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 Wellness, Health, and Safety Employee Benefits and Wellness Summary of Our Approach • We offer our employees a wide array of benefit plans and wellness programs, with options to tailor to individual needs. • Work schedules are guided by our Global Working Better Program, which recognizes that flexibility to balance business and personal needs is necessary for the overall well-being of our employees. Learn more: Employee Health and Wellness Employee Benefits and Wellness One of Manulife’s key priorities is protecting and supporting the health and well-being of our people. We strive to support the diverse nature of our workforce, and we prioritize their wellness, health, and safety through the following means: • Protecting the health, safety, and well-being of our employees, including ensuring compliance with legislative requirements • Providing employees with flexibility when it comes to their benefits and wellness choices • Supporting the evolving needs of our employees Employee Benefits In 2022, we launched a number of new or improved benefits for our employees: • As part of our return-to-office (RTO) plan, we offered several customized well-being resources including tips to support well-being at work, cooking demonstrations for quick and healthy work and school lunches, and training and support for our people managers. • Launched a virtual health coaching program with personalized and private one-on-one support with NexJ Health in Canada. • Introduced new healthy food options in our cafeterias and amenity spaces to support healthy workplaces. • Launched a comprehensive Mental Health Month campaign in May, which included participation from senior leader ambassadors and a call to action to all employees to explore mental well- being resources, participate in global employee events, and take curated well-being courses in our learning experience platform, Pursuit. • In addition to parental and maternity leaves, various family leaves are available to employees in select geographies. • In response to the Dobbs Supreme Court Case in the U.S., Manulife amended its Medical Travel policy. All eligible U.S. employees, spouses, and dependents will receive medical travel support for themselves and a companion should a benefit they are seeking to take advantage of no longer be covered in the state in which they reside. Enhancements to Digital Tools In 2022, we created and launched a new decision tool to help guide our Canadian employees’ choices and review of the coverage options available to them and their dependents. We also launched a new benefits enrollment tool, with easier navigation and clearer illustrations on how their decisions impact their Flex Dollars. We also launched a new global well-being website, which combines all global information into an easy-to-navigate, one-stop shop. Financial Well-being In order to attract, motivate, and retain the best and brightest employees, we invest in our employees’ development and provide them with a competitive total rewards package, including benefits and a competitive compensation package. This includes variable compensation, which varies by employment level and by geography. Our pay for performance philosophy ensures that pay is fairly differentiated based on individual levels of contribution and fully considers both what was accomplished versus objectives and how the results were achieved in alignment with our values. Manulife employees are provided with the opportunity to participate in our Global Share Ownership Plan (GSOP), which is matched by Manulife at various rates based on geography. Manulife employees in select geographies are also provided with the opportunity to contribute to a registered pension plan, which is matched by the Company at various rates. Manulife has a pension governance model, which includes oversight Committees composed of pension plan fiduciaries that routinely select and monitor the investment options available to plan members in company-sponsored defined contribution (DC) plans. DC investment options made available to members are intended to be sufficiently diversified, avoid excessive risk, and aim to provide risk-adjusted, long-term returns. Investment options are not chosen based on any single criteria, but are evaluated based on a myriad of factors, including social, environmental, and ethical policies. In recent years, governance of all investment options available to North American employees has expanded to include broader integration of ESG principles. As of 2022, all investment options available to DC plan members in Canada and the U.S. are managed by signatories of the UN Principles of Responsible Investment (PRI), who commit to integrate ESG criteria into their investment strategies. Photo captured by our colleague: Robin Costa, United States 63