Inclusion & Diversity Report

Active is: Succeeding as yourself Our Inclusion and Diversity Report 2021 Value. Shared.

Welcome Welcome to our first 01 Our commitment to I&D 03 Inclusion and Diversity (I&D) Report in which we share our efforts to promote Inclusion and Diversity both within and beyond our workforce. Allianz Global Investors (AllianzGI) is an 02 A ccelerating our business 07 active investment management firm and part of the Allianz Group. The content of transformation this report relates to all AllianzGI activities and locations and covers the 2021 fiscal year (01 January 2021 to 31 December 2021), unless otherwise stated. Find out more 03 Our I&D str ategy and priorities 10 For information on the sustainability commitments and performance of AllianzGI, please refer to our Sustainability and Stewardship Report 2021. For the Allianz Group as a whole, refer to the Allianz Group Sustainability Report 2021. 04 Our pr ogress in 2021 13 – Workplace – Workforce – Marketplace AllianzGI Inclusion and Diversity Report 2021 01

01 01.1 Foreword Our commitment to I&D 02 Accelerating our business transformation 03 Our I&D strategy and priorities I&D is a core component of our company culture 04 and how we work. We know that the strength of Our progress in 2021 – Workplace our culture, the execution of our strategy, and our – Workforce – Marketplace relevance to our clients depend on a truly diverse workforce and inclusive work environment. We’re working hard to prioritize diversity and inclusion in every decision we make and we’re proud of all the work we have done so far to increase diversity, equity and inclusion across our firm. Sustainable change will require the efforts of our entire workforce, and we know we can count on our passionate and committed colleagues to work relentlessly to achieve our goals. We hope you will be encouraged and inspired by our progress and the stories in this I&D report! AllianzGI Executive Committee AllianzGI Inclusion and Diversity Report 2021 02

01 01.2 Our commitment to I&D Our commitment to I&D An open and honest introduction to Inclusion and Diversity at AllianzGI 02 Accelerating our business transformation 03 I am pleased to welcome you to our first dedicated I&D Report. Our I&D strategy and priorities As the world continues to manage the impacts of the Covid-19 pandemic, 04 the invasion of Ukraine and other unforeseeable events like the earthquake Our progress in 2021 – Workplace in Japan, our mental and resilience are highly challenged. The importance – Workforce of caring for each other is clear. More than ever, we need to pay attention – Marketplace to our own wellbeing and that of those around us – our families, colleagues, clients, neighbours and people who may be more at risk of becoming sick, unemployed or marginalised in these unprecedented times. With this in mind, we appreciate that you are taking the time to learn more about our approach to I&D at AllianzGI. As this is our first I&D Report, we’ve spent a lot of time thinking about exactly what we want it to achieve. Being authentic and transparent about I&D is key, Marine Palies and we won’t tell you that everything is perfect. Instead, the report gives an Inclusion and Diversity Leader, AllianzGI accurate and honest representation of where we are today, the challenges we are facing and the actions we are taking to create a more inclusive and diverse company. It includes our I&D philosophy and strategic framework, as well as a mix of quantitative and qualitative data and employee testimonials. We hope that these various elements will provide you with a balanced picture of I&D at AllianzGI. Happy exploring and thanks for engaging in a world of inclusion! AllianzGI Inclusion and Diversity Report 2021 03

01 01.3 Our shared vision for Inclusion and Diversity Our commitment to I&D 02 Accelerating our business transformation To mobilise our entire global workforce behind a shared vision, we must ensure 03 a clear understanding of and responsibility for inclusion and diversity. Our I&D strategy and priorities 04 Our progress in 2021 – Workplace What do we mean by Inclusion and Diversity? – Workforce Diversity is the collection of visible and invisible traits that make – Marketplace each of us unique, such as gender, age, ethnicity, sexual orientation, disability, cultural background, personality type and family status. If diversity captures the picture of who we are, inclusion is about how we do things – the behaviours we demonstrate and the processes we put in place to enable everyone to give their best. Diversity without inclusion A collective responsibility (and inclusion without diversity) is not enough – both are essential. I&D is a company-wide responsibility Supported by a culture of trust and and everyone who works at AllianzGI respect, I&D will help to maximise has a role to play in creating an the collective intelligence of our inclusive culture. It is core to who entire workforce and help us all to we are and how we work. reach our full potential. We are lucky to be supported by an ecosystem of passionate and dedicated partners who support our efforts in this space. Our I&D strategy is led by the Executive Committee and supported by working groups of employees across our locations. Our I&D team also collaborates with global employee networks within Allianz Group, our parent company. We have a streamlined governance structure which ensures our I&D objectives align with our business goals and our strategy is clear to all our employees, partners and stakeholders. AllianzGI Inclusion and Diversity Report 2021 04

01 01.4 From setting the foundations to consolidation Our commitment to I&D 02 Accelerating our business transformation 03 Embedding I&D is a long-term commitment which we began intentionally working towards in 2012. Our I&D strategy and priorities We continue to evolve our approach today – from developing our policies and ways of working to listening and 04 learning from our employees. Our progress in 2021 – Workplace – Workforce Signature of the In addition we celebrate – Marketplace United Nations the following global LGBT Standard I&D milestones to raise of Conduct for awareness on diversity, Business and help increase understanding, of Women in Launch of Rungway provide psychological safety Creation of our Finance Charter and the Random and tolerance and support First Global Global I&D Policy Implementation Coffee App amongst both majority I&D Day Setting of our 2020 of global Implementation of and minority groups and Gender Equality Financial Literacy virtual yoga and to demonstrate the firm’s 2014 ambitions programmes mindfulness sessions commitment to inclusion 2017 2019 2021 and diversity: • Black History Month • International Women’s Day 2012 2016 2018 2020 2022 • World Health Day • Cultural Diversity for Creation of the Creation of our Creation of Publication of our Dialogue regional and local Flexible Work the I&D Team first I&D guide on and Development Day I&D Working Groups Arrangements “Fostering LGBT+ • Pride Month Principles and Inclusion” Guidelines • World Mental Health Day Revamping of our I&D strategy • International Men’s Day around three key • International Day of People pillars: Workplace, with Disabilities Workforce, and Marketplace AllianzGI Inclusion and Diversity Report 2021 05

