Company: DBRG
Filing Date: 2025-04-17
Form Type: DEF 14A
Source: 0001558370-25-004974
Chunk: 34

Company: DigitalBridge Group, Inc.
Filing Date: 2025-04-17
Form: DEF 14A
Chunk 34
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 investors by designing our equity compensation program to provide for future multi-year, performance-based equity awards. For awards granted in 2024, these awards were based on a three-year cumulative DE performance measure with a relative total stockholder return modifier (which modifier is capped at 1.0x when absolute TSR is negative).   Emphasis on Performance-Based Awards. 50% of all long-term incentive awards granted to executive officers are performance-based (regardless of the source of such award).   Clawback Policy. We impose a clawback policy consistent with SEC requirements and NYSE listing standards.   Stock Ownership Guidelines. We follow robust stock ownership guidelines for our executives and directors.   Peer Benchmarking. We consider and benchmark peer companies in establishing executive compensation.   Independent Compensation Consultant. An independent compensation consultant is retained by the Compensation Committee. | ​ | ​ | No Tax Gross Ups. We do not provide tax gross-ups on compensation payments made in connection with a change of control.   No Guaranteed Bonuses. We do not provide guaranteed bonuses.   No Single Trigger Cash Severance. We do not provide for single trigger cash severance in connection with a change of control.   No Dividends on Unearned Performance-Based Awards. We will not pay dividends or distributions on unearned equity awards subject to performance-based vesting.   No Hedging or Pledging. We do not allow hedging or pledging of Company securities. |

DIGITALBRIDGE 2025 PROXY STATEMENT |33

COMPENSATION DISCUSSION AND ANALYSIS

WE PAY FOR PERFORMANCE

#### Elements of Variable Pay
Variable pay, consisting of annual cash bonus, long-term incentive equity awards and, if any, performance fee allocations, constitutes the vast majority of our executive compensation. This weighting towards variable pay allows the Compensation Committee to incentivize performance in both our business operations and our stock price. To enhance pay-for-performance alignment with our stockholders, 50% of long-term incentive equity awards granted by the Company are “at-risk” performance-based stock awards. The ultimate value of performance-based stock awards depends on the Company’s achievement of the specified performance metric and the absolute and relative total stockholder return measured over the performance period. The performance fee allocation component is an element that is consistent with other alternative asset managers in recognition that the private fund investors that we serve also seek alignment with our executives, and we believe this alignment supports the continued growth of our business. See “Performance Fee Allocations.”

The following charts present the ratio of the components of recurring