IMPROVING EMPLOYER-SPONSORED HEALTHCARE In 2021, we launched Morgan Health, a new business unit, to help innovate and improve employer-sponsored healthcare. The U.S. health care system continues to fall short of meeting expectations. Health care costs continue to rise -average premiums for family coverage have increased 22% since 2016- for both employers and employees, with no evidence that outcomes are improving. Only 46% of adults with private insurance have their blood pressure controlled, and that number has declined in the last 10 years. Morgan Health has an opportunity to deliver and scale new healthcare models that improve the quality, equity and affordability of employer-sponsored healthcare and is focused on connecting health care to improved health outcomes for our employees. To do so, Morgan Health is investing $250 million to accelerate the development and delivery of accountable care, completing in 2021 its first $50 million investment in Vera Whole Health (which subsequently merged with Castlight) with plans to deploy these services to our employees in Columbus, Ohio, in 2022. Morgan Health completed another investment in health care analytics company Embold Health in March 2022, which will help facilitate how consumers access the highest-quality care available. We are also working toward providing equal access to equal healthcare, regardless of race, income or other personal characteristics for our employees and in the communities we serve. Addressing inequities in health care is fundamental to Morgan Health’s strategy, and through our work with Kaiser Permanente in California, we are moving forward quickly on a collaborative effort focused on the collection and reporting of health equity performance metrics. SUPPORTING FAMILIES Supporting working families is an important element of how we support our employees, including providing time away from work for when people need it. The Firm provides all U.S.-based employees with paid sick leave each year, up to 96 hours per year depending on local laws. We also provide most full- time and part-time employees three to five weeks of paid vacation annually. We continue to offer employees eight hours of paid time annually to volunteer in their communities. We offer paid parental and adoption leave. In the U.S., this includes 16 weeks of fully paid parental leave for employees who are primary parental caregivers and six fully paid weeks for non-primary parental caregivers following the child’s birth, adoption placement or foster placement with intent to adopt. We also provide family-building assistance to help employees with the high costs of adoption, surrogacy and fertility expenses, including up to $10,000 per child in eligible adoption expenses and up to a $30,000 lifetime maximum for surrogacy and fertility expenses. In addition, we provide backup childcare in many markets and other assistance to working parents. We significantly expanded child care support in response to the pandemic. We also provide resources to help employees navigate decisions about elder care and education choices. SUPPORTING EMPLOYEES DURING THE COVID-19 PANDEMIC In 2021, we continued to update and enhance safety protocols and support based on evolving best practices and employee needs. A key area of focus was supporting employees in getting vaccinated. Since 2021, we have facilitated the delivery of over 70,000 vaccine and/or booster doses to employees and their families globally. To further support employees in getting vaccinated, we provided eight additional hours of paid time off for employees to get initial vaccines and four hours of additional paid time off for vaccine booster shots. We also ran an educational campaign featuring 15 events with over 30 medical doctors and industry experts who discussed the importance of vaccines and addressed employee questions. These events, developed in partnership with our Business Resource Groups, brought in diverse speakers to help address vaccine hesitancy in various communities and populations. Throughout the pandemic, we made COVID-19 diagnostic tests more accessible and available at no cost to U.S. employees and their eligible dependents by offering at-home self-administered tests, plus onsite and near-site testing options in select locations. We continued to adapt and expand mental health and well-being support for employees in response to the increased stresses caused by the pandemic including hosting virtual forums with mental health clinicians. 35 INTRODUCTION ENVIRONMENTAL SOCIAL Feature: Our Commitment to Racial Equity Diversity, Equity & Inclusion Human Capital Inclusive Growth GOVERNANCE ESG REPORT APPENDICES