treatments to aid their &#8220;transition&#8221; to their non-biological sex. The Company reports, &#8220;Not only was Microsoft an early leader in including sexual orientation in its corporate non-discrimination policy, but it continues to evolve to support&#160;employees&#8212;for&#160;instance, by broadening its health benefits to encompass medical needs for US-based transgender employees and their transgender dependents.&#8221;<SUP><A name=_ftnb4 /><A href=#_ftnf4><SUP>4</SUP></A></SUP></I></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><KBD style=margin-left:36pt></KBD>Microsoft also promotes its annual perfect scores (17 consecutive years) on the pro-<A name=_Hlk150501026 />&nbsp;</P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf4 /><A href=#_ftnb4><SUP>4</SUP></A></SUP> Whitney-Morris, Candace. &#8220;The rainbow ripple effect: how Microsoft and its LGBTQ+ employees push for change across borders,&#8221; Microsoft.com, June 1, 2018. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://news.microsoft.com/life/pride/</FONT>.</P>
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<TABLE style=border-collapse:collapse><TR><TD valign=top style=width:198pt><P style='font:12pt Times New Roman;margin:0'><IMG src=nlpcpx14a6g_4.jpg width=255 height=169>&nbsp;</P>
</TD><TD valign=top style=width:13.5pt><P style='font:12pt Times New Roman;margin:0'>&#160;&#160;</P>
</TD><TD valign=top style=width:256.5pt><P style='font:12pt Times New Roman;margin:0'>LGBT Human Rights Campaign&#8217;s Corporate Equality Index (&#8220;CEI&#8221;),<SUP><A name=_ftnb5 /><A href=#_ftnf5><SUP>5</SUP></A></SUP> earning additional praise from the group as one of the &#8220;Best Places to Work for LGBT Equality.&#8221;<SUP><A name=_ftnb6 /><A href=#_ftnf6><SUP>6</SUP></A></SUP> These distinctions bestowed by HRC are only attainable by companies that provide employees with gender &#8220;reassignment&#8221; benefits. This positions Microsoft firmly on one side of the transgender/gender transition debate, as its published materials and associated policies show.</P>
</TD></TR>
</TABLE>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Proposal 5 also calls attention to disparities between the needs of those who suffer gender dysphoria and/or seek &#8220;transition treatments,&#8221; versus those who have <I>had</I> such treatments, have found themselves injured, disfigured or mutilated and regret such therapies, yet have no insurance-covered recourse to attempt restoration of their bodily health or previous conditions.</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>A &#8220;de-transitioning&#8221; individual is not merely some otherwise unclassified person seeking a specific type of treatment or health insurance coverage. A &#8220;de-transitioner&#8221; fits into Dept. of Labor- and EEOC-protected categories of prohibited discrimination, which include &#8220;sex&#8221; &#8211;&nbsp;expressly incorporating &#8220;gender identity&#8221; and &#8220;sexual orientation.&#8221; Arguably, for a &#8220;de-transitioner,&#8221; the protected categories of &#8220;disability&#8221; and/or &#8220;genetic information&#8221; could <I>also</I> be cited as possible bases for discrimination.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>But HRC and its grading system contemplate no accommodations for de-transitioners or restorative health care for such individuals. Instead, it denies there is need for such care.<SUP><A name=_ftnb7 /><A href=#_ftnf7><SUP>7</SUP></A></SUP> Hence, the CEI-perfect Microsoft appears to offer no such insurance coverage in its employee benefits &#8211;&nbsp;only for so-called &#8220;gender-affirming care.&#8221; If it did insure de-transitioning treatments, it would have certainly stated so in its proxy response to Proposal 5.</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>As noted above, de-transitioners are protected under &#8220;gender identity&#8221; and &#8220;sexual orientation&#8221; EEOC categories and therefore cannot be discriminated against.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>De-transitioners <I>are</I> real, their numbers <I>are</I> growing, and they <I>are</I> harmed</B></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>While LGBT agenda advocates and companies like Microsoft advance the narrative that there is no rational or reasoned opposition to the affirmation of transgenderism, and that de-transitioning is a rare occurrence of little concern, real-world facts tell otherwise.