Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 32

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 32
---
| Allow short sales or purchases of equity derivatives of our common shares by officers or directors                                                       |

| 30 | 2025 Proxy Statement |

TABLE OF CONTENTS

| |EXECUTIVE OFFICER COMPENSATION |

Pay for performance philosophy The core objective of our executive officer compensation program is to align pay and performance. We believe that as an employee’s level of responsibility increases, so should the proportion of total compensation opportunity that is structured in the form of short-term and long-term incentive opportunities. The compensation of our named executive officers for 2024 reflects both our 2024 performance and our commitment to providing executive compensation opportunities that are linked to Company performance, including progress on long-term strategic goals and shareholder value creation. The material components of our compensation are (i) a fixed base salary and (ii) variable compensation comprised of (A) short-term incentive compensation under our performance-based annual cash bonus plan and (B) long-term incentive compensation in the form of equity awards, which since 2023 have been granted as annual PSU and RSU awards. The compensation committee believes that our current executive compensation structure strongly aligns our NEOs’ interests with those of our shareholders and creates an appropriate balance between performance- and time-based awards, discouraging excessive risk taking and supporting retention. The charts below reflect the target mix of compensation components for our NEOs during fiscal year 2024, which reflects our pay-for-performance philosophy. In 2024, 77% of our CEO’s total target compensation of approximately $8.5 million was in the form of long-term incentive compensation and approximately 60% (on average) of the total target compensation of our other named executive officers was in the form of long-term incentive compensation. In the charts below, performance-based compensation includes short-term incentives in the form of our annual cash bonus plan and long-term incentives in the form of PSU awards. For our other NEOs, 2024 target compensation excludes one-time additional retention RSU awards as described below under “2024 Restricted share unit awards” and for our other NEOs other than Mr. Weiner, excludes supplemental PSU awards as described below under “2024 Performance share unit awards.”

| * | These numbers are approximate. |

Shareholder engagement We welcome and value the views and insights of our shareholders. We have ongoing communications with our shareholders in the normal course of business and evaluate all shareholder feedback. Leading up to and following our 2024 annual meeting, at which 91% of the shares voted on our say-on-pay proposal were voted