Greater
Possibilities
Together

2022 Corporate Responsibility Report

1Introduction

By reducing our environmental
footprint through green construction
practices and incorporatingstate‑of-the-art efficiencies into
our buildings, we’re creating
greater possibilities together.
2022 Corporate Responsibility Report 2

1

Introduction

Through partnerships andvolunteerism that foster
financial stability and enable
the future leaders of ourindustry to thrive, we’re creating
greater possibilities together.
2022 Corporate Responsibility Report 3

1

Introduction

Through inclusive learning anddevelopment opportunities thatempower all of our employees
to grow and advance newskills, we’re creating greater
possibilities together.
2022 Corporate Responsibility Report 4

1

Introduction

A message from Invesco’s
President & CEO
At Invesco, we’re committed to creating greater
possibilities for our clients, our employees andour communities. For more than 30 years, Invesco
has offered a broad range of environmental,social and governance (ESG) capabilities forclients seeking strategies that align with theirinterests and investment objectives.

Diversity, equity and inclusion (DE&I) continues
to be a focus across our global business. We
are pleased to have achieved 37 percent senior
female managers across the company (up from24 percent in 2018) and increased the diversityof the Invesco Ltd. Board to 36 percent. We
remain focused on making further progress.

Our corporate responsibility (CR) strategy
focuses on three pillars:

Additionally, we expanded our businessresource groups (BRGs), which comprise
an internal support network of individuals
representing the expanding diversity of ourfirm. Across our global organization, we support
12 BRGs, which held more than 100 programs in
2022 honoring key holidays and observancesand building connections and opportunity for
professional development.

• Fostering a culture where diverse people andideas thrive;• Making responsible investments thatalign with the long-term interests of ourclients; and• Ensuring sustainable operations andstrong governance.
In our 2022 Corporate Responsibility Report,
we highlight our efforts to ensure the well-beingof our people through a culture of inclusion
and innovation. We also share details on our
new hybrid work model that provides greater
flexibility and work-life balance for employees
while they continue to provide excellent service
to our clients.
Professional development and ongoing learning
opportunities empower our people to build andsharpen their skills while creating a pathway toadvance and grow in their careers. Last year,
we offered more than 140 programs tailoredto employees at every step of their careerand guidance on how to adapt to our hybrid
workplace, with popular topics including personal
effectiveness, time management and how tostand out and share their career aspirations.

We also formalized our supplier diversity efforts
through an inclusive procurement processthat provides fair and equal opportunity fordiverse suppliers, as well as joined advocacy
organizations to help us benchmark andstrengthen our practices.
We are committed to reducing the impact wehave on the environment and shaping a moresustainable future by aligning our people, ourbuildings and our operations to our goals. This
includes our new global headquarters in Atlanta,
which is slated to be the first commercial interior
project in the state of Georgia to achieve both
LEED (Leadership in Energy and Environmental
Design) Platinum and WELL Building Standard
Platinum certification.
In this year’s report, we also celebrate ourcommitment to the communities in which we
operate, supporting 128 nonprofits globally. Our
20 global Invesco Cares chapters through active
engagement and volunteering, have brought
positive, lasting change where it is needed most.

Looking ahead, we
remain focused ondelivering an investment
experience that enhances
quality of life for ourclients, employees andcommunities.

Marty L. Flanagan
President & CEO
Invesco2022 Corporate Responsibility Report 5

1

Introduction

8,600
employees
focused on client needs
across the globe

About Invesco

120+countries
in North America,
EMEA and APAC

More than$1.4
trillionin assets under management

Solid financials,

1

Invesco is one of the world’s largest
independent investment management
firms, delivering a comprehensive
range of portfolio solutions.
For more than 30 years, Invesco has been associated withresponsible investing, thanks to our global presence, broad
investment capabilities and dedication to achieving greater
possibilities together. Our specialized investment teams
manage investments across a range of asset classes, investment
styles and geographies, and our significant presence in theretail and institutional markets in North America, Europe,
the Middle East and Africa (EMEA), and Asia‑Pacific (APAC)
allows us to serve clients around the globe.

Serving clients ininvestmentgrade debt
ratingand a strong balance sheet

A range ofESG
capabilitiesaligned to clients’ interests andinvestment objectives

1 As of December 31, 2022.

2022 Corporate Responsibility Report 6

1

Introduction

Makinghistory at our
Midtown Union
headquarters

Well-being features include:
Ergonomic workstations

Mothers’ rooms and serenity rooms

Nutritious food and beverages andoptions for those with allergies anddietary restrictions

Environmental sustainability features include:
In 2022, Invesco completed construction on our new global
headquarters at Midtown Union in Atlanta, a state‑of-the-art building thatprioritizes environmental sustainability and our team members’ healthand well‑being. We aim to obtain LEED and WELL Platinum certificationsand WELL Equity Rating1 in 2023—which would make our headquarters
the first in Georgia and seventh in the United States to receive both
recognitions for a commercial interior project. We obtained the WELL
Health Safety Rating, a subset of the WELL standard, which ensures wehave taken steps to address a post-COVID-19 environment and mitigate
any health and safety-related issues.
We’re excited to welcome our colleagues, clients and community members
into our new headquarters, and proud to call it Invesco’s new home.

Outside terraces and natural light

Presence of biophilia—plants andInvesco’s signature fish tank
Water use is designed to be

40%

Recycling and composting bins
are located throughout to reduce
operational waste

less than a code-compliant space
Emissions will be offset throughthe purchase of renewableenergy certificates
Energy use is18%

more energy efficient than acode‑compliant spaceOver

Cleaning products that have met WELL
requirements to ensure high air quality

Acoustic materials to mitigate soundtravel between spaces

Strict material requirements mean thatmaterials (flooring, paint, furniture,
drywall, etc.) used in the space
are not harmful to occupants orthe environment

The building is walking distance topublic transport, electric vehicle (EV)charging stations and bike storage

75%

of construction materials have been
recycled or reused

1 According to rating info as listed in LEED and WELL project deliverables.

2022 Corporate Responsibility Report 7

1

Introduction

2022 CR highlights

1, 2Committed topeopleCommitted tocommunities

Committed tothe environment

37%

20

CDP

12

Seven

2030 goal:3of senior managers are womenInvesco Cares chapters globally

discloser and member

memberships with supplier
diversity organizations

46%

36%

128

18

55%

3.5 million

76%

Enhanced flexible working model
introduced, including hybrid andremote working

Supported Ronald McDonald House
Charities throughout the Americas forsecond consecutive year

employee-led BRGs

Board diversity in terms of gender and raceof 2022 U.S.-based hires were people of color

nonprofits supported globally

viewers on How Not To Suck at Money

reduction in energy use and emissions output

Green Teams globallyof occupied properties have an International
Organization for Standardization (ISO)
14001 certification

Signatory to the Net Zero AssetManagers initiative

1A ny reference to a ranking, a rating or an award provides no guarantee for future performance results and is not constant over time.
2 As of December 31, 2022.
3 There can be no assurance that stated objectives will be realized.

2022 Corporate Responsibility Report 8

1

Introduction

Our CR program

We believe that CR is foundational in creating greater
possibilities together for a sustainable future.

Our CR program takes a holistic approach that supports stakeholders inside andoutside our company walls—while also minimizing our impact on the environment.

Our CR
programpriorities

Our people

Our clients

supporting the mental
and physical health of ouremployees, building skills forthe future of work and fostering
a diverse, inclusive andempowered workforce

providing a broad rangeof ESG capabilities aligned
to client interests andinvestment objectives

Our communities

Our environment

supporting the local
communities in which welive and work

being good stewardsof the Earth andits resources

2022 Corporate Responsibility Report 9

1

Introduction

To us, CR is rooted in responsible investing, transparent governance, ethical operations andinclusive hiring and development. As we continue on our CR journey, we are always learningand identifying new ways we can become more effective in our mission.

Our CR pillars

Diverse, equitable& inclusive
cultureESG
capabilities

Sustainable
operations &governanceOur actions create anenvironment where diversity
can thrive. Our broad definitionof diversity promotes employee
well-being and inclusion across
our organization.

Our ESG approach is investmentteam led and client-focused. As aresult, our actions and investment
decision-making are in alignment
with our client’s values, goals
and objectives.

Focus areas:

Focus areas:

We govern ourselves in an
ethical, transparent andresponsible manner. We conduct
our operations in a way thatminimizes our impact on theenvironment while striving toprotect and enhance results forour stakeholders.

• Corporate giving
and volunteerism• ESG insights in our investment
decision-making

Focus areas:• DE&I• Active ownership• Employee engagement andsense of belonging• Innovation and data

• Fair labor practices• Fostering psychologicalsafety• Training and professional
development• Client partnerships• Industry engagement

CR governanceOversight of CR issues occurs within Invesco’s existing Board governanceframework. The Board drives the strategy, oversight and governance of our
CR internal programs and operations, including participation in industry
advocacy and policy efforts, and charitable and community organizations toenhance our impact in sustainable global efforts.
The Global Investment Council (GIC), made up of chief investment officers and managing
directors from Invesco’s global investment centers and asset classes, is co-chaired by Invesco’s
CEO, Marty Flanagan, and Head of Investment Senior Managing Director, Greg McGreevey.
The GIC provides oversight to our specialized investment teams and offers a balance of global
expertise, support and connectivity. In this way, it helps provide better outcomes for clientswith greater consistency over the long term. The GIC ESG Sub-Committee focuses on ESG
investment topics, including climate change.
See page 49 for information on Corporate Governance at Invesco.

• Board diversity• Business ethics andprofessional integrity• Corporate governance andrisk management• Cybersecurity• Data privacy and protection• Environmental stewardship• Financial performance• Human rights• Legal and regulatorycompliance• Public policy involvement• Responsible sourcing
and procurement• Transparency anddisclosure2022 Corporate Responsibility Report 10

PeopleWe empower employees
through a culture of inclusion,
innovation and excellence.
2022 Corporate Responsibility Report 11

2

PeopleOur approach topeople management

Our
shared values
Our shared values define
who we are and how wework together to deliver forour clients, our colleagues
and our business.

Mutual support

Our work matters

Our culture is stronger when
we all feel we belong, and we
respect each other’s identities,
lives, health and well-being.

We act with integrity anddo meaningful work thathas an enduring, positive
impact on our clients,
our colleagues andour communities.

Power of teamwork
We believe we achieve more
together. It is fundamental to
our culture, and it is a part ofwhat makes Invesco a greatplace to work.

Collective growth
We want the best for ourpeople—both personally andprofessionally. We nurture andencourage our employees togrow new skills, experiences
and perspectives. We nurtureand encourage our employees
every step of the way.
2022 Corporate Responsibility Report 12

2PeopleDiversity, equity & inclusion
We’re cultivating a diverse, equitable and inclusive culture for all employees.

Over the last few years, our global focus on DE&I has grown exponentially. We havecontinued to embed DE&I goals across the business and engaged employees in our
BRGs. Along our journey there has been a strong focus on creating a truly inclusive
workplace—to increase a sense of belonging and create a culture where anyone canflourish, and to enable us to deliver the best outcomes for our clients. We work toensure that DE&I is appropriately reflected by who we are and how we operate.
2022 highlights

Best Places
to Work

37%

women in senior
managementof 2022 U.S.-based
hires were people of color

for LGBTQ+ Equality by the
Human Rights Campaign

Best forWorking
Parents

Award in EMEA by
Management Today, basedon our Enhanced Paid
Parental Leave offering1

1 Any reference to a ranking, a rating or an award provides no guarantee for future performance results and is not constant over time.

55%

100%

score on Human Rights
Campaign’s Corporate
Equality Index for thethird consecutive year

2022 Corporate Responsibility Report 13

2

PeopleDE&I governance
Our DE&I focus areas
PeopleIncreasing diversity
and representation
through recruitment
and development

Client & community
Making progressin our industry andour communities

Purpose & priorities
Making diversity andinclusion integral to
who we are and how
we operate

Belonging

Ensuring an inclusive culture
where all colleagues feelsafe and supported

Diversity in our workforce

Our commitment to DE&I starts from the top. Our DE&I Executive
Committee is led by our CEO, with membership consisting of thefull Invesco executive team, Chief Human Resources Officer, headof communications and the DE&I team. Invesco leaders haveannual performance goals that drive DE&I priorities within theirbusiness units and across the firm.
Additionally, each year we give employees the opportunity toshape our DE&I efforts through our global “Your Voice” pulse
surveys. We analyze the survey results based on gender and race,
as well as the intersection of the two dimensions. We are proud toreport that results showed no meaningful discrepancies between
population groups in 2022. We will continue to measure acrossthese dimensions in 2023.

#CountMeIn
Our #CountMeIn self-identification campaign
gathers a more complete picture of our workforce
and helps ensure we are supporting all of ouremployees. The voluntary campaign captures
employee demographic data across dimensions
including race/ethnicity, sexual orientation, gender
identity, disability, neurodiversity, caregivers,
veterans, workplace returners and first-generationcollege graduates. All new employees have theopportunity to share their data with us at the timeof joining the company. Globally, 63 percent of
all employees have completed the survey, with
70 percent in EMEA, 64 percent in North America,
63 percent in India and 37 percent in APAC regions.

2022 Corporate Responsibility Report 14

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PeopleUnconscious bias training
Each person’s unique lifetime of experiences hascreated certain built-in biases that shape our behaviors
and how we see the world. In many cases, they are
difficult to realize and overcome. Unconscious bias
training is designed to help employees throughout
our organization recognize, understand and manage
hidden biases that can lead to poor decision-making
and undermine our DE&I initiatives and goals. Our aim
is to create a workplace culture where everyone istreated fairly and feels valued.

View video on how“Together we grow”.

Invesco’s companywide unconscious bias training,which all employees were required to take, was first
introduced to employees in 2020. Invesco will deliver
an updated course to ensure equitable employee
experiences continue to be prioritized.