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf5 /><A href=#_ftnb5><SUP>5</SUP></A></SUP> Capossela, Chris. &#8220;Microsoft celebrates Pride by donating to LGBTQIA+ nonprofits and inviting everyone to make Pride&#8239;with open-source campaign,&#8221; Official Microsoft Blog, June 1, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://blogs.microsoft.com/blog/2023/06/01/microsoft-celebrates-pride-by-donating-to-lgbtqia-nonprofits-and-inviting-everyone-to-make-pride-with-open-source-campaign/</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf6 /><A href=#_ftnb6><SUP>6</SUP></A></SUP> &#8220;Awards and recognition,&#8221; Microsoft Corporation. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.microsoft.com/en-us/corporate-responsibility/recognition</FONT>. Accessed Nov. 9, 2023.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf7 /><A href=#_ftnb7><SUP>7</SUP></A></SUP> &#8220;Myths and Facts: Battling Disinformation About Transgender Rights,&#8221; HRC Foundation. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.hrc.org/resources/myths-and-facts-battling-disinformation-about-transgender-rights</FONT> </P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>6</P>
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<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><I>Public opinion</I></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Public opinion on the issue is deeply divided. A Gallup poll conducted in May 2023 found that 69 percent of the respondents believed transgender athletes should only compete on sports teams that correspond to their birth sex, and 55 percent considered &#8220;changing one&#8217;s gender&#8221; to be &#8220;morally wrong.&#8221;<SUP><A name=_ftnb8 /><A href=#_ftnf8><SUP>8</SUP></A></SUP> A <I>Washington Post</I>-KFF survey taken in November 2022 discovered that 57 percent of adults believed gender is determined by biology at birth, not &#8220;identity,&#8221; and that 77 percent of respondents believed it is inappropriate for teachers to discuss transgender identity with children in kindergarten through third grade in public schools, and nearly as many said the same about fourth and fifth grades.<SUP><A name=_ftnb9 /><A href=#_ftnf9><SUP>9</SUP></A></SUP> These surveys, among many conducted in recent years, are cited here to illustrate how sharply divided and vigorously debated the issue is.</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Consequentially, laws around the country that address various aspects of the issue reflect these divisions in opinion. As of June, 19 states have laws that restrict treatments for gender transitioning.<SUP><A name=_ftnb10 /><A href=#_ftnf10><SUP>10</SUP></A></SUP> Twenty-three states only allow participation in school sports by athletes based upon their biological sex.<SUP><A name=_ftnb11 /><A href=#_ftnf11><SUP>11</SUP></A></SUP> Several states have enacted laws that limit use of public bathroom facilities according to an individual&#8217;s birth gender.<SUP><A name=_ftnb12 /><A href=#_ftnf12><SUP>12</SUP></A></SUP> Other states have laws that require treatments and oppose discrimination against &#8220;gender-affirming care.&#8221; Legislation addressing transgender-related issues has been considered in the U.S. Congress as well.<SUP><A name=_ftnb13 /><A href=#_ftnf13><SUP>13</SUP></A></SUP></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><I>Treatment outcomes are iffy at best</I></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Major insurance companies rarely provide coverage for untested, experimental treatments <I>of any type</I> that consistently result in negative health outcomes for patients. Yet medical care that aids in the effort to &#8220;transition&#8221; from one gender to another regularly produces poor &#8211;&nbsp;<I>and even harmful</I> &#8211;&nbsp;results, yet such therapies are often included in insurance plans (including Microsoft&#8217;s). Some evidence:</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>A study by the Women&#8217;s College Hospital in Ontario, Canada, found that 55 percent of men who undergo vaginoplasty surgery report&#160;being in so much pain &nbsp;</P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf8 /><A href=#_ftnb8><SUP>8</SUP></A></SUP> Lavietes, Matt. &#8220;Most Americans oppose including trans athletes in sports, poll finds,&#8221; NBC News, June 12, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.nbcnews.com/nbc-out/out-news/americans-oppose-inclusion-trans-athletes-sports-poll-finds-rcna88940</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf9 /><A href=#_ftnb9><SUP>9</SUP></A></SUP> Meckler, Laura &amp; Clement, Scott. &#8220;Most Americans support anti-trans policies favored by GOP, poll shows,&#8221; <I>Washington Post</I>, May 5, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.washingtonpost.com/education/2023/05/05/trans-poll-gop-politics-laws/</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf10 /><A href=#_ftnb10><SUP>10</SUP></A></SUP> Choi, Annette &amp; Mullery, Will. &#8220;19 states have laws restricting gender-affirming care, some with the possibility of a felony charge,&#8221; CNN, June 6, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.cnn.com/2023/06/06/politics/states-banned-medical-transitioning-for-transgender-youth-dg/index.html</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf11 /><A href=#_ftnb11><SUP>11</SUP></A></SUP> Barnes, Katie. &#8220;Transgender athlete laws by state: Legislation, science, more,&#8221; ESPN.com, Aug. 24, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.espn.com/espn/story/_/id/38209262/transgender-athlete-laws-state-legislation-science</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf12 /><A href=#_ftnb12><SUP>12</SUP></A></SUP> Dura, Jack; Hanna, John; &amp; Murphy, Sean. &#8220;In some states with laws on transgender bathrooms, officials may not know how they will be enforced,&#8221; Associated Press, June 26, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://apnews.com/article/transgender-bathroom-laws-enforcement-e96e94b8935eb6bd23a42562cdeeec6c</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf13 /><A href=#_ftnb13><SUP>13</SUP></A></SUP> Karni, Annie. &#8220;House Passes Bill to Bar Transgender Athletes From Female Sports Teams,&#8221; <I>New York Times</I>, April 20, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.nytimes.com/2023/04/20/us/politics/transgender-athlete-ban-bill.html</FONT>.</P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>7</P>
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<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'>that they need medical attention, even a year post-operation. Patients, who are often unaware of potential side effects, have suffered bleeding (43 percent), sexual function concerns (34 percent), and vaginal discharge (32.5 percent).<SUP><A name=_ftnb14 /><A href=#_ftnf14><SUP>14</SUP></A></SUP> <SUP><A name=_ftnb15 /><A href=#_ftnf15><SUP>15</SUP></A></SUP> One sufferer &#8220;in constant discomfort and pain&#8221; sought to be euthanized, in vain.<SUP><A name=_ftnb16 /><A href=#_ftnf16><SUP>16</SUP></A></SUP></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>Daniel Black was given hormonal treatment after only a 30-minute consultation, had his penis removed surgically, but after only a year he regretted his decision and began the de-transitioning process. &#8220;The surgery destroyed my life. I cannot orgasm, have children or lead a normal sex life and I miss my genitals every day,&#8221; he said.<SUP><A name=_ftnb17 /><A href=#_ftnf17><SUP>17</SUP></A></SUP> Internet searches easily turn up countless similar testimonies.&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>Several European countries now urge caution in the employment of medical interventions for transgender minors, including the use of puberty blockers, &#8220;stressing a lack of evidence that the benefits outweigh the risks,&#8221; reported the <I>Wall Street Journal</I>.<SUP> <A name=_ftnb18 /><A href=#_ftnf18><SUP>18</SUP></A></SUP> This summer the American Academy of Pediatrics said it will order a systematic review of the evidence for &#8220;pediatric sex-trait modification.&#8221;<SUP><A name=_ftnb19 /><A href=#_ftnf19><SUP>19</SUP></A></SUP>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>A pro-transgender treatment professor at the Yale School of Medicine could not cite a single study that concluded there is strong evidence of benefits for minor patients who undergo transgender surgeries, in testimony before a U.S. House committee.<SUP><A name=_ftnb20 /><A href=#_ftnf20><SUP>20</SUP></A></SUP>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><I>Litigation and other risks</I></P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Gender dysphoria sufferers who were &#8220;affirmed&#8221; in their beliefs that they could chemically and/or surgically &#8220;transition&#8221; to the opposite sex, and then came to regret undergoing such treatments, are becoming increasingly litigious. A few examples:</P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf14 /><A href=#_ftnb14><SUP>14</SUP></A></SUP> Leonard, Meike. &#8220;The hidden dangers of &#8216;gender-affirming care&#8217;&#8230;&#8221;, DailyMail.com, Jan. 16, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.dailymail.co.uk/health/article-11629421/Half-trans-surgery-patients-suffer-extreme-pain-sexual-issues-years-later.html</FONT> .