Company: FITBI
Filing Date: 2025-03-04
Form Type: DEF 14A
Source: 0001193125-25-045653
Chunk: 36

Company: FIFTH THIRD BANCORP
Filing Date: 2025-03-04
Form: DEF 14A
Chunk 36
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 components and the associated dollar amounts for compensation in June 2024. Say-on-Pay. The Committee annually reviews the results of the non-binding advisory say-on-pay proposal and considers them when approving plan design changes as well as pay decisions.

| 96% Approval |     | At the Company’s 2024 Annual Meeting, shareholders approved a non-binding advisory say-on-pay proposal with 96 percent of the votes cast voting in favor of that proposal |

The say-on-pay vote resulted in 96% approval from shareholders in 2024, which is consistent with the prior year’s vote. The Company continues to leverage its ongoing stakeholder engagement activities to solicit direct shareholder feedback and suggestions on its compensation program or practices. The Committee believes that the most recent vote, and consistently high level of approval of compensation in the annual shareholder vote, demonstrates a strong alignment with shareholders’ interests and broad support among shareholders for our pay-for-performance approach. Future votes cast, as well as our ongoing stakeholder engagement discussions, will be closely monitored to ensure continued support for our compensation program among our shareholders. Compensation Structure. The compensation structure (including each element of pay described below and the respective amounts for each element) for executive officers is reviewed annually by management and the Committee. When determining the compensation structure, the following items are considered:

| The most recent and prior years’ comparative Proxy Statement and survey data for similar positions among the Compensation Peer Group                                                                                                                                                                                          |
| The 25th percentile, median (50th percentile), and 75th percentile peer data for each element of compensation (base salary, target variable compensation, and target long-term, equity-based incentive compensation, as well as the resulting Total Direct Compensation)                                                      |
| The ability to provide median Total Direct Compensation for 50th percentile performance relative to the Compensation Peer Group                                                                                                                                                                                               |
| The ability to provide upper quartile Total Direct Compensation for upper quartile (i.e., 75th percentile or better relative to the Compensation Peer Group) performance and lower quartile Total Direct Compensation for lower quartile (i.e., 25th percentile or lower relative to the Compensation Peer Group) performance |

| Fifth Third 2025 Proxy Statement |     | 47 |

COMPENSATION DISCUSSION AND ANALYSIS Pay Mix and Pay for Performance. Our Named Executive Officers have 50% or more of their target total compensation delivered in the form of long-term, equity-based compensation. 2024 Total Compensation Pay Mix (1)

| Chief Executive Officer |     | Average of Other NEOs |

| (1