Invesco India
recognized as a
Top Employer by
the India Workplace
Equality Index forthe third year ina row and Avtar& Seramount 100
Best Hall of Fame—Best Companies
for Women

DE&I learning and development
Ongoing learning and development opportunities
that advance DE&I across our organization are a core
part of our strategy. In 2022, we hired a Learning &Development Senior Program Manager to lead these
efforts. We also rolled out a refreshed set of Invesco
Competencies and introduced a diverse high‑potential
talent initiative designed to create greater exposure,development and progression opportunities
for high‑potential diverse talent through seniorleadership sponsorship.
Celebrating neurodiversity

Our culture of inclusion
Invesco celebrates the unique experiences and perspectives of our employees and recognizes that ourdifferences help us deliver greater outcomes for our clients. We strive to cultivate a safe working environment
where all employees can feel comfortable being their authentic selves—without fear of discrimination orretaliation. We support several programs and initiatives to drive this forward:
Focus on psychological safety
Psychological safety is a critical foundation for
an inclusive culture. In EMEA, we have focusedon driving improved psychological safety overthe past three years as part of our culture
development work. We have trained our leaderson the concept of psychological safety andthe essential interpersonal skills of humility,
curiosity and empathy through our leadershipconferences. We have also actively supported
many teams across the firm to improve theirlocal climate of safety.

Pulse survey results indicate we are making positive
progress, with notably improved scores for:• “While at work, I am comfortable expressing
opinions that diverge from my team”: up
six points (11 percent in favorability) fromMarch 2021 to July 2022.
• “My team values diverse perspectives”: up four
points (7 percent in favorability) from July 2021
to November 2022.

Neurodiversity is an important aspect of our diversity
programming. Neurodiverse individuals have talents,
perspectives and skills that can be distinctly beneficial
in many ways. In 2022, we continued to offer specificinternship opportunities for neurodiverse individuals
in EMEA.
In addition, our Neurodiversity Champions in EMEA
ensure we foster an environment of inclusion for
all types of information processing, learning andcommunication styles. In 2022, we trained
52 Neurodiversity Champions across EMEA. We also
launched a North American chapter of our Invesco
Neurodiversity Network BRG. In addition, we hosted
several external speaker sessions on topics related toneurodiversity—exploring intersectionalities with ourInvesco Working Families Network BRG, as well as ourEthnicity and Social Mobility workstreams.
As our Invesco Neurodiversity Network has grown, we
have taken steps to better support our employees on
the spectrum. We are working to create workplaceadjustments as well as guidelines for requesting suchadjustments. We have also partnered with the Business
Disability Forum, an organization that advises businesses
on how to become more disability-smart. They will help
to ensure that our neurodiversity guidelines meet thehighest standards and will be supporting us in achieving
Disability Confident Leader (Level 3) status—the highest
ranking under the U.K. government scheme.
Talks That MatterIn 2022, we laid the groundwork for Talks That Matter,a series of candid conversations based on the PwC
model of “Days of Understanding,” which will launch in2023. These facilitated, small-group discussions allow
employees to safely discuss their views on real-world
topics and help build a sense of inclusion and belonging
among one another.
Racial equity assessment
In our U.S. offices, we announced the launch of a racial
equity audit to better understand the progress we’ve
made, gaps in our business practices and how we
can further improve. The assessment will include thefollowing elements:• Assess Invesco’s diversity efforts and the progress
we’re making toward building a more diverse, equitable
and inclusive workplace (e.g., hiring practices,
retention, culture of inclusion).
• Understand our business practices, including
diversity among third parties that do business withus (e.g., vendors) as well as the impact of our proxyvoting approach.
• Research how Invesco interacts with and supports thecommunities in which we operate.
An employee steering committee will oversee theassessment, and the Invesco Ltd. Board and its
Nomination and Corporate Governance Committee
will oversee the assessment on behalf of the Board.
Given the depth and breadth of the assessment weplan to undertake, we anticipate the entire process willtake approximately one and a half years to complete.
However, we will take proactive action on key learnings
from the assessment as we make progress toward thefinal report.
University of Cambridge research
Invesco has partnered with the University of Cambridge
to complete a landmark research project that looks tobuild a holistic understanding of DE&I, specifically within
the context of the investment management industry. This
research commenced in 2022 with findings expected by
the end of 2023.
2022 Corporate Responsibility Report 15

2

PeopleBringing unique viewpoints together
To help us embed DE&I values throughout every aspect of our organization, Invesco invests in a varietyof BRGs—grassroots employee networks that represent our diverse cultures and identities. These BRGs
create opportunities for employees to connect, learn and develop; engage in our local communities;
and support diverse recruitment.
We invest in our BRGs with senior leadership support and funding, enabling BRGs to provide personal
and professional enrichment opportunities for employees. BRG events and initiatives in 2022 included:• The EMEA Invesco Women’s Network
menopause group was very active in 2022
campaigning for changes to policy andsecuring senior leader commitment toprovide menopause awareness education
for managers.
• The Invesco Rising Career Network hosted
a month of interactive events dedicatedto building personal brand and selfawareness. Events included happy hours,
speed networking, executive fireside chat,L&D Disc® behavioral assessment andworkshop as well as other opportunities todevelop Invesco’s professionals throughengagements that leverage peer support
and create leadership opportunities.
• The EMEA Invesco Working Families BRG
relaunched in 2022, with the aim to create
an inclusive environment and support for
all types of working families at Invesco.
They conducted a questionnaire to gather
colleagues’ priorities for the BRG, which
will shape future activities and events. The
relaunch event covered topics such as
caring for elderly relatives, male colleagues
taking enhanced paid parental leave,parents who have children with additional
needs and balancing work and family life.

• Several collaborative events across
BRGs included showcase events in ourAtlanta, Houston, Henley and London
offices—the first BRG events to occur inperson since the pandemic. These events
featured games, lunch and showcases tohighlight each BRG—as a way to re-engage
colleagues after returning to the office.
Each BRG had a table with information
on what the BRG’s goals were, how tojoin their network and get involved. The
events attracted over 400 attendees inNorth America and close to 200 attendees
in EMEA.
In 2022, we placed a heightened focus
on external partnerships with BRGs
to help ensure they provide personal
and professional development to theirmembers. These included the National BlackMBA Association, Association of Latino
Professionals for America, Black Women in
Asset Management, Women in Technology
and Reaching Out MBA.

BRGs by the numbers

12 BRGs around the world
100+ events in 2022
11 external BRG partnerships
Our BRGs:• Invesco Pan-Asian Professionals Network• Invesco ¡HOLA! (Hispanic or
Latino Association)• Invesco Rising Career Network• Invesco Black Professionals Network• Invesco Proud Network (LGBTQ+ and allies)• Invesco Women’s Network• Invesco Ethnicity Network (EMEA)• Invesco Working Families Network (EMEA)

Employees across• Invesco Neurodiversity Network (EMEA
and North America)

26• Invesco Social Mobility Network (EMEA)

50+• Invesco Veterans Networkcountries and• Invesco i-Able India (Disability)

cities2022 Corporate Responsibility Report 16

2

PeopleUpholding a fair &equitable workplace
Equity is central to our DE&I mission—and that
includes equal opportunities for success. We
work to create a level playing field for everyone
we employ and serve.
Fair labor practices
We maintain clear policies and proceduresto proactively support our commitment
to diversity, equal opportunity and a safe,
inclusive workplace. We are committed to
upholding a work environment that is free fromdiscrimination and harassment, and we expect
every employee to show respect for colleagues,
clients, employees and vendors.
In addition, as an employer that strives forequality of opportunity, we make employment
and promotion decisions based on clear, jobrelated criteria and an individual’s experienceand aptitude to perform the role, as well as
ensuring that they display behaviors and values
that correspond with Invesco’s.
Fair compensation
We review pay equity at all levels to ensure that
individuals with similar roles and responsibilities
receive comparable wages, with bonuses
determined on the merits of their performance.
In addition, the CEO and our senior managing
directors receive the same benefits as allother employees.
Pay equity reviews are also performed at
Invesco offices in all regions of the world. These
reviews look at pay bands by role and gender.
As needed, third-party vendors are engaged forthe reviews. Regular checks for pay equity are
performed when running offer scenarios
for candidates.
Invesco U.K. provides additional faircompensation practices, including the Gender
Pay Gap report for U.K. offices.

2022 Corporate Responsibility Report 17

2

PeopleCelebrating
diversity all
year long

Asian and Pacific Islander
Heritage Month
Invesco’s Pan-Asian Professionals Network
hosted a month of activities centered aroundthe theme: Celebrating our Togetherness. Events
throughout the month shared the cultures,
traditions and customs of the community,
including a live cook-along, cultural trivia
games and a panel of speakers discussing
cultural connection.

Invesco i-Able India

Hispanic Heritage Month

Invesco Hyderabad launched i-Able,an equitable platform for Persons with
Disabilities (PwD)—representing the latest
addition to Invesco’s inclusion charter.
The inclusive program brings together
all PwD employees and their allies andencourages an accessible and welcoming
workplace environment.

Spearheaded by the Invesco ¡HOLA! BRG, Invesco
celebrated Hispanic Heritage Month with thetheme, and well-known slogan in Hispanic andLatino communities: ¡Sí, Se Puede! (Yes, you can!).
The month featured dynamic speakers, including
U.S. soccer legend Claudio Reyna, and in-person
cultural events in the Atlanta, New York andHouston offices. We also partnered with Ronald
McDonald House Houston to collect donations
benefiting local Hispanic communities.

Black History Month
Invesco’s Ethnicity Network in EMEA and Invesco’s
Black Professionals Network in North Americacelebrated Black History Month with the themes“From Awareness to Action” and “Lift Every Voice,”
respectively. The networks hosted events focusedon influential voices, leadership in action and equity.
This included activities to highlight Black‑owned
businesses, a book club, interactive sessions withguest speakers, launching a cookbook with recipes
from employees, supporting charities focused on
Black communities and sharing favorite poems.

Invesco Rising Career
NetworkThe Invesco Rising Career Network
created a month of activities with afocus on self-awareness and building
skills for job roles and stronger
relationships. Activities included
building your personal brand,
networking tips, how to navigate amultigenerational workplace andlearning about Disc® behavioral styles.

Juneteenth

Pride Month

Women’s History Month

On Juneteenth, a paid holiday in North America
at Invesco, the Invesco Black Professionals
Network (IBPN) partnered with Invesco Cares toprovide children’s books from local Black-ownedbookstores to Ronald McDonald House partners.
IBPN also facilitated five community outreach
opportunities in Atlanta, Houston, New York, Dallas
and Toronto.

The Invesco Proud Network hosted events
throughout Pride Month with a goal to ensure
LGBTQ+ colleagues feel personally supported
and poised for professional growth. These events
included a panel discussion exploring the stateof the workplace for the LGBTQ+ community infinancial services, BRG pop-ups and networkingsocials across regions.

The Invesco Women’s Network created a monthof global programs featuring internal andexternal speakers around the 2022 International
Women’s Day theme, #BreakTheBias. Events
included professional development programs oncommunications, executives sharing their career
journeys and virtual networking sessions to build
connections across the company.

2022 Corporate Responsibility Report 18

2

PeopleInclusive talent pipeline

We’re taking concrete action to attract a diverse pipeline of talent and support
diversity within our industry.

Attracting a diverse candidate pool—and building an inclusive
place to work and grow—are priorities at Invesco. We implement a
number of activities and partnerships to change the racial and gendercomposition of our workforce and build the pipeline of diverse talent
for our company and the industry at large.
In 2022, we expanded our inclusive hiring practices
in the following ways:• Trained our human resources (HR) team tosupport managers during talent assessments anddiscussions, focusing on how to identify potential
unconscious bias in the talent review process
and open up discussions.
• Launched a new global hiring manager guideto support our hiring managers to attract andselect high-potential diverse talent througha competency-based approach focused on
hiring for potential and not just educationand experience.

Advancing DE&I in our industry through collaboration
We believe we can maximize our impact when we develop and leverage strategic partnerships that harness
the passion and expertise of external organizations. To this end, in 2022 we:• Broadened our relationships with Atlanta‑based
historically Black colleges and universities(HBCUs) and became a sponsor of the 2022
National Black MBA Conference.
• Continued to build on our partnerships with
Investment 2020 (i20/20), #TalkAboutBlack.
• Signed up for the Diversity Project U.K. Pathway
Program targeted toward the development offemale fund managers.

• Introduced competency-based hiring in EMEA,
a program through which Invesco partners with
nonprofits to train diverse groups in technicalskills, with the ambition to hire talentover experience.

• Partnered with the U.K.’s Business Disability
Forum to help Invesco move from a Disability
Confident Employer (Level 2) to a Disability
Confident Leader (Level 3), as per the U.K.
government scheme.

• Utilized partnerships to expand our reach todiverse candidate pools.

• Partnered with Evenbreak, an organization that
focuses on recruitment of disabled job seekers.

• Launched our Early Access program, which
supports educational diversity by hiring
candidates who do not have a formal
college education.

• Signed up to the Inclusive Employer Standard
and City Hive’s ACT Framework to seek
accreditation on Invesco’s diversity and inclusion
policies and progress.

• Participated in City Hive’s cross-company
mentoring program and the Black Leaders
Development Programme.
• Started engagements with local senior schools
in more underprivileged communities nearHenley to introduce 16- to 18-year-olds to thepotential of an asset management career and tobuild a pipeline of school leavers for our i20/20
program intake.
To build our pipeline of diverse talent, we also
invest in financial literacy programs in underserved
communities and partner with universities that
educate and spark interest in investment-industry
careers. Learn more about our financial literacy
commitments and our education partnerships.

2022 Corporate Responsibility Report 19

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PeopleProfessional development

Learning Hub

We’re focused on helping employees build dynamic careers at Invesco.

We understand that providing robust learning and development programs is key
to retaining talent and driving performance so we can better serve our clients. We
continue to focus on ensuring that Invesco is able to attract and bring in desired
candidates by implementing programs and initiatives to develop and grow talent andmaking sure that all employees have clear paths to advance within the organization.

Invesco’s Learning Hub is an independent learning tool that uses artificial
intelligence (AI) to aggregate and deliver relevant learning to employees, basedon their individual roles and interests. The more an employee uses the system,
the more the AI refines its recommended content. In 2022, Invesco employees
used the Hub to access online courses, articles, books, supplemental material
and podcasts. Invesco also launched a partnership with LinkedIn Learning toprovide employees with additional bespoke, on-demand learning opportunities
to develop current skills and build new capabilities. In addition to LinkedIn
Learning, employees can access content from numerous partners, includingFranklin Covey, Ted@Work, getAbstract, Intuition and others.
Early career support

In 2022, we continued to build a culture of continuous learning through thefollowing programs:

In 2022, we increased our focus on early career professionals—hiring an
Early Career Program Manager with the goal of optimizing our retention anddevelopment of talent in the critical first two years of employment. We provide
cross-functional early career resources, such as foundational training programsand early networking opportunities, to help retain entry-level professionals andturn them into long-term career professionals at Invesco.

