2025Sustainability Report

FY2025 Sustainability Report

Sustainable Compassion and Care

665101F 03/26/26

‌Contents

3 Introduction

1. A Message from Genworth's President and Chief Executive Officer

2. About Us

1. Our Sustainability Strategy

2. Our Sustainability Pillars

3. Executive Summary

4. Caring for Our People

5. Fostering a Culture of Belonging

12 Associate Engagement & Feedback

1. Our Workforce

2. Investing in Our Associates

1. Spotlight: Insights Into Total Rewards & Well-Being

2. Caring for Our Customers

3. Our Enterprise Strategy

4. Our Businesses

1. Customer-Centric Strategy

2. Our Supporting Infrastructure: Operations & Technology

1. Spotlight: Personalized Claims Management Model Pilot

2. Caring for Our Communities

3. Associate Volunteerism

1. Corporate Philanthropy & Giving

2. Community Partnerships

34 Spotlight: Alzheimer's Association Partnership

35 Fostering Sound Corporate Governance

36 Strong Corporate Governance

41 Ethical Business Activities

45 Risk Management

1. Data Protection & Cybersecurity

2. Working with Suppliers

3. Engagement with Stockholders

4. Spotlight: Technology Leadership & Governance

5. Building the Foundation for a Better Future

6. Our Commitment to the Environment

1. Enhanced Climate Disclosures

2. Climate Scenario Analyses

3. Integrating Responsible Investment

4. Working with Regulators, Government Agencies, & Policymakers

1. Thought Leadership

2. Spotlight: Thought Leadership in Action

3. Conclusion

4. Disclosure Data

5. How Genworth Acts on Key United Nations Sustainable Development Goals (U.N. SDGs)

6. Sustainability Accounting Standards Board (SASB) Index

About This Report

This Genworth Sustainability Report for fiscal year 2025 ("2025 Sustainability Report") details our approach to sustainability issues that are important to our business and our stakeholders.

This report focuses on Genworth, including its primary businesses: our long-term care (LTC) insurance and our

life and annuities products that were previously sold through our legacy insurance companies (Genworth Insurance (Closed Block)), CareScout Services business (CareScout Services), and CareScout Insurance business (CareScout Insurance; collectively, CareScout Services and CareScout Insurance are referred to as CareScout). Genworth is also the parent company and majority-owner of publicly traded Enact Holdings, Inc. (Nasdaq: ACT), a leading U.S. mortgage insurance provider (together with its subsidiaries, "Enact"). The information in this 2025 Sustainability Report refers to Genworth, inclusive of Genworth Insurance (Closed Block) and the CareScout businesses, and excludes data

and information about Enact, unless specifically noted otherwise.

This report details our company's approach to sustainability with references to other supporting documents. It includes disclosures relating to the Task Force on Climate-Related Financial Disclosures (TCFD) framework, the United Nations (U.N.) Sustainable Development Goals (SDGs) framework, and the standards and framework of the Sustainability Accounting Standards Board (SASB), which is now overseen by The International Sustainability Standards Board (ISSB).

We invite you to visit the Social Responsibility page on Genworth.com for more information on our sustainability approach and to view the other supporting documents referenced throughout this report, including our:

• TCFD Report

• Environmental Policy

• Statement on Human Rights Policy

• Genworth Code of Ethics

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

‌

‌A Message from Genworth's President and Chief Executive Officer

Tom McInerney

President and Chief Executive Officer of Genworth Financial, Inc.

I am pleased to share Genworth's 2025 Sustainability Report at a time when our responsibility feels especially important. The aging of America is no longer a distant trend; it is here. Families across the country are navigating rising costs, longer lives, and increasingly complex care decisions.

Fostering Sound Corporate Governance

We continued advancing the long-term sustainability of our legacy insurance businesses while investing in disciplined growth. In 2025, CareScout expanded its

Caring for Our People, Customers, and Communities

Our mission-driven culture remains one of our greatest strengths. Nearly every family will encounter the realities of long-term care, and our associates bring compassion and commitment to that responsibility each day. One example of this in action was the introduction of a new claims management model, giving customers a single point of contact through the process.

Building the Foundation

own experiences with driving change in the long-term care funding space in an op-ed in Fortune, calling for greater collaboration to address our nation's aging challenges.