01 01.5 Our I&D philosophy Our commitment to I&D 02 Accelerating our business transformation 03 An inclusive and diverse workforce is essential to investment excellence Our I&D strategy and priorities 04 Our mission is simple: to help our clients reach their Our progress in 2021 – Workplace long-term goals by generating sustainable returns. – Workforce – Marketplace Building an inclusive and diverse organisation is an essential part of delivering this mission. Understanding our diverse clients Unlocking the value of diversity Our clients are our centre of gravity and we focus on creating By building an inclusive culture that brings out the best value for them at every step. But we aim to deliver more than in people, we can contribute to improved investment pure investment returns. We want to provide exceptional performance and encourage greater innovation to create client service and anticipate changing needs and priorities long-term value for our clients and society more broadly. over time. This means understanding and responding to Asset management is a people-focused business and we our clients’ objectives and concerns through cutting-edge depend on talented individuals who can make sense of research and engagement. Ensuring that our workforce markets to generate strong performance for our clients. reflects the diversity of our clients strengthens our ability to do To protect and enhance clients’ assets, we draw on the this and helps us stay closely attuned to local market contexts. many different perspectives of our people. Their unique Leading by example on sustainability perspectives help shape our investment philosophy and Our clients expect us to reflect their values and priorities approach while contributing immeasurably to the richness in how we invest and operate. As a sustainable investment and breadth of our expertise. We encourage sharing and manager, we carefully consider the potential and actual collaboration across investment teams to create a global, impacts of our operations – both positive and negative – multi-dimensional view of investment opportunities. on society, communities and the environment. We believe we have a responsibility to lead by example, and we hold ourselves to account by clearly demonstrating and communicating the standards we expect of the companies we invest in. AllianzGI Inclusion and Diversity Report 2021 06

01 Our commitment to I&D 02 Accelerating our business transformation 03 02 Our I&D strategy and priorities 04 Our progress in 2021 – Workplace Accelerating – Workforce – Marketplace our business transformation AllianzGI Inclusion and Diversity Report 2021 07

01 02.1 We pulled together to make 2021 a success Our commitment to I&D 02 Accelerating our business transformation 03 2021 was another successful year for AllianzGI. Our I&D strategy and priorities We made great strides in delivering our business 04 strategy and achieved excellent financial results. Our progress in 2021 – Workplace Despite the challenges posed by Covid-19, – Workforce our colleagues around the globe worked together – Marketplace across functions and continents to transform our business and position us as the preferred choice for savers and investors who care about sustainable returns. During the year, we made good progress on some of our most important priorities. We developed our sustainability agenda, built our business in mainland China, increased our foothold in Asia Pacific “ We want to create a workplace and bolstered our market-leading position in private markets with a number of innovative product launches. we are all proud of, where there is We’re proud that, during this period of change and challenge, space for different opinions to be we achieved excellent client satisfaction scores and positioned our business for further growth. All while keeping our colleagues safe voiced and heard, and where we can and engaged. Our culture of I&D underpinned this success. Empowering our talented continuously learn from each other. colleagues to succeed is integral to how we work and has played a Simply speaking, we want AllianzGI crucial role in adding value for our clients, enhancing our brand and growing our global business. to be a safe, inclusive and diverse place which we all enjoy being part of.” Tobias Pross CEO, AllianzGI AllianzGI Inclusion and Diversity Report 2021’ 08

01 02.2 Keeping our colleagues safe and engaged during the pandemic Our commitment to I&D 02 Accelerating our business transformation 03 pandemic. We also provided managers with Our I&D strategy and priorities 2021 was a year of FAQs to help them manage remote working 04 significant change teams, promoted our Employee Assistance 87% Our progress in 2021 Programmes, and held weekly feedback polls – Workplace as we continued to on our intranet, to help strengthen employee of employees agree that our company – Workforce listening and enable effective communications. communicated clear policies and guidelines – Marketplace manage the impacts to assist employees during the pandemic and of the pandemic To maintain real-time engagement between that our company is responding appropriately employees and management, we held to the Covid-19 crisis. and strengthen our regular “Ask the ExCo” webcasts, a platform for live interaction where colleagues can ask (source 2021 AllianzGI Engagement Survey) foundations for a questions of our Executive Committee. This was more inclusive underpinned by a “coronavirus microsite” on our intranet housing all the information and support workplace culture. available to colleagues – from travel advice to health and wellbeing resources. We refreshed global guidelines for flexible To keep teams and individuals connected while working having offered the opportunity to remote working, we launched a number of work flexibly in terms of time and place for initiatives, including: several years. Employees can now apply to work • Employeegram – a Group-wide Instagram- abroad for up to 25 days per calendar year. style channel for sharing pictures and During the pandemic, we put measures in starting conversations place to ensure safe office working. We also • Random Virtual Coffee App – launched developed tools and resources to support our globally to help our colleagues colleagues, keep them connected and help stay connected them navigate the personal challenges we all face. To support employee wellbeing while • Virtual yoga and mindfulness sessions – working from home, we published an internal to support employee health and guide on living and working well during the mental wellbeing AllianzGI Inclusion and Diversity Report 2021 09

01 Our commitment to I&D 02 Accelerating our business transformation 03 03 Our I&D strategy and priorities 04 Our progress in 2021 – Workplace Our I&D strategy – Workforce – Marketplace and priorities Our I&D strategy aims to create meaningful change and embed positive behaviours into the fabric of our business by focusing on three pillars: Workplace, Workforce and Marketplace. AllianzGI Inclusion and Diversity Report 2021’ 10

01 03.1 Our I&D strategy Our commitment to I&D 02 Accelerating our business transformation Guided by our business strategy, our 03 I&D strategy is organised across three Our I&D vision Our I&D purpose Our I&D strategy and priorities key pillars – Workplace, Workforce Active is: I&D shapes how we work and serve 04 and Marketplace. Under these pillars, Our progress in 2021 Succeeding as yourself. our clients and communities. – Workplace we have set five priorities for the next – Workforce year (or in the medium term) to help The three pillars: Current priorities: – Marketplace our workforce thrive, by looking at diversity through the interconnected 1. Workplace: 1. Build a safe work culture and a healthy and overlapping perspectives of How does it feel workplace: enhance psychological safety and gender identity, disability, race and to work for us ? wellbeing through relevant practices, policies, ethnicity, sexual orientation, age and tools, trainings and communication social background. 2. Understand the employee experience and We view I&D challenges through an intersectional engagement through an I&D lens: collect lens because none of us should be defined by just and analyse diversity data and feedback one facet of our identity. We must be sensitive to throughout the employee lifecycle discrimination against the different elements of a person’s identity. 2. Workforce: 3. Attract and develop a wide variety of talent Who do we recruit to grow the diversity of our workforce at and grow ? all levels, including senior management, paying special attention to gender, ethnicity, sexual orientation and disability 3. Marketplace: 4. Embed I&D in our investment and How do we serve our sustainability activities to serve our social purpose ? social purpose 5. Expand our activities to serve additional social objectives beyond financial literacy AllianzGI Inclusion and Diversity Report 2021 11

