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 Talent Management Talent Attraction and Retention Summary of Our Approach • Our people are at the heart of our business, and we are focused on attracting, retaining, and developing a diverse network of talent. Learn more: Talent Management Attracting a Diverse Ta l e n t P o o l In 2022, we focused on process refinement and creating capacity for our talent acquisition team to find the talent we need in an unprecedented labour market. We have invested in tools and resources that will enable us to match the diverse skills and career goals of a candidate to roles within the organization, allowing individuals to bring their best to work every day. Data Centred Team We continue to prioritize data at the centre of everything we do to support the insights of our talent acquisition team. We remain focused on tracking sentiment through NPS scores of both candidates and hiring leaders. From a fit perspective, we monitor first-year turnover as a mechanism to track retention and quality of our hiring practices. Active Reporting We regularly track our commitments through monthly reporting around enterprise key performance indicators including diverse candidate slates, diverse representation, and gender representation. Talent Review and Succession Our annual talent review process helps us ensure we’re effectively using strengths and capabilities across the business to make every day better for the customers and communities we serve. The process creates an understanding of our global leadership pipeline using consistent criteria with a focus on promoting inclusion, increasing diversity, and removing bias. We take a targeted action plan approach, with senior leadership accountability, which includes investing in leadership development, supporting internal mobility, and offering stretch experiences. As part of the targeted action planning in 2022, we hosted several programs that supported leadership development for women leaders across the organization. 12 Directors participated in a year-long program that included coaching and support to achieve readiness to move to the next level. Across two cohorts, 16 Assistant Vice Presidents participated in a three-day, action-based program focused on transforming mindsets from working more to working differently. Lastly, three Vice Presidents participated in a three-day, immersive experience where they learned from and connected with external leaders to create a strong network to help them excel at the next level. Enterprise Leader Development Program In recent years, we’ve taken steps to gain insights across our global leadership team. Building on our strategy, our values, and our Leadership DNA, in 2022 we launched an Enterprise Leader Development Initiative. The program enables us to optimize our leadership capability and impact in support of the transformation of our organization in pursuit of making lives better and decisions easier. 40 leaders completed the program by the end of 2022 and an additional 32 leaders are scheduled to undertake the program in 2023. In 2022, we hired over 12,000 people globally 62 62 This includes internal candidates that were hired in to a new role. 59