Remuneration Report 3.2 Executive KMP Pay Mix The following diagram sets out the remuneration mix for Executive KMP at maximum opportunity. The majority of reward is variable (STI and LTI) and at risk. This creates strong alignment between Executive KMP reward and shareholder outcomes and reflects CSL’s pay for performance philosophy and focus on driving growth and long term sustainable performance. 3.3 Fixed Remuneration FR for CSL’s Executive KMP is designed to attract and retain the talent required to deliver CSL’s strategy and long term growth. CSL targets the market median when setting FR, with consideration of individual experience, performance and internal and external relativities. CSL competes for talent in a global market, and needs to attract and retain high calibre executives in a highly competitive global pharmaceutical and biotechnology industry. The unique skill set with specialised pharmaceutical and biotechnology expertise and experience that CSL requires is critical to enable the company to deliver on its strategy, its promise to patients and to deliver sustainable returns to shareholders. CSL’s global pharmaceutical/biotechnology industry peer group serves as the primary reference group for remuneration benchmarking, created such that with respect to market capitalisation and revenue, CSL falls around the middle of the group. The group represents global industry peers and is updated annually. The peer group for 2025 comprised: AbbVie Inc Eli Lilly and Company Novo Nordisk A/S Amgen Inc GlaxoSmithKline plc Regeneron Pharmaceuticals, Inc Astra Zeneca PLC Gilead Sciences Inc Sanofi Bausch Health Companies Inc Grifols, S.A. Takeda Pharmaceutical Company Bayer AG Merck KGaA Vertex Pharmaceuticals Inc Biogen Inc Moderna Inc Bristol-Myers Squibb Company Novartis AG In addition, general industry groups for Australia, Europe and North America are used to help the company appropriately reward senior talent and are used as a primary, or hybrid, data set for certain Executive KMP roles. 70 Directors’ Report P Mckenzie J Linton A Schmeltz 56% 43% 50% 31% 38% 33% 13% 19% 17% FR STI LTI
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