01 03.2 A network of I&D champions Our commitment to I&D 02 Accelerating our business transformation 03 We also collaborate with global Allianz Our I&D strategy and priorities Group employee networks, such as: 04 Allianz NEO (Networking, Engagement, Our progress in 2021 Opportunities) – promotes equality between – Workplace people of all gender identities and expressions, – Workforce Local I&D working with all employees invited to be part of – Marketplace groups and the discussion. champions Allianz Pride – promotes an open-minded corporate culture that values diversity, regardless of gender or sexual orientation We are developing a network of and creates a working environment free local working groups that help from discrimination. drive and embed our I&D agenda. Allianz Beyond – focuses on people with Members come together regularly disabilities and builds understanding of to identify areas for improvement the challenges our colleagues may face, and develop local action plans seeking to remove any barriers to inclusion. to deliver the highest value for us Allianz Engage – engages with people of and our clients. all ages in creating an environment that embraces and promotes the value people of different ages and at different life stages bring. Allianz GRACE (Global Race and Cultural Ethnicity network) – raises awareness and understanding of the topic of racial equality, cultural differences and inspires to create a level playing field for disadvantage communities. AllianzGI Inclusion and Diversity Report 2021 12

01 Our commitment to I&D 02 Accelerating our business transformation 03 04 Our I&D strategy and priorities 04 Our progress in 2021 – Workplace Our progress – Workforce – Marketplace in 2021 04.1 Workplace Build a safe work culture: enhance psychological safety through relevant practices, policies, tools, trainings and communication. AllianzGI Inclusion and Diversity Report 2021 13

01 04.1 Workplace Our commitment to I&D Facilitating social connections and support 02 Accelerating our business transformation It has been proven that we are Ask the Exco is an interactive, web-based 03 physically and mentally healthier format that gives colleagues the opportunity Key metrics (December 2021): Our I&D strategy and priorities to pose questions to our Executive Committee: when we understand our company Tobias Pross, Deborah Zurkow, Markus Kobler 04 strategy and the purpose of our work, Our progress in 2021 and Alexandra Auer. Sessions take place regularly – Workplace have a network of people with whom via our webcast platform. Colleagues can ask a – Workforce to share encouragement, resources, wide range of questions – with examples including – Marketplace guidance and a sense of belonging. how we plan to reopen our offices following the 45,000 This is even more important when we pandemic, how our ESG strategy is developing interactions do not share a physical workplace. and what members would recommend watching (likes, follows, views, reactions) on Netflix! The Global Livingroom series was launched at Rungway the beginning of 2021 as a platform for open To help foster a safe and inclusive culture, and safe exchange between colleagues and we launched Rungway – a place to listen to our member of the International Management peers and colleagues as well as give and seek Group. Its aim is to create a better understanding advice on various topics. It gives employees 431 of our strategy and cultural journey as well as the opportunity to ask questions, at any time, responses to connect colleagues from across the globe. about any topics such as careers, wellbeing Sessions are open to everyone with a maximum and our company culture – anonymously if they of 10 participants per session to ensure a relaxed wish. Other employees are able to answer these “fire-side chat” style event, regardless of seniority questions, share views and tips and support or office location. Hosts offer sessions at different their colleagues. times to ensure access for colleagues around 673 the globe. A one-stop shop for employees and managers to: sign ups Listen to what’s going on in the organisation (over 12 countries, 45% from Germany) Debate topics which matter to employees Care for and help each other Crowdsource ideas across locations, functions and teams 130 discussions published (89% anonymous) AllianzGI Inclusion and Diversity Report 2021 14

01 04.1 Workplace Our commitment to I&D 02 Accelerating our business transformation 03 Our I&D strategy and priorities “ The best thing about Rungway is that it allows 04 us to share our thoughts and feelings with the Our progress in 2021 rest of the organisation, and to get feedback – Workplace – Workforce – Marketplace from others who may be having or have had Anonymous Notify me similar experiences. Paternity leave My wife and I are about to become parents for the ﬁrst time. I’d love to take 1 or 2 months of In these stressful times over the past couple of parental leave however I am a bit concerned about how this could be interpreted. years, and especially as most of us have not Any advice from other dads on how they’ve been able to meet up in person, being able to managed such a break share like this allows us to feel more in touch time oﬀ 8 months 621 and less alone. We can and should use Rungway to share our successes as well as to provide Anonymous Notify me Paternity leave helpful advice.” i. it has become the norm to take two months of aternity eave. usually two times one Alex Jong month rather than two months in one. Head of Technology and Actually I would ask every male team member Operations Asia Pacific, who does take paternity leave where he AllianzGI does not use this often once€twice in a lifetime opportunity. – ƒo for it„ time oﬀ 8 months 621 AllianzGI Inclusion and Diversity Report 2021 15

01 04.1 Workplace Our commitment to I&D Pronouns matter: showing how small words make a big impact 02 Accelerating our business transformation As part of Pride Month 2021 in June, we raised 03 awareness around the topic of gender identity Our I&D strategy and priorities and the use of gender pronouns. This is an “We have invited 04 example of how we can show that everyone is employees to add gender Our progress in 2021 safe and welcome within our company. – Workplace We encouraged employees to read our “Pronouns pronouns to their email – Workforce matter: how small words make a big impact!” signature as a great – Marketplace guide to gain a better understanding of gender identity, gender pronouns, how to use them and place to support and why they are important for showing respect. include transgender and Matt Cameron from LGBT Great, an organisation with whom we partner to develop LGBT+ equality non-binary colleagues. and inclusion, and our CEO Tobias Pross hosted By doing so, it normalises a one-hour webinar on LGBT+ language and terminology. This helped colleagues gain an the practice and makes it Adding pronouns to email understanding of sexual orientation and gender identity, appreciate how LGBT+ microaggressions easier for our colleagues signatures is an easy way of can play out and develop the confidence to to include theirs if they communicating that everyone have open and safe discussions with colleagues. is safe and welcome within Matt also joined our Global Head of Sustainable wish to do so.” our company. Whether they’re and Impact Investing Matt Christensen to present applying to work here, or they LGBT Great’s latest global research which makes Jami Weinman the case for viewing the investment industry Head of HR Consultancy, are a client, it can make a through an LGBT+ lens. AllianzGI huge difference to a trans or non-binary person when they see your pronouns listed. AllianzGI Inclusion and Diversity Report 2021 16

