WIXLIB

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCORPORATEGOVERNANCECOVID-19: Provider and community responseALL EMPLOYEE EMAIL FROM JOE Z:“Every day, many times in a day, we receive yet another request from a customer. It may be a request to introduce a telehealth benefit, waivecopays on COVID-19 testing, or help our state partners deal with issues of social determinants of health that have been magnified in thispublic health crisis. Our response: Serve first and ask questions later. This is not the time to ask, “What‘s in it for us?” or “How will Molina getpaid for doing this additional work?” Rather, we must reply, “How can we help the citizens of your state weather this cataclysmic health careevent?” We are responding humanely and patriotically; our business requirements are secondary. That’s what you do in a crisis.”With the onset of the COVID crisis in early 2020, Molina quickly enacted several initiativesto support our members, providers and communities.SUPPORTING OURPROVIDERS:SUPPORTING OURCOMMUNITIES:SUPPORTING OURMEMBERS: Accelerated 150 million inpayments Waived all member COVID-19related testing and treatment costs Enabled providers to be paid thesame amount for servicing membersvia telehealth as they would havebeen paid for in-person serviceDonated thousands of pieces ofpersonal protective equipment(PPE) to community groups Paid time off for clinical staff tovolunteer at testing sites andvaccine clinics Provided virtual urgent care servicesthrough our partnership with Teladoc Offered free home delivery ofprescriptions through any CVSpharmacy Launched a Coronavirus Chatbotonline tool available to helpmembers identify COVID-19symptoms and immediately connectwith support resources 9Expedited credentialing to ensureproviders can see members for anyhealth care reason Provided personal protectiveequipment (PPE) Worked in unison to educatemembers on the importance ofcontinuing to be seen whilefollowing safety guidelinesMOLINA HEALTHCARE Committed support and resourcesto various nonprofits serving thosein need across the country. Thesupport, supplies and monetarydonations have been made toan array of trusted organizationsthat directly serve vulnerablepopulations

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCORPORATEGOVERNANCEHUMAN CAPITALMolina is committed to advancing a diverse, equitable and modern workplace for our more than13,000 associates. We understand that human capital practices must respond to the needs of anincredibly diverse workforce as to age, gender, race and ethnicity, and family situations, among others.We deliver programs focused on employee health and wellness, growth and development, and theunique needs of 21st century families.Workplace modernizationThe nature of work is changing. Molina is focused now more than ever on developing our teammates,providing growth opportunities, and investing in tools and technology to support a growing and diverseworkforce. We launch one workplace modernization initiative each quarter and the most recent launches are:Q1 2020: LinkedIn LearningEmpowers our associates to take charge oftheir professional development and developskills that are important to them.Q2 2020: Employee Resource GroupsThis is a critical step forward for ourorganization in diversity and inclusion. Webegan with two groups: Black and AfricanAmerican, and Hispanic and Latinx.Q3 2020: Employee KudosThis annual award recognizes employeeswho have advanced Molina’s goals byachieving extraordinary results. Theseemployees positively affect Molina’sbusiness goals and reaffirm our Mission,Vision, and Values.Q4 2020: Dependent care andhomework assistanceA new Employee Support Program to ensureassociates have the tools and resourcesthey need to care for their families.10MOLINA HEALTHCAREQ1 2021: Series of careerdevelopment toolsA multi-part career developmentframework that supports employeesin enhancing their skills both in theircurrent job and for future roles.Q2 2021:Launched eight DE&I priorityareas for 2021 and beyond.Q3 2021: Perks ProgramPerks provides employees with discountedgift cards, store coupons, cashbackopportunities and exclusive offers with someof the most popular retailers.Q4 2021:Provided an additional eight hours of paidtime for employees to participate in ourcommunity volunteerism program (for atotal of up to 24 hours per year).

