Company: DBRG
Filing Date: 2025-04-17
Form Type: DEF 14A
Source: 0001558370-25-004974
Chunk: 35

Company: DigitalBridge Group, Inc.
Filing Date: 2025-04-17
Form: DEF 14A
Chunk 35
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 compensation that are variable and at risk (annual cash bonus, long-term incentive equity awards and performance fee payments) in comparison to salary in 2024 for our Chief Executive Officer individually, and the ratio of each average component for our other currently serving NEOs as a group:

#### Process for Determining Annual Compensation
We have adopted a structured pay model, which is primarily driven by formulaic-based determinations of rigorous financial and quantitative goals. This structured pay model, described further herein, was used to determine compensation for 2024 performance for our NEOs. Our Compensation Committee reviews our compensation program annually to ensure that it continues to align the incentives of our NEOs with the interests of our stockholders.

34 | DIGITALBRIDGE 2025 PROXY STATEMENT

COMPENSATION DISCUSSION AND ANALYSIS

During the first quarter of each fiscal year, the Compensation Committee determines the annual cash bonuses and long-term incentive equity awards to be awarded with respect to performance during the prior year. In the first half of each year, the Compensation Committee also adopts an annual incentive plan, which establishes a formulaic approach to determining the amount of target cash bonuses to be paid for the current fiscal year and determines the amount of base salaries, target annual cash bonuses and target long-term incentive equity awards for each executive officer. The Compensation Committee engages Pay Governance, a nationally recognized independent consulting firm, to review and provide independent analysis and recommendations to the Compensation Committee regarding compensation to our executive officers, our annual incentive plan, our peer group and other compensation matters based on their experience and relevant market data. During the 2024 evaluation period, to establish a framework for executive compensation for 2024, the Compensation Committee and Pay Governance discussed each of the elements of our compensation plan, including cash bonus, long-term incentive equity awards and performance fee allocations, carefully evaluated details of equity compensation plans within the Company’s peer group and reviewed other relevant company published survey data. Pay Governance met with members of the Compensation Committee and management in separate meetings and calls regarding these matters. In addition, the Compensation Committee considered the Company’s performance and relative stockholder return, the amount of compensation payable, including annual incentive awards, to similarly situated officers within our peer group and prior stockholder votes on executive compensation, among other factors, prior to adopting the 2024 Annual Incentive Plan. The 2024 Annual Incentive Plan provided objective measures for evaluating cash bonus compensation of our NEOs as described herein. PEER BENCHMARKING Based on recommendations from our compensation consultant, we reviewed