</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf15 /><A href=#_ftnb15><SUP>15</SUP></A></SUP> Potter, Emery, et al. &#8220;Patient reported symptoms and adverse outcomes seen in Canada's first vaginoplasty postoperative care clinic,&#8221; Neurourology and Urodynamics, Jan. 11, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://onlinelibrary.wiley.com/doi/10.1002/nau.25132</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf16 /><A href=#_ftnb16><SUP>16</SUP></A></SUP> Reinl, James. &#8220;Trans indigenous Canadian slams doctors for denying her euthanasia request&#8230;,&#8221; DailyMail.com, July 28, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.dailymail.co.uk/news/article-12349523/Trans-indigenous-Canadian-slams-doctors-denying-euthanasia-request-saying-death-free-agony-surgically-built-vagina.html</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf17 /><A href=#_ftnb17><SUP>17</SUP></A></SUP> Stone, Iwan. &#8220;I was a confused teenage boy who had transgender surgery to become a woman aged 19, it 'destroyed' my life...,&#8221; DailyMail.com, July 2, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.dailymail.co.uk/femail/article-12250695/I-trans-surgery-woman-19-four-years-later-Im-man.html</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf18 /><A href=#_ftnb18><SUP>18</SUP></A></SUP> Sapsford, Jathon &amp; Armour, Stephanie. &#8220;U.S. Becomes Transgender-Care Outlier as More in Europe Urge Caution,&#8221; <I>Wall Street Journal</I>, June 19, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.wsj.com/articles/u-s-becomes-transgender-care-outlier-as-more-in-europe-urge-caution-6c70b5e0</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf19 /><A href=#_ftnb19><SUP>19</SUP></A></SUP> Sapir, Leor. &#8220;Second Thoughts on &#8216;Gender-Affirming Care&#8217;,&#8221; <I>Wall Street Journal</I>, Aug. 6, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.wsj.com/articles/second-thoughts-on-gender-affirming-care-american-academy-pediatrics-doctors-review-medicine-a7173276</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf20 /><A href=#_ftnb20><SUP>20</SUP></A></SUP> Morris, Kyle. &#8220;Crenshaw grills Dem witness over failure to name one study citing benefits of surgeries for trans kids,&#8221; FoxNews.com, June 15, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.foxnews.com/politics/crenshaw-grills-dem-witness-failure-name-one-study-citing-benefits-surgeries-trans-kids</FONT>.</P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>8</P>
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<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<TABLE style=border-collapse:collapse;width:100%><TR><TD valign=top style=width:6.46%><P align=center style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD><TD valign=top style=width:8.36%><P align=center style='font:12pt Times New Roman;margin:0'><FONT style=font-family:Symbol>&#183;</FONT></P>
</TD><TD valign=top style=width:41.18%><P style='font:12pt Times New Roman;margin:0'>Two young women, Prisha Mosley of North Carolina and Soren Aldaco of Texas, are suing their care providers who recommended they undergo gender transitions. Mosley&#8217;s court-filed complaint says of her doctors, &#8220;They </P>
</TD><TD valign=top style=width:0.72%><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
</TD><TD valign=top style=width:43.3%><P style='font:12pt Times New Roman;margin:0'><IMG src=nlpcpx14a6g_5.jpg width=258 height=109>&nbsp;</P>
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<TR><TD valign=top style=width:6.46%><P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
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</TD><TD colspan=3 valign=top style=width:85.2%><P style='font:12pt Times New Roman;margin:0'>lied when they told Mosley she was actually a boy. They lied when they told her that injecting testosterone into her body would solve her numerous, profound mental and psychological health problems. They lied by omission, withholding critical information from her about the long-term adverse health consequences and permanent damage these treatments would cause her&#8230;.&#8221;<SUP><A name=_ftnb21 /><A href=#_ftnf21><SUP>21</SUP></A></SUP> Aldaco&#8217;s lawsuit says interventions by her medical care providers led to her &#8220;permanent disfigurement and profound psychological scarring.&#8221;<SUP><A name=_ftnb22 /><A href=#_ftnf22><SUP>22</SUP></A></SUP></P>
</TD></TR>
