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As an organization that is dedicated to fierce advocacy for our tens of thousands of clients and the millions of people we serve, it’s imperative that we lead by example and maintain a culture where everyone feels they can be their authentic selves and to feel at home at OneDigital. We strive to be an environment where our people can do their best work and live their best lives. At the center of this continual pursuit are our Diversity, Equity, Inclusion and Belonging efforts. Making sure that we all experience a sense of “belonging” has been a top priority for the entire executive team in 2023 and will be in the years to come. While I am proud of our progress, this must be an ongoing journey focused on clear and tangible progress, without a specific end or destination in mind. This progress could not be possible without the effort and buy-in from our 4,000+ team members, and I am grateful for this dedicated team of fierce advocates!A LETTER FROM ADAMWhen we talk about making it matter and being fierce advocates for our clients, it has to start at home with our own people and our culture. I am very proud of the work we are doing to create a place where we can all feel a strong sense of belonging, so we can truly do our best work and live our best lives!– Adam Bruckman, President and Chief Executive Officer2

A LETTER FROM KRISTENIt is with great honor that I share our 2023 DEI&B report and the many ways we are working to ensure OneDigital, our home away from home, is a place where everyone has the same opportunity to do their best work and live their best lives. Every year, we anonymously survey our people to check the pulse of how they are feeling as human beings with real lives beyond our four walls, and to obtain feedback on how they are experiencing and engaging in our DEI&B journey. Their sentiments, combined with the more objective and demographic data that we monitor throughout the year, are reflected throughout these pages. Since 2021, this thorough analysis has helped drive our strategy and identify overall themes: One of the ways we make it matter for each other is by empowering our Employee Resource Groups to be spaces of fellowship and allyship where our people can come together, no matter what geography they are in, what they look like, who they love or what unique obstacles (and opportunities) they might have.- Kristen Eskew, VP of DEI&BOur Foot Remains on the Gas This year’s theme of “make it a part of who we are” comes from a solid outcry to continue building an inclusive culture that is an organic part of who we are. One that you can instantly see and feel without explanation. I can assure you our foot is still on the accelerator. In 2023, we continued to hold ourselves true to our 5 focus areas, made investments to expand our DEI&B team by hiringBeatrice “Bea” Ouezzin, DEI&B Project Manager, grew our village by adding 4 new employee-led Employee Resource Groups, and launched a leadership council made up of ERG and local DEI&B committee leaders. The path forward is clear, and we are more equipped than ever to forge ahead, even in these uncertain times. DEI&B at OneDigital We have all seen and felt the recent way that just the words “diversity,” “equity” and “inclusion” stir in people a powerful reaction, positive or negative with no in-between. The irony is that this is the complete opposite of DEI&B’s true intention – to remove labels and bring people together. No doubt, the work of DEI&B is hard, but the purpose is much simpler than we sometimes realize. At OneDigital, there is room for everyone to be lifted up; it does not require someone else to be lowered down. We hire the best of the best, and we believe that, when more of us feel entirely accepted, safe to speak up and in alignment with our magic – the things that make us each uniquely who we are – it’s a win. And a win for one of us is a win for all of us. As you flip through these pages, you will see and hear the real-life stories that have both inspired and informed our analysis, and that continue to guide us on our path. Thanks for starting our DEI&B effort.2021Good start. We support you. 2022Keep going.Make it real.2023Make it a part of who we are.20243

STRATEGYOUROneDigital does more for Diversity,Equity, Inclusion and Belonging than any other company I have ever worked for.- Anonymous Survey Comment (Retirement & Wealth employee)I feel OneDigital has made great progress in our DEI&B efforts. I’m proud to be part of this team, especially as I look around the room and see more and more quality teammates with diverse backgrounds. FINALLY!- Anonymous Survey Comment (Field employee)4We’re making a positive difference in the lives of millions of people every day by building our core business on the premise of doing well by doing good. Keeping our culture strong requires us to discern who we hire, but one thing always remains: We look for culture adds, not culture fits. We encourage each team member to bring their authentic selves to work daily. We recognize that their unique skills, cultural values, diverse backgrounds and fresh ideas add to our collective and make us stronger. VISIONOURWe are committed to cultivating and preserving a culture that celebrates diversity, insists on equity and inclusion, and connects us. We require that all team members foster an environment where everyone feels seen, valued, respected and supported.