Additionally, the CareScout Cost of Care Survey, conducted for more than 20 years, remains one of the most comprehensive resources on long-term care pricing, helping families and policymakers plan with greater clarity.

At Genworth, we are building with purpose today so we can serve with confidence

Over the past several years, we focused inward: strengthening Genworth's core insurance businesses, improving operational discipline, and building the foundation of CareScout. With greater clarity about the difference we want to make in the world,

we stepped intentionally back into the broader conversation on aging and long-term care in 2025, guided by one principle: helping families not only navigate care when it's needed, but also plan earlier and prepare

for their aging journey with confidence.

Quality Network and launched a new standalone long-term care insurance product, broadening access and protection. Together, these efforts strengthen our ability to help families understand, find, and fund long-term care. Throughout this work, we remained committed to responsible stewardship, transparency, and creating durable value

for customers and shareholders.

for a Better Future

We believe organizations operating in the long-term care space have a responsibility not only to serve their customers, but to elevate public dialogue on the challenges they face. Last year, we did so in several ways. We convened leading experts in Washington to discuss the future of care financing and supported efforts like the Walk to End Alzheimer's, and I was glad to share my

tomorrow - for our associates, our customers and their families, and the generations

that follow. With care,

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

‌About Us

Genworth Financial, Inc. (NYSE: GNW) is a publicly traded holding company headquartered in Richmond, Virginia. Through its family of brands-including CareScout, Genworth, and Enact-Genworth uses its more than 150 years of experience to help families navigate the aging journey with clarity and confidence, offering guidance, products, and services that support caregiving decisions, long-term care planning, and the financial challenges of aging.

Genworth is also the parent company and majority-owner of Enact. Enact publishes its own sustainability report, which you can find here: Enact 2025 Sustainability Report.

The information in this Genworth 2025 Sustainability Report refers to Genworth, inclusive of the Genworth Insurance (Closed Block) and the CareScout businesses, and excludes data and information about Enact, unless specifically noted otherwise.

Our Beginnings

We trace our roots back to 1871, when the first life insurance policy was written by Life of Virginia, one of the many insurance

companies that would eventually be acquired by GE Capital, which would then have an initial public offering (IPO) as Genworth in 2004.

Our Genworth Insurance (Closed Block) businesses currently serve approximately 2.2 million life insurance, annuity, and long-term care insurance customers. Genworth's longterm care insurance book is the largest in the country, with more than a million policyholders.

Our experience paying nearly $35 billion across approximately 409,000 long-term care claims has afforded Genworth the opportunity to learn about the wide-ranging

challenges that our customers and their loved ones encounter when trying to navigate the long-term care system.

Our Future

Our vision for Genworth's next chapter is the creation of an integrated ecosystem of care and funding solutions through CareScout that makes aging more dignified, connected, and fulfilling. In 2025, that ecosystem included three primary products: CareScout Quality Network, Care Assurance, and Care Plans.

• The CareScout Quality Network, a national network of long-term care providers who meet rigorous quality standards, continued to grow throughout 2025 and includes home care providers across all 50 states and Washington DC. In October 2025, CareScout acquired Seniorly, an online service that connects families with senior living communities, which brings senior living into CareScout's ecosystem of

  care solutions.

• In 2025, CareScout Insurance launched its first long-term care insurance product, Care Assurance, designed as a simple, personalized funding solution providing choice, comfort, and care.

• 2025 also marked the launch of Care Plans, which offers family caregivers personalized plans created by licensed nurses to guide them on caregiving options, resources, and more.

INTRODUCTION CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

Genworth at a Glance

As of December 31, 2025

Genworth's Purpose, Vision, and Values guide how we show up for our people, customers, and communities every day.

Founded

1871

Richmond, Virginia

IPO Year

2004

U.S.-Based Policies

~2.2M

Gross Written Premium

~$3,460M

~3,100

Total Associates Worldwide (including Enact)

~2,680

Total Genworth Associates

~2,570

Total Genworth U.S.-Based Associates

~110

Total Genworth International Associates

We instill compassion and empathy in our products, services, and interactions.

We care about the people that make up our customers, colleagues, and communities.

We work with intention and a sense of ownership toward a common purpose.

We forge ways forward, together, when obstacles appear.

