Stockholm 17 February 2022

To our stakeholders:

I am pleased to confirm that Futur Pensions Försäkringsaktiebolag (publ) reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication.

Sincerely yours,

Torgny Johansson
CEO

We have several Policies and instructions relating to Human rights. For example "Work Environment Policy" Gender Equality and Diversity Policy" "instruction regarding discrimination". We also have a business relationship code of conduct.
Goals within this areas this year is to set more specific goals on gender equality within our organisation. We are planning on having workshops regarding this to see where we want to improve even more.

The responsibility within this areas is within HR, and there is a HR manager at our company that handles these topics and who is involved if there would be an issue.We have whistle blower system that can be used by everyone in the company and we do surveys regularly to make sure that all employees have a channel to express their opinions and thoughts on Human Rights.
There is an employee handbook that have all the information regarding being an employee and where to turn to with different questions.

We do an anonymous survey every year on the topic of discrimination (race, color, national origin or ethnicity) to make sure that every employee has a chance to speak their mind in case they believe there are things we are not handling. There has not been any cases of discrimination within our company.
We also have, to make sure there is a possibility for all employees to speak their minds a whistle blowing system, so that they can register if there is something they believe is not working.
We also, on a regular basis (every other month) send out an anonymous survey on a more general note, to make sure all of our employees are satisfied. There are questions about, stresslevels, workload, health, cooperation. This is monitored and discussed within in every team and there is an overall score on engagement that we use as a KPI.

We have a Work Environment Policy to make sure the rights are being upheld and that we have a safe working environment.
We also have a collective agreement that stipulates all rights that the employee has and the obligations that we have as an employer. In that it stipulates working hours, vacation, minimum wage, parental leave etc. That way we are minimizing the risks regarding labour rights. All employees have a employment contract and these are standard agreements that have been negotiated with the union.
There is an employment handbook with all benefits and "good to know", that you can read. You also get a "welcome to us" letter when you sign the contract with all benefits written and where to turn to if you have any questions.
Goals for the upcoming year is to focus even more on the working environment as we are now coming back to the office after the pandemic.

This is some of the things we do towards our employees:
- Inform in our contracts on the role of employees
- A job descriptions developed for most roles within the company
- There are clear indications of expected working hours in contract as also elaborated in the collective agreements
- Provides sufficient time and clarifications for employees to consider and negotiate any element of their employment contract, with possibility of assistance from unions that also provide for template contracts. Contracts are templates that are developed by the unions and it is stipulated in the collective agreements what needs to be stated in them
- there is a employee handbook where all needed information is, and all employees have access to the collective agreement.
- Signed employment contract by the beginning of the work for all employees is ensured. A person cannot start working without a contract
- Short term employees are hired on time-limited agreements "

We measure gender equality and have that as a KPI. We measure it on different levels. In the company as a total, and there we have as of today 50% men and 50% women. We also measure it in management where we as of today have 25% women in management (2 out of 8). We have a goal of 40% women in management.

We have no incidents relating to employees and we have a whistler blower system where there is a possibility to report as an employee.
There is also a union representative in the organisation, and that persons job is to make sure that we are acting according to our collective agreements. HR has regular meetings with that representative.

We have a Sustainability Policy and a Business Relationship Code of Conduct that covers the environment area. It is also covered in our Procurement Policy, where it states that the impact on the environment should always be an important factor.
Goals for 2022 is to reduce our own carbon footprint (we measure it every year) and for 2022 we also want to include some of our suppliers and also the carbon footprint on some of the funds that we have available on our platform. We do not have our own funds and are not the legal owner of the funds on our platform, still, we want to be transparent and show the carbon footprint of the funds.
We see it as our mission to inform an educate our customers in order for them to make more sustainable choices when it comes to their investments. Therefore we have a a lot of information about each fund on our website. You can filter the funds by different categories and thereby find more information about the funds. We also show which fund companys that have signed Global Compact.

We have a mandatory e-learning that every employee needs to go through when they start working with us, and last year every employee at Futur did the e-learning. It is called "Sustainability in the financial industry" and covers the regulations from EU within sustainability. There is a test at the end and you get a certification when you pass the test. There is a new test every year, to keep learning within this area.
We talk to our suppliers about sustainability and we buy as much environmental friendly goods as we can.
We recycle all at our office and we have a KPI of reducing the amount of letters sent out to customers by mail, and instead sending them digital.
We have changed our company cars policy so that the only cars you can choose from are hybrid cars or electric cars.
We are in the process of signing SBTI, in order for them to help us calculate how much we need to reduce our carbon footprint in line with the Paris Agreement.

We have during the past year changed our company car policy and that way increased the number of hybrid and electric cars. Within the next 5 years we have a goal of only having electric cars in our car fleet.
We signed some initiatives within this area to show our commitment, for exampe "Fossil free Sweden".
There has not been any legal cases or complaints within the environmental area for us.
We measure our carbon footprint since 2020 and our target is to reduce our carbon footprint in accordance with the Paris Agreement.

We do continuous risk assessment within this area, especially within anti-money laundering. Being within the finance industry there is a high focus on this and we are operating within a regulated market. We have several Policies that are within this area, for example "Instructions regarding Anti-Money Laundering and financing of terrorism", "Instructions on policies about gifts and events", Policy on ethical guidelines" "policy regarding conflicts of interest"
What we do among other things in this area are:
- Complies with Swedish and EU law regarding money laundering
- Conducts regular AML (anti money laundering) risk assessment on this area
- Risk assessment provides support on where to focus our efforts by identifying biggest risks and relevant functions.
- KYC (know your customer) procedures when onboarding new customers
- Has a policy on anti money laundering. This feeds into instructions to all relevant functions on how to manage risks of money laundering.
- Ongoing due diligence to ensure that initial information provided by customers is relevant and updated (high risk customer info is updated annually, middle-risk 3 years, low-risk 5 years, with ongoing checks wherever relevant)
- Ongoing screening procedures to alert any suspicious or unusual behavior (e.g. large amounts)
- Has a "Policy against Bribes" (as well as an instruction on gifts and hospitality) for all employees on how to manage risks in relation to bribes or corruption.
- Works primarily with big, renowned brokers with strict policies on anticorruption to ensure that any agreements are always to the benefit of the customer. We require all brokers they have Insuresec license, which follows up on complaince with applicable rules including anticorruption.

Being an insurance company means constantly working with Anti-Money Laundering (AML) and data security. We continuously strive to become better in this area so that our customers can feel safe placing their investments with us. We do continuous IT security awareness for all employees and consultants, including management team, to make sure that we are all equipped to protect our customers in the best way possible. We also do training within AML and compliance. During 2020 we implemented an IT and information security framework, which helps prioritize the tasks to reduce risk levels and build security in the organization. We have also provided more resources and employees to both areas during the past year including hiring an Information Security Officer (during 2020) responsible for managing and reducing information security risks within the company.
We educate all employees on AML (AML training is developed in depth and in addition to anticorruption training.

We have multiple internal controls to ensure responsibility, with three levels of defense: employee, compliance and internal audit hold responsibility to ensure compliance with rules. Audits are conducted annually. Education and training is also conducted annually and is also part of the onboarding of new employees.
We have several KPI's in this area:
Fair advice to customers: Investment related investigations and number of employees investigated.
Data Seccurity: Number of GDPR data breaches
Compliance: Number of complaints and issues received.