We do our best work, achieve increased results, innovate more impactful solutions, build better teamwork and are more engaged when we can all show up as our true selves. Feeling free to bring all of what makes our colleagues unique isn’t just our commitment; it’s the expectation. We drive our relentless focus on culture and belonging from the top down and the ground up. We cannot be a true company of consequence unless inclusion and belonging are part of our DNA.INCLUSION &BELONGINGThrough education, mentoring and development programs, we are helping all of our colleagues understand the benefits of diverse teams and the myriad complex obstacles that stand in our way. We create even more positive outcomes for the OneDigital team and our clients through our ever-evolving curriculum. LEARNING&COACHINGTo truly know where the opportunities lie and what voices are missing from the table, we must precisely under-stand where we stand in our journey today. This includes measuring and communicating our data foremployee engagement and feedback and racial and gender pay equity across management levels. ASSESSMENT&TRANSPARENCYBy being more disciplined and intentional in our approach to building a diverse pipeline of potential new team members and increasing our investment in recruiting and M&A strategies, we are strengthening our reputation for being a great workplace. Our goal is to attract the best talent and partners for our growing team, increase representation at all levels, and drive more significant business results.GROWINGOUR TEAMGiving back to our communities through volunteer efforts and financial giving isn’t just a responsibility; it’s an honor. We embrace the goal of representing the communities we serve by investing in local causes focused on reducing social injustice. SOCIALRESPONSIBILITY& GIVINGOUR FOCUS AREAS5

RANKED 30TH ON GLASSDOOR’S “EMPLOYEE CHOICE AWARDS”FOR COMMITMENT TO WORK-LIFE BALANCE.INTRODUCED LYRA MENTAL HEALTH BENEFITS TO ALL EMPLOYEES AND THEIR FAMILIES - EVEN IF THEY ARE NOT ON OUR HEALTH PLAN.DONATED TO NON-PROFITS SUPPORTING LOCALCOMMUNITIES.$2.2MILLIONDONATEDADDED 7 NEW WOMEN- AND MINORITY-OWNED TEAMS THROUGH M&A.MOVING THE NEEDLE90%OF ONEDIGITAL BELIEVE OR STRONGLY BELIEVE THAT ONEDIGITAL VALUES DEI&B.REDUCED PAY GAP FOR BLACK EMPLOYEES FROM 14% TO LESS THAN 5%.<5%14%

WHAT GETS MEASURED,GETS BETTEREARNED A GLASSDOOR DIVERSITY AND INCLUSION RATING OF 4.3 OUT OF 5 STARS.INCREASED BUY-IN AND ACCOUNTABILITY OF DEI&B INITIATIVES.INCREASED RACIAL DIVERSITY ACROSSALL JOB LEVELS.FORMED THE DEI&B CHAMPIONS COUNCIL TO HELP DRIVE ANDINFORM ERG STRATEGY AND PROGRAMMING.LAUNCHED FOUR NEW EMPLOYEE RESOURCE GROUPS (ERGS) TO ENHANCE OUR CULTUREOF BELONGING:A.C.E. ACCELERATING CAREER EXCELLENCEB.F.F.BLACK FEMALES FORWARDNEURODIVERSITY NETWORKB.R.A.V.E.BRINGING REAL AWARENESS TO VETERANS EVERYWHERE

TAKING ACTION AND MEASURING RESULTSTo ensure our employees feel that our DEI&B efforts are working and sincere, we identified action steps based on our 2022 DEI&B Glint Survey data. Below are the steps and the progress that was made:ACTION: To improve accountability, especially at the leadership level, for maintaining progress in our five DEI&B focus areas. Each people leader set at least one DEI&B goal for 2023. These goals are part of the ACT framework documented in Glint and are evaluated as part of our standard performance process.RESULTS: Our leaders have submitted over 300 action items to enhance the culture of belonging within their teams. These action items include everything from volunteerism and social activism to employee engagement, recognition, professional development and growth. ACTION: To enhance a feeling of true belonging among Black women colleagues, we began a series of deeper listening sessions to identify ways we can eliminate barriers to getting ahead and build more confidence that our DEI&B efforts are sincere.RESULTS: Leaders moderated a focus group with over 50 Black women in the company and as an outcome established four new Employee Resource Groups, including the Black FemalesForward (B.F.F.) ERG.Thank you for all that you have been doing on behalf of OneDigital’s people of color.I just wanted to thank you for organizing the Black women’s focus group. I haven’t been with OneDigital long, but it was heartwarming to see and meet with other women like me in the company.ONEDIGITAL HONORED AS LEADERS IN DEI&BBoard of Directors Gives a Big Thumbs Up on Our DEI&B ProgressOur Board has a strong interest in understanding our DEI&B efforts and dedicated a significant part of the spring meeting agenda to this topic, where leaders discussed where our organization stands along our DEI&B journey and the work we need to do to continue improving as individuals and as an organization. Our investors agree with our internal executive leadership team that the work we are doing within DEI&B is a significant component of our competitive advantage.We are proud of OneDigital’s leadership when it comes to advancing an actionable DEI&B framework.- Sam Camens, Managing Director, ONEXThis is the most authentic conversation about DEI&B that I have ever had.- Adam Cobourn, Managing Director, ONEX- Anonymous Employee Survey Comment- Anonymous Employee Survey CommentRacquel Jenkins, Sr. Corporate Recruiter and Paola Alou, Marketing Manager.Alou, Marketing Manager.8

