2022 ESG Report Introduction ESG at Manulife Environmental Social Community Investment Volunteering and Giving Financial Inclusion Diversity, Equity, and Inclusion Talent Management Wellness, Health, and Safety Customer Experience and Well-being Governance Performance Data Abbreviations and Acronyms Engagement and Recognition Summary of Our Approach • We conduct two formal employee surveys each year from which the findings help to further inform and refine our workplace engagement strategy. • Recognition is a key driver of engagement and as such we have two globally adopted recognition programs: Podium and Stars of Excellence. Learn more: Talent Management Recognizing Achievements Podium is the global recognition platform we utilize that enables employees at all levels to give and receive frequent, in-the-moment recognition and celebrate service anniversaries. The program has six award levels, with corresponding points towards merchandise and gifts cards. During the year, employees gave 758,000 recognition awards to each other, which is on average, 20 awards given per person. This puts us in the Workhuman top quartile for recognition frequency. Based on 2022 data, Podium recognition also had a positive correlation with higher engagement and improved employee retention. Stars of Excellence is our premier annual recognition program that recognizes the overall achievement of our top performers from around the globe; those who made the most impactful contributions throughout a calendar year. In 2022, we recognized 72 individuals and six teams, for a total of 153 Global Stars. Stars were celebrated in a premium curated hybrid celebration, and they had the opportunity to network with their fellow Stars and senior leaders and celebrate their achievements with their loved ones at home through this format. Listening to Our Employees Our full employee engagement survey, which is run in the Fall, is designed to focus on the topics that have the greatest impact on employees’ engagement. We also run a short pulse survey in the Spring as a check-in on action planning progress, as well as additional topics that might be an area of focus. Grounded in the model of Share-Plan-Act, there is a strong focus on sharing survey findings and taking action at the team level so that everyone is involved in building a more engaging workplace. Our target as an organization is to have top quartile engagement as it relates to the Gallup Finance & Insurance companies database. Based on our survey conducted in September 2022, we had an overall score of 4.41, which puts us in the 94 th percentile (F&I Company Database) and 75 th percentile (Gallup Overall Workgroup Database). We set engagement targets at the leadership level, which are cascaded as a means of ensuring focus on reaching and maintaining top quartile engagement, as well as quarterly tracking on action planning to ensure we are seeing progress across the organization. Feedback received through the engagement survey has led to the development of global programs such as our learning experience platform, Pursuit, which provides our employees with opportunities to develop, learn, and grow. It also continues to support our recognition initiatives as teams can identify recognition as a focus of their action plans at various levels throughout the organization, which contributes to our culture of gratitude. Data and insights from the surveys also help to support various analyses across the HR function to develop initiatives such as our retention and top talent strategies. Engagement feedback provided insights that helped to refine and adjust our Working Better approach, as well as our return-to-office strategy. Employee engagement scores (5-point scale) 2022 4.41 94 th percentile against benchmark * 2021 4.34 86 th percentile against benchmark * 2020 4.27 80 th percentile against benchmark * *Against Gallup’s financial and insurance company benchmark Photo captured by our colleague: Stephanie Ferreira, Canada 62