</TABLE>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>Michelle Zacchigna had her uterus and breasts removed, and is suing the eight providers who treated her over their &#8220;recklessness.&#8221;<SUP><A name=_ftnb23 /><A href=#_ftnf23><SUP>23</SUP></A></SUP> &#8220;Distress related to my gender was treated to the exclusion of other serious mental health issues which went undiagnosed for years. Blind affirmation of my stated identity closed the door to alternative treatment options. What happened to me should never happen again.&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;margin-left:72pt'><KBD style='position:absolute;font:12pt Symbol;margin-left:-18pt'><FONT style=font-family:Symbol>&#183;</FONT></KBD>Those who desire to &#8220;de-transition&#8221; cannot find needed treatment, whether from providers or insurance companies.<SUP><A name=_ftnb24 /><A href=#_ftnf24><SUP>24</SUP></A></SUP> The aforementioned Prisha Mosley said every primary care physician, endocrinologist, obstetrician, and gynecologist she&#8217;s approached on her insurance list has turned her away or said they can&#8217;t help. &#8220;I could call and be rejected every single day.&#8221; Chloe Cole said, &#8220;I reached out to every physician, every therapist who is involved with this, and I haven&#8217;t really gotten any help at all.&#8221; Cat Cattinson said, &#8220;Because of the experimental nature of gender medicine, doctors know very little about the long-term effects of medical transition and even less about the health-care needs of those who de-transition.&#8221;&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>The Human Rights Campaign, whose Corporate Equality Index scorecard Microsoft eagerly boasts about as noted above, has a similar grading system for hospitals called the </P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf21 /><A href=#_ftnb21><SUP>21</SUP></A></SUP> Reinl, James. &#8220;Young North Carolina woman sues the doctors who put her on testosterone at age 17&#8230;,&#8221; DailyMail.com, July 18, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.dailymail.co.uk/news/article-12310887/Young-North-Carolina-woman-sues-doctors-testosterone-age-17-saying-needed-therapy-not-double-mastectomy-latest-blockbuster-detransition-lawsuit.html</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf22 /><A href=#_ftnb22><SUP>22</SUP></A></SUP> Prestigiacomo, Amanda. &#8220;&#8216;No One Has A Right To Sterilize A Child&#8217;: Two Detransitioners Sue Doctors Over Medical Interventions,&#8221; The Daily Wire, July 26, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://www.dailywire.com/news/no-one-has-a-right-to-sterilize-a-child-two-detransitioners-sue-doctors-over-medical-interventions</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf23 /><A href=#_ftnb23><SUP>23</SUP></A></SUP> Shellenberger, Michael. &#8220;Why This Detransitioner Is Suing Her Health Care Providers,&#8221; Public.substack.com, March 22, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://public.substack.com/p/why-this-detransitioner-is-suing</FONT>.</P>
<P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf24 /><A href=#_ftnb24><SUP>24</SUP></A></SUP> Bolar, Kelsey. &#8220;&#8216;Detransitioners&#8217; Are Being Abandoned By Medical Professionals Who Devastated Their Bodies And Minds,&#8221; The Federalist, Feb. 10, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://thefederalist.com/2023/02/10/detransitioners-are-being-abandoned-by-medical-professionals-who-devastated-their-bodies-and-minds/</FONT>.</P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>9</P>
<HR style='page-break-after:always;border:0;height:3pt;background-color:#909090;margin:8pt 0'><P style=line-height:0;margin:0></P>
<P style='font:12pt Times New Roman;margin:0'>Healthcare Equality Index.<SUP><A name=_ftnb25 /><A href=#_ftnf25><SUP>25</SUP></A></SUP> Funded by Pfizer and a pharmaceutical industry lobbying association, health care systems are docked points for any behavior HRC deems &#8220;discriminatory,&#8221; and poor scores can invite litigation from likeminded activist groups. These types of hostility and threats drive decision-making in the health care and corporate world.</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Thus companies like Microsoft are incentivized to capitulate to the full workplace agenda of LGBT pressure groups like HRC, and disregard the real harms their policies produce. This includes insurance and benefits coverage of &#8220;transition&#8221; treatments that are irreversibly disfiguring and even dismembering. As a result, the Company is not only at risk for its failure to provide medical coverage for de-transitioners, but faces real potential consequences for adopting policies and medical coverage that intentionally <I>cause</I> irreparable damage.</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'><B>Conclusion</B></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>In its proxy opposition statement to Proposal 5, Microsoft defends its existing compensation gap reporting by stating that &#8220;in our 2022 Global Diversity and Inclusion Report, we began disclosing the unadjusted differences in median total pay for women inside and outside of the U.S&#8230;.