Annual Update 2025

Increasing the representation of women in senior roles is a strategic priority for MUFG's EMEA Executive Team, with strengthening a culture of collaboration, belonging and excellence being one of the four pillars of our EMEA corporate strategy.

The commitment we have made in becoming a signatory of the Women in Finance Charter in 2017 remains a strategic imperative for MUFG, with progress against our targets governed by our EMEA Culture and EMEA Diversity, Equity and Inclusion Committees.

2025 Progress Update

In 2024, having met our target one year early, we have set out a new goal of achieving 30% representation of women at senior management level by June 2027.

We aim to achieve this target by ensuring balanced approach to recruitment and progressing internal talent. We focus on Managing Directors and Directors across our EMEA business to ensure we are building a strong pipeline for senior leadership roles in the future.

Progress towards achieving this target, as well as wider actions to support our Diversity, Equity and Inclusion strategy is linked to Executive performance and compensation. This ensures accountability is embedded at senior leadership level.

Key 2025 highlights include:

• As of 30 June 2025, we have achieved our interim milestone of 27% representation of women Directors and MDs.
• Women represent 47% of our 2025 EMEA Analyst Programme
• Female representation on our EMEA Board is 40%, up from 20% in 2021.

While we are proud of our progress, there is no room for complacency. Increasing senior female representation remains a key priority for MUFG as we continue to focus on building a truly inclusive culture and ensuring an effective governance framework and robust accountability measures.

EMEA Diversity, Equity & Inclusion Strategy and Governance

We recognise that having a comprehensive DEI strategy and programme that is supported by a robust governance framework is instrumental in enabling sustainable growth for our business.

Our DEI vision is to continue to build an inclusive, equitable and diverse workplace that reflects our society, where everyone feels they can succeed and be their authentic best. We have three strategic priorities:

• Increase diverse representation by attracting, developing and retaining diverse talent so we can better reflect the world in which we live
• DEI Learning, Development and Career Pathing to increase opportunities for personal growth and the achievement of career ambitions
• Build an inclusive culture where difference and individualism is valued as a strength and where every employee is able to be their authentic self at work

Developing a strong internal female talent pipeline is a critical component of our DEI Strategy, and is central to us achieving our Women in Finance Charter target. As part of Advancing DEI Learning, Development and Career Pathing pillar, we are focused on enhancing our internal talent pipeline. We use data to inform our strategies and actions plans, with gender diversity forming an important component of our Talent, Promotion and Development processes.

We are also focused on holding our senior leaders accountable. Our EMEA leadership objective is cascaded to all members of our EMEA Management Committee, and includes key DEI metrics including our Women in Finance Charter targets and improving our Gender Pay Gap. This objective forms a part of the performance scorecard for our senior executive team and is linked to executive compensation. To extend this further, our mandatory manager objective ensures that all managers are now evaluated on their performance as managers, considering factors including diversity, equity and inclusion.

There is more work to be done to ensure we meet and exceed our targets. Having set our new gender target over the next three years, we continue to focus on building a truly inclusive culture and ensuring an effective governance framework and robust accountability measures.