Adam Bruckman, CEO & Co-Founder, Prioritizes DEI&B at Annual Leadership RetreatLeaders got real at the Executive Leadership Retreat DEI&B Workshop. Kristen Eskew conducted a DEI&B trust-building workshop for 50 of the most senior leaders in the company. The workshop included a series of exercises to enhance their awareness of what makes them different and how to help others feel a sense of belonging in a more diverse workplace. The workshop also focused on the importance of our culture of belonging as a key reason why clients do business with us.I loved that Kristen’s message really focused on how we can all be better and more intentional leaders. I am looking forward to more opportunities for ALL of this group - corporate and field - to come together to grow and learn as leaders.- Adam Bruckman, President & CEOOneDigital is Not Only a Great Place to Work, It’s the Best Place to WorkAt OneDigital, we were: • Recognized nationally and in many key markets across the country as a Best and Brightest Place to Work. (For the 7th consecutive year).• Awarded 30+ local and national best places to work awards.• Recognized by Glassdoor as a top 100 employer.• Honored to earn Best Places to Work by Pensions & Investments and InvestmentNews for Financial Advisors.We believe that true progress toward DEI&B is achieved by fostering a culture where all our people feel respected, valued, have equitable career opportunities and an equal voice at the table. We are committed to ensuring that our workplace shows up the same for everyone, and we’re proud andhonored to have been recognized for the progress we’ve made in our DEI&B journey.- Kristen Eskew, VP of DEI&BOneDigital Featured in the Wall Street Journal as Best and Brightest Company to Work ForThe Wall Street Journal announced that OneDigital is among the Best and Brightest Companies to Work For in the Nation. This accolade was based on our commitment to excellence in the areas of DEI&B, communication, and employee education.LEARN MORE9

Steven Scott Bradley Presented Diversity in Business Lifetime Achievement Award.Steven Scott Bradley, Principal and Senior Client Executive for the Property & Casualty divisionI am humbled to be recognized for diversity leadership, which I have been a change agent for my entire career. I am committed to coach and mentor the current and next generation of business and civic leaders on the power and profitability of diversity.- Steven Scott Bradley, Principal, Senior Client Executive Executive Assistant Amber Stokes dressed to impress at the Retirement + Wealth pickleball tournament and costume contest.Kristen was recognized as a Top Diversity, Equity and Inclusion Leader by the Defined Contribution Institutional Investment Association (DCIIA). Kristen was honored alongside other industry leaders for their dedication and commitment to promoting diversity, equity and inclusion in the Defined Contribution Industry. This marks Kristen’s second appearance on the DCIIA list after being recognized as a 2022 DEI&B Rising Star.Kristen Eskew, VP of Diversity, Equity, Inclusion & Belonging, Earns DEI&B Award.READ THE FULL ARTICLE10

INCLUSION & BELONGINGFOCUS AREAOur people are the cornerstone for building our strong sense of inclusion and belonging. Our Employee Resource Groups help bridge gaps while creating safe spaces where individuality and differences thrive. These are volunteer, employee-led judgment-free communities where our people share candid dialogue with teammates across the company. The ERGs provide a network for employees to build new relation-ships, educate one another, stand as allies and understand each other at a deeper level. A human level.A CULTURE OF BELONGINGThrough the ERGs culture events, I feel a greater sense of belonging at OneDigital. ERGs have allowed me to be a part of a safe space filled with my village.- Anonymous Survey Comment (Field employee)11

Guided and led by the thought leadership of our people, we expanded the scope of our ERGs to further enhance our culture of belonging:Women’s Initiative Network for Growth and Success (W.I.N.G.S.)W.I.N.G.S. uplifts all women and promotes empowerment in the workplace and beyond.Accelerating Career Excellence (A.C.E.) - NEWA.C.E. provides career development, networking and mentorship opportunities for early career professionals at OneDigital.Bringing Real Awareness to Veterans Everywhere (B.R.A.V.E.) - NEWB.R.A.V.E. embraces our community of veterans with shared experiences and promotes professional growth and retention. Neurodiversity Network - NEWNeurodiversity Network supports anyone who identifies as or supports a neurodivergent person, including those suffering from anxiety, depression, dyslexia, ADHD, autism, PTSD, addiction and other neurodivergent conditions.The Gathering PlaceThe Gathering Place promotes connection through creative activities and communication channels that unite employees across regions and operational areas. Working Parents VillageWorking Parents Village provides a community for working parents to share challenges, resources and celebrations.OnePrideOnePride offers a safe, inclusive and empowering space for all LGBTQIA+ employees and allies.Multicultural NetworkMulticultural Network provides guidance and support for all employees with a strong focus on raising awareness around issues that impact minority employees. Black Females Forward (B.F.F.) - NEWB.F.F. empowers, uplifts and advocates for Black female professionals in our organization and beyond. Hispanic Heritage Network – Launching in 2024Dedicated to amplifying Latino voices, the Hispanic Heritage Network will provide a dedicated space for Latino employees and allies to connect, share ideas and empower each other. The network will launch during the second quarter of 2024.12

