This policy would involve: 1. Reviewing the skills matrix for the Board to explicitly include key areas such as: • Climate and sustainability; • Social and racial equity; • Relationships with Indigenous Peoples; • The ethics of artificial intelligence; • Community impact and responsible investments. 2. Making a commitment to actively consider candidates with non-traditional career paths, including candidates from community service, academic, Indigenous or technological backgrounds, provided that they have relevant strategic or societal expertise. 3. The annual publication, in the Management Proxy Circular, of a transparent report on the diversity of expertise represented on the Board and on progress made in this area. Boards of directors of financial institutions operate in an environment where corporate governance issues are becoming increasingly complex. Issues related to technology, climate risks, social equity, Indigenous rights and business ethics require modern, diversified expertise. Demographic diversity alone, though essential, is not enough. It’s imperative to expand the range of skills represented on the Board in order to: • Ensure better quality strategic deliberations and decisions; • Increase the ability to predict emerging risks; • Strengthen the organization’s social legitimacy and credibility; • Enable the organization to meet the growing expectations of investors and society. Actively integrating candidates with non-traditional career paths, including candidates from community service, Indigenous, academic or technological backgrounds, would enrich collaborative reflection and better position the organization to face the challenges of today and tomorrow. Lastly, publishing transparent information on the diversity of skills would promote accountability and contribute to stakeholder confidence.