Leaders’ responsibilities We expect our managers to create and sustain an inclusive working environment where every individual’s unique contribution is valued and recognised by: – Acting as role models and demonstrating it in daily working activities; − Communicating and promoting our inclusion and diversity approach through active engagement, both internally and externally; − Committing to change where necessary and holding others to account; − Addressing any conduct that breaches our Global Anti-Harassment and Anti- Discrimination Policy of which they become aware; − Provide employees with a safe space to voice their ideas and concerns; − Creating an environment of equality. Human Resources responsibilities All HR team members are responsible for ensuring inclusion and diversity is fully embedded in all day-to-day HR processes, policies and procedures. HR will ensure: – Recruitment: fair treatment through the recruitment process, including checking job descriptions are relevant and non-discriminatory and that fair, objective and consistent questions are asked at interview. – Retention, training and promotion: oversight in respect of promotions, career development and training focus on skills, needs and talents rather than assumptions based on age, disability, gender, race, religion or sexual orientation etc. – Ongoing monitoring: all policies and procedures are monitored to ensure equal opportunity. This also includes the monitoring of data to gain an accurate picture of AllianzGI’s global workforce and to identify potential inequalities. Fostering inclusive behaviours and empowering talented colleagues to succeed as they are, is not only the right thing to do, but is integral to how we work, add value for our clients, enhance our brand and grow our business. 10