Manage Your Career Like a Business

Investment 20/20 (i20/20)

After our successful pilot, we launched Manage Your Career Like a Businessglobally in 2022. This development program teaches employees how to use CareerIntelligence® to take ownership of their careers with the support of their managers toincrease their performance, development and satisfaction within their current role,
as well as to identify ways to progress. We take a “know yourself, grow yourself, show
yourself” approach—to help employees know what their career aspirations might be,grow their skills to get them there and then show up to exhibit behaviors and build
networks that positively influence their career progression.

In 2022, we completed our eighth cohort and onboarded our ninth cohort ofi20/20 trainees in the U.K. i20/20 was founded as a social enterprise by seniorinvestment management leaders in the U.K. in 2013, with a focus on creating amore diverse and inclusive investment industry. Invesco has been participating
since 2014.
Our year-long development program focuses on supporting young adults thatare beginning their career in the financial services industry. They work undercontract as Invesco employees while completing personal and professional
trainings and mentoring and networking programs. From our 2021–22 intake,eight out of 15 became permanent Invesco employees.

2022 highlights

140+
training
sessions offered735

participants in
Mentorium program

3,834
participants in the
Learning Hub

777

participants inManage Your Career
Like a Business program

2022 Corporate Responsibility Report 20

2PeopleMentorium

Invesco L&D newsletter

We expanded our internal, open-mentoring
program, Mentorium, from EMEA into North
America—with plans to make it a global programin 2023. Mentorium gathers mentor and mentee
profile preferences and development objectives,
creates mentoring matches based on alignmentof these criteria and provides access to virtual
workshops as well as online mentoring training
and support resources.

Launched in 2022, Invested Development is
a monthly learning and development (L&D)
newsletter promoting our regional and global
resources, offerings and initiatives. This
newsletter shares tips, relevant resources,
reminders on upcoming events and promotionsof educational offerings, along with highlightsfrom recent L&D events. Open enrollment
workshops are marketed in the newsletter toprovide continual and consistent communication
across Invesco’s global community.

In 2022, our BRGs also began to use Mentorium
as a platform for mentorship to learn how to bea better mentor, create mentorship matches andestablish peer mentoring within the groups.
High-potential programs
We offer a Next Generation Leaders Programthat puts a special lens on high-potential, diverse
employees from teams in North America andAPAC. This program allows participants to engage
with Invesco experts on how business units work
while focusing on executive presence/presenting
skills, coaching and 360 degree performance
feedback from a leadership aspect. In 2022, North
America had one cohort with 18 participants.
Women in Leadership program
In 2022, we brought back our Women in
Leadership program—a two-month, nominationbased program consisting of a three-day residential
session, self-study and two virtual workshops. Fiftyfour participants gathered to receive coaching andsupport to enhance their ability to contribute as
Invesco’s business leaders, understand their uniquestrengths, learn negotiation skills critical to theircareer success and build a stronger network with
their global colleagues.
Invesco reading series
In 2022, we launched a new program whereleaders, employees and BRGs across the firmshare their recommended reading. This has
proven to be an engaging way for employees
to get a snapshot of our company culture. It
includes books that inspire growth and continued
development in professional and leadershipbehaviors, well-being and technical expertise.
The series has had over 2,820 page views.

Tuition reimbursements
Invesco offers tuition and certification
reimbursement for employees who pursue
external education to improve their knowledge in
job-related subject matters. This benefit includes
industry and professional accreditations, aswell as college-level classes taken at nationallyrecognized, accredited institutions. In 2022,
134 Invesco employees in eight countries
received tuition reimbursements.
Active performance feedback
Instead of traditional annual year-end
performance reviews, Invesco promotes
streamlined, quarterly check-ins between
employees and managers to enhance listening
and provide a greater opportunity to share
feedback and update performance anddevelopment goals. Our quarterly check-in
process was successfully rolled out in 2020
during the pandemic and has proven invaluable
as active listening, ongoing feedback andagile goal setting become even more essential
among employees working remotely or ina hybrid environment. This success can beseen in our quarterly metrics— reporting morethan 75 percent of employees and managers
submitting their quarterly summaries uponcompletion of their quarterly conversations and91 percent of the firm submitting goals.

121

employees completed Becoming an
Invesco Manager in 2022.

Turning talent into leadership
We provide leaders with a wide array of in-person and online learning opportunities. In 2022, we continued to provide ourmain management training programs and piloted one new program:• Becoming an Invesco Manager—This global program is designed to help new Invesco managers gain organizational
knowledge and skills to make an impact during their first three months. In 2022, we completed four new cohorts, with
121 managers completing the program.
• Managing with Impact—This global, four-month learning program equips managers with the essential foundational
management skills and tools to lead individuals and teams to perform at their best. In 2022, we completed two cohorts,
with 49 managers completing the program.
• Essentials of Leadership—In our Hyderabad office, we piloted a new manager-to-leadership transition program for
23 participants, which is an additional development step between Managing with Impact and Leading with Impact.
We plan to expand this program globally in 2023.
• Leading with Impact—This global, one-year leadership development program helps leaders to increase their impact
and effectively lead through increasing volatility, uncertainty, complexity and ambiguity and to produce stronger
results with their teams and for Invesco. In 2022, we completed one cohort, with 34 global senior leaders completingthe program.
• Leadership Connect—Typically, Invesco’s top senior leaders attend an annual leadership conference. Due to COVID
travel restriction in 2022, we held three regional events called Leadership Connect. In-person gatherings were heldin New York, U.S., Windsor, U.K. and a virtual event in Hong Kong. These two-day sessions enabled our leaders, someof which were new joiners, to connect and re-energize. Leadership Connect was also focused on aligning aroundour key priorities.
2022 Corporate Responsibility Report 21

2

PeopleEvolving our skills for the future
While our new hybrid work environment creates a more flexible way to work, it has also changed theway we work in sometimes unpredictable ways. Information now comes at employees through morechannels, which can be challenging to manage. Virtual meetings create new opportunities for disruption
from other computer activity, such as emails and chats. Employees take fewer breaks—jumping from one
task to the next, without having the built-in downtime of walking to their next meeting or chatting withcolleagues in the hall.
New Normal/Flexible Work Environment Series
One way we are working to help our employees adapt is by launching Developing Your Career in the
New Normal—a program focused on helping employees understand what career progression looks
like since the pandemic has changed where and how we work. It examines how jobs and interviewing
have changed, as well as how employees can make themselves stand out and make their aspirations
known in this new working environment. It also includes training topics such as personal effectiveness,
personal organization and time management in a hybrid environment—which have been especially
popular among employees. In 2022, the New Normal Speaker Series had 11 sessions and was attended
by 4,041 Invesco employees. In addition, the series hosted two workshops that had 487 participants.

Exploring the business merits of virtual reality
Invesco is now in the Metaverse, utilizing 3D camera technology, AI, digital twins andvirtual reality (VR) tours to showcase the art of the possible in the metaverse for nextgeneration investors. We are harnessing VR to generate unlimited workforce training,
Metaverse events and development solutions. This technology enables Invesco to create
secure and unique applications that build intuitively. Invesco’s access to this training
platform reduces time and energy and increases performance and output. By leveraging
these technologies and building extensive experience in VR development and immersive
training software, Invesco can deliver effective solutions that meet each client’s andemployee’s needs.
In 2022, we examined ways in which the Metaverse can enhance the employee experiencein virtual meetings. Company leaders in our Atlanta headquarters attended a virtual panel
discussion about Metaverse technology—which took place in the Metaverse. We createda digital twin of the office meeting space, and attendees had a simulated 3D experience ofbeing in the conference room, engaging with their colleagues as avatars. We are exploring
this technology further as a means of enhancing collaboration internally and creating more
equitable representation at meetings where not everyone can attend in person.

View video on
Metaverse: A weaponof mass disruption?

2022 Corporate Responsibility Report 22

2

PeopleEmployee engagement& well-being

We work hard every day to create a supportive and engaging work
environment centered on employee satisfaction, health and well-being.

Invesco’s success is a result of our dedicated employees whocome together every day with a shared purpose of delivering
great outcomes for clients. We undertake a variety of efforts to
support our employees and provide them with resources to help
them stay healthy, connected and productive.

A healthy culture starts with listening
When we learn what our employees love about working
at Invesco—and where we have room to grow—it gives
us the opportunity to take action to make the work
experience better for everyone. Some of the ways
we foster listening, engagement and well-being at
Invesco include:Your Voice pulse survey
For the second year in a row, Invesco rolled out threeYour Voice engagement surveys, powered by third-party
vendor Glint, to measure employee satisfaction as wellas other topics that drive engagement. These surveys,
which allow employees to provide comments andrecommendations, give managers and senior leaders
the insights to drive engagement and keep a pulse on
how employees are experiencing Invesco. Participationin the survey continues to climb with every survey.
Our greatest strengths as a firm:• Respectful Treatment—Employees indicate they aretreated with respect and dignity, which has remained
strong during the duration of the pandemic and ourtransition to new ways of working. (Score: 82)• Inclusion (within team)—Employees indicate theirteam values diverse perspectives. (Score: 80)• Recognition (by manager)—Items that reference
managers continue to have strong scores. Employees
indicate that their managers let them know that theircontributions are meaningful. (Score: 81)
Our greatest improvements:• Work Life Balance—Ability to successfully balance
work and personal lives improved steadily throughout
2022. (Score: 72, up from 67 in July 2021)• Speak My Mind—Employees indicate feeling more
free to speak their mind without fear of negative
consequences. (Score: 74, up from 70 in July 2021)

2022 Corporate Responsibility Report 23

2

PeopleEmployee benefits

2022 highlights

In 2022, we introduced the following enhancements
to our current benefit offerings to meet the needs
and expectations of employees, while focusing on
affordability and access:Three• Transform Oncology to our Aetna medical plans• LifeScan Diabetes Program through our Express
Scripts RX plansfirm-wide employee pulse
surveys; average 2022
participation rate:• Life Coaching through Aetna

79%• Enhanced Maternity and Fertility Benefits to our
Aetna medical plans
To help employees realize greater possibilities
inside and outside the workplace, we proudlyoffer the following total rewards:• Compensation• Retirement savings plans including 401(k)75%+• Life insurance plans andincome‑protection benefits• Opportunities to become an Invesco shareholder

employee participationin quarterly active
performance feedback
sessions with
their managers• Competitive health and wellness programsfor employees and their families• Flexibility to help employees balance
work and family/personal responsibilities
more effectively• Holiday and paid time-off benefits• Opportunities to develop professional skills
and knowledge
Invesco’s employee 401(k) plan was recently
recognized by PLANSPONSOR magazine’s 2022
“Best in Class” awards. Among the more than 2,400
entries, Invesco joins a short list of distinguishedwinners. Invesco’s plan was specifically recognized
for: high employee participation rate (97 percent),robust financial education offerings and plan design
elements that are correlated with participants’retirement readiness, such as immediate eligibility,
matching with immediate vesting upon hire anddiscretionary supplemental employer contributions.

Enhancing our human resources (HR) system to support our employees
A positive HR experience plays a tremendous role in employee satisfaction. In 2022, we worked to completely revamp ourinternal HR system—making it globally consistent, more transparent and more efficient to use.
The new program, called iNEXT, launched in February of 2023 and involves the implementation of two technologies:
Workday and Service Now. iNEXT is designed with the employee experience in mind: it offers more automation andfunctionality—enabling employees to easily locate data, get answers to questions, file service tickets, execute transactions
or chat with an agent either live or virtually. It also creates a more streamlined HR process by putting everything in one place.

2022 Corporate Responsibility Report 24

Resilient
Communities

Our culture of caring strives to makea positive impact in the communities
where we live and work.
2022 Corporate Responsibility Report 25

3

Communities

Financial literacy
We’re inspiring youth and equipping communities
with financial literacy skills for the future throughaward‑winning, financial education programming.

Financial literacy is a skillset that can benefit
everyone—but one that is infrequently taught.
When people understand how to manage theirmoney, they can make better financial decisions,
reduce stress and equip themselves for financial
success. As a leading asset management firm,
we believe it is our responsibility to help not justour clients—but our larger communities—create
greater financial possibilities.

How Not to Suck at Money
makes a splash1
Invesco QQQ, the official exchange-traded fund of
the NCAA®, continues to run its financial education
platform: How Not to Suck at Money. This free platform,
based on choice-based game play, offers players aninteractive learning experience with real-world financial
situations. Players learn about topics such as budgeting,building credit, investing and moving out as theyencounter and solve various money dilemmas whilenavigating a 3D semi-surreal college town.
Since its launch in November 2021, over 3.5 million
people have visited the financial education platform.
In 2022, How Not to Suck at Money won a STAR award
from the Investment Management Education Allianceand was also recognized in several categories, including
best Investor Communications—Digital Experience. In
total, the platform has received 12 awards for creativeand educational excellence from organizations including
the Financial Communications Society and Clio Sports.
Invesco also launched a TikTok channel as part of its
new social influencer campaign.

2022 highlights

3.5
million+
How Not to Suck at
Money visitors

125,000
How Not to Suck at
Money game plays

1.56
billion

How Not to Suck at
Money media impressions

30,000annual visitors to Junior
Achievement BizTown from
Atlanta Public Schools,
DeKalb County Schools,
Fulton County Schools andMarietta City Schools

1 How Not To Suck at Money (HNTSAM) is sponsored by Invesco QQQ and distributed by Invesco Distributors, Inc., an indirect, wholly owned subsidiary of Invesco Ltd. The game is provided for educational andinformational purposes only and is not an offer of investment advice or financial products, nor does it constitute a recommendation or suitability of any investment strategy or product for a particular individual.

71%

average increase infinancial and investment
literacy among Rock The
Street, Wall Street alumnae

2022 Corporate Responsibility Report 26

3

Communities

Invesco supports partnerships that promote financial inclusion and literacy, with a focus on underserved communities, so that
more people can learn important personal finance skills and achieve financial stability. We do this through several key initiatives:

Equity Collective

Rock The Street, Wall Street

Junior Achievement

100 Black Men of America

At the end of 2021, we began a collaboration with
26 other wealth and asset management firms
to implement the Equity Collective—a multiyear
commitment that focuses on building a pool ofinterested and qualified high school students fromunderserved communities to pursue careers in
the financial sector. This outreach involves key
sponsorships with Team IMPACT, HIVE Diversity andthe Boys & Girls Clubs of America, with programs
geared toward raising awareness about our industry
and increasing access for young talent in our field.