LETTER FROMTHE CEOABOUTMOLINAHUMANCAPITALTHE MOLINACARESACCORDDIVERSITY, EQUITYAND ITY OF HIGHPRACTICESAFFORDABILITYBUSINESSQULAITY loyee Experience Survey resultsMolina is committed to becoming the “employer of choice” for themanaged care industry. The results of our annual Employee ExperienceSurvey indicate that we continue to make progress on that goal.77%Employees rankedMolina above theglobal benchmark inOverofemployees respondedto the survey and21 of the 2357%questions/drivers.left comments. Top 3 drivers:Purpose, Priorities,FeedbackCommon themes:Career development,Communication,Work-life balanceEstablished a remote work policy within a matter of weeks fromthe onset of the pandemic for every employee except for thosewith essential on-site responsibilities. Paid employees a remotestipend. Provided additional financial support in the form of two 500bonus payments to over 10,000 employees representingapproximately 4.5 million in total disbursements. Paid essential employees who had to report to work in an officeenvironment during the COVID-19 pandemic an additionalweekly stipend. Recognized employees who made extraordinary efforts andcontributions during the pandemic by offering them a financialreward. Implemented an additional COVID-19 paid leave policy grantingall employees designated time off. Waived all COVID-19 testing and treatment costs for employees.Action item for 2022:Change communication andcareer developmentThe results of our Employee Experience Survey directly influenceWorkplace Modernization Initiatives and policies and practices atevery level of the company.11MOLINA HEALTHCARECOVID-19: Employee supportMolina took quick action to keep our associates safe and to easethe burden during a challenging time.

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCORPORATEGOVERNANCEDIVERSITY, EQUITY AND INCLUSIONWe are committed to creating an environment where all people feel safe, welcomed, valuedand respected. We value a team that reflects the membership and customers we serve.CEO Action for Diversity andInclusion PledgeEmployee diversityOur CEO, Joe Zubretsky, signed the CEO Actionfor Diversity and Inclusion Pledge, the largestCEO-driven business commitment to advancediversity and inclusion in the workplace, in order to:79% of our work force is female, and 56% is of an ethnically diverse background.WomenCultivate environments that support opendialogue on complex — and often difficult —conversations around diversity, equity andinclusion Implement and expand unconscious biaseducation and training Share best-known diversity, equity andinclusion programs and initiatives — as wellas those that have been unsuccessful Engage the board of directors whendeveloping and evaluating diversity, equityand inclusion strategiesMinorities79%56%(5% notdisclosed)12 MOLINA HEALTHCARE

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCORPORATEGOVERNANCEEmployee Resource GroupsDEI in action – Goals and activitiesto improve diversity at MolinaEvery Molina employee should have a workenvironment that allows them to thriveand feel comfortable. Employee ResourceGroups (ERG) are focused on providingsupport, enhancing career development,and contributing to the improvement ofdiversity and inclusion in the workplace.1. African American – Launched in 2020 Launch talent acquisition initiatives thatimprove diverse representation at thedirector-level and above2. Latinx – Launched in 2020 Conduct talent reviews for director and aboveemployees and create individual developmentplans for high potential diverse talent4. Veterans – Coming soon Create a development path and program forhigh-performing nonexempt employees tobe promoted into exempt roles, in particular,frontline supervisors Continue to focus on career opportunity,overall employee engagement andprofessional development resources for allemployees as action items from the EmployeeExperience Survey Transition from pilot to a more formalERG structure with a phased approach tointroducing the next three ERGs: Women,Veterans, and LGBTQ , with plans to launchother ERGs in the future Implement required all-employee and leaderdiversity training Create DE&I policies, position statement andERG handbook Communicate DE&I results and plans morebroadly to leaders and all employees13MOLINA HEALTHCARE3. Women – Coming soon5. LGBTQ - Coming soonDEI and cultural competencytrainingAs Molina continues to grow as acompany and a community, it’s criticalto our employees and members that webecome more culturally competent andadopt daily practices that appreciateour differences and similarities. Molinarequires all employees to complete thecultural competency training.The curriculum is comprised of: Part 1: Introduction to CulturalCompetency Part 2: Health Disparities, HealthEquity and Social Determinantsof Health