ONEDIGITAL’S EMPLOYEE RESOURCE GROUPS MAKE AN IMPACTEquity isn’t just a nice-to-have, it’s a must-have. A focus on gender equity needs to be part of every society’s DNA, and it’s critical to understand the difference between equity and equality. Equality means providing equal support for everyone, whereas equity adjusts support based on needs.At OneDigital, we embrace a workforce that is diverse and representative of the communities we serve. By taking a closer look at OneDigital’s women-centric statistics, we celebrated the significant impact women make on this company every day. Discover why this year’s IWD focus was on embracing equity: On International Women’s Day (IWD), W.I.N.G.S. Spearheads #EmbraceEquity CampaignOnePride Sponsors Human Rights Campaign National DinnerBeing a fierce advocate for individuals and businesses means proudly supporting organizations and causes actively creating a more equitable world.OneDigital had the honor of supporting and sponsoring the Human Rights Campaign National Dinner in Washington, D.C. The annual event brings together more than 2,000 Human Rights Campaign members, friends, family and allies for an evening of celebration and inspiration and to further its mission to achieve LGBTQIA+ equality and fight for change. This is THE proudest moment of my career. OneDigital put the pedal to the metal for DEI&B and the LGBTQIA+ community by sponsoring the Human Rights Campaign National Dinner. I wish that everyone could have the same feeling of belonging and acceptance that I feel every day I come to work.- Spencer Whalen, Senior Business Development ExecutiveRonda Grimsley and Spencer Whalen at the Human Rights Campaign National Dinner. 13

B.R.A.V.E. ERG Celebrates Veterans DayCapturing their stories of bravery, courage and commitment, the B.R.A.V.E. ERG honored our veterans and their families. On behalf of OneDigital, we thank you for your service and sacrifice.The B.R.A.V.E. ERG provides a platform for military families to have support and express concerns that others in the organization may not necessarily understand.- Ashley Halvorson, B.R.A.V.E. leaderThe Gathering Place Hosts NativeAmerican History Month Cooking ClassThe Gathering Place ERG hosts regular, virtual cooking classes. All are welcome to attend. During this special edition event, the group made a traditional Native American meal. 14

A heartfelt thank you to all our members, past and present, as we embark on this exciting new chapter by transitioning to a dedicated Hispanic Heritage Network. We want to express our deepest gratitude to OneDigital’s leadership for their unwavering support throughout the years. Your contributions have been instrumental in fostering a thriving and inclusive community.FROM THE MULTICULTURAL LEADERSThe Working Parents Village Honors DadsOn Father’s Day, the Working Parents Village helped OneDigital kids present “World’s Best Dads” awards to their awesome parents and father-figures. Multicultural Network Celebrates AAPI MonthOneDigital’s Asian American Pacific Islander (AAPI) Heritage Month celebration honored Asians and Pacific Islanders at our organization. The event hosted a powerful discussion of the award-winning book “Crying in H Mart,“ which touched on everything from family and food to love and race.Jared Branyon, Senior Director of ProjectManagement, and his children celebrating Father’s Day.Multicultural ERG members (from left) Jennifer Smith, Shaguandra Jones, Sheelah Gault, Michelle Shewfelt, Carmen Villalba and Kenyette Ivey.15

OneDigital’s Leaders Walk the TalkPride is about fighting for equality, celebrating the diverse beauty of our community, and helping build a world where every LGBTQIA+ person can be healthy, safe, celebrated and joyful in every area of their lives. We sat down with OneDigital’s Salesforce Product Manager, Kiyoshi Kidd, to discuss Pride and his personal journey as a member of the LGBTQIA+ community.Celebrating Pride on Many Voices, OneDigital PodcastOneDigital’s Chief People Officer, Elizabeth Chrane, believes the answer to making sure women have a seat and voice at the table is by creating a people-first culture. In her BenefitsPRO byline, she explains how her personal journey led to finding ways that ensure women are seen, heard and feel supported in the workplace. Encouraging Companies to Give Women a Voice at the TableREAD THE FULL ARTICLEMarcia Calleja-Matsko, OneDigital’s Chief Information Officer, joins a panel of key leaders like Catherine Szpindor, Chief Administration Officer for the House of Representatives, to share her story during the International Women’s Day Gartner CIO Panel.16

Kristen Eskew, VP of DEI&B, and Mike Sullivan, Chief Growth Officer, at the Evolve Retirement + Wealth Summit.Mike Sullivan’s Eyes Are Open to the Need for Diversity of ThoughtREAD MIKE’S BLOGMentorship Program Connects Women Across the OrganizationThe Women’s Initiative Network for Growth & Success successfully conducted its second-year mentorship program with over 100 participants. The program fostered rich connections between mentors and mentees, sparking discussions on personal and professional development strategies. It also empowered them to build valuable network connections, creating a ripple effect that extended beyond the program itself.OneDigital’s support of our mentorship program has allowed me personally to feel valued as I look forward in my career.- Kristyne Fleenor, Fulfillment Maintenance ManagerW.I.N.G.S. Co-leads, Kristyne Fleenor and Laura Ahern.From left to right, ERG Leads Jody Johannsen, Micco Gallman, Azaria Robinson, Joanna Altomare Shah, Ragan Fabrici, Ashley Halvorson, and Jade Shankman17

