Primerica, Inc. Gender-Related KPIs

Women on the Board of Directors

As of December 31, 2022, four of the 11 members of the Board of Directors of

Primerica, Inc. (the "Board") were women: Ms. Amber L. Cottle, Ms. Cynthia N.

Day, Ms. Beatriz R. Perez, and Ms. Barbara A. Yastine.

Gender balance in Board leadership

Two of the three independent committees of the Board are chaired by a woman.

Ms. Barbara Yastine is the Chair of the Board's Compensation Committee and

Ms. Cynthia Day is the Chair of the Board's Corporate Governance Committee

Executive officers who are women

The position of Chief Financial Officer of the Company is held by a woman, Ms.

Alison Rand. Ms. Rand has announced her retirement and the Company has

reported that its next CFO will be Ms. Tracy Tan, who is also a woman.

The executive officers and certain significant employees who comprise our

senior management team, or "Operating Team", are listed in our Annual Report

on Form 10-K for fiscal 2022 ("2022 Annual Report"). As of December 31, 2022,

33% of our Operating Team members were women.

Ms. Lisa Brown, Executive Vice President and Chief Administrative Officer, is

a member of the Company's Operating Team and, among other duties,

oversees the Company's Human Resources and Talent Management functions

and leads the Company's diversity, equality, inclusion and belonging (DEIB)

efforts and strategies.

Percentage of women in

55.6%

total management1

Percentage of women in

46.1%

senior management2

Percentage of women in

57.6%

middle management3

Percentage of women in

65.1%

non-managerial positions4

Percentage of total workforce that

63.1%

was women

Percentage of total promotions that

60.6%

were women

Percentage of Women in

40.3%

IT/Engineering Roles

Percentage of new hires who were

62.8%

women

Percentage of attrition that were

63.6%

women5

Time-bound action plan with targets

to increase the representation of

women in leadership positions

As women are well-represented in various levels and positions, the Company

does not currently have a time-bound action plan with targets. The Company

Time-bound action plan with targets

continues to monitor these metrics for potential improvement.

to increase the representation of

women in the Company

Pay

Global mean (average) raw

30%

gender pay gap6

Time-bound action plan to close

In 2022, the Company completed an extensive gender and ethnicity pay gap

its gender pay gap

review, supported by an expert third-party advisor. The Company implemented

appropriate pay adjustments following completion of that review as needed to

address the negligible identified pay gaps.

Executive compensation linked

The Charter of the Board's Compensation Committee requires that it annually

to (DEIB)

considers non-financial metrics for potential inclusion in the executive

compensation program. The Board's Corporate Governance Committee

oversees the Company's sustainability efforts, including DEIB . Annually in

November, the Board's Compensation Committee meets with the Board's

Corporate Governance Committee to discuss and determine whether

inclusion of sustainability factors in the compensation metrics would be

meaningfully beneficial to the Company's future progress. In November 2022,

both committees determined they were satisfied with the Company's focus and

progress on sustainability matters, including DEIB, a view that was shared by

the full Board. As a result, the 2022 corporate performance metrics did not

include any DEIB-related factors.

Inclusive culture

Number of weeks of fully paid

Employees giving birth to a child receive 12 weeks of income benefits, which may be

primary parental leave offered

extended to up 26 weeks pursuant to the terms of our Short-Term Disability policy.

Number of weeks of fully

Primerica offers up to 4 weeks of gender-neutral paid parental leave so non-birthing

paid secondary parental

employees can spend important time bonding with a new child after birth or adoption.

leave offered

Parental leave retention rate7

69%

Back-up family care services

The Company does not offer back-up family care to assist when there is a gap

or subsidies through the

in regular care arrangements, or a subsidy to assist with the cost of care of a

Company

family member, to employees. Through our Employee Assistance Program,

employees can access resources and referrals for childcare.

Flexible working policy

We understand and value the importance of an effective work-life balance for our

employees. We offer many flexible work options and schedules to meet the

needs of our employees. Less than 15% of our employees work fully onsite due

to the requirements of a specific job and the vast majority work fully remote or on

a hybrid schedule where they are able to work both at home and in the office.

Employee resource groups for

Primerica's employee resource groups ("ERGs") were created in 2021 and

women

provide an opportunity for employees to connect and collaborate with each

other while fostering belonging and engagement. ERG activities include

working on projects that help develop new skills and relationships with

colleagues from other departments. The initial cohorts are thriving and building

interest across our organization: Primerica Black Professional Network (PBPN);

Primerica Uniting Latinos and Serving Others (PULSO); Asian Pacific Islander (API);

and Work Life Balance (WLB). We are evaluating the need to add additional ERGs.

Primerica's independent sales force utilizes strategic market groups to

encourage professional and personal growth and development, including

Women in Primerica, which provides opportunities for networking and

mentorship, sales and business management training, and deep learning

opportunities customized for women members of the independent sales force.

Unconscious bias training

Beginning in 2021, we adopted diversity commitments for our home office

employees in the U.S. and Canada that focused on reviewing all aspects of

our employee value proposition and allowed us to further advance our

diversity, equality, inclusion, and belonging ("DEIB") agenda. In 2022, we

continued to build upon this commitment and launched a mandatory,

facilitator-led training platform that spanned multiple sessions over several

weeks throughout the U.S. and Canada. The learning experience focused on

a series of learning principles that taught all participants about personal biases

and their effect on engagement with others with impactful learning frameworks

and workshops focused on proven behaviors that foster an inclusive

workplace.

Annual anti-sexual harassment

Primerica fosters a work environment in which employees treat each other

training

with mutual respect and dignity. Employees complete annual mandatory

training on the Company'sEqual Employment Opportunity and Anti-

Harassment Policy, which describes the processes and procedures for

bringing a complaint or concepursuant to the policy. The Corporate

Governance Committee of the Board of Directors of Primerica, Inc. is

responsible for overseeing management's implementation and monitoring of

the policy and reviews and approves this policy at least annually. In addition,

all people managers receive mandatory sexual harassment prevention

training biennially.