Company: CI
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001739940-25-000015
Chunk: 8

Company: Cigna Group
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 8
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30% of our outstanding stock. (1)

| In 2024, we invited holders of approximately 70% of our outstanding stock, including our 100 largest shareholders, to engage with us to discuss governance-related topics.(1) |

| Governance-Related Topics                   |     |                                   |     |                        |     |                       |     |                                                      |
| Corporate governance and shareholder rights |     | Board composition and refreshment |     | Executive compensation |     | Human capital matters |     | Environmental and social initiatives and performance |

Beyond specific engagement around governance-related topics, the Investor Relations team and senior management engage with investors regularly to discuss our operating performance and growth strategy.

(1) Based on holdings as of December 31, 2024.

| The Cigna Group| 2025 Notice of Annual Meeting of Shareholders and Proxy Statement |     | 5 |

| PROXY STATEMENT SUMMARY |

#### Executive Compensation at The Cigna Group
We believe that aligning executive compensation to the achievement of enterprise goals that support our mission and our commitment to our customers will result in improved health care access and affordability, along with the creation of meaningful and sustained long-term value benefiting our customers, patients, clients, shareholders, and other stakeholders.

| Compensation Practices                                                                                  |     | Incentivize 
 Performance |     | Align     
 Interests |     | Emphasize             
 Performance-Based Pay |     | Focus on  
 Long Term |     | Pay           
 Competitively |
| Performance-Based Pay                                                                                   
 •92% of 2024 CEO total target pay at risk(1)                                                            |     |             |     |           |     |                       |     |           |     |               |
| Long-Term Incentives                                                                                    
 •76% of 2024 CEO total target pay in equity award incentives(1)                                         
 •No payment of dividends on restricted stock prior to vesting                                           |     |             |     |           |     |                       |     |           |     |               |
| Commitment to Performance Equity                                                                        
 •100% of 2024 CEO long-term incentive award is performance based                                        
 •60% of 2024 CEO long-term incentive award comprised of Strategic Performance Shares                    |     |             |     |           |     |                       |     |           |     |               |
| Rigorous Goals Underpin Incentives                                                                      
 •No annual incentive payout unless pre-established minimum level of performance is achieved             
 •No overlap between short- and long-term metrics, and incentives use both absolute and