Company: PRI
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0000950170-25-048061
Chunk: 18

Company: Primerica, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 18
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 Greatest Workplaces for Diversity and in 2024, as one of America's Greatest Workplaces for Women. Primerica Life Insurance Company of Canada (PLICC), our Canadian insurance subsidiary, received the 2025 Corporate Award by The Canadian Foundation for Physically Disabled Persons. We were recognized by Forbes as a Best Employer for Women each year from 2019 to 2024, and in 2021 and 2022, Forbes recognized us as a Best Employer for Diversity. Additionally, we were named to the Bloomberg Gender Equality Index each year from 2020 to 2023. The Corporate Governance Committee has responsibility for oversight of our human capital management commitments and initiatives. Our Chief People Officer serves in the role of chief diversity officer, is responsible for the development and implementation of our human capital management strategy and provides regular updates to the Corporate Governance Committee. At the center of these efforts is ensuring that all employees have access to learning and developmental opportunities that allow them to

| Primerica 2025 Proxy Statement | 17 |

| GOVERNANCE |

learn, grow and thrive at Primerica. We work to empower and incentivize our senior leaders to embrace this strategy. Our human capital strategy has netted positive results since its adoption. • To drive accountability at key senior management levels, we implemented an annual performance goal, beginning in 2023, for senior professionals and above that evolves each year based on the Company human capital management priorities. For 2025, the performance goal will focus on leaders developing leaders as the Company prepares to build a deeper pipeline of talent while we plan for continued Company growth and future leadership. • Leadership development and succession planning that identifies, develops, and mentors all talent as we build our talent pipelines and leadership of the future is critical for the sustainability of our Company. W e enhanced the curriculum of our two employee leadership cohorts for emerging talent with a heightened focus on investing in their personal growth, leadership skills refinement and business acumen strength. As the Company manages through retirement transitions, additional investments will be made in 2025 with recently promoted leaders that joined the Chief Executive Office’s Leadership Team. Our goal is to ensure that they too are demonstrating the strong leadership competencies required to successfully lead the organization into the future. • Employee Resource Groups (ERGs) are open to everyone and are supported by executive leaders who serve as sponsors. They are also supported by employee volunteers who work with the executive sponsors to plan and participate in ERG programs and events. ERG leaders and sponsors meet regularly to collaborate on the various events and