Company: KW
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0000950170-25-058797
Chunk: 40

Company: Kennedy-Wilson Holdings, Inc.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 40
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As we continue to refine our compensation program, stockholder support for our compensation has continued to remain high as evidenced by our strong support from our stockholders of our 2024 say-on-pay vote (89%) .

| •Our say-on-pay support continued to remain high over the past few years                                                                                                                                                                                                                                     
 •Even while we garner strong support from our shareholders, our Compensation Committee remains committed to evaluating and making changes to our compensation and corporate governance practices based on its continual review of best market practices and the compensation programs utilized by our peers. |

28/Kennedy Wilson/ Proxy Statement 2025

#### EXECUTIVE COMPENSATION
| Executive Compensation Objectives and Review Process |

Our Company’s executive compensation program objectives are as follows:

| Pay Competitively                                                                                                                                                                                        | Pay-for-Performance                                                                                                                                                    | Alignment with Stockholders                                                                                                                                                                                                      |
| Pay our executive officers a competitive level of compensation that best reflects individual performance, overall role and responsibility, and our performance and the performance of our business units | Provide our executive officers with long-term incentive compensation and annual bonuses that are subject to the attainment  of rigorous Company performance objectives | Provide long-term incentive compensation that is strongly aligned with the long-term interests of our stockholders and encourages retention by paying a significant portion  of compensation to our executive officers in equity |

Review Process To implement an executive compensation program that achieves the above objectives, the Compensation Committee received input from a number of sources and reference points to guide its decision making. These various perspectives allow the Compensation Committee to have visibility into our peer companies’ practices, investor viewpoints, changes in external market practices and each executive’s individual performance, as part of its review of our executive compensation program. The chart below further describes the Compensation Committee’s decision-making process and the primary sources contributing to such process. Role of the Compensation Committee Our Compensation Committee determines the compensation for all of the NEOs employing the following process: • It receives input as necessary and appropriate from Company management, including the Chief Executive Officer (other than with respect to his own compensation) and the Compensation Committee’s independent compensation consultant, as discussed below. • Our Chief Executive Officer makes recommendations to the Compensation Committee on the compensation of executive officers who report to him based on his assessment of the achievement of the Company’s strategic plans, the executive’s individual performance and a variety of other factors (such as compensation history, tenure, responsibilities, market data and retention concerns). • The Compensation Committee considers these recommendations, the input of its independent compensation consultant, as well as its own research to