Headquarters:

Richmond, Virginia

Investments:

Stamford, Connecticut

Operations:

Lynchburg, Virginia

CareScout Services:

New York City, New York

CareScout Insurance:

Richmond, Virginia

Genworth Mexico:

Mexico City, Mexico

Enact:

Raleigh, North Carolina

We lead with what's best for our customers.

We collaborate as one team to drive our shared progress.

We learn from the world and each other.

We look for and build better ways.

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

‌Our Sustainability Strategy

We strive to create a sustainable future built on compassion and care. Informed by a materiality assessment to understand the issues most important to our businesses and key stakeholders, we have adopted a sustainability strategy oriented around fostering sound corporate governance; caring for our people, customers and communities; and building the foundation for a better future.

Strategy Informed by Materiality Assessment

Our Objective

In 2024, Genworth partnered with a third-party advisory firm to conduct our inaugural materiality assessment to help determine the sustainability issues most financially important to our business and to our key stakeholders.1

Our Process

We engaged with our key stakeholders, including our Board, Executive Council, associates, management, investors, regulators, policyholders, peers, suppliers, and media.

Our engagement mechanisms included individual interviews and surveys, as well as an analysis of relevant stakeholder policies, documents, and reports.

Our Results

Our management team and Board reviewed the materiality assessment to identify our key sustainability priorities, which are reflected in our Sustainability Pillars. We will periodically review these priorities to address the most relevant issues for our business and stakeholders.

Sustainability Management Committee

Key

Stakeholders

Board, Executive Council & Management

Suppliers, Media & Peers

Investors

Associates

Policyholders

Regulators

We believe that our sustainability efforts contribute meaningfully to our success as a company. We have a Sustainability Management Committee that oversees Genworth's ongoing work focused on sustainability matters.

This cross-functional management committee, led by our Chief Sustainability Officer, is comprised of designated members of Genworth's Executive Council, including our Chief Financial Officer, Chief Human Resources Officer, Chief Investment Officer, Chief Marketing Officer and Chief Risk Officer, along with representatives from community relations, compliance, controllership, facilities, investor relations, legal, and the businesses, among others.

This management committee meets at least quarterly, with greater frequency as it deems necessary or appropriate to carry out its duties and responsibilities.

1Our approach to the disclosures included in our 2025 Sustainability Report differs from our approach to the disclosures we include in other reports, including our filings with the U.S. Securities and Exchange Commission (SEC). While certain matters discussed in our 2025 Sustainability Report may be significant, neither any significance attributed to them nor their inclusion in our 2025 Sustainability Report should be read to mean that they necessarily rise to the level of materiality used for the purposes of complying with applicable securities laws and regulations, even if we use the word "material" or "materiality" in our 2025 Sustainability Report. For discussion of information that is material to Genworth, please see the documents Genworth has filed with the SEC, including its Annual Report on Form 10-K filed on February 27, 2026.

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

‌Our Sustainability Pillars

We make it about others because our people, customers, and communities and their passions are the foundation of our ability

to make a positive impact on the world around us.

We do this through our focus on:

• Corporate Philanthropy

• Talent Development and Benefits

• Human Rights and Compassion

• Solutions to Help Navigate the Aging Journey with Confidence

We make it better by understanding that the decisions we make now shape the future, and we are committed to leaving things better than we found them.

We do this through our focus on:

• Customer-Centric Culture

• Data Privacy and Security

• Investing Responsibly

• Managing Our Climate Impact

We make it happen by doing the right things in the right ways.

We do this through our focus on:

• Strong Corporate Governance

• Ethical Business Activities

• Sustainability Oversight

• Business Continuity

Our commitment to sustainability is one way that we make it human.

We understand the interconnectedness of our people, customers, and communities, along with our

obligation to contribute positively to that ecosystem, so it exists for years to come. These sustainability pillars were

created based on the results of our 2024 Materiality Assessment.

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

Executive Summary

Caring for Our People

• We proudly received Top Workplace recognitions in Richmond and Stamford, along with several National Top Workplace designations. Additionally, our Chief Human Resources Officer was honored as the HR Leader of the Year at the TLC Lions Human Awards Americas 2025.

