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 Our Workforce For us, DEI is personal. It is not a tick-box exercise or bullet points on a slide. Rather, it is about people being their best and authentic selves, sharing their humanity, contributing their talents, and driving progress and change that helps each other and our business. We are committed to building a culture within our workplace where everyone thrives and is deeply aware of the role they can play in being an ally and supporting DEI efforts across our offices globally. Employee Resource Groups Employee Resource Groups (ERGs) play an important role in implementing our DEI strategy, providing valuable support and advice, creating community connections within our global organization, and raising awareness of issues, challenges, and initiatives. They provide insight to DEI issues that are top of mind for employees, identify opportunities where we can play a stronger role, create safe spaces for employees, and hold us accountable to our DEI commitments. They are voluntary, employee-led networks that provide members meaningful, personal, and professional development opportunities and are fundamental to achieving an inclusive and equitable workplace. In 2022, we announced a new program in Podium to recognize ERG work being done by our employees. Additionally, our ERGs increased and expanded their collaboration with each other to demonstrate the intersectionality that exists for all of us. For the first time since 2019, our ERGs with chapters in Toronto came together for an in-person summer social event at our global headquarters. Over 400 employees attended and networked with one another, built community, and gained new members. Globally, all ERG leads and chairs are advised to incorporate the work that they do within their ERGs into their annual performance objectives, which carries a 10% weightage to their performance appraisals. This helped to put focus as well as recognition of their efforts by their managers. This year our ERGs hosted a variety of events and launched initiatives that impact our DEI agenda/strategy: • Sustainability Hub ERG launched in 2022, aimed at driving employee-led engagement initiatives such as sustainability-focused educational programs and volunteer events. • Ability ERG organized regular workshops throughout the year to support employees and provide practical training on disability inclusion, including a Sensitivity Training focused on conducting interviews with jobseekers with disabilities as well as building a disability-inclusive workplace culture. The Ability ERG chapter in MBPS Philippines rolled out an Ability Ambassador program where disabled members and their allies support disabled colleagues through mentoring and coaching. • GenerationNEXT Toronto and Boston, aimed at bridging the generation gap in our workplace and mobilizing the next generation of leaders, partnered to host the Own Your Future Keynote Sessions, which featured a session with three leaders sharing their learnings on career development and a fireside chat with Manulife Canada’s President & CEO. The Boston chapter hosted Dr. Joseph Coughlin of the MIT AgeLab on navigating five-plus generations in the workplace. • Valuing the Inclusion of Black Experiences (VIBE) Canada hosted the Redefining Beauty and Professionalism Fireside Chat and Q&A, which helped to engage members in a reflective conversation about beauty, race, and the experience of Black women. • Indigenous Peoples and Their Allies (IPTA) hosted Economic Reconciliation for International Day of Reconciliation to recognize the achievements and contributions that Indigenous people make to improve world issues such as environmental protection and economic growth. • LatinX and Military Employee Community (MiLE) hosted the Overcoming Doubt: Imposter Syndrome fireside chat with Lt. Colonel Olga, who shared learnings that have helped her become successful in a profession dominated by men. • LatinX collaborated with MiLE and the Association of Multicultural Professionals (AMP) to host several events throughout LatinX Heritage Month, which honoured past generations who immigrated from Mexico, the Caribbean, and Central and South America to U.S. and Canada. • MiLE , VIBE US , and the AMP honoured Veterans and Remembrance Day by hosting a fireside chat with special guest Brigadier General Enoch Woodhouse, who is one of the few surviving members of the famed Tuskegee Airmen, the first all-Black military aviators in the U.S. Army Air Corps. • Family ERG in North America kicked off their first Friendly Conversations series, which included back to school tips providing guidance and resources for supporting children with anxiety. They also offered events on social media use and misuse and supporting the caregiver and they partnered with LatinX on raising diversity in your home. • EMBRACE ERG, which is focused on bridging race, culture, and ethnicity, sponsored a Manulife team to take part in the 2022 Hong Kong 7s Football World Cup Tournament to raise funds for the Love 21 Foundation, a charity empowering the Down syndrome and autistic community through sport, nutrition, and holistic support programs. • Professionals Reaching Out for Unity and Diversity (PROUD) promotes an inclusive workplace for LGBTQ+ employees in order to promote their full and unencumbered contribution to Manulife. PROUD ERGs celebrated PRIDE Month with a number of events to engage colleagues, raise awareness and have dialogue to be ally's and create safe spaces. Observed Transgender Day of Remembrance and Awareness week, raised the Transgender Flag at Global HQ. In addition, in 2022, a number of events were held throughout the year where the PROUD ERG collaborated with other ERGs to demonstrate intersectionality of topics and issues impacting the LGBTQ+ community. Workforce representation in Asia in 2022 59 Ethnicities Mainland China Hong Kong Malaysia Myanmar Singapore Vietnam Philippines Chinese 87% 38% 68% 7% 78% 1% 1% Indian – 2% 8% 1% 9% 0.2% 0.03% Filipino – 0.2% – – 2% 0.1% 52% Indo-China 60 0.1% 0.1% – 77% 1% 68% 0.01% Malay/Indo – – 21% – 1% – 0.02% North Asian 61 – 0.3% – – – 0.1% 0.05% Other Asians 0.8% 1% 2% 2% 2% 3% 3% White 0.1% 2% – 1% 3% 3% 0.01% 59 Includes markets where data availability is 40% or more self-identified 60 Indo-China includes major races of Vietnam, Cambodia and Myanmar descent 61 North Asia includes Japnese and Korean descent 54