Highlighted principle Redefining the concept of family in employee benefits to be inclusive of the LGBTQI+ community. Initiative context and objective In September 2023, Standard Chartered launched a global parental leave policy as part of its commitment to fostering an inclusive culture that enables employees to balance personal responsibilities with career growth. This policy, introduced across more than 50 countries, primarily in Africa, Asia and the Middle East – regions where gender-neutral parental leave benefits are often uncommon – establishes a minimum of 20 weeks of paid leave for all new parents. Regardless of gender, relationship status or the way a child joins an employee’s family, the policy is designed to challenge social norms around traditional childcare expectations (which places primary caregiving responsibilities mainly on women) and also advocates for all parents to be extended the same rights. By implementing this policy, Standard Chartered directly provides benefits to approximately 5.5% of its global workforce in any given year and aspires to set a notable example that encourages broader industry progress toward a more inclusive society. Highlight in practice Implementing this global parental leave policy at Standard Chartered involved considerable effort, given the diverse Standard Chartered Internal effort Global parental leave policy Women empowerment, LGBTQI+ inclusion social and cultural landscapes and legal environments across its footprint. The Group gathered feedback through various channels, including surveys, focus groups and one-on- one discussions with several market CEOs, to shape and co-create the policy. Local champions were also enlisted to advocate for the policy’s benefits. These conversations addressed both practical concerns, such as maintaining productivity and ensuring operational continuity, and deeper philosophical considerations, such as whether the policy would have the intended effect of promoting women’s participation in the workplace. In cases where competing priorities or constraints arose, senior leaders were encouraged to prioritize the global parental leave enhancement, where the Group was committed to be consistently visible in its advocacy and action. It is a testament to the Standard Chartered’s brand promise, “here for good”, that, despite the varied perspectives, all stakeholders came together to successfully implement the policy simultaneously across all locations. The Group now tracks several indicators, including birth rates, parental leave utilization and employee retention to monitor the effectiveness of the policy. As of the policy’s one-year milestone, early data suggests positive impacts, showing an average parental leave usage of approximately 10 weeks14 among fathers (~50%), up from two weeks prior to the policy’s launch. Equally, it also reinforces that policy changes are a stepping stone to effecting cultural change. Further strides still need to be made to close the gender gap; compared with the ~50% utilization by fathers, mothers are utilizing close to their full entitlement (at an average of 21 weeks15). 37 Diversity, Equity and Inclusion Lighthouses 2025

Diversity Equity and Inclusion Lighthouses 2025