We are committed to strengthening our culture by inspiring action which will lead to a more visibly diverse team. Our DEI&B Learning & Development program helps to educate all employees on topics such as race, gender, sexual orientation, and inclusion and belonging, as well as creating more understanding and application of how diverse teams contribute to our success.We create learning opportunities to help our employees excel in their roles, serve our clients, and develop skills personally and professionally. Leadership development opportunities are widely inclusive. People at all levels have access to learn and grow. In an effort to maximize the learning experience and build community, we launched our new Leadership Speaker Series, in which various executive leaders share actionable ways to improve our professional wellbeing.Leading With Courage, a course that takes a deep dive into psychological safety, was the most popular series this year, with 95 employees earning the Psychological Safety certificate from Ivey Business School. This course addresses the importance of fostering a psychologically safe work environment where everyone thrives as their truest self and feels comfortable speaking up, admitting mistakes, sharing ideas and offering feedback. 100% of our OneDigital team havecompleted this course. One way we bring this to life is through our Bold Talks where individuals from every part of the organization can share personal stories about themselves, what makes them different and how these experiences have helped them grow.Individuals like Associate Vice President Art Kitajima express how, despite our differences, everyone can be who they really are and feel at home at OneDigital.SETTING OUR TEAMS UP FOR SUCCESSLEARNING & COACHINGREQUIRED DEI&B TRAININGINCLUDES PSYCHOLOGICAL SAFETYEXPANDED LEARNING & DEVELOPMENTACCESSFOCUS AREAArt Kitajima shares his story of growing up in a traditional Japanese family where his heritage impacted his life and career.Travis Dommert, SVP of Talent, giving a leadership development presentation.Click to Watch the Bold TalkOUR COMMITMENTContinue to support managers to maintain their strong and diverse teams.18

We offered the most leadership development in our history. The flagship Leadership Essentials course is a live 12-week cohort program. Our leaders learn how to strengthen our people-first, high-performance culture by fostering an inclusive environment where everyone has the opportunity to have their voices heard and are supported to dream big and stretch beyond their comfort zones. LEADERSHIP ESSENTIALS COHORTNEW IN 2023Travis Dommert, SVP of Talent, giving a leadership development presentation.(From Left) Atlanta Team: Grant Coleman, Jennifer Pearson, Megan Becker and DavidHughes.Troy Miethke Senior Financial Benefits and Underwriting Consultant attending the annual Summit.OneDigital’s Leadership Essentials Class19

ASSESSMENT & TRANSPARENCYFOCUS AREAWE MEASURE WHAT WE TREASURETo truly know where the opportunities lie and what voices are missing from the table and to strategically plan for the future, we must precisely understand where we stand in our journey today. This includes measuring and communicating our data for employee engagement and feedback and racial and gender pay equity across management levels. OUR PEOPLE HAVE SPOKENOur people have a strong understanding of DEI&B, and more specifically the value that OneDigital places on belonging. Scores over 80 are considered very strong. HERE’S WHAT THEY HAVE TO SAY90%Agree or strongly agree that OneDigital values DEI&B.87My manager cares about me as a person.85I know what I should be focusing on right now.80I am excited about OneDigital’s future.CONSIDERATIONFOCUSPROSPECTSOur investment in psychological safety training and building a healthy workplace is paying offOur people feel psychologically safe with their manager and can have open and honest conversations, feel safe speaking up, take risks and can be open with their peers. Most people agree that they can be their “truest self” at work.Keep promoting the positive progress we’re making and outcomes we are experiencing. Let’s unite people around the opportunity to help more people do their best work and live their best lives, both inside our company and in our communities.- Anonymous Survey Comment (Field employee)EMPLOYEE ENGAGEMENTSURVEY RESULTSOverwhelmingly, the comments encouraged us to:• Maintain our strong culture of belonging.• Continue our progress by showing that our efforts are sincere.• Stay on the path of inclusivity, especially in recruiting, developing, promoting and retaining our people.• Strive to have OneDigital reflect the clients and customers we serve. Our clients are noticing.• Strengthen how our people leaders set and communicate DEI&B goals. 85% OF OUR PEOPLEFeel they can have open and honest conversations with their manager.11 OUT OF 14 QUESTIONSReceived scores over 80, with the remaining scores at 79, 77 and 73.10:1 RATIOOf positive comments. Our people are strong supporters of DEI&B.20

ASSESSMENT & TRANSPARENCY4,118TOTAL NUMBER OF EMPLOYEESEMPLOYEE DEMOGRAPHICS INFORMATION AS OF 12/31/202362%37%1%FEMALEMALENOT DECLARED72%9%8%4%2%5%WHITEBLACKHISPANICASIANTWO OR MORE RACESOTHERETHNICITY BY MANAGEMENT LEVELSenior Corporate LeadershipSenior FieldLeadershipMiddleManagementIndividualContributorsMALEFEMALEDID NOT DECLARENative Hawaiian or Pacific IslanderAmerican IndianTwo or MoreAsianHispanic or LatinoBlack or African AmericanWhiteDon’t Wish to DeclareINDIVIDUAL CONTRIBUTOR MIDDLE MANAGEMENT SENIOR FIELD SENIOR CORPORATE LEADERSHIPGENDER REPRESENTATION BY MANAGEMENT LEVEL21