01 04.1 Workplace Our commitment to I&D Pronouns matter: showing how small words make a big impact 02 Accelerating our business transformation 03 As a member of the LGBT+ community myself, and parent Our I&D strategy and priorities “I have personal to a non-binary young adult, embracing my child’s 04 pronouns was a big part of showing acceptance Our progress in 2021 experience with – Workplace and eventually feeling acceptance. By encouraging – Workforce colleagues to add pronouns to our email signatures, – Marketplace the importance of AllianzGI shows its support of diversity in a tangible way, pronouns to our inviting our participation. I especially appreciated the explanation around normalising the use of pronouns. That is exactly why young colleagues those of us who think our pronouns are obvious should consider specifying them in our signatures. Sensitivity of the present to such matters is uncommon in the corporate world, especially in financial services. I am proud to work and future. for a company which acknowledges its corporate responsibility and promotes allyship.” Jenni Killmer Business Analyst Sales, AllianzGI AllianzGI Inclusion and Diversity Report 2021 17

01 04.1 Workplace Our commitment to I&D Pronouns matter: showing how small words make a big impact 02 Accelerating our business transformation 03 Our I&D strategy and priorities “Being part of and sponsoring 04 Our progress in 2021 our internal Pride network is – Workplace – Workforce – Marketplace something which is incredibly rewarding for me. It allows Daniel Lehmann me to work with diverse Head of Technology Operations and Products Business Management, colleagues who are all acting AllianzGI based on a strong purpose and a very personal motivation. It also demonstrates that everyone can make a positive difference, irrespective of hierarchy or title. This year, the initiatives around gender identity and gender pronouns made a real impact by bringing the topic into the light and triggering many fruitful conversations. I am looking forward to continuing to shape an even more inclusive and diverse place to work.“ AllianzGI Inclusion and Diversity Report 2021 18

01 04.1 Workplace Our commitment to I&D Building a psychologically safe workplace 02 Accelerating our business transformation Becoming LGBT+ allies 03 Our I&D strategy and priorities We partner with LGBT Great, 04 a global membership organisation Our progress in 2021 specialist in developing LGBT+ – Workplace Inclusion and Diversity within the – Workforce investment and savings industry. – Marketplace LGBT Great’s flagship Project 1000 campaign is a five-year drive to identify 1000 LGBT+ people and supportive allies working in or with the investment industry through positive action marketing campaigns “I am proud to be a Project 1000 Role Model to raise awareness and support. Current role models represent over 60 because I believe in love and equality. I want to organisations across three continents. let my colleagues and friends feel confident and We want to be a workplace where all colleagues feel welcome and, because comfortable in bringing their whole selves to work. of that, give their best. Five colleagues are I am thrilled to play a part in creating a colourful amongst the Project 1000 role models. Being a LGBT+ ally means having a genuine, and inclusive workplace environment.” strong concern for the wellbeing of LGBT+ people, supporting and advocating for LGBT+ equal rights and fair treatment. Zero Yu Co-Head of IT User Service, AllianzGI AllianzGI Inclusion and Diversity Report 2021 19

01 04.1 Workplace Our commitment to I&D A safe space to talk about ethnicity 02 Accelerating our business transformation A bold conversation about ethnic minorities in the workplace has been needed 03 for a long time. Sparked by the #BlackLivesMatter movement, discussion about For the first time in 2021, in addition to Our I&D strategy and priorities this topic is now happening around the world. Like any good conversation, global and regional Diversity Snapshots 04 effective dialogue needs some people to speak, others to listen, and collective of our workforce, we published country Our progress in 2021 – Workplace efforts to make positive change happen. snapshots that included ethnicity – Workforce figures for the US, showing the ethnic – Marketplace diversity of our colleagues. The Ethnic Minority Colleagues + To diversify our talent pipeline as Allies Group (ECAG) was recently early as possible, ECAG is developing formed in the US to facilitate a plan to recruit a more diverse conversations around race and suite of intern candidates from US ethnicity. Its members have universities in the summer of 2022. identified areas where we can do This benefits our business by connecting more, including celebrating and with talent earlier and benefits young commemorating diversity and people by providing opportunities to heritage and raising awareness of get started in the financial industry. the impact of race-related events Through engagement with managers, taking place in society. They have ECAG will ensure hiring and promotion also been encouraging employees practices actively support I&D. to use Rungway to express their thoughts and opinions. AllianzGI Inclusion and Diversity Report 2021 20

01 04.1 Workplace Our commitment to I&D A safe space to talk about ethnicity 02 Accelerating our business transformation 03 At our first meeting, I asked why each person had Our I&D strategy and priorities “We created ECAG as chosen to join the meeting. One responded, “Kids that 04 look like me do not have decision-making roles in Our progress in 2021 a forum for ethnically – Workplace asset management”. This really stuck with me. – Workforce Since the ECAG was formed, we have been – Marketplace diverse colleagues championing the various National Heritage months and their allies to and discussing how we can create a more ethnically diverse pipeline of talent entering our organisation, come together to in particular by targeting colleges and universities as part of our summer intern programme. Looking ahead, our focus will be on having more conversations to discuss and learn foster awareness and understanding, such as a panel discussion with senior colleagues from ethnic minorities about the many about their personal experiences within the workplace.” facets of ethnicity Gem Puspaharan Strategic Advisor Technology Operations and Products, and how our ethnic AllianzGI colleagues feel in the workplace. AllianzGI Inclusion and Diversity Report 2021 21

01 04.1 Workplace Our commitment to I&D Challenging misconceptions around disability 02 Accelerating our business transformation 03 In recognition of 2021 International Day of People with Disabilities, we have shared three mini guides Our I&D strategy and priorities 04 Our progress in 2021 – Workplace – Workforce – Marketplace Understanding visible Changing perspective on disability Being inclusive: practical tips and non-visible disabilities Our aim is to provide a safe workplace where colleagues We have celebrated International Day of People with Disabilities since feel comfortable not hiding a disability and can contribute 2017 to raise awareness about the different forms disability can take, their full potential to our company’s and clients’ success. both visible and invisible, and promote disability inclusion. In 2021, our aim was to build a common understanding of disability, breaking It’s crucial we educate ourselves about disability to challenge misperceptions down myths and challenges to help create a globally inclusive and and understand how we can better support our colleagues, family members accessible environment for our employees, clients and communities. and friends with disabilities. We shared three mini guides on understanding visible and non-visible disabilities, to change perspectives on disability and share practical tips on how to be inclusive. AllianzGI Inclusion and Diversity Report 2021 22

