Everest Re : 2020 Corporate Responsibility Report Supplemental

2020

Everest Re Group, Ltd.

CORPORATE RESPONSIBILITY REPORT 2020 SUPPLEMENTAL DISCLOSURES

TABLE OF CONTENTS

INTRODUCTION	1
2020 BY THE NUMBERS	2
EVEREST'S ESG ROADMAP	3
NEW U.S. HEADQUARTERS	4
DIVERSITY, EQUITY AND INCLUSION INITIATIVES	6
COVID-19 WORKPLACE RESPONSE	8
CHARITABLE OUTREACH	12
2020 EMPLOYMENT TABLES	14

INTRODUCTION AND PURPOSE OF OUR SUPPLEMENTAL REPORTING DISCLOSURES

In March 2020, Everest published its inaugural Corporate Responsibility Report in accordance with Global Reporting Initiative ("GRI") standards. Since the publication of our inaugural Corporate Responsibility Report, we have continued to take actions that will determine Everest's future and build upon our sustainability efforts. We have not only published additional supplemental disclosures under the Sustainability Accounting Standards Board ("SASB") framework, but we have also undertaken new social programs and faced head-on one of the greatest challenges in our global history: the COVID-19 pandemic.

We plan to publish another full and comprehensive Corporate Responsibility Report in 2022, but we believe that it is important that in the meantime, we continue to build on our Environmental, Social, and Governance ("ESG") reporting practices and keep our stakeholders informed as we continue to incorporate and develop ESG into all aspects of our business and operations. After all, the sustainability of our Company, our industry, and our planet depend on our ability to adapt and evolve our approach to issues like climate change, the strength and well-being of our employees, the diversity of our workforce, and our impact on the communities in which we operate. Thus, for Everest ESG is more than an annual compliance exercise. It is a core element of our long-term strategy and a philosophy that we hope will permeate across all areas and divisions of our Company.

As our ESG endeavors continue to grow, our role in our community continues to progress and our employees continue to develop. We are proud to be able to regularly share that progress. Please join us as we continue to take actions today to ensure a responsible and sustainable future.

EVEREST RE GROUP // PG 01

2020 BY THE NUMBERS

EVEREST'S ESG ROADMAP OF RECENT AND UPCOMING REPORTING EVENTS AND HIGHLIGHTS

2022:

LAY-OFFS,

furloughs, or		new Employee
0 salary reductions	2 Resource Groups
due to the COVID-19		("ERGs") founded:
Pandemic		Black ERG
		and Pride ERG

2 new ESG reports published

including Everest's inaugural Corporate Responsibility Report written in accordance

with Global Reporting

Initiative ("GRI") standards and Everest's first Sustainability

Accounting Standards Board ("SASB") report

8 Everest Charitable

Outreach events

involving more than

443 employees

GRI: In early 2022, Everest will work toward finalizing and publishing its next full and new edition of its comprehensive Corporate Responsibility Report in accordance with Global Reporting Initiative ("GRI") standards.

SASB: Everest will further consider publishing a second Sustainability Accounting Standards Board ("SASB") report.

TCFD: Everest will also work toward publication of disclosures in alignment with the Task Force on Climate-related Financial Disclosure ("TCFD") set of guidelines.

Everest recognizes the various choices of different ESG frameworks that exist for companies to potentially disclose and align reporting under. In choosing to disclose under the GRI and SASB frameworks, and potentially TCFD as well, Everest considered not only the latest ESG best practices and themes for reporting but also took into consideration feedback received from various Everest stakeholders. As ESG reporting frameworks and best practices continue to evolve, Everest will of course consider additional and/or alternative reporting disclosure standards in the future as well.

25 YEARS

as a publicly- traded company

Everest celebrated 25 years as a publicly-tradedcompany

		FULL DAY
ethnic minority		Civic Engagement
33% employees	1 Paid Time Off
of Everest's U.S. employees		Beginning in 2020, employees
identify as ethnic		can take up to 1 full day per
minorities		year of Civic Engagement
		Paid Time Off, to support
		causes important to them

$550,000+

donated by Everest

to charitable and social justice organizations in 2020

2021:

Everest will work toward monitoring and compiling greenhouse gas emissions data from Everest's operations, starting with Everest's U.S. Headquarters (where a majority of Everest's world-wide employees are located) and then expanding to other offices across Everest.