OneDigital’s Compensation Philosophy is to offer a transparent, fair and data-based framework that enables us to compensate employees based on merit, individual performance, company performance and competitive practices. Our goal is to have equity in pay for similar roles based on experience, performance and location regardless of gender, race, ethnicity or age.The purpose of our compensation programming is to:• Ensure every employee at OneDigital feels valued and fairly compensated for their specific role, performance and contributions to OneDigital’s success• Provide a mix of cash, merit increases, bonus, variable compensation, long-term incentives and equity to attract, motivate and retain high caliber of talent• Support our core mission and business objectivesThis compensation philosophy is intended to ensure all of our compensation decisions are:• Fair across positions, locations and verticals • Equitable among employees in common job families, roles, levels/experience and based on performance and merit• Competitive within our market• Consistent with our policies and beliefs• Clearly communicated to our employeesCOMPENSATION ANALYSISOur Compensation Philosophy is Part of OneDigital’s DEI&B StrategyPROGRESS ON ACHIEVING PAY EQUITY BY ROLE, GENDER AND RACE2023 ACTION STEPS: A commitment for 2023 was to help our people better understand our compensation philosophy and the process by which base salaries, merit increases and annual bonuses are decided. Positive steps forward:Throughout 2023, we increased our communications and provided more tools and resources on our compensation practices. This included providing our people personalized compensation statements on PULSEnet and displaying pay ranges on all job descriptions in adherence with state regulations. Our compensation team audited roles and worked with managers to align pay ranges. Additional momentum:For the past several years, we have analyzed the gender pay gap and worked to reduce it. We are making progress by evaluating pay ranges and establishing grade standardization. This is helping managers make more equitable compensation decisions for new joiners and for existing employees.I appreciate you being transparent about our pay gap at OneDigital and letting us know that it is being addressed. This is really tangible, meaningful change in the right direction for all of us who work here, and I really appreciate the work you all are doing.- Compliance Consultant, AtlantaREDUCING THE RACIAL PAY GAPReducing the pay gap between Black and white colleagues was a key priority and focus due to the data analysis published in the 2023 report. To rectify the pay gap, we evaluated pay range data and worked with managers to make salary adjustments.As a result, we have reduced our pay gap from 14% in 2022 from white counterparts to less than 5% in 2023. This work will continue throughout 2024.From left: Amber Jamison, RxConnection, Corrina Bologna, RxConnection,Erica Marquex, RxConnection, Alissa Hall, RxConnection, Priscilla Burgess, OneDigital Clinical Account Executive22

The company’s accountable actions, especially related to pay equity, exceeded even my highest expectations. The needle is certainly moving, and quickly! We wouldn’t see this level of progression, at this rate, from any other organization.- B.F.F. Employee Resource Group FounderPAY EQUITY BY ETHNICITYCOMPENSATION COMPARISONAddressing identified pay equity gaps2023 NEW HIRE ANALYSIS Pay equity by ethnicity (base pay)OUR COMMITMENTIn our pay equity analysis of OneDigital’s team members for 2022, we identified a pay gap of 14% between Black employees and white employees in similar roles and responsibilities.Ensure everyone understands that we hire, promote and pay based on merit, skills and performance, not on external qualities like gender and race. PAY FOR WHITE EMPLOYEESPAY FOR WHITE EMPLOYEESThis became an area of focus, and we are pleased to have greatly reduced this pay equity gap to less than 5% in 2023.While we still have work to do, this progress is a big step in the right direction.In 2023, we achieved 100% compensation parity for new hires across all races.Base pay for underrepresented minority new hires in 2023 was at or above white employees for similar roles.23

GROWING OUR TEAMFOCUS AREAIn 2023, we welcomed 25 new teams and hired over 1,000 people. Here’s how.As Co-Founder and Chief Growth Officer, Mike Sullivan, often says, our goal is to build a “company of consequence.” In part, that means impacting significant business growth by increasing representation at all levels. How do we attract the best and brightest talent and M&A partners? We go to where they are!The M&A team embarked on a multi-year initiative to acquire more minority-owned advisory firms by the end of 2023. Our core belief is that, in order to be a true company of impact and consequence, we must work to expand the diversity of both our employee population and the clients we serve. With a greater level of intentionality and through the alignment of strategic partnerships, our goal is not only to further evolve the landscape of our own firm, but to serve as a leader in DEI&B throughout the industry. Growing Our Team Through Mergers & Acquisitions (M&A)• 401k Resources, women-led firm• Bradley & Bradley Associates, Black-owned firm• Employers Select Insurance Services, women-led firm• IntoBenefits, Asian women-led firm• Haigh Insurance, women-led firm• Titus Insurance and Champlain Insuring, women-led firm• Tru HR Solutions, woman-owned firmWomen- and minority-owned businesses that joined OneDigital in 2022-2023:Read the Press ReleaseRead the Press ReleaseRead the Press ReleaseRead the Press ReleaseRead the Press ReleaseRead the Press ReleaseRead the Press ReleaseHaigh Insurance: Karen Haigh, Judy Whitson, and Lauren Haigh.If we want to fundamentally reshape theindustry we serve and impact the lives of millions of people, we must create equal partnerships with women and people of color – it’s the only way we will know we have truly arrived.- Mike Sullivan, Chief Growth Officer, Co-Founder, OneDigital24