Rock The Street, Wall Street supports financial
literacy for high school girls by providing
programming focused on investing andbudgeting—and by connecting students andfemale finance professionals through mentorships.
Through our corporate sponsorship, 71 female
executives from across Invesco’s investment,
strategy, marketing, distribution and real estateteams lead weekly, classroom-based workshopswith girls at high schools in Houston, Atlanta and
New York.

We partner with Junior Achievement of Georgia (JA)to provide a dynamic learning experience designed
to enhance students’ financial literacy and build
skills for personal and professional success. Invesco
now has an interactive storefront in JA BizTown, oneof two simulations located within the JA Chick-fil-A
Foundation Discovery Center in Atlanta. JA BizTown
gives sixth graders the opportunity to interact withina simulated economy and take on the challenge offueling a business. The students not only discover
the intricacies of being a professional memberof the community, but also the abundance ofopportunities available within their city.

100 Black Men of America (100 BMOA) is recognized
as the nation’s top African American-led mentoringorganization. In 2022, Invesco QQQ partneredwith 100 BMOA and the organization’s Collegiate
100 Atlanta Chapter to host an event that was
designed to inspire and educate local college
students around the importance of building a strong
financial education foundation. Over 100 students
from across four HBCUs joined Invesco QQQ for an
engaging conversation and post-event reception
headlined by NCAA® legend Grant Hill, HBCU
alumnus Justin Lawson, Invesco’s Ron Robertsonand moderated by Turner Sports and Amazon NFL
reporter, Taylor Rooks.

On average, alumnae of the program have showna 78 percent increase in financial and investment
literacy. In addition, one in four alumnae go on
to pursue degrees or professions in the areas offinance, economics or related business fields.

2022 Corporate Responsibility Report 27

3

Communities

Invesco Cares

2022 highlights

We empower and provide opportunities for our employees to make a positive impact in communities.

At Invesco, we all want to take meaningful action that creates a positive impact in the world around us. Our
belief in serving and strengthening our communities is central to our culture and purpose to help people
get more out of life. We also recognize that when we invest in communities, we are also investing in ourtalent pipeline, clients, employees and the well-being of everyone where we live and work.
Through Invesco Cares, our philanthropy
and volunteering organization, Invesco
employees can raise funds, volunteer
and share skills with nonprofits andlocal organizations. Each office has its
own charitable giving budget, allowing
employees the power to collaboratively
select which organizations they would
like to see Invesco support in theircommunities. This encourages employee
engagement and means that theorganizations we work with are a directreflection of employee interest andwhere they want to make an impact.

20

Invesco Cares
chapters globally128

nonprofits supported

Nine

Ronald McDonald
House location
cities supported in
North America

2022 Corporate Responsibility Report 28

3

Communities

A year of giving

Supporting those around us is integral to our success. In
2022, we engaged in fundraising and community-building
activities around the globe. These efforts included:

Employees in North America
supported Ronald McDonald
House Charities as their Charityof the Year for the second straight
year. Invesco has donated over
$500,000 to the organization, andemployees volunteered nearly 250
hours on unique activities focusedon mental health awareness, DE&I
and Earth Day in 2022.

In the U.K., employees selected
Dementia UK as their charity
partner for 2022/23—with a goalof raising £200,000 to fund two
specialist dementia care nurses inthe south of England. In 2022, staff
raised over £116,000, and our first
fully funded dementia care nurse isalready in post.

Invesco Cares chapters across North
America banded together for thefifth consecutive year to donate a
total of $54,000 to nine schools andnonprofits benefiting local students
through Operation Backpack. Eachchapter received $6,000 to donate
to organizations of their choice
to support basic technology andschool supply needs.

Invesco Women’s Network in
Taiwan held an event with theBoyo Social Welfare Foundation,encouraging colleagues todonate stationary to rural area
schools. We were proud to collect
more than 6,400 items. Our
Women’s Network in Hyderabad
volunteered in a clothes donation
drive in Khajaguda, helping to sortand distribute clothing and snacks
for children.

In support of Children’s
Healthcare of Atlanta, Invesco
committed to a $1 million
donation to the Never Settle
campaign to transform pediatrichealthcare. Employees also
gave back through Invesco’s
annual Halloween fundraiser andvolunteering to make craft kits
for the children who were sickin the hospital.

In November, Invesco teamed
up with the Atlanta Management
Council to host the Invesco QQQThanksgiving Day races. These
included half marathon, 5K,
mile and dash races for all ages
and capabilities.

2022 Corporate Responsibility Report 29

3

Communities

Education
supportThis training and support includes:
Invesco internship programs

We invest in training tomorrow’s asset
management leaders for Invesco andour industry.

Training the next generation of financial
professionals is important for ourindustry and for our future. It’s also
critical that we support equitable
access to careers in asset management
and invest in programs that addresseducational inequities and enable
underresourced students to participate.

Our internships help develop investment skills amonghigh school and university students. Our interns have theopportunity to participate in impactful, real-world projects
on topics such as climate risk scenario analysis and portfolio
modeling. We provide an annual summer internship program,
and we also run internships through partner organizations to
help us target a more diverse candidate pool. These include
Girls Who Invest, Investment 20/20 and Cristo Rey Jesuit HighSchools in Atlanta, Dallas, Houston and New York.
Cambridge Judge Business School
Invesco completed the sixth year of a 10-year collaboration
with Cambridge Judge Business School (CJBS) in 2022.
Through this relationship, we support research activities inlong-term asset management, alternative finance and data
analytics—all while Invesco’s clients benefit from accessto cutting-edge insights and research from this globallyrenowned business school.
In collaboration with CJBS, we developed Game Changers,a video series that brings together thought leaders fromaround the globe to shed new light on how rapid innovationand disruption are increasingly transforming economic andfinancial activity at the global, national, firm and household
levels. Highlights of our partnership in 2022 include:• 30+ thought leadership items created in collaboration
with CJBS.
• Nine Invesco-sponsored studies published by CJBS.

2022 highlights• Founding sponsor for Centre for Alternative Financethrough funding from Invesco.
• Eight global consulting research projects supported,
providing opportunities for 40 MBA and MFin students.

6-yearpartnership with theCambridge Judge
Business School

124

summer interns at
Invesco offices• Numerous collaborations relating to climate risk,sustainable investing and ESG investing initiatives.
• CJBS speakers at 60 Invesco client events, held across
19 different locations globally, attended by over 3,700
Invesco clients.
• Invesco became official sponsor of the Cambridge Digital
Assets Programme.
• Invesco became official sponsor of the Regulatory
Genome Project.

Georgia Institute of Technology
Invesco partners with the Scheller College of Business, part of
the Georgia Institute of Technology (Georgia Tech), throughtheir Financial Services Innovation Lab—established toserve as an interface between the financial services industry
and Georgia Tech faculty and students. Our collaboration
supports financial literacy and increased dialogue regarding
the challenges, disruption and opportunities in the asset
management industry.
We also support a program run by Dr. Sudheer Chava, Directorof the Quantitative and Computational Finance Program(QCFP) at Georgia Tech, focused on providing a foundation inqualitative skills for complex mathematical modeling, coupledwith a practical understanding of finance theory. This rigorous
combination ensures that students develop proficiencies
in programming languages and modeling techniques, thus
preparing them for a career in investment management. By
engaging with Dr. Chava’s QCFP Master’s program, Invesco
has an opportunity to identify talent and develop relationships
for future opportunities.
2022 Corporate Responsibility Report 30

3Communities

Supplier
diversity

We’re fostering an innovative, diverse andcompetitive supply chain.

We believe that the primary goalof corporate responsibility is forcorporations to understand andassume responsibility for theirimpact on customers, employees,
shareholders, communities and theenvironment—in every aspect of
their operations. Having a robust
supplier diversity program is a key
measure of our commitment to thegrowth and development ofminority‑owned businesses andeconomic development inunderserved communities.
Developing mutually beneficial
partnerships with certified minority,
women, LGBTQ+, veteran andsmall-business suppliers makes apositive impact on the communities
we serve.

2022 highlights

Full-time

supplier
diversity
managerhired

Enhanced accuracy of our$147

millionspent with diverse suppliers

supplier
diversity
spend

Seven

memberships with
supplier diversity
advocacy organizations

metrics

2022 Corporate Responsibility Report 31

3

Communities

In 2022, we formalized our supplier diversity
program by hiring a full-time Supplier
Diversity Manager and developing key
program objectives to:• Expand supplier diversity awareness andeducation corporatewide.
• Increase diverse spend and vendors.
• Track and report diverse spend
throughout the organization.
• Continue to meet with internal business
units and our sourcing team to identify
opportunities to partner with diverse
suppliers and vendors.
We renewed our memberships withnational supplier diversity advocacy
organizations National Minority Supplier
Development Council and the Women’s
Business Enterprise National Council andbecame members of three additional
national advocacy organizations: National
Veterans Business Development Council,
National Gay & Lesbian Chamber ofCommerce and Financial Service

Roundtable Supplier Diversity. Invesco
also joined the Georgia Minority Supplier
Development Council and Greater Women’s
Business Council. These memberships add
value to our organization by expanding ourdatabase of qualified diverse suppliers,
giving us benchmarking capabilities against
industry peers and keeping us apprised of
new industry developments within supplier
diversity programming.
We are proud of the progress we madein 2022, including our diverse spend
exceeding the national average for financial
corporations1 and refining our supplier
diversity spend metrics, which allows us toaccurately report our diverse spend and thenumber of diverse vendors with whom we
do business.
In 2023, we plan to conduct an Economic
Assessment Study to quantify the economic
benefits of doing business with minority
and small businesses—in terms of jobs
created, taxes generated and increase inhousehold income.

Crossmedia becomes Invesco’s highest-spend, minority-owned company
In March 2021, Invesco’s procurement organization, in conjunction with marketing, issued a request for
proposal for media planning and buying services for North America. After a thorough review process, Invesco
selected Crossmedia—a minority-owned agency—due to their demonstrated ability to deliver a superior media
strategy and provide a robust media measurement system. In 2022, Invesco’s spend with Crossmedia was morethan $112 million.

1 Based on the Financial Service Roundtable Supplier Diversity 2022 benchmarking survey.

2022 Corporate Responsibility Report 32

ESG Investing

Our ESG approach is investment-led
and client-centric. Our Global ESG teamprovides support and analysis, while
our investment managers maintaindiscretion on portfolio decisions.

2022 Corporate Responsibility Report 33

4

ESG Investing

Our ESG approach

We integrate financially material considerations in our investment capabilities, taking into accountcritical factors that help us deliver strong outcomes to clients.

As investors in global equities, corporate and sovereign fixed-income instruments, aswell as real estate and multiasset strategies, we recognize the differences between
asset classes and geographies. We apply ESG principles in a variety of ways,
depending on the asset class and strategy.

Active ownership
We exercise our rights and responsibilities as
stewards of capital and use our expertise to castvoting decisions in our clients’ best interests.

Innovation & data
We believe having quality data on ESG factors is
critical for effective investment analysis. We areenhancing our ESG data and analytics capabilities
by building out and updating our proprietary tools,
including ESGintel, PROXYintel and ESGCentral.
These tools assist with research, portfolio reviews,
portfolio optimization, engagement and proxy voting.

Client partnerships
Invesco has a client-centric ESG approach focused on
customizing solutions to client needs and objectives.
We provide a comprehensive range of ESG-focused
capabilities that enable clients to express their values
through investing. At the same time, there are clientsthat have requested ESG investment guidelines
and restrictions be placed on their portfolios. Ourinvestment solutions are designed to help clientsremain aligned with what they value most.

Industry engagement
Invesco participates in relevant industry initiatives topromote the continued improvement of functioning
financial markets. We are involved in industry bodies,including Principles for Responsible Investment (PRI),
the Net Zero Asset Managers initiative (NZAM), theGlobal Real Estate Sustainability Benchmark (GRESB)
and the Task Force on Climate-related Financial
Disclosures (TCFD). We engage policymakers on
the latest ESG regulations and have academic
partnerships with the University of Cambridge andTsinghua University. View the full list of industry
organizations we engage with in the GRI index.

2022 Corporate Responsibility Report 34

Environment

We take responsibility for ourenvironmental impacts by integrating
environmental considerations into
our operations around the world.
2022 Corporate Responsibility Report 35

5Environment

Green buildings

Our new Midtown
Union headquarters

We make long-term investments in our buildings that promote
environmental efficiency and employee health and well-being.

When it comes to our buildings and facilities around theworld, we know there’s a greener way. Managing ourfacilities responsibly presents a large opportunity to
reduce our environmental footprint; so, when we build or
retrofit buildings, we utilize green construction practices
and incorporate state-of-the-art efficiencies. We also
undertake efforts to promote biodiversity around ourfacilities and engage our employees along the way.

In 2022, Invesco completed construction
on our new global headquarters at Midtown
Union in Atlanta, which incorporates
sustainability and well-being factors orelements. The project will contribute toInvesco’s target of reducing our energy
use and emissions output by 46 percent
by 2030.
The building is LEED Silver. The Invesco
square footage is aspiring to obtain
both LEED Platinum and WELL Platinum
certification in 2023, which would makeour headquarters the first in Georgia toreceive both recognitions for a commercial
interior project. LEED certification is a
globally recognized symbol of sustainability
achievement and leadership in construction
and design. WELL certified buildings
also include features that impact humanhealth and well-being, through air, water,
nourishment, light, fitness, comfort
and mind.

2022 highlights

LEED
and WELL
Platinumtargets for new global
headquarters in
Atlanta

WELL
Health &Safety and
WELL Equity
rating achieved at new
global headquarters
in Atlanta

LEED and
WELL Goldtargets for new Hong Kong
office space

ISO 14001
recertification

2022 Corporate Responsibility Report 36

5Environment

Our efforts create a more pleasant work spacefor Invesco employees and clients, while ensuring
our buildings will have a lower impact on theenvironment over time and yield significant costsavings. In addition to our new headquarters in
Atlanta, our green building initiatives include:• Henley, England: powered by 100 percent
renewable gas and electricity, including
self‑supplied electricity generated bysite‑based solar panels. The facility also has
five EV chargers and a shuttle bus service
to support sustainable commuter journeys.

