Executive Compensation Element Form Key characteristics Other Pension • Includes defined contribution, cash balance and 401(k) plans • Varies by country Benefits and • Protects and invests in the health and well-being of our wellness executives • Includes health, dental, mental health, group life, disability, and wellness (Vitality) • Varies by country Perquisites • Varies by country 2022 Target total direct compensation mix The charts below show the mix of components that make up target total direct compensation for our named executives, and how those components pay out over time. Most of a named executive’s total direct compensation is variable (or at risk) with a significant portion tied to our share price. The mix in variable pay of both annual and equity-based incentives ensures named executives consider both the short and longer-term impact of their decisions. The board believes this combination of incentives and time horizons helps to drive sustained performance, aligns named executives’ interests with those of shareholders, provides for competitive pay opportunities and encourages retention. Chief Executive Officer Fixed pay 10% Base salary Variable pay 20% Annual incentive Equity-based incentives 70% tied to 90% at risk 28% RSUs share price 42% PSUs Other named executives (average) Fixed pay 20% Base salary Variable pay 27% Annual incentive Equity-based incentives 53% tied to 80% at risk 21% RSUs share price 32% PSUs 2023 Management information circular 53