Expanded Development Opportunities Creating moments that matter with our colleagues We launched Black Leadership Program (BLP) and Members of our Colleague Resource Groups have We have active groups in the following areas, with Accelerated Leadership Program (ALP) to create the opportunity to build their professional networks over 200 local chapters spread across the globe: a more diverse and representative talent pipeline both internally and externally through participation through expert and peer coaching to help participants in company events, conferences, and work with • Racial and ethnic • Working families develop and hone leadership capabilities. In 2021, we partner organizations. These experiences also help diversity completed the first cohorts of the BLP and ALP with to amplify the value of our brand and culture, and • Community overwhelmingly positive feedback from the more often are responsible for driving tremendous value in • Mental health engagement than 80 participants. In 2022, we launched the second commercial engagements. cohorts of these programs and between the two, we’ve • LGBTQIA+ • Military veterans had nearly 300 of our top diverse talent participate. Committed to Social Justice Partnerships • Women & gender • Access abilities equality In 2020 we committed $5 million to social justice • Rising professionals advocacy organizations and are currently in the second year of those partnerships. Marsh McLennan works with A Better Chance (US), Blueprint for All (UK) and Gideon’s Promise (US), to take a stand against racism and inequity. These partnerships offer colleagues the opportunity to actively learn about how to combat racism in the workplace and in the community as well as provide volunteer opportunities to support transformational change. Strengthened Metrics and Reporting In March 2021, we conducted a self-identification campaign to better understand our colleagues and how to best support their career development. Through that process, we received feedback to help make the language we use more inclusive. In November 2022, we expanded the gender identity and sexual orientation self-identification fields in our system to be inclusive of more identities so more colleagues could see themselves represented. This initiative resulted in 99% participation in our gender self-identification efforts across all four of our businesses. In the US, UK and Canada, where we report on racial and ethnic diversity, over 80% of colleagues have voluntarily disclosed their race and ethnicity. The Internal Audit team / Asian colleague resource group in New York celebrates Lunar New Year. Overview Environment Social Governance Appendix 2022 ESG REPORT 32