01 04.1 Workplace Our commitment to I&D Nurturing a healthy and supportive workplace 02 Accelerating our business transformation The success of our company depends What’s new? 03 on the success and wellbeing of our In July, we launched our new Health and Our I&D strategy and priorities “Our culture plays employees and we strive to provide Wellbeing Hub. It is a one-stop shop for tips, 04 a caring work environment where resources and events to nurture a healthy mind, a critical part in Our progress in 2021 body and overall self – both in and outside work. – Workplace everyone has the support needed to The Hub was launched together with mid-week determining our – Workforce succeed. We empower our employees mindfulness breaks to support employees to attractiveness as an – Marketplace to balance work, career development develop resilience and compassion and to feel and personal priorities through calmer and more at ease at work. inclusive home for wide-ranging initiatives. We also used global celebration days to share current and future Through our Employee Assistance Programmes, insights and spark conversations around health we offer free, professional and confidential and wellbeing topics, including: talent and it’s a pivotal support for employees and their families. This is World Mental Health Day – we hosted two point around which to help our employees deal with personal or webinars on “Managing your mental health” to our strategy is carried work-related problems that might adversely raise awareness of the risk factors and how to impact their health, mental and emotional build mental resilience. out. We’re determined wellbeing or work performance. World Menopause Day – “Let’s talk about menopause” webinars aimed to build to invest in our culture understanding of menopause, how symptoms in the interest of our may be experienced at work and ways we can support each other. collective performance International Men’s Day – a webinar on “Men’s and shared success.” health and wellbeing” covered topics such as cancer prevention and prostate health. Tobias Pross CEO, AllianzGI AllianzGI Inclusion and Diversity Report 2021 23

01 04.1 Workplace Our commitment to I&D Nurturing a healthy and supportive workplace 02 Accelerating our business transformation 03 Sabine Bettzueche on Mid-Week Mindfulness Breaks Our I&D strategy and priorities 04 Our progress in 2021 “ I love my job, but despite more – Workplace – Workforce – Marketplace than 30 years’ experience I still occasionally struggle to relax Sabine Bettzüche and to treat myself mindfully. Senior Manager, Sales and Client Service Latin America and Caribbean, Hence the invitation to attend weekly mindfulness sessions came as AllianzGI something worth looking at. While I am not always able to participate because of tight deadlines, I enjoy being forced (in a good way) to take 20 minutes a day for myself. And I realise that the investment pays off in terms of regaining peace of mind and creativity. The hosts are very mindful and inclusive and have cultivated a bunch of loyal “aficionados” I would say.” AllianzGI Inclusion and Diversity Report 2021 24

01 04.1 Workplace Our commitment to I&D Nurturing a healthy and supportive workplace 02 Accelerating our business transformation 03 Christian Schmaus on Movember Our I&D strategy and priorities 04 Our progress in 2021 “ Movember has become – Workplace – Workforce – Marketplace close to my heart. It always surprises me how many colleagues keep reminding Christian Schmaus Senior Policy and Regulatory Affairs Advisor, me of Movember. AllianzGI It may b e for the hairy looks only, but who knows! Thanks to the great support from the Allianz community, Movember has developed into a leading foundation in supporting and advocating men’s health. It all started with projects and initiatives to facilitate early detection of prostate and testicular cancer and has expanded to cover a broad range of mental health topics, especially in Covid-19 times. I am very proud and grateful for all the support received and to see all the impact we are making!” AllianzGI Inclusion and Diversity Report 2021 25

01 Our commitment to I&D 02 Accelerating our business transformation 03 04 Our I&D strategy and priorities 04 Our progress in 2021 – Workplace Our progress – Workforce – Marketplace in 2021 4.2 Workforce Attract and develop a wide variety of talent to grow the diversity of our workforce at all levels, including senior management, paying special attention to gender, ethnicity, sexual orientation and disability. AllianzGI Inclusion and Diversity Report 2021 26

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation Raising our gender equality ambitions 03 In line with Allianz Group’s Our I&D strategy and priorities Gender equality is under 50/50 targets for 2024, our ambition 04 male-female representation in the ExCo is to achieve a global female Our progress in 2021 increasing scrutiny in – Workplace the asset management We are proud to have exceeded our ambitions representation of: – Workforce and to have reached 50:50 male to female – Marketplace industry. Clients, investors representation in our Executive Committee (ExCo) but we still have work to do at a lower and consultants want level. Special efforts will be needed to re-balance 30% to know more about the status quo due to increasing competition for female talent in the asset management industry, minimum at all senior levels our gender balance and limited availability in the external talent pool and low turnover rates. The historically low proportion our plans and actions to of female employees, especially at senior levels, accelerate progress. means more intentional management and accountability is needed from all managers to Since we established our gender equality improve gender balance in our organisation. ambitions in 2017, we have developed actions across the employment cycle by systematically reviewing our recruitment, talent management and reward practices through an I&D lens. AllianzGI Inclusion and Diversity Report 2021 27

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation 03 We have enhanced our approach since 2017, with more actions from 2021–2022 spanning all levels of seniority and targeted Our I&D strategy and priorities focus on key functions and locations. 04 Revamping our gender equality plan Our progress in 2021 – Workplace Talent acquisition Talent management Workplace culture – Workforce – Marketplace 2017–2020 We include our Diversity Charter as an We offer equal access to a variety of learning We promote global flexible working and highlights addendum to contracts with recruitment and development programmes to support are a signatory of the Women In Finance partners to state our expectation of gender- our employees in their career development, Charter, a commitment to build a more diverse slates of candidates. We also require including a global mentoring platform. balanced and fair industry. We also actively gender-balanced short lists and diverse pools We also ensure equal reward through regular collaborate with peers through initiatives of interviewers and systematically review our discussions on individual pay with managers, such as the Investment Association, job posting language with Textio to ensure it along with reference to market benchmarks 100 Women in Finance and the She Can is inclusive. and functional and regional reviews, Be initiative to make our industry more to ensure fair pay decisions. attractive for women. 2021–2024 Increasing female representation Ensure equal development Build a “safer” workplace enhancements through talent attraction opportunities By enhancing psychological safety, Investing in focused communication with Create gender-balanced succession plans promoting our new Global Anti-Harassment target groups, sourcing diverse job boards, that include at least one female for all and Anti-Discrimination Policy and partnering with diversity-focused associations executive positions and consider at least one launching Anti-Harassment and Anti- and talent mapping to identify talent. female candidate for all hires/replacements. Discrimination training for all managers Enhancing candidate relationship Create tailor-made development plans and employees. management and talent pools for succession candidates Be recognised as Women’s Employer Reaching out to female candidates in Aim for gender-balanced presence in group of choice our industry to inform them of AllianzGI, executive development programmes and Show AllianzGI as an attractive employer our function and team for talent pipelining. functional development programmes as for female candidates by applying for well as AllianzGI programmes. Perform exit specific awards in countries where we have interviews with female leavers to identify good female representation (e.g. Taiwan, gender-related barriers in culture Hong Kong and France). and processes. Share pictures and quotes from current employees on LinkedIn to showcase diversity. AllianzGI Inclusion and Diversity Report 2021 28

