Company: CHD
Filing Date: 2025-03-20
Form Type: DEF 14A
Source: 0001193125-25-059273
Chunk: 61

Company: CHURCH & DWIGHT CO INC /DE/
Filing Date: 2025-03-20
Form: DEF 14A
Chunk 61
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 GROSS MARGIN                         |     | $3.44 ADJUSTED DILUTED EPS     |
| $1.16 billion CASH FROM OPERATIONS |     | 124 CONSECUTIVE YEARS OF DIVIDEND PAYMENTS |     | 12.0% TOTAL SHAREHOLDER RETURN |

For our 2024 Annual Incentive Plan, we retained the same design as in 2023, utilizing Net Sales, Adjusted Diluted EPS, Cash from Operations, and Strategic Initiatives metrics. The effect of the financial results, and the Strategic Initiatives metric, on payouts under our Annual Incentive Plan are discussed in further detail below under the heading “Annual Incentive Plan.” In addition, the Company delivered total shareholder return (“TSR”), assuming dividends are reinvested, of 12.0 percent, following an increase of 18.7 percent in TSR in 2023. Alignment to Strategy The Compensation & Human Capital Committee, or the “Committee,” reviews and analyzes the executive compensation program each year for alignment with our business strategy and evolving market and governance practices for executive compensation. We believe that our current programs are aligned with the Company’s business priorities and designed to encourage stockholder value creation. As part of the foregoing analysis, the Committee evaluates the relationship between pay and performance of our named executive officers. The analysis includes a review of the relationship between the compensation paid to the CEO and the other named executive officers and Company performance relative to roles having generally corresponding responsibilities within other similarly sized companies. For 2024, the analysis shows a strong link between Company pay and Company performance as it relates to key operating measures.

| Church & Dwight Co.  | 2025 Proxy Statement |     | 51 |

| COMPENSATION DISCUSSION AND ANALYSIS |

We focus on the following objectives in making compensation determinations:

| • |     | Provide compensation that is competitive in markets in which we compete for management talent. We refer to this objective as “competitive compensation”. |

| • |     | Condition the majority of a named executive officer’s compensation on achievement of both short- and long-term performance. We refer to this objective as “performance incentives”. |

| • |     | Encourage the aggregation and maintenance of meaningful equity ownership, and the alignment of executive officer and stockholder interests as an incentive to increase stockholder value. We refer to this objective as “alignment with stockholder interests”. |

| • |     | Provide an incentive for long-term continued employment with us.