Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 33

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 33
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 in favor of our 2023 executive compensation practices, we conducted extensive shareholder outreach to better understand our shareholders’ perspectives on our compensation practices and to solicit their feedback. In the second quarter of 2024, we contacted shareholders owning more than 70% of our outstanding shares, including our top 10 shareholders, and we had discussions with shareholders representing approximately 14% of our total shares then outstanding. The remaining shareholders from whom we solicited feedback in 2024 either declined to meet or did not respond to our inquiries. This effort supplemented our ongoing communications and meetings with our investors throughout the year and focused on the Company’s compensation practices and philosophy, the alignment of our compensation program with our strategic direction and our ESG practices and philosophy.

| 31 | 2025 Proxy Statement |

TABLE OF CONTENTS

| |EXECUTIVE OFFICER COMPENSATION |

Shareholder feedback and responsiveness Based on shareholder feedback, our compensation committee evaluated and implemented several significant changes to our compensation practices in our 2023 compensation program, including eliminating time-based option grants and replacing them with annual RSU grants, increasing the length of the performance period for our PSU awards from one year to three years and including a relative TSR modifier in our PSU awards. These changes to our compensation practices have been well-received by our shareholders. Given the significant changes made in the 2023 compensation program, the positive feedback from our shareholders to those changes and our compensation committee’s view that consistency in compensation plan design creates better outcomes for the Company, employees and ultimately shareholders, no significant changes were made in our 2024 compensation practices. Our process Our compensation committee is responsible for reviewing the performance and potential of each of our executive officers, including our named executive officers, approving the compensation level of each of our executive officers, establishing criteria for granting equity awards to our executive officers and other employees, approving such grants and combining the compensation elements for each executive in a manner we believe best fulfills the objectives of our compensation program. The compensation committee, which includes experienced directors who have served as members of the boards and compensation committees of other public companies, works closely with our CEO, discussing with him the Company’s overall performance, the CEO’s performance and his evaluation of and compensation recommendations for the other named executive officers. See the section titled “2024 target pay mix and pay positioning” below for further details. The compensation committee then utilizes its judgment and experience in making all compensation determinations. The compensation committee’s determination of compensation levels is based upon what the members of the committee deem appropriate