2021 SUSTAINABILITY HIGHLIGHT REPORT: Forward As One 21 SOCIAL: EMPLOYEES EQUITABLE COMPENSATION We regularly analyze and adjust compensation practices to ensure fairness, equity and market competitiveness, and we have done so for more than a decade By using a third-party compensation specialist firm to conduct pay equity analyses for a significant portion of our U S population we ensure thoroughness and objectivity Because we utilize a three-step process that includes analysis—before, during and after the annual compensation planning cycle—we can proactively identify unexplained pay disparities and take appropriate actions if necessary HEALTHY @ THE HARTFORD The Hartford offers a comprehensive benefits package and award-winning well-being programs to help employees achieve their full potential The Business Group on Health has recognized us multiple times for having one of the nation’s best workforce well-being programs Our company's My Wellness at Work program supports the physical, emotional, social and financial well-being of employees and their families It recognizes the connection between health and well-being, employee engagement and, ultimately, business performance and sustainability Read more about how we help employees achieve their wellness goals Stigma-Free Workforce We are honored to be considered a stigma-free company by the National Alliance on Mental Illness (NAMI), the nation's largest grassroots mental health organization dedicated to building better lives for the millions of Americans affected by mental illness. We joined forces with NAMI to nurture a stigma-free work environment for our own employees in 2021, including well- attended, virtual panel discussions between NAMI experts and our senior leaders. 99.5% BASE SALARIES FOR WOMEN compared with men in comparable roles. 1 98.9% BASE SALARIES FOR PEOPLE OF COLOR compared with white people in comparable roles. 1 80% OF OUR EMPLOYEES engaged in our wellness programs in 2021, completing 68,000 activities and earning incentives for participating in well- being programs. 1 These numbers result from a separate statistical pay gap analysis that compares average 2022 base pay for all U.S. roles, including single incumbent roles (i.e., roles with only one employee), as of Feb. 24, 2022. When we perform this anal - ysis, we make adjustments to annualize pay for part-time and hourly workers and for the difference in pay based on job tier or title. As such, these numbers do not represent the unadjusted or “raw” pay gap. We do not adjust for geographic location, performance rating, education level or years of work experience.