Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 93

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 93
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 relations.

• As part of its review and approval of our overall strategic plan, our Board annually engages with our Head of Human Resources regarding the strategy for the Human Resources department and reviews our Independent Risk Management team’s assessment of that strategy.

We believe our Board is well equipped to oversee workforce matters, with a substantial majority of our directors having human capital management experience gained through senior management roles in the financial services, insurance, and retail sectors, among others.

For certain other human capital matters, our Board delegates authority to the HRC, which is comprised entirely of members with human capital management skills and expertise. The HRC:

• oversees performance management, talent management, compensation, and related topics;

• periodically reviews the Code of Conduct and management’s efforts to foster responsible conduct and ethical behavior and decision‑making throughout Wells Fargo; and

• regularly engages with and reviews reports from our Head of Human Resources and our senior executive who oversees conduct management, including:

– culture reports and metrics, including the results of our annual Global Employee Survey;

– conduct management reports, metrics, and trends relating to the general employee population, including harassment and discrimination metrics and other information regarding misconduct allegations;

– human capital risk reports and related metrics, and monitoring of human capital risks such as staffing and attrition; related risk appetite measures and key risk indicators; and the control environment and results of internal audit reviews of Human Resources;

– reports related to emerging trends such as labor relations; and

– regulatory matters relating to the Human Resources function.

While the Board reviews a variety of metrics as part of its oversight of human capital risk, we believe that disclosure of these types of metrics would be inappropriate, and that disclosure of the particular metrics requested by the proposal, without external, relative benchmarks or broadly-defined reporting standards, would not yield useful information to our shareholders. Instead, such disclosure could increase risks for Wells Fargo without providing value to the Company or our shareholders.

Our Harassment and Discrimination Framework and Disclosures

The Human Capital Management section of this Proxy Statement includes information on, among other things, our policies and practices to prevent and address harassment and discrimination. While our goal is prevention, when an allegation of discrimination or harassment is made, our policies require us to thoroughly and objectively investigate and take appropriate action, up to and including termination of any employee found to have engaged in inappropriate conduct.

#### 2025 Proxy Statement99

#### Shareholder Proposals
Our commitments in this area are communicated and reinforced through employee training programs. U.S. employees are required to complete anti-harass