01 03.3 Collaborative engagements continued Principles 7 10 Introduction 02 Sustainable investing 03 Active stewardship Shaping pathways for a sustainable future 03.1 Our engagement approach Promoting gender diversity via collective engagement 03.2 Engagement outcomes by theme 03.3 Collaborative engagements 03.4 E scalation where initial In 2021 we joined the French investor group From our conversation, we understand that the engagement is not enough of the 30% Club, a campaign group aiming to company is looking to develop its female talent 03.5 I nfluencing companies through increase gender diversity on boards and senior pool with both women and men playing a role as proxy voting management teams. Female representation in the mentors, and senior management is committed 03.6 Conflicts of interest main listed French companies remains low and to making it happen. To this end, the company 03.7 Industry engagement we think improved gender balance would achieve develops active campaigns to avoid unconscious and commitments better outcomes for investors. We led collaborative bias among managers and uses mentoring 04 engagements with two companies under this programmes to develop female talent and foster a AllianzGI as a sustainable business framework and decided to make this an important better gender balance. It is undertaking an external engagement topic beyond 2021. We will chair the diversity and inclusion audit which we consider to 05 French investor group in 2022. be best practice. While we appreciate the progress Appendix We led an engagement with a major French made, we will continue the engagement to monitor reinsurance company, motivated by the disconnect the results of the audit and the company’s progress between the percentage of women in the workforce in advancing female representation at every level and their representation at management and of the company. executive positions. We appreciate that the board of directors set and achieved a target of 20% women at group executive committee level by 2021 and is targeting 30% by 2025. To build a strong pipeline of senior female talent, the company set an additional target of 27% female representation among senior management by 2025, up from 19% today.