Our leased offices meet the following certifications:• Dallas, Texas, U.S., LEED Silver• Denver, Colorado, U.S., LEED Gold• Dublin, Ireland, LEED Platinum• Downers Grove, Illinois, U.S., Earth Flag Certification• Frankfurt, Germany, LEED Gold
• Henley, England, 100 percent renewable energy• Houston, Texas, U.S., LEED Silver• Hyderabad, India, LEED Platinum• Dublin, Ireland: LEED Platinum facility thatfeatures 100 percent renewable energy,
rainwater harvesting and water-reduction
fixtures, photovoltaic panels and tenant
submetering for accurate consumption data.

• New York, New York, U.S., LEED Gold

• Paris, France: moss green wall installed aspart of a refurbishment project, improving air
quality, reducing noise levels and creating amood-enhancing environment.

• Atlanta, Georgia, U.S.

• Hong Kong: will be targeting LEED and WELL
Gold in 2023, as part of the relocation projectthat commenced in 2022.
To further operate responsibly and tocontinuously reduce our impact on theenvironment, Invesco prioritizes leasing officespace in green buildings. While we have limited
control on energy procurement in our leased
offices, we work with our landlords to encouragethem to buy green energy whenever possible.

• Vancouver, B.C., Canada, LEED Gold and BOMA
U.S. EPA Energy Star certified buildings:• Boston, Massachusetts, U.S.
• Dallas, Texas, U.S.
• Denver, Colorado, U.S.
• Downers Grove, Illinois, U.S.
• New York, New York, U.S.
• Newport Beach, California, U.S.
• San Francisco, California, U.S.
• Toronto, Canada• Washington D.C., U.S.

2022 Corporate Responsibility Report 37

5Environment

EHS management

Our Global Corporate Occupational Healthand Safety Policy and our Global Corporate
Carbon Emissions and Environmental Policy
outline our commitment. These policies apply
to every site and employee where we operate
and articulate our ambitions to:

Our commitment is to protect all Invesco employees andcontractors and minimize risk through prevention of illness,injury and environmental impact.

Invesco protects the environment and the health and safetyof our employees, contractors, clients and the public byconducting business in a safe and environmentally sustainable
manner. This is the foundation of our environmental, healthand safety (EHS) management approach.

• Deliver all work activities in a safe andenvironmentally sustainable manner toprotect the environment and prevent
pollution while supporting the successful
growth of our business.
• Promote energy efficiency and avoidanceof waste, including through appropriate
conservation measures in the design anduse of buildings and equipment.
• Procure 100 percent renewable electricity,where practicable, in the buildings where
we operate.
• Comply with all applicable
compliance obligations.
• Implement waste management andminimization practices through the
hierarchy approach; reduce, reuse andrecycle, energy recovery and disposal.

2022 highlights

76%

of occupied offices are
ISO 14001 certified

AnnualEMS
review
conducted

Continued

lowsafety risk
at facilities• Utilize Invesco’s Procurement Policythat establishes ESG matters as a
specific selection criterion in the vendor
selection process.
• Reduce emissions arising from energy andtransport use.
• Implement ISO 14001 standards ofsustainability and LEED in the spaces
we occupy and achieve a certification
where practicable.
In 2022, Invesco achieved ISO 14001:2015
recertification, which affirms our efforts toimprove our environmental performancethrough more efficient use of resources anda reduction of waste.

2022 Corporate Responsibility Report 38

5

Environment

Global environmental targets
We recognize the need to set global targets
to reduce our environmental impact, thencontinuously implement opportunities to achieve
them. Progress against our targets is reviewed on
an annual basis by Invesco’s senior management.
Our environmental reporting boundary includes all
owned offices in our global corporate properties’
portfolio. Having a comprehensive measurementof our environmental impact across offices
helps us deliver on our commitments and drive
environmental performance in the areas of energyuse, greenhouse gas (GHG) emissions, water
consumption and waste production.

2022 Global environmental targets
Target2022 Progress

Reduce our energy use andemissions output in line with
Science Based Targets by 4.2%
year‑on-year and by 46% by 2030

43% reduction in Scope 1 and 2 emissions (location-based) against 2019 baseline year
23% reduction in Scope 1 and 2 emissions (location-based) against 2021
33% increase in Scope 1, 2 and 3 emissions (location-based) against 2021
7.8% increase in Scope 1, 2 and 3 emissions (market-based) against 2021

Retain Global ISO 14001: 2015
Certification

Annual third-party continuous assessments completed with zero major
nonconformances raised globally

Continue to offset corporate air andrail travel emissions

Annual corporate travel offset completed, offsetting 2,567 tonnes CO2eEngage in and support a minimumof two environmental andcommunity events and initiatives
per year

Events completed through Invesco Cares, Green Teams programmingand other initiatives

Environmental Management System
Our Environmental Management System (EMS) serves as a framework for how we manage ourenvironmental impact at our Henley, London, Dublin, Frankfurt, Toronto, Atlanta, Dallas, Houston, New
York, Charlottetown, Downers Grove and Hyderabad offices. Our EMS meets ISO 14001 requirements andother relevant compliance obligations and is assured by the British Standards Institute through continuing
assessments on an annual basis, with recertification audits taking place every three years. We also
conduct an annual internal review of our EMS at both the global and location levels. These environmental
assessments take into consideration risks, opportunities and compliance obligations associated withenvironmental aspects. Results from reviews are used to identify the areas for improvement andenvironmental control procedures.
To ensure the effective management and continuous improvement of Invesco’s EMS, we assigned
operational EMS responsibilities to Corporate Properties, supported by local facilities teams andsubcontracted services.
Invesco is committed to ensuring the occupational health, safety and well-being of its employees,
contractors and visitors to its offices and events. The health and safety of our staff, clients, contractors
and visitors is of paramount importance. Invesco also uses an independent consultant S2 Partnership Ltd.
and its IT operating platform RiskWise to perform audits in all facilities around the world for safety risk andto ensure that our operations are in line with local regulations and international best practices. In 2022,
100 percent of our risks were controlled.

2022 Corporate Responsibility Report 39

5

Environment

Energy & emissions

We’re minimizing our impact on climate change by continually reducing
energy use and GHG emissions in our facilities and operations.

We take action to continually reduce energy use and GHG
emissions in our facilities and operations. This includes
setting reduction targets, tracking our emissions, achieving
reductions and reporting our progress publicly.

2022 highlights

2030 goal:46%

reduction in energy use
and emissions output

43%

Scope 1 and 2(location‑based)emissions reduction
since 201950%

energy use reduction
since 2019

In 2021, Invesco set a goal to reduce our energy use
and emissions output in line with the Science Based
Targets initiative by 4.2 percent year‑over‑year,
reaching 46 percent by 2030, and net zero by 2050,
or sooner, to help mitigate the effects of climate change.
In 2022, we began the development of a global
decarbonization strategy for our corporate properties,
beginning with audits of our higher-emission
locations. This strategy will likely result in an increased
use of renewable energy and green leasing in ourleased properties, providing Invesco with a foundation
for reaching net zero emissions.
In our corporate operations, our largest environmental
impacts are our GHG emissions, which come fromthree main areas: Scope 1, direct emissions fromsources owned or controlled by Invesco; Scope 2,
indirect emissions from purchased electricity, steam,heat and cooling; and Scope 3, all other emissions
associated with our activities, such as purchased
goods and services, capital goods, waste, businesstravel, employee commuting and investments (notincluded in the scope of the operations emissions).
Since our 2019 baseline year, electricity use has
decreased by 39 percent and natural gas use reducedby 69 percent, for an overall energy use reductionof 39.5 percent (market-based) and 50 percent(location‑based). Additionally, our Scope 1 and 2(location-based) emissions have decreased by
43 percent. These reductions are a result of ongoingenergy efficiency initiatives at our offices andincreased use of renewable energy, reduced officespace and significantly less corporate energy usage
and travel in 2020 and 2021. Our emissions assurance
statement for our 2022 emissions will be publishedupon completion.

2022 Corporate Responsibility Report 40

5Environment

Invesco has disclosed data and actions to the CDP Climate Change Disclosure recommendations since 2016. We received a B score for the 2022 CDP Climate Change Disclosure, demonstrating management
and coordinated action on climate issues. We received an A- score for the 2022 CDP Supplier Engagement Rating, which indicates that Invesco is effectively engaging our suppliers on climate issues.
Energy usage and mix1, 2
Kilowatt hour (kWh) units

Over the past 4 years, electricity use decreased by 39 percent and natural gas reduced by 69 percent, for an overall energy use reduction of 39.5 percent (market-based) and 43 percent (location-based).

Scope 1 emissions (diesel, fuel oil, gas, vehicle fuel, refrigerants)1, 2

Tonnes of carbon dioxide equivalent (tCO2e) units

Scope 2 emissions (electricity)1, 2

Tonnes of carbon dioxide equivalent (tCO2e) units (in thousands)

Scope 3 emissions (purchased goods and services, capital goods,
waste, business travel, employee commuting)1, 2, 3

Tonnes of carbon dioxide equivalent (tCO2e) units

1 Actual data (e.g., utility bills, invoices, meter readings) is used where available. Where data gaps exist, estimations and assumptions have been made to provide a complete data set, where practicable.
2 We have restated data in the reporting years, 2019–2021 to align with the data assurance process.
3 Scope 3 increased in 2022 as a result of travel returning to prepandemic levels and the purchase of goods and services associated with our new, sustainable headquarters in Atlanta.

2022 Corporate Responsibility Report 41

5Environment

Water & waste

Through efficient buildings, we make progress toward water
conservation and waste diversion.

At Invesco, we aim to improve our environmental
performance year over year. This includes conserving
water and reducing waste in our offices as much as possible.
Because many of our offices are green buildings with LEED or
ISO 14001 certification, they follow stringent requirements forsustainability, including water use and waste management.
On an ongoing basis, we find innovative ways to drive water efficiencies and reduce our waste and continue tofocus on eliminating single-use plastic (SUP) from our offices. Most Invesco sites in the APAC region are now
SUP-free. In 2022, we conducted SUP-free pilots at select offices in North America and EMEA. Many of our offices
have recycling programs for e-waste, batteries and other items, in addition to common items such as aluminum,
glass and paper.

2022 highlights

62%

water withdrawal anddischarge reduction
since 201952%

waste reduction
since 2019

Nearly no

single‑use
plastic
used in our APAC offices

2022 Corporate Responsibility Report 42

5Environment

In addition, our North America offices partner with Green Standards—an organization dedicated toresponsible office decommissioning. Through this partnership, we have reduced waste and maximized
ESG impact.

Since 2021:

Which is equal to:

222 tons

222.5 tons

65,834100%

588 metric tons

15,048of office waste converted into $27,210
of in-kind charitable donations

landfill diversion rate with 6 nonprofit
and community beneficiaries

diverted from landfillsof CO2e emissions reduced

gallons of gasoline not burned

tree seedlings grown for 10 years

Making waste a thing of the past in the U.K.
We strive to make the most of every material and find new uses for objects and equipment that are nolonger needed at Invesco. With these principles in mind, our U.K. offices have achieved zero waste tolandfill by:• Donating unused furniture and computer monitors to nonprofits, such as Business2Schools, for reuseby local schools.
• Recycling waste electrical equipment, stationery, printer toners and batteries through TerraCycle.
• Sending nonrecyclables (general waste) to an energy recovery plant, generating enough electricity
for approximately 50,000 homes per year.
• Sending food waste to an anaerobic digestion plant, generating biogas and nutrient-rich fertilizer.
• Composting veggie and fruit peelings from the restaurant to on-site composters.

2022 Corporate Responsibility Report 43

5Environment

Water consumption1

by type in cubic meters (m3)

2019
150k

143,160
134,110

2020

2021

2022

150k

150k

150k

120k

120k

120k

120k

90k

90k

106,597

106,59790k

92,501

87,280

90k

60k

60k

60k

60k

30k

30k

30k

30k

0

N/A

Discharged

Recycled

Withdrawal

0

N/A

Discharged

Recycled

Withdrawal

0

N/A

Discharged

Recycled

Withdrawal

075,02964,059810

Discharged

Recycled

Withdrawal

1 Actual data (e.g., utility bills, invoices, meter readings) is used where available. Where data gaps exist, estimations and assumptions have been made to provide a complete data set, where practicable.

Waste by treatment type2
In tonnes

2 Data has been rounded to the nearest one.
3 Waste emissions data is based on actual consumption data, where data gaps exist, estimations and assumptions may have been made.

2022 Corporate Responsibility Report 44

5Environment

Local impact

Through local employee action, we promote sustainable practices
and make an impact inside and outside the office.

A key part of Invesco’s sustainability strategy is engaging
employees through our global Green Teams and several
external collaborations. Green Teams across 18 offices
lead grassroots initiatives to build employee awarenessand promote sustainable practices, including waste
minimization and promoting local biodiversity.

Spotlight on Toronto: Teaming up with the Bruce
Trail Conservancy

Invesco was awarded
the Leader Level ofrecognition by the
British Conservancy
in the U.K. andby the Bruce Trail
Conservancy
in Ontario.

The Bruce Trail Conservancy (BTC) is one of Ontario’s largest land
trusts and the steward of Canada’s longest marked footpath. In 2022,
the Toronto Green Team selected the BTC as its charity of the year,
providing a $10,000 donation. This built on a donation of $12,000 in
2021 that was used to conserve, restore and manage land along the
Niagara Escarpment UNESCO World Biosphere. Invesco employees
also enjoy the trails we protect by organizing monthly hikes on
different sections of the trail.

2022 highlights

18

Green Teams across
our offices

Employees participated in

Plastic
Free July
campaign, globally

Fruits and herbs

grown
on-sitein Henley and usedin the restaurant

Received

LeaderLevelof recognitionby the British
Conservancy

2022 Corporate Responsibility Report 45

5Environment

Our Green Teams organized 13 events in 2022, with overall
participation from Invesco employees worldwide. Key
highlights include:

Plastic Free July
Spearheaded by the Houston Green Team and rolled out globally, Invesco
employees promoted ways to cut down on single-use plastics (SUP)
throughout the month. Results included Invesco Dublin reducing SUP in thecanteen and vending machines. At the Henley campus, employees worked
with catering to reduce SUP items in the restaurant and began procuring
biodegradable bin bags for site waste. In Taipei, employees have been
provided with their own reusable utensils.