&#8221;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>The Company also states that it has &#8220;worked to align our benefits to our culture, as guided by this priority, evolving them to be more holistic and inclusive,&#8221; and that it seeks to &#8220;evolve our benefits that creates a more diverse and inclusive environment&#8230;.&#8221; The opposition statement adds that &#8220;Microsoft offers <I>comprehensive</I> health and wellbeing benefits for families&#8230;.&#8221; (emphasis added)</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt'>Unfortunately, these statements are not true. Considering Microsoft&#8217;s pursuit and embrace of affirmation by HRC and its damaging health coverage agenda, and the Company&#8217;s clear gaps in its insurance offerings, de-transitioners &#8211; especially mutilated ones &#8211; need not apply for employment. They neither fit Microsoft&#8217;s &#8220;culture,&#8221; nor are they wanted in its &#8220;diverse and inclusive environment.&#8221; </P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt;color:#000000'>Existing policy disclosures are insufficient, and therefore are inadequate to assess business risks related to inequities and discrimination in compensation across all gender categories. The potential damage from Microsoft&#8217;s cavalier and inattentive attitude towards undercompensated and under-protected (by health care coverage) employee categories affect every aspect of its business. These risks should be evaluated and reported more comprehensively.</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;text-indent:36pt;color:#000000'>For this reason, we urge you to vote FOR Item 5 on Microsoft Corporation&#8217;s 2023 proxy, requesting a report on gender-based compensation and benefit gaps.</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>&nbsp;</P>
<HR style=text-align:left;width:25%><P style='font:10pt Times New Roman;margin:0'><SUP><A name=_ftnf25 /><A href=#_ftnb25><SUP>25</SUP></A></SUP> Sibarium, Aaron. &#8220;How A Left-Wing Activist Group Teamed Up With Big Pharma To Push Radical Gender Ideology on American Hospitals,&#8221; Washington Free Beacon, May 15, 2023. See <FONT style='color:#0563C1;border-bottom:1px solid #0563C1'>https://freebeacon.com/latest-news/how-left-wing-activist-group-teamed-up-with-big-pharma-to-push-radical-gender-ideology-on-american-hospitals/</FONT>.</P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>10</P>
<HR style='page-break-after:always;border:0;height:3pt;background-color:#909090;margin:8pt 0'><P style=line-height:0;margin:0></P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'><B>Photo credits:</B><BR></P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>Page 2 &#8211;&nbsp;Chloe Cole/Screenshot: YouTube</P>
<P style='font:12pt Times New Roman;margin:0'>Page 4 &#8211;&nbsp;Microsoft sign/Thomas Hawk, Creative Commons</P>
<P style='font:12pt Times New Roman;margin:0'>Page 6 &#8211;&nbsp;Human Rights Campaign headquarters/afagen, Creative Commons</P>
<P style='font:12pt Times New Roman;margin:0'>Page 9 &#8211;&nbsp;Prisha Mosley/Screenshot: Independent Women&#8217;s Forum on YouTube</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0;color:#000000'>THE FOREGOING INFORMATION MAY BE DISSEMINATED TO SHAREHOLDERS VIA TELEPHONE, U.S. MAIL, E-MAIL, CERTAIN WEBSITES AND CERTAIN SOCIAL MEDIA VENUES, AND SHOULD NOT BE CONSTRUED AS INVESTMENT ADVICE OR AS A SOLICITATION OF AUTHORITY TO VOTE YOUR PROXY.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>THE COST OF DISSEMINATING THE FOREGOING INFORMATION TO SHAREHOLDERS IS BEING BORNE ENTIRELY BY THE FILERS.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>THE INFORMATION CONTAINED HEREIN HAS BEEN PREPARED FROM SOURCES BELIEVED RELIABLE BUT IS NOT GUARANTEED BY US AS TO ITS TIMELINESS OR ACCURACY, AND IS NOT A COMPLETE SUMMARY OR STATEMENT OF ALL AVAILABLE DATA. THIS PIECE IS FOR INFORMATIONAL PURPOSES AND SHOULD NOT BE CONSTRUED AS A RESEARCH REPORT.</P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'><B>PROXY CARDS WILL NOT BE ACCEPTED BY US. PLEASE DO NOT SEND YOUR PROXY TO US. TO VOTE YOUR PROXY, PLEASE FOLLOW THE INSTRUCTIONS ON YOUR PROXY CARD.</B></P>
<P style='font:12pt Times New Roman;margin:0'>&nbsp;</P>
<P style='font:12pt Times New Roman;margin:0'>For questions regarding Microsoft Corporation Proposal 5 &#8211; requesting the Board of Directors to produce an &#8220;Report on Gender-Based Compensation and Benefit Gaps,&#8221; submitted by National Legal and Policy Center, please contact Paul Chesser, director of NLPC&#8217;s Corporate Integrity Project, via email at pchesser@nlpc.org.</P>
<HR style='border:0;height:0;width:0;margin:14pt 0 0 0'><P align=center style='font:12pt Times New Roman;margin:0'>11</P>
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end
</TEXT>
</DOCUMENT>
</SEC-DOCUMENT>