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation 03 Our I&D strategy and priorities “ As a senior leader, I am 04 Our progress in 2021 committed to creating a work – Workplace – Workforce – Marketplace environment that provides equal opportunities for Alexandra Auer Global COO, everyone, regardless of gender. AllianzGI Striving to create workplace diversity must not be an empty slogan, but a conscious business decision to put together better, highly skilled teams. While diversity is always a key determining factor when looking for the best talent in the industry, it has to be ingrained in a company’s culture to fully unfold. Diversity doesn’t get us anywhere if we do not make sure everyone’s unique contribution is valued and heard. At AllianzGI, we strive to make that a reality.” AllianzGI Inclusion and Diversity Report 2021 29

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation 03 Global diversity data (31 December 2021) Our I&D strategy and priorities 04 Our progress in 2021 Global workforce by gender Global workforce across functions by gender – Workplace and corporate titles Investment Distribution – Workforce – Marketplace 59.8% Staﬀ* 40.2% 63.6% Staﬀ* 36.4% 69.1% Staﬀ* 30.9% 50.5% Assistant 49.5% 33.7% Assistant 66.3% 63.7% Assistant 36.3% Vice President Vice President Vice President 41.3% Vice President 58.7% 30.6% Vice President 69.4% 46.8% Vice President 53.2% 26.2% Director 73.8% 20.9% Director 79.1% 25.0% Director 75.0% 23.0% Managing 77.0% 14.1% Managing 85.9% 28.3% Managing 71.7% Director Director Director Technology, Operations and Products 54.2% Staﬀ* 45.8% 50.6% Assistant 49.4% Vice President 45.1% Vice President 54.9% 36.5% Director 63.5% 35.1% Managing 64.9% Director * Staff refers to entry-level corporate title AllianzGI Inclusion and Diversity Report 2021 30

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation 03 Global diversity data (31 December 2021) Our I&D strategy and priorities 04 Our progress in 2021 Global workforce across regions by gender – Workplace Europe US Asia Pacific – Workforce – Marketplace 56.3% Staﬀ* 43.7% 60.3% Staﬀ* 39.7% 69.7% Staﬀ* 30.3% 44.6% Assistant 55.4% 41.4% Assistant 58.6% 66.2% Assistant 33.8% Vice President Vice President Vice President 37.3% Vice President 62.7% 43.2% Vice President 56.8% 50.4% Vice President 49.6% 22.8% Director 77.2% 24.8% Director 75.2% 41.6% Director 58.4% 22.0% Managing 78.0% 11.5% Managing 88.5% 38.5% Managing 61.5% Director Director Director Nationalities Global average age by gender Ethnic minorities (US only) men €en tal Asian 26.6% 19.5% 15.2% Black / African 7.8% 4.1% 65 43.3 43.5 American 1.9% Different Nationalities Years Years Hispanic 5.5% 5.0% Latin 4.8% t 15.6% 16.9% nicate 17.6% r 0% 1.2% * Staff refers to entry-level corporate title mre races 1.9% ite 44.5% 53.3% AllianzGI Inclusion and Diversity Report 2021 58.6% 31

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation Empowering women in finance 03 Our I&D strategy and priorities As a 100 Women in Finance (100WF) “Being a member of 100WF, I benefit from great 04 partner, we are committed to access to knowledge and financial innovation as Our progress in 2021 strengthening the global finance – Workplace industry by empowering women to well as to a global network of members ranging – Workforce achieve their professional potential from university and graduate school students to – Marketplace at each stage in their career. We aim the most experienced, senior levels of investment to inspire, equip and advocate and executive leadership. Through events and for a new generation of industry leadership in which women and men conferences, 100WF improves the visibility of serve as investment professionals undiscovered talents and showcases progressive and executives, equal in achievement and impact. companies. With the launch of the German 100WF is a global organisation with nearly 20,000 Chapter of 100WF in 2021, we aim to engage with members worldwide. Its mission is to build a more diverse and gender equitable finance industry by the financial community in Germany and facilitate promoting diversity of thought, raising visibility the global network expansion to support our local of women and empowering them to find their personal path to success. Our active involvement community in achieving their professional goals.” reflects our aspirations to create a more inclusive culture and increase the number of women at all levels and functions of our organisation. In 2021, we increased the number of 100WF memberships we grant to our employees around the world to 70. These members have access to the many educational events and resources 100WF offers and the opportunity to build their network. Olga Braun-Cangl Senior Portfolio Manager, AllianzGI AllianzGI Inclusion and Diversity Report 2021 32

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation 03 Our I&D strategy and priorities “ At AllianzGI, as well as looking to bring more 04 great women into financial services, we’ve been Our progress in 2021 – Workplace focusing on retaining the top female talent we – Workforce – Marketplace already have. It was an honour to see that work recognised for “Most improved retention rates” at Citywire’s Gender Diversity Awards as we continue to focus on supporting women’s growth and Citywire’s Gender Diversity Awards winner – success once they have joined us. Our industry’s Most Improved Retention rates journey to promote inclusion and diversity in its The Citywire Gender Diversity Awards recognise fund management groups that many dimensions goes on. And as we progress, have made progress in attracting more women into fund management. Winners we should all remember that while diversity is are identified through Citywire’s Female about being at the table, inclusion is about being Alpha report which considers company- wide gender diversity practices and how able to speak up at the table.” organisations incorporate gender issues into their investment decisions. In 2021, AllianzGI was the winner of the “Most Improved Retention Rate” category. https://citywire.co.uk/alpha-female Deborah Zurkow Global Head of Investment Platform, AllianzGI AllianzGI Inclusion and Diversity Report 2021 33