World Humanitarian Day
To celebrate this day of people helping people, activity step challenges were
hosted in Louisville and Dublin, with case studies of local heroes posted oninternal Yammer pages.

World Wildlife Day
Invesco Frankfurt hosted a youth art competition held for staff children to
promote awareness and importance of biodiversity/ecosystem conservation.

Earth Day
Invesco colleagues in Taiwan held a clean-up hike at the Xiangshan Trail in
Taipei, hiking and picking up garbage along the trail.

Expanding our impact in Frankfurt
In 2022, our Frankfurt office was particularly active in giving backto the local community. In recognition of World Water Day, ourfacilities team organized a vegan brunch for the office, raisingawareness about the global environmental impact of meat anddairy consumption. As part of the Green Team’s Global Awareness
Calendar, Frankfurt employees also partnered with Die Welle tocollect trash in green spaces, as part of World Cleanup Day. The
office also organized a collection of groceries for the Frankfurter
Tafel, a food shelf supporting families in need.

2022 Corporate Responsibility Report 46

5Environment

Protecting pollinators
Across Invesco offices, we take action to protect
biodiversity and the pollinators that play a critical role inour environment.
World Bee Day
World Bee Day workshops were organized in Henley andFrankfurt. This included donating insect and bee hotels
to nurseries in Frankfurt and expanding beekeeping andgardening programs at the Henley campus.
Protecting biodiversity in Henley
Invesco’s Henley campus has long been recognized for
promoting biodiversity, with a focus on protecting bee
populations. The campus also features four beehives,
bee and insect hotels, a flower garden and more than
20 fruit trees. In 2022, the Henley hives produced
205 jars of Invesco honey that were sold to generate£1,025, which will be donated to the U.K. Charity of theYear, Dementia UK. The campus also features a nature
pond, providing an essential water source for birds,
animals, amphibians and insects.
The Honeybee Man, Henley
André Cardona, also known as the “Honeybee Man,” isthe beekeeper for the four new beehives on the Henley
campus—and for hives all over the south of England.
He visits our hives weekly during the eight-month main
season and monthly over the winter period. We began
the project with roughly 10,000 bees in each box. Oncethese were transferred to larger apiaries, the population
grew over the summer to an estimated 60,000.

100+

employees donated to Invesco Caresby purchasing an Invesco honey jar$2,000+for Invesco Cares which was donatedto local environmental charities

Collaborating with Bee Downtown Atlanta
For the past five years, Invesco has partnered with Bee Downtown, a nonprofit that
installs and maintains beehives on corporate campuses with the goal of rebuilding
healthy honeybee populations, while simultaneously providing a way for people to get
involved in nature. Together Invesco employees and Bee Downtown maintain an apiary at
Piedmont Park, near our Atlanta headquarters. In 2022, more than 250 employees spentover 280 hours of collective engagement with Bee Downtown, through interactions andprogramming. Our hives produced 90 jars of honey in 2022 and won first place for the
best‑tasting Georgia honey.

2022 Corporate Responsibility Report 47

Ethical Business& Governance
We maintain the highest standards ofintegrity and accountability in how we
conduct and operate our business.
2022 Corporate Responsibility Report 48

6

GovernanceCorporate governanceGood business starts with good governance.

2022 highlights

Good governance is the foundation of Invesco’s business and critical to our success. We are
guided by robust governance processes and policies that reflect our ongoing commitment to
responsible conduct and transparent and accountable engagements with stakeholders.
Invesco is governed by a Board of Directors that establishes the long-term
strategic direction of the company and the framework of principles andpractices that ensure accountability, responsibility and fairness. The Boardof Directors provides independent oversight of the management of theorganization with the best interests of our stakeholders in mind.
Our Board of Directors meets throughout the year and has three establishedstanding committees: Audit, Compensation, and Nominating andCorporate Governance. Invesco’s directors are elected annually by thecompany’s shareholders, and 10 of the 11 directors are independent. The
only nonindependent director is Invesco’s President and CEO. All directors
are independent under applicable NASDAQ and SEC rules, other than the
President and CEO.
Invesco’s leadership team is responsible for ensuring that we successfully
carry out our purpose: to deliver an investment experience that helps
people get more out of life.

Twodirectors
based outsideof the U.S.

3 of 11
directors are women

Each of our senior managing directors leads a regional or functional line andcollaborates with colleagues across the globe, drawing on local expertise
while taking advantage of the firm’s global insights, resources and platform.
For more information on our global corporate governance structure andpolicies, please visit our website at invesco.com/corporate.

Consolidation & automation
Invesco continues to improve governance over policies by addressing gaps
and timeliness of policy reviews to ensure alignment with regulatory change
and risk frameworks and industry best practices. We have further refinedpolicies, including our Code of Ethics and global policies surrounding
incident management, to ensure alignment of practices across Invesco.

2022 Corporate Responsibility Report 49

6

Governance

Ethics & compliance

Our clients choose us because they trust our products, our people and our performance.

When it comes to professional integrity, we take a client- and employee-first
approach. In practice, this means that our clients’ interests must always comefirst and that all officers and other employees of Invesco and its subsidiaries
should treat each other with respect and consideration. Together, these beliefs
are a vital part of how we achieve our principal responsibility as a publicly heldcompany: producing a fair return on our shareholders’ capital.

2022 highlights

12business ethics& compliance trainings

99.8%
employees completed
ethics trainings

Our principles for managing any conflicts of interest or financial crime(including fraud, bribery and corruption), which are in accordance withregulatory principles, are outlined in the following guidelines, among others:• Code of Conduct• Global Fraud Escalation Policy• Code of Ethics and Personal
Trading Policy• Global Gifts andEntertainment Policy• Conflict of Interest Policy• Global Outside Business
Activities Policy• Director’s Code of Conduct• Global Anti-Bribery andCorruption Policy• Global Anti-Money Laundering/Counter-Terrorist Financing Policy• Global Financial Crime
Prevention Policy• Global Political Contributions• Global Remuneration• Global Violation Escalation• Identity Theft Prevention Program• Insider Trading Policy

2022 Corporate Responsibility Report 50

6Governance2022 trainings
Department

Name of Course

Compliance• Conflict of Interest Training• Global Required Compliance Training• Anti-Money Laundering and Counter-Terrorist
Financing Training• Preventing Market Abuse Training• Culture & Conduct at Invesco• Fraud Prevention Training

Human Resources• F ostering Diversity of Thought Through Hiring Practices• No Excuses: Prevention of Sexual Harassment(India only)• Respect in the Workplace

Global Security• Privileged Access Training• Global Privacy Training• Global Security Annual Training

Guiding our professional integrity are our Code of Conduct and Codeof Ethics, which apply to all employees and officers of Invesco and its
subsidiaries. The policies, standards and general principles in the Codeof Conduct and Code of Ethics are designed to help define the expected
conduct of an Invesco representative.
Our Code of Conduct drives our commitment to business ethics,
professional integrity and compliance. It sets out essential guiding
principles for workplace conduct, compliance with applicable laws andregulations, anti-discrimination and protection of Invesco’s assets, among
other standards and expectations.
Our Code outlines our expectations of everyone at Invesco and our policies
and standards against discrimination and sexual harassment, which
encourage the reporting of all incidents of discrimination, harassment or
retaliation, regardless of the offender’s identity or position. Any employee
who engages in harassment or discrimination will be subject to disciplinary
action, up to and including termination of employment.
In 2022, Invesco engaged in several initiatives that further promote a
culture of ethics and integrity across our firm. They include:• Technology enhancements overseeing employee behavior oncompliance requirements.
• Transformation of Conflicts of Interest through the embedding of a
Conflict of Interest framework in the EMEA region.
• Additional and refreshed trainings on conflicts and conduct.
Our Global Financial Crime Governance Committee is chaired jointly by
our Chief Financial Officer and Global Head of Compliance and includes
representation from a regional and functional lead. This Committee
oversees financial crime, fraud, anti-corruption and anti-bribery programsand ensures that policies are actively followed.

Reporting concerns &addressing violations
We provide all internal and external stakeholders with amechanism for seeking advice and reporting concernsand violations via the Invesco Whistleblower website
and a toll-free Compliance Reporting Line. These areanonymous, independent, confidential mechanisms
for reporting complaints or concerns pertaining toquestionable accounting, internal accounting controls
or auditing matters and possible violations of thecompany’s Code of Conduct or law. Our Compliance
Reporting Line allows employees and external
stakeholders to act on managing risk and unethicalbehavior on behalf of Invesco.
In 2022, the firm clearly noted the continued benefitsof implementing the enhanced escalation procedure
relating to violations surrounding ethics policies witha further decrease in violations from the previous year.

Business ethics training
All employees, officers and directors are required totake mandatory trainings annually, covering such topics
as Security, Market Abuse, Code of Ethics, Anti-Money
Laundering and other key conduct subjects. Anti-Bribery
and Corruption and Fraud Prevention trainings aremandatory and administered every other year.
We also offer a series of nonmandatory trainings focusedon ethical conduct through professional training anddevelopment channels. All trainings focus on scenariobased instruction to increase awareness of good
conduct principles.

Legal, risk & regulatory compliance
Our ethical conduct and compliance policies, standards
and procedures are reinforced by Invesco’s overarching risk
management framework. The risk framework structures
investment and business risk management, with particularfocus on key risk areas: strategy and governance,
investments, clients, people, operations and financial.
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6Governance

Invesco’s Board of Directors has principal
responsibility for oversight of the company’srisk management processes, including those
set forth in the risk management framework,and for understanding the overall risk profileof the company.
In 2022, we incorporated specific feedback
from the Board and senior leaders, industry bestpractices and global regulatory expectations toenhance Invesco’s enterprise risk management
framework. This modernized global approach
is more data-driven, supports proactive andaction-oriented risk management and will
enable us to further identify, assess, manage
and report on risks and opportunities that
could impact Invesco’s ability to successfully
achieve its strategic objectives meet ourclients’ needs.
Generally, our clients integrate ethicalstandards as a key component of the analysisof the quality of an asset manager. The due
diligence carried out is focused on the controls
put in place, but also on the trend observed interms of compliance with ethical standards andpolicies reflected in the number of violations
reported, notably around personal transactions.

Risk assessments
We conduct periodic Anti-Bribery andCorruption risk assessments that cover all
business lines and regions globally. Our
assurance functions undertake control
effectiveness testing through a risk-based
approach. After assessing our business forrisks related to corruption in 2022, we notedsome areas of inherent higher risk, but nomaterial, confirmed cases of corruption orpolicy breaches were identified.

Compliance checks& balances
Our compliance team regularly reviews,
records and updates an assessment of key
regulatory and business risks to determine
ongoing areas of focus. Compliance policies
and procedures are subject to ongoing
monitoring and periodic testing, the results ofwhich are reviewed, escalated and remediated tofurther mitigate risk and/or control weaknesses.
Exceptions and errors noted during the normal
course of business, as well as periodic regulatoryinteractions, contribute to the overall view ofeffectiveness. The firm’s Internal Audit group also
conducts regular reviews of compliance activities
as part of its independent testing procedures.
During the course of 2022, our compliance teamcontinued to improve monitoring systems andprocesses and supported broader improvements
at the firm, all in line with the firm’s goal, “Simplify
to Succeed.” Notably, we established a working
group to develop a global approach to trade
surveillance with the Center of Excellence, basedin Hyderabad. Additionally, we implemented a
new global restricted list management platform,
which further automated controls and improved
the books and records attached to material
nonpublic information.

Political activities
We encourage employees of Invesco and its
subsidiaries, as private citizens, to exercise
their rights and duties in any political or civic
process. This includes voting in elections or
making contributions supporting candidates
or parties of their choice.
However, as a corporate policy, Invesco
does not give direct payments to politicalactivities in the U.S. As outlined in our Code of
Conduct, no covered person may, under any
circumstances, use company funds to makepolitical contributions, nor are they allowed torepresent their personal political views as being
those of the company. While we do not give
direct payments to political activities in the U.S.,
we do support political activities through our
Political Action Committee (PAC). For Invesco’s
PAC details, see reporting available on theFederal Election Commission website at fec.gov.
Invesco’s lobbying disclosure reports are alsoavailable through the United States Lobbying
Disclosure Act database.

In 2022, Compliance completed its onboarding ofa new political contribution surveillance system,
which enables further monitoring of politicalcontribution records and compares those records
to Invesco’s list of Covered Associates.

Responsible sourcing& procurement
We consider our procurement relationships andseek to partner with high-quality vendors whoshare our values and commitment to client service
and responsible business practices. This effort
is led by our Global Procurement Department,
which is charged with promoting fair and ethicalbusiness practices in selecting vendors, mitigatingrisk, negotiating commercial transactions anddelivering value to Invesco and our clients. Our
Global Procurement Policy also outlines our
responsible sourcing and procurement practices
and expectations for our vendors.
To ensure that we are procuring the best vendors forbusiness needs, our Global Procurement Department
team partners with Invesco’s business units to
execute their respective strategies. Together,
the procurement team and business unit makerecommendations for selecting a vendor basedon capability, quality, price, reliability, risk and otherapplicable criteria, including the vendor’s adherence
to Invesco’s standard contract terms and conditions,which obligate our vendors to comply with allapplicable country, regional and local laws, rules
and regulations, including, but not limited to, laws
prohibiting bribery, slavery and human trafficking.
In addition, all procurement personnel are
required to abide by Invesco’s Code of Conduct
and Procurement Code of Ethics and conduct
themselves in a manner that avoids the appearanceof impropriety, conflicts of interest or issues ofinfluence when interacting with vendors.

2022 Corporate Responsibility Report 52

6

Governance

Security & privacy

Safeguarding privacy and protecting business, employee and client information is a top priority at Invesco.

We take seriously our responsibility to protect the personal information of our employees andclients, which has become increasingly important in recent years as we shift to cloud-based data
management applications. We continue to invest in our security and privacy capabilities to help
keep clients, employees and critical assets safe, uphold privacy rights and enable a secure andresilient business.

