Company: ALIT
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001809104-25-000159
Chunk: 47

Company: Alight, Inc. / Delaware
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 47
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 SUSTAINABILITY COMMITTEE • Led by our Chief Legal Officer and Corporate Secretary and comprised of cross-functional leaders from Human Resources (HR), Legal, Finance, Operations and Communications teams • Meets on a periodic basis and reports to the Nominating and Corporate Governance Committee • Oversees sustainability program's strategic alignment, progress on deliverables and external developments in sustainability affecting Aligh t Accomplishments Since 2022, Alight has published its annual Global Impact Report, which details our efforts to advance the Company’s CS&I initiatives and highlights the progress made over the prior year. Alight’s strategy, which was reviewed by the Nominating and Corporate Governance Committee, identifies key commitments, as well as success indicators within each of our CS&I pillars. In 2024, we made significant strides in fulfilling those key commitments, demonstrating measurable progress across all pillars and further embedding sustainability principles into the Company’s operations. We believe that our commitment in these strategic areas will support long-term value creation for our stockholders, help achieve sustainable business success, and ultimately help improve the health and wellbeing of the communities, employees, and the families that Alight influences. The Board’s Role in Human Capital Management and Talent Development Our Board plays an integral role in human capital management by appointing a strong, performance-driven senior management team. In connection with this responsibility, our Board oversees the development and retention of senior management talent as part of the succession planning process for our CEO as well as the members of the Company’s executive leadership team that directly report to our CEO. Through regular reviews, the Board is actively engaged and involved in executive talent management and provides input on important decisions in this area. High potential leaders are considered for additional leadership roles and developmental opportunities needed to prepare them for greater responsibilities. We are focused on building an inclusive workforce to support a culture of openness and innovation at Alight, so we periodically assess with the Board the talent pool of candidates just below the executive leadership team level to help maintain a robust and diverse talent pipeline.

| Proxy Statement andMeeting Overview |     | Board ofDirectors |     | CorporateGovernance |     | ExecutiveCompensation |     | AuditorApprovals |     | Say-On-Pay |     | AdditionalInformation |

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While our Nominating and Corporate Governance Committee has the primary responsibility to develop succession plans for the CEO position, it regularly reports to the Board and decisions are made at the Board level. In connection with this responsibility for developing succession plans, our Board reviews, at least annually, the short-,