In 2021, Everest will also be publishing this supplemental Corporate Responsibility Report set of disclosures. The report will be available at:

https://www.everestre.com/Corporate-Responsibility/Everest-Corporate-Responsibility-Report

29 LISTING SESSIONS

conducted between our executive leaders and our Black, African American and Caribbean heritage employees, and other underrepresented groups, where approximately

220 employees participated

PG 02 // EVEREST RE GROUP

2 NEW HBCU PARTNERSHIPS

Everest began new partnerships

with 2 Historically Black

Colleges and Universities ("HBCUs")

while enhancing our existing higher education partnerships to

focus on diversity with 4 local

universities near our U.S.

headquarters and 1 additional HBCU

Everest will also work toward compiling disclosures and data for the GRI, SASB, and TCFD frameworks, and work toward beginning draft reports and content as applicable for publication in 2022.

2020:

In late 2020, Everest published its first SASB report. The report is available at:

https://www.everestre.com/Corporate-Responsibility/Everest-Corporate-

In March 2020, Everest published its inaugural comprehensive written in accordance with GRI standards. The report is available at:

https://www.everestre.com/Corporate-Responsibility/Everest-

NEW US HEADQUARTERS

IN DECEMBER 2020, EVEREST MOVED OPERATIONS OF OUR U.S. HEADQUARTERS TO A NEW BUILDING COMPLEX IN WARREN, NEW JERSEY. WE ARE THRILLED TO EXPAND INTO A LARGER AND MORE SUSTAINABLE FACILITY, AND WE ARE EXCITED ABOUT THE GROWTH OUR COMPANY CAN SEE IN THIS SPACE.

Designed to encourage a healthier workplace environment, the new building offers employees more space and modern amenities, including:

An on-campus Amenity Center, with a state-of-the-art gym, basketball court, locker rooms, coffee bar, and cafeteria

A workspace built to maximize sunlight

Two parking garages with over 1,300 spaces (mostly covered)

Heated sidewalks

A tech bar in the building atrium

A wellness area

PG 04 // EVEREST RE GROUP

While we already have a modest ecological footprint as an insurance and reinsurance organization, we are committed to reducing our own impact on the global environment wherever possible through our policies and daily operations. An important area in which we can continue these efforts is through sustainable real estate, like our new U.S. headquarters. In designing and building out this space, we endeavored not only to develop a better workplace atmosphere for our employees, but also to leave a more responsible footprint on our planet. Sustainable initiatives at the Warren office include:

• LEED Silver certification designation
• Charging stations for employees with electric vehicles
• Energy-savingamenities

Other features of the new U.S. headquarters complex include a green roof as part of the complex, along with an outdoor amphitheater and designated walking paths that surround a bucolic pond for employees to enjoy.

EVEREST RE GROUP // PG 05

DIVERSITY, EQUITY AND INCLUSION INITIATIVES

Without diversity of perspectives and experiences, it would be impossible for our Company to grow. We are dedicated to maintaining an inclusive work environment that welcomes all employees, regardless of age, gender identity, race, ethnicity, religion, sexual orientation, or disability. We are proud of the diversity across our global workforce.

A SUMMARY OF JUST SOME OF OUR RECENT DEI-RELATED INITIATIVES IN 2020 INCLUDE:

However, we recognize that there is always more work to be done to enhance diversity and bring greater attention to social justice reforms within the global communities in which we operate. We believe that the first step is to closely examine our own workplace culture and policies, in order to ensure that Everest provides a welcoming, supportive, and inclusive environment.

Racism is an anathema to our culture and sustainability. Racism is not a political issue - it is a human rights issue. Equality in opportunity, career development, compensation and respect for all individuals is a fundamental human right that is at the forefront of our culture. As such, in 2020 - a time when the fight for racial equality and social justice was at the forefront of the American experience - we announced a new Diversity, Equity and Inclusion ("DEI") initiative. We believe that this global program represents a long-term commitment to advance an inclusive and diverse workplace for all our employees, as we owe a commitment to support our employees in bringing attention to social justice reform around the globe.

As part of this initiative, in the summer of 2020 our senior management team held a series of diversity "listening sessions" with employees in underrepresented groups. Our first session was an in-depth discussion with our Black, African American, and Caribbean employees. We then expanded to sessions with female, Pan-Asian, Latinx and Hispanic, and LGBTQ+ employees, as well as for employees in any other underrepresented group. These sessions provided an opportunity for an honest and open dialogue with management about concrete ways the Company can improve on DEI matters in the workplace and provided an opportunity to engage in robust dialogue about the employee experience as it relates to DEI at Everest. The turnout to these events by employees and senior management was tremendous, and we are excited to incorporate employee feedback into our short- and long-term DEI strategies.

