As a global provider of technology and investment solutions, our success is driven by the power of diverse perspectives, experience, and ideas. We have long supported employees' efforts to create space for underrepresented employee groups, to educate our community, and to provide opportunities to engage in philanthropic initiatives in our global communities. However, it's become clear that we need to develop, communicate, and act upon a strategy and plan for diversity, equity, and inclusion that aligns with our mission of building brave futures through^SM the power of connection.

SEI leadership made the critical decision to hire a director ofDiversity and Inclusion to lead SEI's DEI efforts, focusing on programming to enrich our company culture and support employee engagement and belonging. The director is responsible for designing a DEI roadmap with key elements for clear action and internal buy-in, including a DEI commitment statement rooted in our company's values, a multiyear DEI strategic plan, and a DEI business case.

Our strategic approach covers four important components:

• A culture audit for inclusive talent practice
• Companywide training and awareness beyond implicit bias training
• Employee engagement through affinity groups
• Building a supplier diversity program

We released our first corporate DEI commitment statement, rooted in SEI's values of courage, integrity, collaboration, inclusion, connection, and fun. We also developed and began executing a strategic, multiyear plan to guide our decisions and actions around DEI moving forward, including:

• Ways to improve diverse representation in our employee community
• Learning opportunities through education and awareness to foster inclusive culture
• Increased employee engagement through participation in affinity group activities

We have streamlined the hiring process to reduce unconscious bias. All job descriptions will be written in an inclusive manner; all talent acquisition teams have been trained and certified in diverse and inclusive recruiting practices; our team has adopted the Rooney Rule, requiring representation of diversity at the final stages of every hiring for senior roles; and interview panels will be assembled with diverse representation.

We have engaged a third party to assess our inclusive culture climate to highlight issues that employees may be facing in their everyday experiences at SEL. 'The baseline climate assessment survey report will not only highlight issues, but recommend actions that will seek to address our employees' concerns in the most impactful way. 'This process is transparent and ongoing.