2022 ESG Report Introduction ESG at Manulife Environmental Social Governance Corporate Governance Human Rights Risk Management Ethics and Compliance Tax Strategy Data Security and Privacy Executive Compensation Practices Responsible Product Governance Public Policy Performance Data Abbreviations and Acronyms Executive Compensation Practices Learn more: Executive Compensation We expect executives to make decisions that are in the long-term interest of the company. Executive compensation is designed to contribute to our long-term sustainable growth by rewarding executives for strong performance in executing our business strategy. Pay for performance is at the core of our approach to executive compensation. Compensation is tied to the achievement of our short-, medium-, and long-term goals, so that most of what our executives earn is variable and not guaranteed. In practice, this has meant that executives earn more when performance is strong and earn less when performance is not strong. The Board also has the discretion to adjust incentive payouts to reflect business performance. Members of the executive team currently have performance goals linked to DEI, climate action employee engagement, and leadership accountability. Additional information on our executive compensation approach is available in our 2023 Management Information Circular . Pay for Performance Compensation is aligned with risk management objectives Compensation is aligned with long-term shareholder value Compensation is aligned with good governance practices Compensation is aligned with business strategy Compensation and performance are benchmarked against peer companies Photo captured by our colleague: Basel Kirmani, Hong Kong 76