Further to a review of the work done by the human resources committee, such as that described in the 2022 Management Proxy Circular, it is not possible to determine the importance the committee members assign to non-compensation matters, such as institutional strategies for promoting employees’ wellness, safety and mental health, their engagement, their comfort with new ways of working, skills development in the digital era, the type of corporate culture encouraged by the institution, and other aspects that would assure shareholders and interested parties (stakeholders) that human resources management is being conducted with the Bank’s current and future challenges in mind. Currently, the committee’s role is defined as follows: “The Committee supervises and approves the management of compensation risks, the policies and main compensation programs, the main culture and talent management strategies and practices, the succession plans for Officers, the pension plans, and communication with shareholders.” We propose that the board of directors revise this committee’s mandate so that it can play its role of overseeing key corporate culture and human resources strategies, employee engagement, as well as employees’ health, wellness, equity, diversity and inclusion and so that it can ensure that the bank’s strategies and corporate culture encompass the principles related to environmental, social and governance (ESG) factors.”