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 Employee benefits Over recent years, Manulife has made the following expansions and improvements to the benefits made available to our people: • Gender Affirmation Treatment benefits are now offered to employees in Canada, the U.S., and Hong Kong. • Free and confidential counseling and support for all Canadian and U.S. colleagues . • Supporting employees to save for retirement through a defined contribution pension plan, along with optional enrollment in the health benefits that extends into retirement with no age limit. • Providing wellness consultant services for workstation setup assistance including for home office setups in light of a hybrid way of working announced with our RTO plan. • Increasing maternal, paternal, pregnancy, or adoption leave in Canada, with birth mothers receiving up to 20 weeks and paternal and adoption leaves up to 12 weeks. • Manulife provides adoption and surrogacy benefits that reimburses eligible Canadian-domiciled employees and U.S. employees for 100% of eligible expense to a maximum of $20,000 per child adoption per year and $20,000 per surrogacy per year. • We also expanded our DEI benefits and mental health support in 2022 with Included Health. Included Health is the first comprehensive care navigation platform for the LGBTQ+ and racially and ethnically diverse communities communities specializing in connecting individuals and their dependents with provider connections, benefits and coverage support, navigation for trans colleagues, and more. Professional development and training We believe that all employees have a role to play in fostering a working environment where everyone feels accepted, valued, and included. By equipping our people at every level within the organization with the tools and knowledge needed to support positive DEI practices, we are better off as an organization. This commitment starts at the top with our leadership team members. In 2022, we made the following enhancements to our professional development and training programs: • Encouraged our Asia Leadership Team to dedicate five hours annually to support initiatives and activities for minority communities in the market in which they operate. • Introduced a DEI Essentials Badge in our learning experience platform, Pursuit, allowing employees to participate in a course that demonstrates their commitment to and understanding of DEI. • Reassigned the “The Inclusion Starts With You” module in Pursuit to all employees, which was previously only required to be completed by new hires. • Launched the Indigenous Cultural Awareness Online Web Series module in Pursuit. • Launched our first cross-cultural competencies learning program in Pursuit. • Enhanced career mobility through the introduction of an Underwriting Development Program and an Internal Sales Support Training Program, allowing employees to gain valuable knowledge and access internal career opportunities. Within our Asia segment, we launched a sponsorship program for diverse talent, which looks to provide opportunities for high potential talent from diverse representations across the organization to progress their career at Manulife. We also provide high potential women leaders in Asia the opportunity to pursue board directorship accreditation through the University of Hong Kong. Through this initiative, we aim to increase the number of under-represented women in leadership by accelerating their path to promotion through leadership development, stretch assignments, and special projects. Diverse talent acquisition In 2022 in Asia, we set out to have Disability representation of 1% (visible or invisible disabilities). We achieved 0.8% at the end of 2022, and although we were just shy of achieving our goal, we believe we have set a strong foundation to continue increasing representation. For 2023, our goal is 1.5% disability representation to further encourage our managers to seek out diverse talent from the community. Additionally, we implemented diverse candidate requirements to increase hiring and promotion rates at director-level and above roles. We provided training for hiring managers, talent acquisition teams, and human resource business partners on inclusive recruitment and worked to mitigate unconscious bias in the hiring process through partnerships with community organizations focused on recruiting diverse candidates. We also implemented diverse hiring panels and target a 50% diverse candidate slate. We look to increase representation of diverse talent, especially those living with disabilities. In Asia, we introduced a bursary support of up to 10 people for three years. As part of this effort, we have partnered with local recruitment firms to focus on sourcing PWD talent. As of 2022, over 36,000 global employees have completed the Inclusive Language training module as part of the Code of Business Conduct and Ethics annual training. 55