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE R WELL-BEING –MOLINA MAKES LIFEBETTER FOR OURMEMBERS.Molina meets each member where they are.We address the member’s social, behavioral,and physical health care needs.SDOH Innovation CenterSDOH initiatives:In early 2020 we launched the National MolinaHealthcare Social Determinants of Health InnovationCenter in Columbus, Ohio. The Innovation Centerexpands member engagement and support bydeveloping programs and best practices to addresshealth care access barriers created by social factors,with a goal of enhancing patient-centered care acrossour service areas throughout the United States. Molina Help Finder – The Molina Help Finder platform provides members on-demand accessto community health, financial and legal support, education and employment opportunities,emergency and transportation services, and housing and food security resources. Memberscan save, text or email resource lists for future access and directly submit an online requestfor assistance from community organizations. They can also scan for Molina’s unique valueadded services. Molina Health in Touch – Molina’s member data and communications program, Health inTouch, helps members stay in touch through a partnership with a federal Lifeline programprovider, TruConnect, so members can keep their mobile device or purchase one at adiscounted price from one of Molina’s partners. Members can elect to receive text messageswith health tips and important preventive service reminders from Molina. Additionally,members who choose a TruConnect smartphone get preloaded applications like the Molinamobile app to securely access their PHI, Molina Help Finder to get help with SDOH, andmore. SDOH Insights – Interactive dashboard showing community and individual SDOH needsand health outcomes.The Innovation Center acts under a shared servicesmodel and is accountable for driving the company’sSDOH strategy. Led by a seasoned staff trained toidentify areas for improvement, the Innovation Centerseeks to partner with local and national communitybased organizations, providers and stakeholders toimplement innovative solutions that promote healthequity, reduce social risk factors and meet the socialneeds of Molina members.14MOLINA HEALTHCARE

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALCare ConnectionsWhen members have difficulty accessing healthcare servicesdue to geography, physical limitations, transportation barriersand other SDOH factors, Molina brings services directly to themember through our Care Connections program. Positionedas “boots on the ground,” this team of Molina employed nursepractitioners provide wellness and preventive care services.Services include annual physical exams; a review ofmedical history, medications, assessments of pain andfunctional status; psychosocial well-being assessments; andidentification and closing of preventive care gaps. As CareConnections nurse practitioners conduct assessments, theyalso assess for additional SDOH such as housing instability,food insecurity, economic/employment stability, literacy andother conditions that may impact the member.DIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCORPORATEGOVERNANCEMental health andbehavioral healthMolina’s holistic approach to service deliveryfully integrates care for behavioral healthphysical health, and social determinants ofhealth. Molina’s goal is more than superficialintegration—it’s full care integration. Wedirectly manage behavioral health servicesto ensure individuals are connected to theright services and supports regardless ofwhere they enter the system of care. Whetherit be the opioid endemic or the COVID-19pandemic, Molina expands and adapts itsservices to meet the mental and behavioralhealth needs of our members.TelehealthOur nurse practitioners average5 visits per dayAs an extension of our Care Connectionsprogram, MyHealth Mobile is stationed nearhomeless shelters, food banks, communitycenters, and public social service offices,making it easier to stay in touch withhard-to-contact members.15MOLINA HEALTHCAREMolina has embraced using diversetechnologies to increase and improve accessto care for members. Across our enterprise,we continue to explore and implementsuccessful telehealth programs to expand ourvirtual care portfolio to include services thatfill critical access gaps and improve memberoutcomes and satisfaction. Our telehealthsolution is designed to provide whole-personcare and includes options for both generalphysical health and behavioral health care.As Molina prepares for a post-pandemicenvironment, our services will reflect thelessons we have learned during the pandemic,best practices we developed and, mostimportantly, what can be leveraged to ensureoptimal health and well-being for memberswhile advancing health equity.

