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 Diversity, Equity, and Inclusion Summary of Our Approach • Our Diversity, Equity, and Inclusion (DEI) culture aims to inspire employees to bring their authentic self to work, enabling them to provide high-quality service to our customers, business partners, and communities. • We aspire to create an inclusive culture and brand with diverse talent that drives high-performance. • Our Global DEI Executive Council, chaired by our CEO and CHRO, guides, supports, and facilitates the implementation of our global DEI strategy. Learn more: DEI At Manulife, we live by our mission to make decisions easier and lives better. Foundational to our success is ensuring that all our employees, customers, and stakeholders are respected, feel connected to each other and our mission and are treated with equity and dignity, until each one of us belongs. Our global Diversity, Equity, and Inclusion (DEI) strategy is spearheaded by our Global Chief Diversity, Equity, and Inclusion Officer, the Global DEI team, and our Global DEI Council, who collectively guide, support, and facilitate its implementation. Chaired by our Chief Executive Officer and Chief Human Resources Officer, the Global DEI Council is made up of executive leaders who are driving business impact through our DEI strategy and play a key role representing business functions across the organization, with specific DEI initiatives applicable to their respective functions. Council members meet as a group on a quarterly basis and act as advocates in their respective divisions and functions. Accountability for diversity, equity, and inclusion practices are included within the performance goals for all people leaders. Leadership and business accountability for diversity is measured through dashboards and scorecards, which are reviewed on a quarterly basis by the CEO and executive leadership team. In Malaysia, Indonesia, and Singapore, we have launched local DEI Councils and appointed DEI Leads to further drive the inclusion agenda within the company and amongst their communities. These councils encourage intersectional participation and provide greater targeted initiatives supporting various minority communities. Our Workplace When people feel like they belong, they bring their best selves to work, which, in turn, is reflected in our processes, products, and services. Creating safe spaces for people to share their personal stories and have the necessary — but sometimes uncomfortable — conversations about their various lived experiences is a big part of how we are building a sense of community and belonging. In 2022, we participated in several affinity moments to help connect our people to key moments in time that generate awareness and celebrate the diversity of our colleagues and the community: May We celebrated trailblazing Asian Canadian leaders during Asian Heritage Month to inspire future generations of Asian Canadian leaders, which made national news. June Manulife observed Indigenous History Month and National Indigenous People's Day, recognizing the rights, histories, and extraordinary achievements of Indigenous peoples in Canada. We celebrated Pride internally for the first time in Singapore, Myanmar, and Cambodia. Sept. We observed National Day for Truth and Reconciliation as an official holiday, giving Canadian employees the opportunity to commemorate Indigenous history and culture. Oct. Our GWA Hong Kong chapter encouraged all employees to wear pink and attend a breast health education seminar and organized a bake sale and donation drive to raise awareness and funds for the Hong Kong Breast Cancer Foundation. In Asia, in observance of Global Diversity Month, we also organized for the first time a “Wear Your Culture” day where employees showcased their traditional outfits at work across all our markets to celebrate our diverse and unique cultures. Nov. We observed Transgender Awareness Week and raised the flag at our Halifax and Toronto offices to increase visibility and honour those within the Transgender community. At our Canada segment headquarters in Waterloo, we began creating a dedicated Legacy Space through the Gord Downie & Chanie Wenjack Fund. The space aims to provide a safe and secure place to build awareness of Indigenous history and reconciliation and will open in June 2023. This is our first Legacy Space in Canada, and we are currently considering plans to open similar spaces in other Canadian offices. Our Workplace Goals 37% achieved out of 40% goal of women representation at the AVP level by 2022 32% achieved out of the 32% goal of women representation at the VP+ level by 2022 0.8% achieved out of our 1% goal to increase disability representation within Asia We updated our targets in 2023 to achieve 34% of women representation at the VP+ level by 2025 and 1.5% of Asia disability 53