Based in part on the feedback received during these listening sessions, the Company sponsored the formation of a Diversity, Equity and Inclusion Council. This Council is supported and mentored by a team of senior executives of the Company including our CEO, our Executive Vice President & Chief Human Resources Officer, and our Executive Vice President & General Counsel. The Council itself is composed of 15 employees from all levels who share their experiences and diverse views to develop ways to enhance the DEI culture across Everest. Membership on the Council is open to employees at every level of the Company who are dedicated to driving forward Everest's DEI efforts. The Council works to help link Everest's commitment to diversity with our overall business strategy, as well as advocate for, help execute on, and provide guidance and oversight on diversity efforts. The Council also works on Company-wide communication and facilitates opportunities for

Executive Leadership

Focus on DEI

Listening Sessions

Formation of DEI Council

Employee Resource Groups

Talent Acquisition Efforts

Bias Awareness Training

Charitable Donations

Under our CEO Juan C. Andrade's leadership, Everest's executive management has placed DEI efforts as a critical focus of the Company's path forward.

These well-attended sessions provided an opportunity for an honest dialogue with management about concrete ways the Company can improve on DEI matters in the workplace.

The Council is charged with helping lead Everest's DEI initiatives going forward.

Focused associations that provide fellowship, friendship and support to employees with similar cultural experiences. Participation in our ERGs is open to all employees regardless of background to enhance career and personal development and exchange ideas and share experiences and backgrounds to contribute to Everest's vision and values.

We have established new partnerships with the National African American Insurance Association, International Association of Black Actuaries, Diversity and Inclusion Center for Equity ("DICE"), and Grace Hopper (women in tech). These partnerships facilitated our participation in virtual career fairs and annual events hosted by these organizations. We enhanced our existing higher education partnerships to focus on diversity with four local universities near Everest's U.S. headquarters (Rutgers University, Temple University, New Jersey Institute of Technology, and St. John's University), as well as expanded partnerships with Historically Black Colleges and Universities including Johnson C. Smith

Lincoln University, and Morgan State University.

Everest has partnered with Blue Ocean Brain, an on-demand learning resource that uses flexible and modern microlearning content focused on diversity, equity and inclusion topics, and curated specifically for

and individual contributors.

The Company expanded its Company-wide matching gift program in June 2020 to support against social injustice, inequality, racism, and discrimination, and in June 2020, Everest $200,000 split between the NAACP and the Equal Justice Initiative.

employees to network and exchange ideas about industry DEI practices. The Council partners with senior management and the Human Resources department to foster equitable employee development and career progression as well as diverse talent acquisition.

In order to raise awareness and ensure that a diverse group of voices is heard throughout Everest, the Council recommended the sponsorship of two new Employee Resource Groups ("ERGs"). Participation in our ERGs is open to all employees regardless of background to enhance career and personal development and exchange ideas and share cultural experiences and backgrounds to contribute to Everest's vision and values. The newly created ERGs focus on Everest's African-American and Black employees, as well as our LGBTQ+ employees. These two new groups will join our current ERGs: the Women's Networking Group and Everest Charitable Outreach.

EMPLOYEE ETHNIC DIVERSITY1

EVEREST					46%
INSURANCE/REINSURANCE			40%
39%	39%
INDUSTRY		30%	33%
				27%
	25%
		21%			22%
		16%
12%	11%
6%
EXECUTIVE	SENIOR	MANAGER	PROFESSIONAL	TRAINEE	ADMINISTRATIVE	TOTAL
MANAGEMENT	LEADERSHIP					EMPLOYEES

1Everest statistics based upon U.S. employees only. Industry data is latest available from McLagan (part of Aon plc).

EMPLOYEE SPOTLIGHT

Ayanna Gallow, an Assistant Vice President, Excess Casualty, Everest Insurance®, and Owen Insurance®, are co-chairs of Everest's recently-formed Black Employee Resource Group.

"I BELIEVE THAT IF DECISIONS ARE BEING MADE PEOPLE SHOULD BE AMONGST THE DECISION NEWLY FORMED BLACK EMPLOYEE

ABOUT THE COMPANY MAKING A

DIVERSE CANDIDATES IN HIRING,

- AYANNA GALLOW

"HAVING WORKED IN THE HAVE WITNESSED ONLY LITTLE CHANGE IN OUR BECOME MORE DIVERSE CHANGED WITH THE CO-CHAIR THE

- OWEN CHARLES

PG 06 // EVEREST RE GROUP