Company: CNS
Filing Date: 2025-03-21
Form Type: DEF 14A
Source: 0001284812-25-000127
Chunk: 33

Company: COHEN & STEERS, INC.
Filing Date: 2025-03-21
Form: DEF 14A
Chunk 33
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 financial and strategic performance, our named executive officers’ fiscal 2024 total compensation generally increased or remained unchanged versus 2023.

### Overview
This Compensation Discussion and Analysis describes how our executive officers, including our named executive officers, are compensated.

Listed below are our named executive officers for fiscal 2024 and their current positions with the company.

| Name             |     | Position                                                    |
| Joseph Harvey*   |     | Chief executive officer                                     |
| Raja Dakkuri†    |     | Executive vice president and chief financial officer        |
| Matthew Stadler† |     | Former executive vice president and chief financial officer |
| Jon Cheigh*      |     | President and chief investment officer                      |
| Daniel Charles   |     | Executive vice president and head of global distribution    |
| Adam Derechin    |     | Executive vice president and chief operating officer        |

* Mr. Cheigh was appointed as the company’s president effective January 1, 2025, as successor to Mr. Harvey. As such the Compensation Committee’s fiscal 2024 executive pay decisions reflect their positions with the company prior to Mr. Cheigh’s appointment as president.

† Our fiscal 2024 named executive officers include both our current chief financial officer, Raja Dakkuri, who was appointed to such position effective June 24, 2024, and our former chief financial officer, Matthew Stadler, who retired from such position on the date of Mr. Dakkuri’s appointment as previously announced by the company.

We rely on a highly-qualified and experienced executive management team to:

• drive investment performance;

• enhance our investment capabilities;

• expand our distribution;

• generate organic growth;

• achieve positive financial results;

• promote employee engagement; and

• increase shareholder value.

Our executive compensation program rewards performance consistent with these objectives.

#### Compensation Objectives and Philosophy
Our executive compensation program is designed to:

• attract and retain a high-caliber leadership team;

• link executive compensation to company, departmental and individual performance;

• promote the long-term alignment of interests for the benefit of our clients, employees and shareholders; and

• balance the needs and interests of multiple stakeholders, including clients, shareholders, employees and executives.

Our compensation programs, practices and decisions reflect the following principles:

• Compensation should be linked to performance. Executive compensation levels should reflect each executive’s contributions to and impact on helping the company achieve its short- and long-term investment, financial and strategic goals. Our executives’ total compensation opportunities emphasize performance