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation 03 #ChooseToChallengeCampaign Our I&D strategy and priorities 04 On International Women’s Day in March, we organised a range of Our progress in 2021 activities, including panel discussions and a photo campaign to get – Workplace colleagues involved in, and showing their support for the 2021 theme: – Workforce #choosetochallenge. “The rights of women in the workplace and everyday life – Marketplace are a matter that should be discussed by everyone – by men, by women and between men and women. “The most memorable part of being a panellist at the Panel discussions teach us that we should not shy away International Women’s Day panel discussion was from asking and addressing the more difficult questions. the positive feedback I received after the event from They also trigger related conversations, as happened in several colleagues from other locations. They told my team when we discussed I&D in all forms and shapes, me the story I shared in the discussion resonated including access to work for colleagues with disabilities. with them and they admired my openness to share A panel discussion does not necessarily bring the it with everyone, especially when it comes to the solutions and answers right away, but it allows us to challenges I have in balancing work and family life. liberate voices and raise awareness, which in turn allows The candid discussion we had has helped open our the organisation to evolve in the right direction. eyes to the gaps we might have missed and to those To know where you want to go, you first need to know that still need to be addressed.” where you come from.” Edouard Jozan Corrina Xiao Head of Allianz Insurance Taiwan Equity Portfolio Manager, Asset Management, AllianzGI AllianzGI AllianzGI Inclusion and Diversity Report 2021 34

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation Growing potential through mentoring 03 Barbara Rupf Bee Our I&D strategy and priorities The AllianzGI Opportunity Platform allows Head of EMEA, mentees to browse and identify a potential AllianzGI 04 mentor for a successful match of skill and Our progress in 2021 – Workplace knowledge. With support from Human Resources, – Workforce we have included more mentor profiles on the – Marketplace platform. Feedback has been very positive – especially in these interaction-challenged pandemic times. “Access to mentoring can be very beneficial to the growth and development of a career – irrespective of one’s role, background and aspirational goals. Mentoring others is just as beneficial as receiving mentoring, as experienced colleagues can pass on their knowledge while receiving valuable insights from their mentees to develop their own awareness of development needs. A well-matched mentor/mentee relationship raises professional and personal self-awareness and often has a positive impact on how well everyone works together. Further benefits may include expanding your professional network, improving leadership and interaction skills, and boosting confidence and fulfilment.” AllianzGI Inclusion and Diversity Report 2021 35

01 04.2 Workforce Our commitment to I&D Attracting and developing a diverse workforce 02 Accelerating our business transformation 10,000 Black Interns 03 Our I&D strategy and priorities 10,000 Black Interns seeks to offer “I was delighted to support the 04 2,000 internships each year for five Our progress in 2021 consecutive years. Companies from – Workplace 24 different sectors offer internships 10,000 Black Interns Summer – Workforce across a range of internal business – Marketplace 2021 Programme and, having functions. Every internship offers an opportunity to change a life. experienced the quality of the In 2021, in the UK, we welcomed six interns to AllianzGI as part of the 10,000 Black Interns Summer 2021 Programme. Our interns worked interns, was very pleased to across various investment functions including Infrastructure Debt, UK Equities and Global have two interns join my team Fixed Income during the summer and two of these internships led to full-time roles in the organisation. on a two-year contract. I have also had the pleasure of working with London Academy of Excellence Tottenham for the past three years, providing work experience to those that are unlikely to see the workings of a company such as ours. In the world of high yield, we often invest in new, small and rapidly changing businesses across the world. By increasing the diversity of our team, real-life experiences can challenge entrenched views and lead to better investment outcomes. From a broader perspective, financial services is still finding it hard to shake off its stereotypical image. The intern programme should help change this at a grass roots level and improve David Newman cultural understanding of the industry and the firm.” Chief Investment Officer Global High-Yield, AllianzGI AllianzGI Inclusion and Diversity Report 2021 36

01 Our commitment to I&D 02 Accelerating our business transformation 03 04 Our I&D strategy and priorities 04 Our progress in 2021 – Workplace Our progress – Workforce – Marketplace in 2021 4.3 Marketplace Connect the dots with Sustainability teams’ activities to better serve our social purpose. Expand our activities to serve additional social objectives beyond financial literacy programmes. AllianzGI Inclusion and Diversity Report 2021 37

01 04.3 Marketplace Our commitment to I&D Serving our social purpose 02 Accelerating our business transformation We believe our firm can be a powerful force in 03 increasing investment in assets, products and Our I&D strategy and priorities businesses that help the world become more LGBT+ lens investing 04 sustainable and equitable. This third pillar of our “The current pandemic, the climate challenges and the increase of social Our progress in 2021 I&D strategy is about leveraging our I&D values and racial inequalities are making us learn to do things differently. – Workplace to strengthen our positive impact on society. There is a general consensus that our thinking and our investing must – Workforce While it is currently not as advanced as we would become more sustainable if we want to solve the global problems we – Marketplace like, we are working towards improving the way we influence external stakeholders, and create currently face. That’s why understanding and integrating ESG factors greater alignment with the UN’s Sustainable into our decision making is essential. The adoption of an LGBT+ lens is Development Goals. We will continue to develop still at its early stages and has not yet been considered by the majority our approach in this area in the coming years to of global investment professionals, partially because a lack of quality build on the many initiatives that we are already data is holding investors back. I personally believe that we also need working on. to help develop LGBT+ lens investing at AllianzGI in order to appreciate how such a lens can help us uncover hidden opportunities and contribute to a more inclusive society.” Matt Christensen Global Head of Sustainable and Impact Investing, AllianzGI AllianzGI Inclusion and Diversity Report 2021 38

