Governance at Manulife • providing programs designed to educate and train all employees that go beyond our mandatory unconscious bias training, including regular listening forums to foster conversations and build inclusion across our global team, allyship resources and targeted training for all managers on leading inclusively. We partnered with Accenture to launch two learning platforms for all leaders in late 2020: All Against Racism (North America) and Inclusive Leadership (Asia). Through PURSUIT, our internal learning platform, we have curated various learning modules covering different aspects of DEI including disabilities, cultural awareness and DEI essentials • communicating transparently to employees about diversity and profiling leaders who demonstrate authenticity • continuing to provide dedicated support and development of our internal employee communities for women and BIPOC employees that focus on professional development and networking. This includes our GWA (Global Women’s Alliance), VIBE (Valuing the Inclusion of Black Experiences), IPTA (Indigenous Peoples and Their Allies), AMP US (Association of Multicultural Professionals), PACES (Pan-Asian Community for Employee Success), Ability (Disabilities) and EMBRACE (cultural inclusion) ERGs. Each chapter has an executive sponsor (vice president or higher, and country general manager level in some cases) to increase exposure and impact • adding more external partnerships with leading networks that support the advancement of women and BIPOC employees, creating awareness of 2SLGBTQ+ and disabled communities, and providing opportunities to share best practices and attend events and educational sessions that encourage leadership across the organization. Organizations include Catalyst, Women in Capital Markets, Career Edge, ICON Talent Partners, Onyx; and in Asia with Sensational Foundation, The Women’s Foundation, Community Business, The Zubin Foundation, Pink Dot, and many more. Management • embedding diversity practices in our global talent management programs and including diversity results in workforce reporting to senior management and the board • implementing annual DEI plans for each business segment and function • introducing diversity dashboard quarterly reviews with the executive leadership team • formally including diversity goals in all people leader’s goals • internally and externally celebrating and promoting the history, culture, and contributions of diverse communities, including annual celebrations of International Women’s Day, Black History Month, Martin Luther King Jr. Day, Juneteenth, National Indigenous Peoples Day, Orange Shirt Day, Pacific Heritage Month, South Asian Celebration, International Day of Pink, PRIDE, Ally Week, Mental Health Awareness Month, National Disability Employment Awareness Month, Autism awareness day, International Day of Persons with Disabilities and many more • revising workforce policies around flexible work arrangements and increasing our parental leave to better accommodate and retain employees. We increased maternity and paternity leave benefits in Canada to a market leading position in 2021 • enhancing the collection of applicant and employee diversity data across the organization. We may also establish other measurable objectives for increasing diversity in leadership as we continue to develop our overall approach to diversity globally. Management development and assessment The management resources and compensation committee oversees our human resources strategy and our talent management program globally. Management development We integrate our talent and succession planning process for senior management with the primary objective of having high performing individuals in critical roles across the organization. We’re focusing on several areas to ensure we have depth of talent and diverse leadership to fill critical roles in the future: • acquiring and retaining high performing, high potential talent • selective external hiring of exceptional, seasoned executives • increasing our diversity to better reflect the global markets where we operate 2023 Management information circular 123