2022 highlights

100%

employees completed global
security annual training

Security & privacy governance
Invesco has a fiduciary responsibility to maintain theconfidentiality of information relating to our clients andcomply with the data protection requirements imposed byrelevant jurisdictions. As such, we’ve established the proper
maintenance, controls, processes and protection for ourclients’ assets.
The Global Security Department brings together Information
Security, Global Privacy Office, Business Continuity &Operational Resilience, Corporate Security, Business Security
Officers and Strategy, Projects & Governance in collaboration
with Global Intelligence & Threat Analysis. This structure
provides a comprehensive, holistic approach to keeping ourclients, employees and critical assets safe while enabling asecure and resilient business.

Maintained global overview
of Invesco offices to promotesecure work
conditions
for areas and locales able towork in the office

The department is distributed globally to most efficiently
provide the appropriate level of support anywhere in the world
at any time, while simultaneously maintaining strong working
relationships with industry peers, regulators, and intelligenceand law enforcement agencies in those locations.

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Governance

Information security & privacy
policies & proceduresProtecting data is imperative to maintaining
our stakeholders’ trust. Our Global Security
program promotes all aspects of information
security risk and considers the confidentiality,
integrity and availability of information assets
in order to protect them. Our security controls,
which identify threats, detect attacks andprotect these information assets, are alignedwith industry guidelines and applicable statutes
and regulations. We have an incident response
program that includes periodic testing and isdesigned to restore business operations in asecure manner.
We also have a privacy oversight and governanceframework that includes our privacy strategies,
privacy policy, guidance for maintaining
compliance with privacy regulatory obligations
and our approaches to managing risks related
to privacy.
All security policies and standards align with
the National Institute of Standards & Technology
Cybersecurity Framework and applicable industry
frameworks (e.g., ISO, FFIEC) and have beendeveloped, reviewed and approved to support
appropriate management of identified risks,align with regulatory and industry guidelines
and safeguard Invesco’s assets. In addition,
Privacy Impact Assessments are carried out aspart of risk management for certain higher‑riskprocesses undertaken by, or on behalf of, Invesco.

Transparency & privacy notices
We provide our clients with privacy notices andpolicies aligned to the services we offer andapplicable local regulations. Our privacy notices
outline aspects such as personal data we collect,
why we collect it, how we use it and any andall rights applicable to such data. Our privacy
notices are published in the privacy section of
our various global websites.

Security & privacy expectations for vendors & service providers
Our global vendor relationship management program standardizes our approach for security andprivacy risks related to the relationships we have with vendors and service providers.
As part of the global vendor relationship management program, our Global Security department has adefined third-party security and privacy risk program. Third-party security and privacy due diligence isperformed during onboarding of a service and on a defined frequency, based on the risk tiers. The due
diligence covers information (cyber) security, business recovery, privacy, technology management, andphysical and personnel security expectations. We employ a robust process of questionnaires, third-party
follow-ups and site visits when needed to evaluate and monitor these key risk areas.

Security & privacy training
To keep our employees, contract consultants and temporary employees abreast of security and privacy
best practices and protocols, we provide them with regular training, including an annual mandatory
security and privacy awareness training. Employees in business functions that interact regularly withclient data also participate in tailored security and privacy training.
We also require new employees, contractors, consultants and temporary employees to formallyacknowledge Invesco’s Acceptable Use Policy and Code of Conduct, in addition to completing
mandatory security and privacy awareness training upon hire. Existing employees, contractors,
consultants and temporary employees must reconfirm acceptance of Invesco’s Code of Conduct
on a regular basis.
We continuously promote security and privacy
awareness through periodic alerts, messages
and/or in-person presentations. Invesco security
awareness promotes a culture that advocatesfor employees to report a security concern
immediately, at any time. Building on these
initiatives, we implement security and privacy
tools and exercises that provide additional
concentrated messages and training. These
include phishing tests, which are designed tosimulate security and privacy events and incidents.
These tools and exercises allow us to better assess
our employees’ recognition of such events andinform new training and awareness programs thatfurther our cyber and information security.

Invesco’s Privacy Principles
Our internal privacy policy applies globallyto all processing activities involving personal
data and establishes and outlines our core
Privacy Principles:• Transparency• Purpose Limitation• Minimization• Accuracy• Security• Rights• Storage Limitation• Accountability

2022 Corporate Responsibility Report 54

Appendix
2022 Corporate Responsibility Report 55

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Appendix

About this report
This report covers calendar year 2022 and provides
qualitative and quantitative information on our approach to
managing CR issues.
It aligns with the Global Reporting Initiative (GRI) reporting guidelines and its core
reporting option and Sustainability Accounting Standards Board (SASB) metrics for
Asset Management & Custody Activities. While most information is found in this report,other primary sources include: Invesco’s 2022 Annual Report, Form 10-K, 2022 Proxy
Statement, 2022 CDP submission, Climate Change Report, 2022 ESG Investment
Stewardship Report and our corporate website. We intend to continue to report on
CR issues annually.
For additional information, please visit:• Invesco’s Environmental, Social and Governance webpage• Environmental, Social and Governance Investment Stewardship Report• Invesco’s Policy Statement on Global Corporate Governance and Proxy Voting• Form 10-K for the fiscal year ending on December 31, 2022
For information related to how Invesco addresses climate change risks and opportunities,
please visit Invesco’s Climate Change Report. Additional information can be foundthrough our submission to the CDP.

Reporting guidelines& content
This report was prepared with reference to the
GRI and SASB standards for Asset Management
and Custody Activities.

Reporting uncertainties
Nonfinancial information is subject tomeasurement uncertainties resulting fromlimitations inherent in the nature and methods
used for determining such data. The selectionof different but acceptable measurement
techniques can result in materially different
measurements. The precision of different
measurement techniques may also vary.

Disclaimer
This report is a summary of 2022 data. The
report is for informational purposes only and is
not an offer of any investment.

When we use the terms “Invesco,” “we,” “us,” “our” and “the company,” we mean Invesco
Ltd. Inc., a Bermuda corporation, and its consolidated subsidiaries, taken as a whole,unless the context otherwise indicates. All data presented in the report represents allwholly owned Invesco Ltd. operations, unless explicitly noted otherwise.

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Appendix

Sustainability& otherreporting

ESG Investment
Stewardship Reports

Annual Reports andProxy Statements

Statement on Modern
Slavery and Human
Trafficking

Anti-Money Laundering

Anti-Bribery andCorruption

Code of BusinessConduct and Ethics

Global Corporate
Carbon Emissions andEnvironmental Policy

Global Corporate
Occupational Healthand Safety Policy

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Appendix

CR indicators
Overall Indicators

2019

2020

2021

2022

Total country presence

26

28

25

26

CDP score

B-

B

B-

B

Revenue

$6.1B

$6.1B

$6.8B

$6.0B

Assets under management (AUM)$1,094B$1,349.9B$1,610.9B$1,409.2B

Number of confirmed
cases of corruption

0

0

0

0

Organization

Social Indicators

2019

2020

2021

2022

Workforce

Social Indicators

2019

2020

2021

2022

APAC employees

871

894

938

963

Men

42%

40%

38%

37%

37%

37%

35%

34%

Unspecified

21%

23%

27%

30%

EMEA employees

1,695

1,667

1,606

1,650

Men

63%

62%

62%

61%

37%

38%

38%

39%

Unspecified

—

0%

0%

0%

India Employees

1,537

1,627

1,831

1,947

Men

73%

72%

70%

69%

27%

28%

30%

31%

Unspecified

—

0%

0%

0%

North America Employees

4,411

4,256

4,101

4,040

Men

57%

58%

57%

57%

42%

42%

43%

43%

1%

0%

0%

0%

Women
2

Women
2

Women
2

Total Employees

8,514

8,444

8,476

8,600

New employees

1,393

960

1,386

1,541

Turnover rate

9.1%

6.5%

11.4%

14.0%

Employees entitled to parental leave

8,514

8,444

8,476

8,600

Men who took parental leave1

74

64

56

101

Women who took parental leave1

42

63

46

62

Full-time employees

8,401

8,320

8,210

8,478

Men

60%

60%

59%

59%

Women

37%

37%

38%

38%

Unspecified2

3%

3%

3%

Part-time employees

113

124

Men

12%

Unspecified

2

Unspecified

2

EEO1 Data: Percentage of employees by ethnic group (U.S. only)
American Indian/Alaska Native employees

0.13%

0.12%

0.09%

0.03%

Asian employees

14.93%

15.42%

15.76%

16.12%

Black employees

9.62%

10.04%

10.20%

10.08%

Hispanic employees

6.98%

7.10%

7.20%

7.53%

Native Hawaiian or other PacificIslander employees

0.08%

0.06%

0.03%

0.09%

3%

112

110

Employees of two races or more

3.46%

6.11%

2.25%

2.61%

15%

14%

14%

White employees

64.80%

61.16%

60.46%

59.12%

88%

85%

86%

86%

Any other ethnicity

—

—

1.49%

1.55%

—

0%

0%

0%

Unknown

—

—

2.52%

2.88%

Percent of senior leaders who are women

32%

33%

35%

37%

2022 Invesco target30%

35–40%

35–40%

35–40%

Total directors who are women

2 out of 9

2 out of 11

3 out of 11

3 out of 11

Diversity

Women

Women

Note: Cells that include a “—“ mean that the data was not provided, not available or not applicable.

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AppendixSocial Indicators

2019

2020

2021

2022

Employee engagement
Average of employees participating in
employee engagement pulse surveys3

91%

67%

73%

79%

Employees participating in annual,year‑end performance conversation

91%

85%

86%

80%

Environmental Indicators4,5,6

2019

2020

2021

2022

Composted (tonnes)

34.5

38.8

2.0

6.5

Closed loop recycling (tonnes)

27.7

110.5

81.9

85.6

Open loop recycling (tonnes)

251

34.6

31.5

45.1

Water withdrawal (m3)

134,110

106,597

92,50160,364

Water recycled (m3)

—

—

0

2.4

143,160

106,597

87,28044,764

Water

2019

2020

2021

2022

Water discharged (m3)

Number of LEED certifications

5

5

9

9

Employees working from ISO 14001
registered locations

83%

72%

76%

79%

Wherever possible we seek to enhance and expand the monitoring, measuring and reporting of our GHG emissions. Data may
be updated, over time, as more accurate data becomes available.

Environmental Indicators4,5,6
Organization

Greenhouse gas emissions and energy
Total energy consumed (kWh)7

46,385,676

41,402,480

35,666,991

26,518,155

Scope 1—(tCO2e)8(diesel, fuel oil, gas, vehicle fuel, refrigerants)

1,021

1,060

688

509

Scope 2—(tCO2e)8,9(electricity/location-based)

16,76813,554

12,466

9,621

Scope 2—(tCO2e)(electricity/market-based)

17,527

14,281

12,228

10,715

Scope 3—(tCO2e)8,10(purchased goods and services, capital
goods, waste, business travel, employee
commuting)

334,097

293,981

278,833

380,136

8,9

1 U.S. only numbers.
2 Employees who have not indicated their gender.

Emissions intensity (tCO2e/employee)8,11

3 2019 was Annual Employee Engagement surveys; 2020 forward transitioned to periodic pulse surveys.
4	GHG emissions and other environmental information reported in this table represents data for entities under operational
control of Invesco. The definition of operational control is consistent with that used by the GHG Protocol; a company
has operational control over an operation if the former or one of its subsidiaries has the full authority to introduce andimplement its operating polices at the operation.
5	Invesco will report environmental data from a 2019 baseline, moving forward, in alignment with our science-based
reduction targets at our corporate properties.
6 Due to improved data accuracy, 2019–2021 data has been updated from previous, publicly reported data.
7 kWh=kilowatt hour.
8 tCO2e=metric ton of carbon dioxide (CO2) equivalent.
9	According to the GHG Protocol Scope 2 Guidance, a location-based method reflects the average emissions intensity ofgrids on which energy consumption occurs (using mostly grid-average emission factor data). A market-based method
reflects emissions from electricity that companies have purposefully chosen (or their lack of choice). It derives emissions
factors from contractual instruments, which include any type of contract between two parties for the sale and purchase ofenergy, bundled with attributes about the energy generation, or for unbundled attribute claims.

Location-based Scope 1, 2 and 3

41

37

3412

45

Market-based Scope 1, 2 and 3

41

38

34

45

10 This category includes all Scope 3 categories. For more information, please reference the Environment section.

Waste to landfill (tonnes)

71.8

87.3

82.9

51.5

Waste to combustion (tonnes)

136

195.7

58.9

50.3

12	Data as of March 2022, unless otherwise stated. Invesco reserves the right to update its measurement techniques andmethodologies in the future, as more accurate data becomes available.

Waste to unknown disposal (tonnes)

33

1.4

9.6

25.7

12

Waste

11	Only employees at ISO 14001 certified facilities are included in this calculation, so the denominator includes only
76 percent of employees.

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Appendix

GRI index
This report covers calendar year 2022 and aligns with the Global Reporting Initiative (GRI) reporting guidelines and its core reporting option and Sustainability Accounting Standards Board (SASB) metrics for Asset Management & Custody
Activities. The table below shows where you can find the information related to the various metrics. While most information is found in this report, other primary sources include: Invesco’s 2022 Annual Report, Form 10-K, 2022 Proxy
Statement, 2022 CDP submission, Climate Change Report, 2022 ESG Investment Stewardship Report and our corporate website.

Disclosure Number Disclosure

Location/Response

General Disclosures
GRI 2: General Disclosures 2022
The organization and its reporting
2-1

Organizational details

Invesco Ltd.
Atlanta, GA, USA

2-2

Entities included in the organization’ssustainability reporting

2022 Form 10-K, pg. 2

2-3

Reporting period, frequency and contact point

Annually
Year end: December 31, 2022
kellie.schonberg@invesco.com

2-4

Restatements of information

We restated environmental data (pgs. 43, 46) from years 2019, 2020 and 2021 following updates to methodology as a result of the data assurance process
in 2022.

2-5

External assurance

Invesco seeks limited assurance for Scope 1 and Scope 2 data.

2-6

Activities, value chain and other business
relationships

2022 Form 10-K, Business, pgs. 2–8

2-7

Employees

CR indicators>Social Indicators

2-8

Workers who are not employees

CR indicators>Social Indicators

2-9

Governance structure and composition

2022 Proxy, Committee Membership and Meetings, pgs. 14–15

2-10

Nomination and selection of the highest
governance body2022 Proxy, Director Recruitment, pgs. 19–20

2-11

Chair of the highest governance body

Marty L. Flanagan serves as president of the Board of Directors and chief executive officer.