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCORPORATEGOVERNANCEACCESS AND AFFORDABILITYDistinction in Multicultural CareMolina’s model for culturallyappropriate engagementbegins with recognizing andrespecting the unique customs, valuesand beliefs of individuals. Our Medicaidhealth plans have been among the firstin their states to be awarded NCQA’sDistinction in Multicultural Health Care.16MOLINA HEALTHCAREThirteen Molina Plans achieved theMulticultural Health Care Distinction,identifying them as market leadersin proactively addressing SDOHand confronting racial and ethnic healthdisparities though culturally and linguisticallysensitive, evidence-based interventions.The Distinction is active until July 2022.California, Florida, Illinois, Michigan, NewMexico, New York, Ohio, Puerto Rico, SouthCarolina, Texas, Utah, Washington, Wisconsin.The NCQA Distinction inMulticultural Health Careidentifies organizations thatlead the market in providingculturally and linguistically sensitiveservices, and work to reduce healthcare disparities. For patients to receivethe best care possible, organizationsresponsible for that care must be awareof and be sensitive to their populations’racial, cultural and language differences.

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCultural Competency WorkgroupMolina strives to provide culturally andlinguistically appropriate services acrossthe continuum to reduce health disparitiesand improve health outcomes. Since barriersassociated with cultural differences can preventmembers from accessing services in a timelymanner, Molina recognizes and reasserts theneed to create special programs that educatestaff and providers on effective ways to deliverservices to members with diverse backgroundsand special needs. Molina works proactively tocultivate an environment that fosters acceptanceand respects the unique needs of our members.The Cultural Competency Workgroup is anenterprise-wide, cross-functional workgroupthat develops the Cultural Competency Plan andoversees the development of training resourcesand activities related to cultural competency, bothfor Molina employees and our network providers.Cultural Competency Plan: The plan describeshow individuals and systems within theorganization will effectively provide services topeople of all cultures, races, ethnic backgroundsand religions, as well as those with disabilities, ina manner that recognizes, affirms and respectsthe worth of the individuals, and protects andpreserves their dignity.All member-facing staff receive rigorous trainingto effectively reach and engage our diversemembers, including non-English speakers. Thisincludes requirements and best practices foroutreach and engaging members who do notspeak English, such as cultural humility andrecognizing implicit bias.17MOLINA HEALTHCARETraining and Resources for Molina Providers Building Culturally Competent Healthcare:- Module 1: Introduction to Cultural Competency- Module 2: Health Disparities- Module 3: Specific Population Focus – Seniors and Persons with Disabilities- Module 4: Specific Population Focus – LGBTQ, Immigrants and Refugees- Module 5: Becoming Culturally Competent Americans with Disabilities Act Members who are blind or have low vision Service animals Tips for Communication with people with disabilities and seniorsCORPORATEGOVERNANCE

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALRESPONSIBLE BUSINESSPRACTICESCode of Business Conduct and EthicsWe believe that effective compliance depends on cultureand leadership. We focus on integrity and compliance, andwe expect our leadership from the top down to create aculture of compliance. We are committed to an open reportingenvironment in which employees are encouraged to promptlyraise concerns without fear of retaliation. Our code of businessconduct and ethics sets forth our expectations for ouremployees, directors, officers and subcontractors with respectto how they conduct business. It is the absolute expectationthat we conduct business in accordance with applicable laws,rules and contract requirements, as well as ethical businessand professional practices.Every year we require that all our employees and boardmembers review it and acknowledge their commitment tothe principles it contains.We recognize that our procurement decisions can haveimportant economic, environmental and social impacts inthe communities we serve and beyond. Last year our Codeof Business Conduct and Ethics was expanded to makeclear it covers subcontractors and vendors.18MOLINA HEALTHCAREDIVERSITY, EQUITYAND INCLUSIONMEMBERMEMBERWELL-BEINGWELLBEINGACCESS ANDAFFORDABILITYRESPONSIBLE BUSINESSPRACTICESCORPORATEGOVERNANCE

LETTER FROMTHE CEOABOUTMOLINATHE MOLINACARESACCORDHUMANCAPITALDIVERSITY, EQUITYAND INCLUSIONMEMBERWELL-BEINGPrivac

Through its locally operated health plans, as of December 2021, Molina Healthcare served approximately 5.1 million members. O. ur Mission. We improve the . health and . lives of our members by delivering high-quality health care. O. ur Vision. We will distinguish . ourselves . as the low cost, most effective and reliable health plan delivering .