Company: APTV
Filing Date: 2025-03-10
Form Type: DEF 14A
Source: 0000950170-25-036263
Chunk: 21

Company: Aptiv PLC
Filing Date: 2025-03-10
Form: DEF 14A
Chunk 21
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 and 18 marketing/non-deal roadshow events. We have also shared financial and sustainability information relevant to our shareholders through our Sustainability Report, our Investor Relations website, our Annual Report and this Proxy Statement.

2024 Peer Group Analysis.We use a group of peer companies to compare NEO compensation to market. The Compensation Committee reviews and approves the composition of our peer group on an annual basis, with input from its independent compensation consultant and management.

32 COMPENSATION DISCUSSION AND ANALYSIS Aptiv’s 2024 peer group (referenced for purposes of 2024 compensation decisions) consisted of the following companies, whose aggregate profile was comparable to Aptiv in terms of size, industry, global reach, operating characteristics and competition for executive talent. In July 2024, the Compensation Committee added four companies to Aptiv's peer group (as designated below):

| Adobe Inc.*                  |     | Johnson Controls International plc |
| Amphenol Corporation         |     | Lear Corporation                   |
| Corning Incorporated         |     | PayPal Holding, Inc.*              |
| Cummins, Inc.                |     | Rockwell Automation, Inc.          |
| Eaton Corporation plc        |     | Salesforce, Inc.*                  |
| Emerson Electric Co.         |     | TE Connectivity Ltd.               |
| Fortive Corporation          |     | Textron Inc.                       |
| Honeywell International Inc. |     | Trane Technologies PLC             |
| Illinois Tool Works, Inc.    |     | Uber Technologies, Inc.*           |

* Companies added to the peer group in July 2024 In addition to the peer group, the Compensation Committee periodically uses supplemental market references from the technology sector for select roles to help prioritize building the leadership and technology skills within Aptiv that are fundamental to our ability to achieve our long-term strategy. For example, the Compensation Committee used the 2023 Radford Global Compensation survey to benchmark executive leadership of size appropriate software industry companies when establishing a competitive compensation package to hire Mr. Khan. While target pay positioning versus market varies among our NEOs, executive pay packages that are at a premium to market reflect the competitive landscape in the sectors from which we seek industry leaders with the requisite experience to drive our business. Furthermore, the Compensation Committee believes that our highly performance-based incentive programs create strong alignment between compensation and shareholder value and result in appropriate pay outcomes on a realized basis.

COMPENSATION DISCUSSION AND ANALYSIS 33 2024 C OMPENSATION PROGRAM OVERVIEW We regularly undertake a comprehensive review of our business plan