• The year 2025 marked the return of on-site internships for the first time since 2019, during which we strengthened our relationships with colleges and universities. These efforts earned us the title of Top Virginia Employer for Interns.

• Associate engagement remains high, with our team actively participating in continuous feedback loops and other programs aimed at enhancing our workplace culture, as well as seeking out voluntary development training.

  Caring for Our Customers

  
  
  

• CareScout acquired Seniorly and will leverage its relationships with senior living communities to add assisted living communities to the CareScout Quality Network.

• We launched CareScout Care Assurance, our inaugural long-term care insurance solution, marking a significant milestone in CareScout's journey to simplify and dignify the aging journey.

• We piloted a new claims management model for our Genworth long-term care insurance policyholders that provides a dedicated claims manager during the initial eligibility period and benefit payment process.

  
  
  

  Caring for Our Communities

• Approximately 45% of our associates volunteered in 2025 for a total of 9,650+ hours in support of 790+ total nonprofits and we collectively contributed more than $7.3 million in funding from our Foundation, company sponsorships, and associate donations to enrich our communities.

• We established new community partnerships at both the local level-with Virginia Commonwealth University and the Richmond Flying Squirrels, to name a couple-and on a national scale with the American Heart Association, the National Senior Games, and Care Out Loud.

• Genworth and CareScout strengthened a joint commitment to the Alzheimer's Association through expanded sponsorship and fundraising efforts as well as involvement from company leadership.

  Fostering Sound Corporate Governance

  
  
  

• We redesigned our Code of Ethics, Integrity First, to enhance clarity and engagement and incorporated updated guidance on the compliant use of artificial intelligence tools.

• Our Board continued its commitment to education and engagement through structured onboarding, ongoing learning on relevant topics, active engagement with senior management, and site visits, among other things.

• We strengthened our technology governance and oversight, hiring a Chief Information Officer and appointing a new Board member with technology, AI, data, and cybersecurity experience experience.

  
  
  

  Building the Foundation for a Better Future

• We better informed and educated associates on recycling and waste management practices with a new "Know Before You Throw" recycling campaign.

• Genworth's 2025 Scope 1 and Scope 2 (location-based) emissions were primarily driven by purchased electricity, with Scope 2 accounting for most emissions and Scope 1 reflecting a combination of combustion, mobile, and refrigerant sources.

• In addition to our hallmark Cost of Care study and hosting our annual Long-Term Care Symposium in Washington D.C., we expanded our thought leadership efforts with a new

bi-weekly podcast by CareScout and placed several opinion pieces authored by our leaders in major publications.

‌Caring for Our People‌

When associates feel heard, valued, and supported, they bring our company values to life in every interaction with customers, stakeholders, and one another.

Genworth FY2025 Sustainability Report 9

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

‌Fostering a Culture of Belonging

A culture of belonging means that all our associates feel supported to come to work as their authentic selves. We believe that our differences make us stronger as they drive us to seek diverse perspectives and explore new ideas. We create opportunities for our associates to connect and learn from one another to enrich our working relationships and, ultimately, the important work we're doing to empower families to navigate the aging journey with confidence.

Our mission is to create a culture and environment where every associate and stakeholder

can benefit from our fair and inclusive practices. At Genworth, we believe that diversity of all kinds-viewpoints, perspectives, backgrounds, and ideas-makes us stronger as a company. We base our decisions on qualifications and merit and do not tolerate discrimination.

Statement on Human Rights Policy

As outlined in our Statement on Human Rights Policy, respect for basic human rights is embedded in our values and in our mission of helping families navigate the aging journey with confidence, and we have an unwavering commitment to the well-being of every human being. This policy supports the guiding principles established in our Code of Ethics, published in a document called "Integrity First," which sets forth our commitment to the highest ethical standards and fair dealings in our business operations. Our Human Rights Policy applies to those who work for us-all Genworth associates and contractors, regardless of geographical location; those who work with us-Genworth's subsidiaries and controlled affiliates; and those who work on our behalf-third parties representing Genworth and our suppliers.