01 04.3 Marketplace Our commitment to I&D Serving our social purpose 02 Accelerating our business transformation Financial literacy programmes 03 Our I&D strategy and priorities We believe we have a responsibility to use our skills Reality Changers to impact the world in a positive way, and this is the 04 basis of our financial literacy programme. It aims Since 2014, we have hosted an annual job shadow day for students Our progress in 2021 from “Reality Changers”, a local non-profit organisation in San Diego – Workplace to expose young people from less-advantaged – Workforce backgrounds to the financial services industry. focused on providing youth from disadvantaged backgrounds with – Marketplace By providing opportunities to meet with our academic support, financial assistance, and leadership training, employees, students can see the range of roles to become college graduates. available within an asset management company and learn how they can position themselves – both personally and professionally – for a successful career in the industry. To date, around 150 AllianzGI “I’m proud to work for a firm that supports local colleagues across 10 offices have helped 750 organisations to help students from disadvantaged students gain a better understanding of money backgrounds graduate from high school, prepare and the role of the asset management industry. for college and escape the cycle of poverty. Over the years, the US Inclusion and Diversity 150 Committee has partnered with Reality Changers and Barrio Logan College Institute – organisations AllianzGI colleagues operating in neighbourhoods plagued by violence and poverty – to support them in preparing high Heather Bergman school students for college and beyond. When we Senior Portfolio Manager, 10 AllianzGI invite the students into our workplace, they meet offices colleagues from diverse backgrounds and this opens their eyes to the idea that there’s 750 a place for them in our industry.” students have gained a better understanding of money and the role of the asset management industry AllianzGI Inclusion and Diversity Report 2021 39

01 04.3 Marketplace Our commitment to I&D Serving our social purpose 02 Accelerating our business transformation 03 Our I&D strategy and priorities Article 1 “AllianzGI is championing financial 04 In France, we have partnered with the association education and social mobility by Our progress in 2021 “Article 1” since 2018. The partnership connects – Workplace 10 employees from our Paris office with university sponsoring a Young Enterprise – Workforce Centre of Excellence at a local state – Marketplace students through mentoring partnerships and participation in workshops at high schools, school in Islington, London. covering topics such as careers in asset management, This is a long-term programme which helps students developing a CV, and preparing for oral and improve their understanding of the role of money in written interviews. society and gain knowledge of how to be financially capable as an adult. I’m proud to work for a company that generously supports local communities and empowers young people from all backgrounds to discover, develop and celebrate their potential.” Christel Sardou Investment Data Programme Manager, AllianzGI Sam Ross Business Manager Technology, Operations, Products, AllianzGI AllianzGI Inclusion and Diversity Report 2021 40

01 04.3 Marketplace Our commitment to I&D Serving our social purpose 02 Accelerating our business transformation 03 Our I&D strategy and priorities Changing Lives, one pair at a time “Inclusive behaviours help 04 As part of our goal to live us attract diverse talents. Our progress in 2021 our commitment to I&D and – Workplace sustainability beyond our Individuals do not only look – Workforce for a position; they look for – Marketplace own walls, we are making a tangible contribution to a common vision and want improve quality of life for to have a positive impact on people at risk of serious vision loss, with the added benefit society through their work. of encouraging recycling. In our daily work, let’s always Since 2020 we have participated consider social impact as a in the Lion’s Club recycled eyeglass programmes and collect used must, not as a plus!” eyeglasses that are then shipped to where they are needed to support visually impaired people who can’t Markus Kobler afford to buy new glasses. Chief Financial Officer, AllianzGI Despite the lockdown, we have been able to collect 370 pairs of glasses for donation to people in low- and middle-income countries without access to basic eyecare. AllianzGI Inclusion and Diversity Report 2021 41

01 04.3 Marketplace Our commitment to I&D Serving our social purpose 02 Accelerating our business transformation 03 Our I&D strategy and priorities Employees in action Empowering women Increasing female 04 in the community in the Tech World representation with Our progress in 2021 – Workplace In San Diego, our employees with HerHackathon the 30% Club France – Workforce made Thanksgiving treat bags – Marketplace for Serving Seniors Centre, In June 2021, we participated Investor Group a local non-profit that in HerHackathon, an initiative The 30% Club Investor Group provides support for seniors driven by the German was created in 2011 in the UK in the community. government to include more and has been launched in five women in design and product other countries since then: Each office also donated money to their development processes to make Australia, Brazil, Canada, Japan local Junior Achievement chapter as part digital solutions more inclusive. of their continued support of financial and France. The Group counts literacy programmes for children. They also While women represent more than half of asset managers and institutional donated funds that would have been used the population in Europe, 70% of stocks are investors among its members. for holiday parties to local organisations. owned by male investors. The payment gap For example, in New York we support and the different savings and investment AllianzGI is a member of the 30% Club Covenant House which provides shelter behaviour between women and men France Investor Group which launched and services to homeless youth. often lead to a gap in investment and in November 2020. By combining the pension insurance. Therefore, for 72 hours, engagement and voting capacities of 29 female digital natives from the fields its member companies, the 30% Club of IT development, business, data science, France Investor Group aims to increase design and many more worked on the the representation of women in the SBF AllianzGI challenge to develop a business 120’s executive management teams to solution from idea generation to marketing reach at least 30% by 2025. The Group plan, to close both the gender investment supports a voluntary approach aimed and the communication gap. at implementing meaningful and sustainable change. AllianzGI Inclusion and Diversity Report 2021 42

01 04.3 Marketplace Our commitment to I&D Serving our social purpose 02 Accelerating our business transformation 03 Our I&D strategy and priorities “An example of our involvement with the 30% 04 Club is our engagement of a French reinsurance Our progress in 2021 – Workplace company which had a disconnect between the – Workforce percentage of women in the workforce (47%) – Marketplace and their representation at management/ executive positions (30% in management positions, 19% in senior executive positions, Marie-Sybille Connan Senior Stewardship Analyst, and 10% at Executive Committee level). AllianzGI We engaged with the company’s board of directors in early 2021 and encouraged the company to develop a female talent pipeline. During the engagement, the Board decided to set a target of 20% women at the Group Executive Committee by 2021 (an objective it has reached) and 30% by 2025. We also noted the decision taken by the company to join the Women’s Empowerment Principles (WEPs), reinforcing as such its commitment towards gender equity.” AllianzGI Inclusion and Diversity Report 2021 43

Imprint Project responsibility Copyright © Allianz Global Investors 2021 Marine Palies, Inclusion and Diversity Leader and Publisher Ilaria Ruzzi, Inclusion and Diversity Business Partner Allianz Global Investors GmbH Design, concept and production Bockenheimer Landstr. 42–44 Radley Yeldar, London, U.K. 60323 Frankfurt ry.com Germany We would like to thank all of our colleagues and www.allianzgi.com/sustainability partners who have helped us to create this report. Editor-in-chief Date of publication: May 2022 Marine Palies, Inclusion and Diversity Leader Disclaimer: Investing involves risk. The value of an investment and the income from it will fluctuate and investors may not get back the principal invested. There is no guarantee that actively managed investments will outperform the broader. Investing involves risk. The value of an investment and the income from it will fluctuate and investors may not get back the principal invested. 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