Company: UAA
Filing Date: 2025-06-26
Form Type: DEF 14A
Source: 0001336917-25-000112
Chunk: 28

Company: Under Armour, Inc.
Filing Date: 2025-06-26
Form: DEF 14A
Chunk 28
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 Vote to Approve Executive Compensation

At our 2024 Annual Meeting of Stockholders, we held an advisory vote to approve executive compensation, commonly referred to as “say on pay.” The Human Capital and Compensation Committee values the opinions expressed by stockholders in these votes. While these votes are advisory and non-binding, the Human Capital and Compensation Committee and the Board review the voting results and seek to determine the cause or causes of any significant negative voting result. Voting results provide little detail by themselves, and we may consult directly with stockholders to better understand issues and concerns not previously presented.

Our stockholders overwhelmingly approved our “say on pay” proposal at our 2024 Annual Meeting of Stockholders, with more than 90% of the votes cast voting to approve our executive compensation. The Human Capital and Compensation Committee reviewed the voting results and given the strong level of support, did not make any changes to our executive compensation program or principles in response to the vote. The Human Capital and Compensation Committee will continue to consider results from the annual “say on pay” advisory vote, including the results from the upcoming 2025 Annual Meeting of Stockholders, as well as other stockholder input, when reviewing executive compensation programs, principles and policies.

Executive Compensation Features

We believe our executive compensation programs incorporate best practices that seek to drive business performance and align our executives with stockholder interests:

| What We Do |     |                                                                                                                                           |     |                                         |     | What We Don’t Do |     |                                                                                                                               |
| ✓          |     | Pay for performance by tying the majority of executive compensation to pre-established, quantifiable performance goals or our stock price |     |                                         |     | ×                |     | Employment agreements (unless required by local law)                                                                          |
|            |     | ×                                                                                                                                         |     | Pension or supplemental retirement plan |     |                  |     |                                                                                                                               |
| ✓          |     | Double trigger provisions for all equity awards                                                                                           |     |                                         |     | ×                |     | Guaranteed salary increases for executive officers                                                                            |
| ✓          |     | Balance of short- and long-term performance metrics                                                                                       |     |                                         |     | ×                |     | Inclusion of long-term incentive awards in severance benefit calculations                                                     |
| ✓          |     | Clawback Policy that applies to our annual cash incentive plan and long-term incentive plan                                               |     |                                         |     | ×                |     | Contributions to the deferred compensation plan for any executive officer in fiscal year 2025                                 |
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