Fair Pay

We are committed to fair and equitable pay practices. By structuring our compensation package to consider the knowledge, skills, and abilities of our associates, as well as their contributions, we can attract-and retain-top talent, which helps advance our strategic objectives. To accomplish this, we:

• Regularly review base pay, incentive pay, and total associate compensation

• Review our compensation structures and policies to ensure fairness and competitiveness in today's demanding marketplace

• Assess pay increases to ensure consistency among comparable peers

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

Employee Resource Groups

Genworth is proud to support 13 Employee Resource Groups (ERGs), which are voluntary, associate-led groups that are open to all associates regardless of background or identity. The ERGs connect associates and host events and learning opportunities. Each ERG is paired with an Executive Sponsor who offers mentorship, supports the ERG leaders with event planning and execution, and promotes the ERG across our businesses. While ERGs provide valuable perspectives and foster community, they do not participate in or influence hiring, promotion, or other employment decisions. Approximately 43% of our associates participate as members of at least one ERG.

Our Genworth ERGs Include:

The Asian American and Pacific Islanders Employee Resource Group

The Career Development Employee Resource Group

Our LGBTQ+

Employee Resource Group

Caregiver | Aging | Resources Endurance | Soundboard

The Military Employee Resource Group

Suicide Prevention Education Advocacy & Kindness-The Suicide Prevention & Mental Health Awareness ERG

Connecting, Respecting, and Empowering Women or Whomever

The Hispanic/Latinx Employee Resource Group

An African American Heritage Employee Resource Group

Employee Participation Inclusion Council

The Native American Employee Resource Group

The Women in Technology Employee Resource Group

Genworth Ability Inclusion Network

The (Dis)Ability Employee Resource Group

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

‌Associate Engagement & Feedback

Fostering Connection Through Communication

Our ability to act as one unified company and to move together toward our shared purpose relies on every associate understanding and feeling connected to our core values and strategic vision. To support this, we prioritize clear and transparent communication through a variety of channels. Some of our routine communication methods include GenCentral, our intranet site, and a variety of monthly newsletters from our Total Rewards, Community Relations, Diversity & Inclusion, and Talent Development teams.

Engagement Through Events and Forums

Throughout the year, we host a range of events designed to foster open dialogue and strengthen our collaborative culture. These include quarterly town hall meetings, companywide discussions with leadership team members, panel discussions, and other forums. These events provide valuable

opportunities for associates to interact directly with leadership, offer feedback, and gain deeper insights into company initiatives and strategic priorities. Such engagement further enhances our commitment to transparency and continuous improvement.

Expanding Feedback Loops for Continuous Improvement

Associate participation in feedback loops continues to exceed industry averages.

As part of our commitment to continuous work-life improvement, we continued to broaden our associate feedback mechanisms in 2025 to better understand

what we're doing well and where we have opportunities to improve. Our feedback channels include engagement

pulse checks which ask a variety of cultural and associate experience questions three times a year, along with a series of executive listening tours and focus groups to gather additional perspectives. In December 2024, we also conducted a one-time Total Rewards survey to gain insight into our associates'

satisfaction with their benefits package. You can read more about this survey in the Spotlight at the end of this chapter.

Consistent with previous years, associate participation in our feedback loops remained strong throughout 2025, with results continuing to exceed the industry averages used in Energage benchmarking. Our Pathfinders program, now in its third full year, brought together nominated associates

from across the company to help strengthen belonging, transparency, and recognition.

Their efforts included hosting a Human Resources forum to share updates and address associate questions. We are leveraging the collective

insights from Energage, engagement pulse checks, listening tours, focus groups, and the Total Rewards Survey to make feedback-based decisions and evolve our programs in partnership with the Pathfinders cohort and business leaders.

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

Awards and Recognition

Genworth and CareScout were proud to earn several awards in 2025 that recognize us as a top employer across multiple categories and locations.

To help benchmark Genworth and CareScout against our peers, for the third year in a row, associates completed the Energage engagement survey, and their responses earned us national recognition in USA Today as a Top Workplace.

Associate Reward and Recognition Programs

At Genworth, we foster a culture where associates feel inspired to bring our company values to life. Our reward and recognition programs support this culture by celebrating the

contributions of associates who exemplify these values: Make it human. Make it about others. Make it happen. Make it better.

We were also recognized as a Top Workplace for Compensation & Benefits, Innovation, Work-Life Flexibility, Leadership, and Purpose & Values.

Additionally, our Richmond, Virginia, and Stamford, Connecticut, offices were recognized as regional Top Workplaces.

