Sustainability For Our For Our Creating Value For the For Our Managing Appendix at MetLife Workforce Customers as an Investor Environment Communities Responsibly Global Diversity, Equity and Inclusion OUR DEI COMMITMENTS ARE PUBLIC FACING AND STRATEGICALLY ALIGNED To consistently demonstrate our purpose We measure ourselves against best-in-class and EVP in action, we understand that a practices and are committed to maintaining core accelerator is our prioritization of DEI. top quartile performance across ethnic 1 $2.5+ In 2021, MetLife developed comprehensive and racial diversity in the U.S. and female 2 public-facing DEI commitments to achieve officers globally. Our workforce data, by 2030. Our broad set of commitments is EEO-1 reporting and senior recruiting billion designed to address the needs of the process provide more detail on our underserved and underrepresented through top-quartile achievements. a mix of investments, products and services, committed to supply chain, volunteering and community efforts. Each commitment is anchored to In the 2021 MyVoice survey Inclusion pursuing DEI our business strategy and informed by Index, 75% of respondents indicated the UN SDGs. The financial components they feel a sense of belonging at work commitments of these commitments total more than $2.5 billion by 2030. by 2030 The Hispanic Association of Corporate Responsibility (HACR) awarded MetLife the HACR Award for Corporate Inclusion for the 10th consecutive year 1. DIVERSE CATEGORIES INCLUDE BLACK/AFRICAN AMERICAN; LATINO/HISPANIC; ASIAN; MULTIRACIAL. 2. THE OFFICER POPULATION IS A SUBSET OF OVERALL MANAGEMENT THAT IS A REFLECTION OF THE LEADERSHIP OF THE ORGANIZATION. IT IS COMPRISED OF ALL METLIFE EMPLOYEES AT THE VICE PRESIDENT LEVEL OR ABOVE. 2021 SUSTAINABILITY REPORT 17