Company: CGABL
Filing Date: 2025-04-17
Form Type: DEF 14A
Source: 0001527166-25-000032
Chunk: 37

Company: Carlyle Group Inc.
Filing Date: 2025-04-17
Form: DEF 14A
Chunk 37
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 officers and other senior leaders to deliver strong financial results and lead our employees, it is important that they are compensated in a manner that incentivizes a pay-for- performance culture and motivates them to excel and remain with our firm. Alignment and Balance To further drive alignment with our shareholders and fund investors, many of our senior Carlyle professionals (including our named executive officers) and other firm leaders invest a significant amount of their own capital in or alongside funds we advise. Certain of these individuals also either have been or may be allocated a portion of carried interest or incentive fees payable in respect of our investment funds, either through direct allocations in the applicable fund or through participation in our carried interest pool (CIP) program. We believe that aligning the interests of our named executive officers and other firm leaders with the interests of both our shareholders and fund investors has been a key contributor to our firm’s strong performance and growth and strikes an appropriate balance between short-term and long-term incentives. Updated Compensation Program Our realigned and updated compensation program announced in February 2024 has further served to embed pay-for- performance, alignment, and balance within our compensation programs. Under the realigned program, we have placed a enhanced emphasis on increasing equity ownership across our employee base, including through our Bonus Deferral Program, which resulted in the deferral of a significant portion of our named executive officers’ annual performance bonuses for 2024 (other than Mr. Schwartz, who has a prescribed bonus opportunity under his Employment Agreement) in the form of RSU awards vesting over a period of three years, and through the grant of PSU awards that only vest based on the achievement of absolute stock price targets over a three-year period under our Stock Price Appreciation PSU Award Program. We believe these awards have already motivated and will continue to motivate our senior leaders to grow our business, encourage their continued retention, and deliver value for and align the interests of our management team with our shareholders, fund investors, and other stakeholders.

| 36 | CARLYLE | Proxy Statement2025 |

| Compensation Matters |

Compensation Decision-Making Process Compensation Decisions Our Compensation Committee establishes and oversees our compensation philosophy and is responsible for reviewing and approving (or recommending for the Board’s approval) the compensation for all of our executive officers, including the annual base salary, annual performance bonus, and short- and long-term incentives (including allocations of carried interest and carried interest pool, as applicable) for each executive officer. Our Compensation Committee also reviews and approves awards under (or delegates such approval authority or recommends for