We were also recognized as a Top Virginia Employer for Interns, one of the Best Places to Work for Working Daughters, and a rvatech Digital Transformation

of the Year finalist.

For her dedication to creating a culture of belonging, Melissa Hagerman, Genworth's Chief

Human Resources Officer, was recognized as the HR Leader of the Year at the TLC Lions Human Awards Americas 2025.

Reward Programs

On Point: Our peer recognition platform allows associates to acknowledge colleagues who demonstrate our values in action. Associates can share social recognition messages and allocate from a monthly bank of points to peers, which can be redeemed for rewards or donated to charitable organizations.

Compass Award: Our keystone annual peer-nominated program honors the top performers who go above and beyond and display all four of our values at an exceptional level. Recipients receive a four-part prize reflecting each value.

Management Awards: All associates are eligible for monetary awards that recognize exceptional efforts extending beyond regular job responsibilities.

Recognition Moments

Service Anniversary Program: Associates celebrating incremental five-year service milestones receive digital cards and On Point platform points to acknowledge their tenure and contributions to our company.

Promotion Recognition Moments: When associates grow into new roles, leaders publicly acknowledge their achievements and career progression.

Celebrating Internal Mobility: Our "On the Move" GenCentral series showcases the journeys of associates who are growing in their careers.

Customer Service Hero: Each month, three associates are recognized for providing exceptional service to our customers.

INTROINDTURCOTDIOUNCTIONOUR PEOPCLEARINGOFUORRCUSTOMERS CARIONUGRFCOORMMUNITIES

OUR PEOPLE

OUR CUSTOMERS

OUR COMMUNITIES

FCOASRTINEGRINFOGRSOUND CORPORATFEOGSOTEVREIRNNGASNOCUEND

CORPORATE GOVERNANCE

BUILDING THBEUFIOLDUINDGATTHIOE NFOFUONRDAABTEIOTTNER FUTURECONCCLOUSNIOCLNUSION

FOR A BETTER FUTURE

DDISISCCLOLOSSUURREE DATA

DATA

‌Our Workforce

Strategic Talent Acquisition

In 2025, we focused on strengthening our associate base with strategic recruiting efforts across the organization, including our customer-facing teams, our expanding CareScout businesses, and critical hiring to advance the company's Information Technology (IT) modernization and digital transformation. Our commitment to attracting and supporting U.S. military veterans, U.S. Army Reserve and National Guard members, and military spouses and domestic partners also remained in focus.

Expanding Partnerships and Talent Pipelines

We continued to expand our presence and partnerships with colleges and

universities, professional organizations, and student-centered networks to enable better connections to top-tier talent and reinforce our company's reputation as an employer of choice. Our internship program continued to play a key role in developing a pipeline of

highly skilled, early-career professionals from a wide range of backgrounds, experiences, and academic disciplines. Notably, 2025 marked the return of on-site internships for the first time since 2019, offering interns an enhanced learning experience, deeper immersion in our company culture, and more opportunities for hands-on engagement. Our partnerships with select universities were further deepened through expanded career development programming, increased faculty engagement, and targeted student outreach initiatives.

Retention, Advancement, and Internal Mobility

"Fostering a supportive and authentic culture must include helping associates understand how they can grow their careers and extend where they can make impacts across the organization. When we can capitalize on that visibility through combining career coaching, upskilling, and internal mobility, it can energize and inspire our talented associates to invest in their career paths and build skills that will help keep Genworth and CareScout future-ready."

Chad Caples

Sr. Director, Talent Acquisition, Internal Mobility and Workplace Experience

Equally important as attracting new talent is retaining and advancing existing talent. In 2025, Genworth strengthened its focus on internal mobility by creating meaningful pathways for associates to grow their careers within the organization. A key milestone was formalizing a leadership commitment to promoting career growth and strengthening associate engagement and visibility across the enterprise. These efforts were complemented by our new "On the Move" features on

GenCentral, celebrating associates' career transitions and reinforcing a culture of growth and inclusion. Recent improvements to application procedures have enhanced transparency and fairness in career progression opportunities. Together, these actions reflect Genworth's dedication to fostering a future-ready workforce and supporting associates in building fulfilling careers. In addition to the new hires added across the organization, 400+ Genworth associates experienced career mobility and found their next roles within the company.