We hire the best person for the job. Period. That drives diversity. Not the other way around. In 2023, we hired over 1,500 people, which is a growth of 21%.Our goal is to present managers with the most qualified candidates for their open roles. To cast the widest net, we have increased our recruiting efforts to include more diversity in our candidate slates by recruiting fromHistorically Black Colleges and Universities (HBCUs). We present managers diverse candidate slates over 85% of the time, which has increased every year since 2021.The commitment to DEI&B was a key factor in my decision to accept this position. I appreciate the regular communications and acknowledgments that we bring our best work when we can be ourselves.- Anonymous Survey Comment (Field employee)I have noticed great strides in the diversity of the candidate pool when I am hiring. Thank you so much!- Anonymous Survey Comment (IT Hiring Manager)GROWING OUR TEAM THROUGHORGANIC HIRESOUR COMMITMENTContinue to work toward more diversity across our leadership teams.All OneDigital Talent Acquisition team members complete Attracting and Retaining Neurodivergent Talent certification through the Ivey Business School.25

The Jumpstart Internship is a 10-week paid program. Rising seniors join teams across the U.S. to share their talents and learn actionable ways to:• JUMPSTART their career• JUMPSTART their skills• JUMPSTART their professional network• JUMPSTART doing their best work and living their best livesIn addition to building career skills, expanding their professional network, and making lifelong connections with their mentors and other interns in the program, these students are eligible to receive scholarships through two programs.Jumpstart Scholarships and AwardsCongratulations to our 2023 Jumpstart Scholarship winners, Maryem Ahmed and Justin Gause. This award was awarded to two outstanding students who participated in the signature program, exhibited extraordinary skills and/or made a significant contribution to the organization during their time with OneDigital. OneDigital Internship Award: $2,500Congratulations to the Council Foundation Scholarship winners, Nick Bush and Nina Singer. The Council of Insurance Agents & Brokers (CIAB) partners with their member firms to bring fresh, diverse talent into the brokerage sector. Each member firm nominates students to the CIAB Foundation who demonstrate excellence throughout their internship. CIAB Internship Award: $2,500INTERNSTOTAL45DIVERSEPARTICIPANTS29%SOCIAL RESPONSIBILITY & GIVINGFrom Left: Adam Bruckman, President and CEO, Maryem Ahmed, Intern of the Summer, Elizabeth Chrane, Chief People Officer, and Justin Gause, Intern of the SummerThe final JUMPSTART project prior to “graduation” was to work in collaborative groups and present practical approaches for promoting psychological safety at OneDigital.Internship Projects Bring DEI&B to LifeMicco Gallman, Regional Director of Talent Management, helped guide interns to understand microaggressions and becoming an ally.HIRED FOR FULL- AND PART-TIME ROLES29%Jumpstart class of 2023CIAB Award Winner:Nick BushCIAB Award Winner:Nina Singer26

SOCIAL RESPONSIBILITY & GIVINGFOCUS AREAOneDigital Leaders Walk the TalkAs a purpose-driven company, we strive to do well by doing good. This guiding principle is what drives our commitment to social responsibility and giving.Since 2009, we have raised over $1.5 million for community organizations and nonprofits as part of our annual OneDigital DASH event. The event began as a 5K race hosted at OneDigital’s headquarters in Atlanta. It has since evolved to a national program where individual offices create fun events to raise money for local charities.DASH recipient Women In Technology from left: Elizabeth Chrane, Chief People Officer; President and CEO of WIT Heather Rocker; Juli Clay, WIT Development Officer, Marcia Calleja-Matsko, Chief Information Officer and WIT board member; Jennifer Smith, DASH Program Manager.DASH recipient Children’s Healthcare of Atlanta/Safe Kids.From left, Jennifer Smith, DASH Program Manager, Kate Lee, CHOA Program Coordinator, Nancy O’kelley, CHOA Development Officer, Adam Bruckman, OneDigital President & CEO.202327

As our company grows, so does the enthusiasm for participating in the DASH by our people and our sponsors. We always focus on physical, mental, financial and professional wellbeing for our people and our communities, and it is so inspiring to see these efforts raising significant donations for impactful organizations in key markets across the country.- Elizabeth Chrane, Chief People Officer, OneDigitalElk Hill’s mission is to enable children to transform overwhelming challenges into successful futures. We are thrilled that Elk Hill was selected as one of the recipients of the OneDigital DASH. These funds will make an impact immediately on the children we serve through our school-based mental health therapies. Your support will enable us to provide scholarships to youth who need immediate assistance. Thank you on behalf of all of us at Elk Hill.- Ron Spears, Chief Executive Officer Elk HillRichmond, Virginia, employee pickleball team raising DASH donations.28

