01 04.2 Developing a shared vision for inclusion and diversity Introduction 02 Sustainable investing 03 Together with our values and culture, “We want to create a workplace we Workforce: attracting, developing and Active stewardship our focus on inclusion and diversity are all proud of, where there is space retaining a diverse range of people (I&D) shapes how we work and serve for different opinions to be voiced and Our commitment to I&D includes all dimensions of 04 diversity – ethnicity, sexual orientation, gender identity, AllianzGI as a sustainable business our large and varied client base. heard, and where we can continuously age, disability, thoughts, skills and backgrounds. Our 04.1 B uilding our approach to By building an inclusive culture that learn from each other. Simply speaking, Workforce pillar is about attracting and developing sustainable investing brings out the best in people, we we want AllianzGI to be a safe, inclusive a large variety of talents to grow the diversity of 04.2 Developing a shared vision for employees at all levels. inclusion and diversity contribute to improved investment and diverse place which we all enjoy 04.3 P romoting employee health performance and create long-term being part of.” We systematically review the language used in job and wellbeing in a hybrid postings to ensure they are phrased in an inclusive work environment value for our clients and society. Tobias Pross way. We have included our Diversity Charter as an 04.4 Business conduct and I&D is a company-wide responsibility and everyone CEO, Allianz Global Investors addendum to contracts with recruitment partners to operational risk management state our expectation of attracting diverse pools of 04.5 Managing the environmental who works at AllianzGI has a role in creating an candidates. To make the company more attractive to impact of our operations inclusive culture and supporting our commitments to Workplace: building a work culture that women and support the progression of women in senior 04.6 Corporate citizenship I&D. Guided by our business strategy, our I&D strategy enhances psychological safety roles, we partner with organisations such as the Diversity is led by the Executive Committee and delivered by In 2021 we focused specifically on building strong Project and 100 Women in Finance. We are also a 05 working groups of employees across our locations. foundations for a more inclusive workplace culture. signatory of the Women in Finance Charter. Appendix It focuses on three key pillars – Workplace, Workforce We worked to enhance psychological safety and and Marketplace – to create meaningful change prevent any forms of harassment and discrimination. In 2021, AllianzGI won the “Most Improved Retention and embed I&D behaviours into the very fabric of For example, we introduced Rungway, an online Rate” category of the Citywire Gender Diversity Awards our business. platform offering a safe space for everyone to get help which recognise fund management groups that We are developing a network of local working from colleagues and provide help to others. We also have made progress on bringing more women into groups to help drive and embed our I&D agenda. revamped our anti-harassment and anti-discrimination fund management. Members come together regularly to identify areas policy and training, which will be implemented globally We have reached 50:50 male to female representation for improvement and develop local action plans to in 2022. in our Executive Committee (ExCo). In line with Allianz’s deliver the highest value for us and our clients. We also We continued to leverage key I&D events such as targets for 2024, our ambition is to achieve a global collaborate with global Allianz employee networks. Black History Month, International Day of People female representation of a minimum of 30% at all senior Read more about our I&D strategy and achievements with Disabilities and Pride Month to raise awareness levels. We have enhanced our approach since 2017 with in the Allianz Global Investors Inclusion and Diversity around the stereotypes that minority communities actions for 2021-2022 spanning all levels of seniority Report 2021 can experience. In particular, we created guides for and with targeted focus on key functions and locations. colleagues on how to play an active role in fostering a positive environment for ethnic minorities, LGBT+ and disability inclusion.