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

"In 2025, I needed to have surgery on my hand which I found daunting. Genworth's benefits team was there every step of the way, helping me seamlessly transition to short-term disability and then back to work when I was ready. I am grateful to have such a great support system at work."

Donna Hostetler

Business Systems Analyst

‌Investing in Our Associates

We believe that our people are our greatest asset. We invest in our associates with learning and development opportunities,

a comprehensive benefits package, and modern and flexible workplaces to ensure they have the resources they need to care for their own families and to serve our customers.

Our Offices

Our offices are intentionally designed to support associate health, wellness, and collaboration, offering a range of modern workplace features and resources. Associates benefit from ergonomic furniture, flexible and collaborative workspaces, onsite

We support our associates and their families

at every stage of life.

fitness centers, health clinics, and cafeterias with healthy meal options.

Additional enhancements such as upgraded meeting room technology, grab-and-go markets, and dedicated

lounge spaces further promote well-being and team interaction, ensuring that associates have the amenities and environment they need to thrive at work.

Benefits Overview

Genworth supports associates and their families at every stage of life with a comprehensive benefits package that promotes physical, mental, and financial well-being. Our programs include competitive medical, dental, and vision coverage, flexible spending accounts for

health and dependent care, and work-life and mental health resources through our Employee Assistance Program (EAP). Associates

also have access to onsite wellness services at some locations, gym membership reimbursement, preventive health programs, and digital coaching and consulting tools.

We offer financial benefits that include a 401(k) savings plan with company match and additional employer contributions, financial planning, tuition reimbursement, student loan repayment, childcare subsidies, adoption assistance, life and disability insurance options, and identity theft protection. These benefits are designed to promote long-term financial security and to

support associates as they grow their careers.

Associates who use public transportation can also participate in a Commuter Flexible Spending program, which allows them to set aside pre-tax dollars to pay for qualified commuting expenses.

We promote work-life balance with a generous choice time off policy, 12 paid holidays, 40 hours for volunteering, and 20 hours for ERG activities each year.

Genworth also provides up to 25 weeks of short-term disability leave, plus up to

12 weeks paid family leave annually, which includes parental leave (maternity, paternity, adoption, and foster care) and eldercare or caregiver leave.

Given our business focus and company mission, we also are particularly focused on helping our associates and their loved ones navigate the aging journey with confidence. From the first day of employment, our associates are automatically enrolled in our employer-paid group long-term care insurance program. Associates are also eligible for CareScout Caregiver Support Services, which connects them with a Care Advocate who provides personalized resources and guidance for their caregiving needs.

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

Comprehensive

Well-Being Resources

Genworth offers a wide range of wellness resources and initiatives to promote holistic well-being for all associates:

• Wellness-focused sessions on topics including CPR training, chronic and acute medical conditions, diet/nutrition, and stress management.

• Mental health awareness efforts throughout the year, including educational sessions and events during national mental health observance month to ensure associates and their families have the support they need and to reduce the stigma regarding mental health in the workplace.

• An onsite Mental Health Counselor who supports work groups following traumatic events and leads wellness sessions centered on mental well-being.

• RethinkCare benefit, providing on-demand clinical consulting, digital training, and videos to support associates in their parenting, personal, and professional development.

Associate Training Requirements

Genworth associates complete required training on topics related to compliance, risk, the Health Insurance Portability and

Accountability Act (HIPAA), and cybersecurity, as well as annual acknowledgments of important corporate policies. Of note,

all associates complete an annual acknowledgment of our Human Rights Policy and our Code of Ethics, which is known as "Integrity First". You can find additional details about our compliance and cybersecurity training in subsequent chapters of this report.

Continuous Learning and Development

Genworth's Talent Development team cultivates engaging, innovative, and practical development solutions that empower our associates to learn, grow, and succeed.

In addition to required training programs, we also offer a variety of development opportunities for associates and leaders at all levels. This includes open-enrollment instructor-led sessions, specialized development programs, team-based development, individual development, and custom learning solutions. We also offer asynchronous opportunities such

as e-learning courses, and self-paced

learning guides and materials that are available through our Workday Learning and LinkedIn Learning platforms.