2-12Role of the highest governance body in overseeing
the management of impacts

2022 Proxy, Our Risk Management Framework pg. 23
2022 Proxy, Board’s Role in Risk Oversight, pg. 22

2-13

Delegation of responsibility for managing impacts

2022 Proxy, Environmental, Social and Governance (ESG) responsibility, pgs. 24-28

2-14

Role of the highest governance bodyin sustainability reporting

Our CR program

2-15

Conflicts of interest

Ethics & compliance

Activities and workers

Governance2022 Corporate Responsibility Report 60

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Appendix

Disclosure Number Disclosure

Location/Response

2-16

Communication of critical concerns

2022 Proxy, Communications with the Chair and other non-executive directors, pg. 22

2-17

Collective knowledge of the highest
governance body2022 Proxy, Director orientation and continuing education and development, pg. 20

2-18

Evaluation of the performance of the highest
governance body2022 Proxy, Board evaluation process, pg. 20

2-19

Remuneration policies

2022 Proxy, Our compensation framework, pgs. 45-50

2-20

Process to determine remuneration

2022 Proxy, The committee’s process for determining executive compensation, pgs. 57-58

2-21

Annual total compensation ratio

2022 Proxy, CEO pay ratio, pg. 72

Strategy, policies and practices
2-22Statement on sustainable development strategy

A message from Invesco’s President & CEO

2-23

Policy commitments• Code of Conduct• Code of Ethics and Personal Trading Policy• Conflict of Interest Policy• Director’s Code of Conduct• Global Anti-Bribery and Corruption Policy• Global Anti-Money Laundering/Counter-Terrorist Financing Policy• Global Financial Crime Prevention Policy• Global Fraud Escalation Policy Global Gifts andEntertainment Policy• Global Outside Business Activities Policy• Global Political Contributions• Global Remuneration• Global Violation Escalation• Identity Theft Prevention Program• Insider Trading Policy

2-24

Embedding policy commitments

Ethics & compliance

2-25

Processes to remediate negative impacts

Ethics & compliance

2-26

Mechanisms for seeking advice and raising concerns

Ethics & compliance

2-27Compliance with laws and regulations

There were zero instances of non‑compliance in 2022.

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Appendix

Disclosure Number Disclosure

Location/Response

2-28

A member of:Membership associations• 30% Club Japan Investors Group• One Planet Asset Manager Initiative• Asian Corporate Governance Association (ACGA)• Quoted Companies Alliance (QCA)• Asia Investor Group on Climate Change (AIGCC)• Responsible Investment Association (RIA) (Canada)• Better Building Partnership (BBP)• Responsible Investment Association Australasia (RIAA)• Bipartisan Policy Center ESGTask Force• SASB Alliance• Carbon Disclosure Project• Task force on Climate-Related Financial Disclosures (TCFD) (Supporterand Discloser), TCFD Consortium• Climate Action 100+
• Coalition for Climate-Resilient Investment (CCRI) (founding member)• Climate Bonds Initiative• Confluence Philanthropy (Associate Advisor Menu)• Corporate Responsibility Interface Center (CRIC) (DACH countries)• Council of Institutional Investors (CII) (US)• Disclosures and Labels Advisory Group (DLAG)• Transition Pathway Initiative• Task force on Nature-Related Financial Disclosures’ (TNFD) Forum• UK Sustainable Investment and Finance Association (UKSIF), including
Board of Directors• World Economic Forum Financing the Transition to a Net Zero Future
Working Group• Farm Animal Investment Risk & Return Initiative (FAIRR)

A signatory to:• Global Real Estate Sustainability Benchmark (GRESB)• Principles for Responsible Investment (PRI)• EFAMA Sustainable Finance Committee• EFAMA Stewardship Code

• ESG Disclosure Study Group (Japan)• Indian Stewardship Code• Hong Kong Green Finance Association (HKGFA)• Japan’s Stewardship Code

• Investment Company Institute (ICI) (ICI Fund Disclosure Working Group,
ICI Global ESG Task Force, and ICI Proxy Issues Working Group)• UK Stewardship Code

• Investment Association (UK)
• Investor Forum (UK)
• Institutional Investors Group on Climate Change (IIGCC), including Net
Zero Investment Framework working group• Italian Sustainable forum (ItaSIF)• Investment Management Education Alliance (IMEA)• Irish Funds ESG Legal committee• Net Zero Asset Managers Initiative
Additionally, GRESB provides the basis for the reporting, scoring and peer
ranking of Invesco Real Estate’s (IRE’s) ESG management and policies:• IRE has submitted data to GRESB since 2012 and has been a GRESB
member since 2014
• In 2022, five IRE-managed strategies achieved five out of five GreenStars, placing them in the top 20% of all global submissions in 2022

Stakeholder engagement
2-29

Approach to stakeholder engagement

Our CR program

2-30

Collective bargaining agreements

Invesco retains strong relationships with its employees and does not disclose collective bargaining agreements at this time.

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Appendix

Disclosure Number Disclosure

Location/Response

Material topics
GRI 3: Material Topics 2022
3-1

Process to determine material topics

Our CR program

3-2

List of material topics

Our CR program

3-3Management of material topics

Our CR program

GRI 200: Economic
GRI 201: Economic performance
3-3Management of material topic

2022 Form 10-K, Item 7. Management’s Discussion and Analysis of Financial Condition and Results of Operations, pgs. 27-59

201-1

Direct economic value generated and distributed

2022 Form 10-K, Item 7. Management’s Discussion and Analysis of Financial Condition and Results of Operations, pgs. 27-59

201-2

Financial implications and other risks andopportunities due to climate change

2022 Form 10-K, Risks Related to Operations and Technology, pg. 13

201-3

Defined benefit plan obligations and otherretirement plans

2022 Form 10-K, Retirement Benefit Plans, pgs. 89-93

201-4

Financial assistance received from government

No financial assistance was received from the government in 2022.

3-3Management of material topic

Ethics & compliance

205-1

Operations assessed for risks related to corruption

Ethics & compliance

205-2

Communication and training about anti-corruption
policies and procedures

Ethics & compliance

Confirmed incidents of corruption and actions taken

Zero incidents of corruption took place in 2022.

3-3Management of material topic

Energy & emissions

302-1

Energy consumption within the organization

Energy & emissions

302-2

Energy consumption outside of the organization

Energy & emissions

302-3

Energy intensity

3,083.51 kWh/employee

302-4

Reduction of energy consumption

Energy & emissions

GRI 205: Anti-corruption

205-3

Anti-Bribery and Corruption and Fraud Prevention trainings are mandatory for all employees and directors and administered every other year.

GRI 302: Energy

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Appendix

Disclosure Number Disclosure

Location/Response

GRI 303: Water and effluents
3-3Management of material topic

Water & waste

303-1

Interactions with water as a shared resource

Water & waste

303-2

Management of water discharge‑related impacts

Water & waste

303-3

Water withdrawal

Water & waste

303-4

Water discharge

Water & waste

303-5

Water consumption

Water & waste

3-3Management of material topic

Energy & emissions
EHS management

305-1

Direct (Scope 1) GHG emissions

Energy & emissions

305-2

Energy indirect (Scope 2) GHG emissions

Energy & emissions

305-3

Other indirect (Scope 3) GHG emissions

Energy & emissions

305-4

GHG emissions intensity

2022 CDP Climate Change, C6.1, C6.2, 6.3, 6.4, 6.5, 6.10

305-5

Reduction of GHG emissions

Energy & emissions
EHS management

305-6

Emissions of ozone-depleting substances (ODS)

N/A

305-7

Nitrogen oxides (NOX), sulfur oxides (SOX), andother significant air emissions

N/A

3-3

Management of material topic

Water & waste

306-1

Waste generation and significant
waste‑related impacts

Water & waste

306-2Management of significant waste‑related impacts

Water & waste

306-3

Waste generated

Water & waste

306-4

Waste diverted from disposal

Water & waste

306-5

Waste directed to disposal

Water & waste

GRI 305: Emissions

GRI 306: Waste

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Appendix

Disclosure Number Disclosure

Location/Response

GRI 400: Social
GRI 401: Employment
3-3Management of material topic

People401-1

New employee hires and employee turnover

CR indicators

401-2

Benefits provided to full-time employees that are notprovided to temporary or part-time employees

Employee engagement & well-being

401-3

Parental leave

CR indicators

GRI 403: Occupational health and safety
3-3Management of material topic

EHS management403-1

Occupational health and safety management system

EHS management403-2

Hazard identification, risk assessment, andincident investigation

EHS management403-3

Occupational health services

EHS management

403-4

Worker participation, consultation, andcommunication on occupational health and safety

Trained assessors audit each employee’s work space, and a third‑party risk assessment is executed annually for each office site. All offices are required tohave an Invesco health and safety representative to manage the on-site occupational health and safety program and work with facilities and employees toensure proper execution.
EHS management

403-5

Worker training on occupational health and safety

Occupational Health and Safety training is required for every Invesco employee.
EHS management

403-6

Promotion of worker health

EHS management
Employee engagement & well-being

403-7

Prevention and mitigation of occupational
health and safety impacts directly linked bybusiness relationships

EHS management

403-8

Workers covered by an occupational health andsafety management system

All employees, contractors and clients are covered by our EHS management system.

403-9

Work-related injuries

For 2022, the total recordable injury rate (TRIR) was 0.01, and the lost time case (LTC) incident rate was 0.

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Appendix

Disclosure Number Disclosure

Location/Response

GRI 404: Training and education
3-3Management of material topic

Professional development

404-1

Average hours of training per year per employee

Professional development

404-2

Programs for upgrading employee skills andtransition assistance programs

Professional development

404-3

Percentage of employees receiving regularperformance and career development reviews

CR indicators

GRI 405: Diversity and Equal Opportunity
3-3Management of material topic

Diversity, equity & inclusion
Inclusive talent pipeline

405-1

Diversity of governance bodies and employees

CR indicators
Inclusive talent pipeline

405-2

Ratio of basic salary and remuneration of women
to menFair compensation
UK Fair Gender Pay Gap Report

GRI 406: Non-discrimination
3-3Management of material topic

Diversity, equity & inclusion

406-1

Incidents of discrimination and corrective
actions taken

Fair labor practices

GRI 413: Local Communities
3-3Management of material topic

Resilient Communities

413-1

Operations with local community engagement,
impact assessments, and development programs

Financial literacy
Invesco Cares
Education support

413-2

Operations with significant actual and potential
negative impacts on local communities

Resilient Communities

3-3Management of material topic

Ethics & compliance

415-1

Political contributions

Ethics & compliance

GRI 415: Public Policy

GRI 418: Customer Privacy
3-3Management of material topic

Security & privacy

418-1

Substantiated complaints concerning breaches ofcustomer privacy and losses of customer data

Zero substantiated complaints concerning breaches of customer privacy received in 2022.

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Appendix

SASB index
Disclosure
Topic

Disclosure Number

Disclosure
Accounting Metric2022 Response

Disclosure
Topic

Asset Management & Custody Activities
FB-AC-510a.1

Total amount of monetarylosses as a result oflegal proceedings
associated with fraud,insider trading, anti-trust,anti-competitive behavior,market manipulation,
malpractice, or otherrelated financial industry
laws or regulations

2022 Form 10-K,
Commitments andContingencies, pgs. 98–99

FB-AC-510a.2

Description ofwhistleblower policies
and procedures

Qualitative information
can be found in Ethics& compliance

FN-AC-270a.1

Number and percentage
of covered employeeswith a records ofinvestment-related
investigations,consumer‑initiatedcomplaints, private
civil litigations, or otherregulatory proceedings

Zero employees are
involved in regulatory
proceedings.

Total amount of monetarylosses as a result of legal
proceedings associatedwith marketing andcommunication offinancial product related
information to new andreturning customers.

2022 Form 10-K,
Commitments andContingencies, pgs. 98–99

Business ethics

Transparent
information& fair advice
for customers

FN-AC-270a.2

Qualitative information
can be found in Ethics& compliance

Incorporation ofEnvironmental,
Social, andGovernanceFactors in
Investment
Management
and Advisory

Employeediversity &inclusion

Disclosure Number

Disclosure
Accounting Metric2022 Response

FN-AC-410a.1

Amount of assets
under management,by asset class, that
employ (1) integrationof environmental, socialand governance (ESG)
issues, (2) sustainability
themed investing and(3) screening

Not included in this report

FN-AC-410a.2

Description of approach
to incorporation ofenvironmental, social,and governance (ESG)
factors in investment and/or wealth management
processes and strategies

Qualitative information
can be found in theInvesco ESG Investment
Stewardship Report and
ESG Investing.

FN-AC-410a.3

Description of proxyvoting and investee
engagement policies
and procedures

Qualitative information
can be found in theInvesco ESG Investment
Stewardship Report and
ESG Investing.

FN-AC-330a.1

Percentage of genderand racial/ethnic
group representationof (1) executive
management, (2) nonexecutive management,(3) professionals, and(4) all other employees

Diversity, equity & inclusion
CR indicators

Activity Metric
Total registered assets
under management (AUM)

Disclosure
NumberCategory

FN-AC-000.A

Quantitative

Unit ofMeasure2022
Response

ReportingCurrency$1.409 billion

2022 Corporate Responsibility Report 67

7

Appendix

UN SDG index
Invesco recognizes the importance of the United Nations 2030 Agenda for Sustainable Development andthe UN Sustainable Development Goals (SDGs), which call for governments, business and civil society
organizations to take action to advance equitable and inclusive sustainable development.
Given our global presence, we recognize that our work touches people and places across the globe andthat we have an important role to play in addressing the complex, ever-evolving issues that impact society.
Invesco has mapped five SDG goals to our CR initiatives, and as we continue developing our CR goals, wewill further align with the SDG goals and targets.

Sustainable Development Goal

How We Are Contributing

3: Good Health & Well-Being

Employee engagement & well-being
EHS management
Invesco Cares

4: Quality Education

Professional development
Financial literacy

5: Gender Equality

Diversity, equity & inclusion
Financial literacy

13: Climate Action

ESG Investing
Environment

15: Life on Land

Environment

2022 Corporate Responsibility Report 68

This report is a summary of 2022 data. It is for informational
purposes only and is not an offer of any investment.
Invesco Ltd.
1331 Spring Street NW, Suite 2500
Atlanta, GA 30309
www.invesco.com/corporate© 2023 Invesco Ltd. All rights reserved.