Many offices across the country commit to volunteering across theircommunities.LOCAL TEAMS GIVE BACK TOTHEIR COMMUNITIESThe Retirement + Wealth Home Office in Kansas City hosted a Puppy Play Date with the local animal shelter, raising funds and awareness for homeless pups.The Greater Pennsylvania team donated toys, clothing and non-perishables to Girls First, a tuition-free, out-of-school program for girls in grades one through four.Accounts Receivable Collections Analyst Anthony Carey and his son Alec, seen below, assemble Meals4Kids bags for students at an Atlanta school.The Northern California team sorting food for Second Harvest Food Bank.29

Give | Inspire | Volunteer | Encourage are the fundamental building blocks of our matching gifts program. When our people are personally connected to an organization that is bettering our communities, it’s just as important to us! The G.I.V.E. program matches all eligible employee donations 100% up to $500 per year.ONEDIGITAL PROGRAMS TOUCH LIVESG.I.V.E. Matching Charitable Giving ProgramIn times of unexpected hardship, knowing you have a community behind you can make all the difference. That’s the guiding principle behind our We’ve Got Your Back Fund, a crucial initiative that extends a helping hand to fellow OneDigital employees facing unforeseen financial difficulties.Funded by the contributions of our dedicated colleagues in 2023, alongside OneDigital’s unwavering support, this fund has become a beacon of hope for many. This year, 14 grants were awarded, providing critical financial assistance in situations ranging from domestic violence to serious illness and injuries.By standing together, we can ensure that in life’s unpredictable moments, no one at OneDigital faces them alone. OneDigital’s We’ve Got Your Back Fund: Lifting Each Other Up in Times of Need$260,000$30,000$45,000$2.2MONEDIGITAL DASHDistributed to deserving organizations across the countryTOTALCharitable donationsG.I.V.E. MATCHINGMatching gifts programWE’VE GOT YOUR BACK FUNDDistributed to employees in needWe’ve Got Your Back Fund supported my family and I at our most vulnerable time. I am grateful to OneDigital and my leaders for letting me know about this fund. The funds that were granted to our family have helped keep us afloat and we are forever grateful!- Anonymous Employee RecipientAtlanta team members prepared food donations for Hands On Atlanta.30

OneDigital’s commitment to DEI&B extends to every level of our organization.TAKES A VILLAGEIT TAKES A VILLAGE TO COLLECTIVELY GROWOneDigital Diversity, Equity, Inclusion and Belonging Steering CouncilIntroducing the Diversity, Equity, Inclusion and Belonging Champions Council The OneDigital Board, along with our President and CEO, Adam Bruckman and Chief People Officer, Elizabeth “E” Chrane, established the Diversity, Equity, Inclusion and Belonging Steering Committee composed of leaders from across the country. Together they help identify ways we can be more intentional in our DEI&B efforts. This passionate group focuses on sharing ideas and perspectives and prioritizing our five pledges to foster long-term, meaningful change. Read more about “why” each leader volunteered to serve. Comprised of ERG leaders and DEI&B leadership in local markets, this group meets quarterly to discuss strategy and program implementation. As stewards of our DEI&B journey, all of our people play a critical role to ensure we preserve a culture that celebrates diversity, insists on equity and inclusion, and connects us.In the past, ERGs have worked somewhat in siloes, but the formation of the Champions Council this year has really allowed us to see the broader picture of where our organization is going and how we can support each other along the way.- Maria Peterson, Director of Culture and Employee Engagement EXPANDING OUR ETHICS & GOVERNANCE• Established an Ethics Committee.• Launched a third-party ethics hotline, EthicsPoint.• Created an Ethics Hub on PULSEnet, where employees can find our Whistleblower policy as well as learn of other Ethics-related topics.A MESSAGE FROM PRESIDENT & CEO ADAM BRUCKMANPOLICIES AND INTERNAL REPORTING• OneDigital employees should refer to our Code of Conduct in our Employee Handbook.• OneDigital EthicsPoint Hotline: Call 1-844-771-1618 or visit onedigital.ethicspoint.comAlternately, any manager, officer or employee may, at their sole discretion, make a complaint or report a violation by writing to:Audit Committee Chair or Internal Audit Leader200 Galleria Parkway, Suite 1950, Atlanta, GA 3033931

© OneDigital 2024, All Rights ReservedFor more information, visit www.onedigital.com/DEIBAt OneDigital, our people are the cornerstone for building a strong sense of inclusion and belonging. We foster an environment where everyone can do their best work and live their best lives. As our community expands, our commitment to providing an inclusive environment for all remains one of our top priorities. WE ARE MANY VOICES, ONEDIGITAL!OneDigital’s People & Culture team