Our programs are comprehensive and include both professional and leadership development opportunities to support our associates at every stage of their careers:

KickStart: Eases the transition into the workplace, helps build a network, and develops critical professional skills

Trusted Advisor Program: Enhances the communication and influencing skills of the technical professional

Preparing for Leadership: Designed to support the development of emerging people leaders

Building Leadership Essentials: Develops foundational leadership capabilities for new leaders

Adaptable Leader Program: Enhances leadership capabilities with a focus on adaptability for mid-level leaders

University of North Carolina (UNC) Executive Development Program: Broadens business perspectives, develops an innovative mindset, and enhances executive presence

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

In 2025, our associates participated in over 8,900 hours of training and other professional development activities, averaging approximately three hours per associate. These hours came from a wide variety of opportunities, including live and asynchronous courses, formal programs,

team sessions, and individual development.

On average, associates spent approximately 3 hours each participating in voluntary training and development activities.

Custom Learning Solutions

We expanded our custom learning solutions in 2025 to meet our evolving business demands, delivering several intact

team sessions that utilized reputable tools such as Hogan Assessments and Gallup's CliftonStrengths®.

Supporting Career Growth and Measuring Program Effectiveness

Through both our Talent and Performance Management processes, managers discuss career goals with associates and encourage them to pursue development opportunities

that best suit their needs. Managers are key partners in helping associates build

development plans to help them accomplish their specific goals and find ways to reinforce the learnings back on the job.

We believe that it is critical that our development offerings are effective.

To measure effectiveness, we utilize various

evaluation processes to ensure that our associates are getting the development they need

to be successful. For our stand-alone course offerings, we survey associates

immediately following the final session of the course for feedback on the instructor, content, and learning methodologies. For our development programs, we take a longer-term approach, collecting data at the start of the program and comparing it to post-program data. For many of our programs, managers also provide their pre- and post-program insights to provide their perspectives on how the participants have grown during the program.

INTRODUCTION CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

SPOTLIGHT:

Insights Into Total Rewards & Well-Being

In December 2024, we conducted a one-time Total Rewards Survey to gain deeper insight into how associates perceive our pay, benefits, retirement and savings plans, and well-being resources. The survey invited associates to evaluate current offerings, provide input on potential future programs, and assessed their understanding of our current Total Rewards program. The response rate was significantly above industry benchmarks, providing assurance that the results accurately reflect the perspectives of our associate population.

The results provided a clearer understanding of the rewards and benefits most valued by associates and identified opportunities to enhance support for their financial, physical, and emotional well-being. These insights directly informed our 2025 Total Rewards planning, including the return of a Service Anniversary Program and increasing both the value and scope of our wellness subsidy.

We continue to use this feedback to guide ongoing benefits communications and to inform new initiatives planned for 2026 and beyond, ensuring our Total Rewards strategy evolves with the needs of our associates.

Genworth FY2025 Sustainability Report 18

‌Caring for Our‌

Customers

We recognize that every interaction is an opportunity to make a meaningful, positive impact.

Genworth FY2025 Sustainability Report 19

INTRODUCTION

CARING FOR OUR PEOPLE

CARING FOR

OUR CUSTOMERS

CARING FOR

OUR COMMUNITIES

FOSTERING SOUND

CORPORATE GOVERNANCE

BUILDING THE FOUNDATION FOR A BETTER FUTURE

CONCLUSION

DISCLOSURE DATA

‌Our Enterprise Strategy

Our Genworth Insurance (Closed Block) and CareScout businesses each play a critical and complementary role in Genworth's long-term success and in our overall enterprise strategy. Leveraging Genworth's deep historical data and industry experience, we are building an integrated ecosystem of care and funding solutions through CareScout that makes aging more dignified, connected, and fulfilling. Our strategy is anchored in five key pillars:

1. A diverse product portfolio that expands care services and funding options, strengthens our platforms, and optimizes our networks.

2. A profitable and sustainable business model that balances customer centricity with strong risk resilience.

3. A customer-centric culture supported by scalable programs that support both customers and associates.

4. A future-proof technology foundation built for long-term sustainability, enabling us to adapt and scale as business needs evolve.

5. A leading brand that champions agency in aging, grounded in a strong operational foundation and strategic platform expansion.

Genworth FY2025 Sustainability Report 20