Manulife US REIT - Annual Report 2021

101 As WFH arrangements continued in 2021, regular cohesion activities were organised virtually. This includes BOTH, where senior management engaged with staff and shared business updates over breakfast meetings. In 2021, AoC and BOTH continued to engage our staff meaningfully. In our annual Global Employee Engagement survey carried out by independent provider Gallup, we achieved a 100.0% participation rate with a 2.0% improvement in our YoY score in 2021. We have also advanced in terms of our mean percentile ranking from 84.0% to 89.0% against Gallup’s overall benchmark for Manulife. In 2022, the key management team has been tasked to engage and set out career development goals for each team member. Encouraging Stock Ownership To encourage employees to own shares and grow with the company, MUST’s employees were eligible for Manulife’s Global Share Ownership Plan. Employees may apply up to 5.0% of their annual base earnings towards the purchase of common shares of Manulife Financial Corporation (MFC). MFC matches a percentage of the employee’s eligible contributions capped at a certain amount. All contributions are used to purchase common shares in the open market and can be vested immediately. This initiative received a positive response from our staff and 57.9% of MUST’s employees participated in this programme in 2021. Including staff who were granted Restricted Share Units under the Long-Term Incentive Scheme, 78.9% of MUST employees are enrolled in employee stock plans. Recognising our Employees MUST continues to leverage on Podium, a global digital platform to enable staff to recognise and be recognised. Since its launch in 2020, employees across all levels have shown their appreciation by nominating colleagues for the award and others have also received recognition for their contribution at work. These awards are attached to points which can be used for the redemption of a variety of rewards including electronics and dining vouchers. For the second year in a row, our Sponsor dedicated a ‘Thank you Day’ off to all employees on 18 June 2021 in appreciation of employees’ hard work amidst a challenging pandemic recovery. Safeguarding Health and Well-being We are committed to providing a safe and healthy environment for our employees and tenants within our premises. The pandemic has highlighted the importance of organisational resilience. Keeping our employees safe, healthy and fully engaged has been a key priority since the onset of COVID-19. In such times, business continuity and accountability to stakeholders are indispensable. Occupational Health and Safety To ensure the occupational health and safety of our employees, MUST adopts the Group’s Global Health and Safety Policy, outlining our ’internal responsibility system’ by which all employees and leaders have safety responsibilities. The Policy is reviewed and approved by Manulife’s Global Head of Employee Relations at least once every year. Manulife’s Health and Safety Programme is intended to protect employees from injury and occupational disease, promote wellness efforts, prevent violence and harassment in the workplace, and ensure compliance with local Employee Engagement and Recognition To build an engaged workforce, employees are rotated as AoC, gathering feedback and ideas on workplace changes and organising team bonding activities. SUSTAINABILITY REPORT 2021 Staff team bonding terrarium making session