Company: AVNT
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001122976-25-000019
Chunk: 47

Company: AVIENT CORP
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 47
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 constituting our peer group for 2024 meet a majority of the primary criteria established above. The peer group (with no changes from the group used for 2023) consisted of the following 15 companies.

| Avient's 2024 Peer Group for Compensation Decisions |     |                             |     |                                   |
| Ashland Global Holdings Inc.                        |     | Eastman Chemical Company    |     | RPM International Inc.            |
| Avery Dennison Corporation                          |     | FMC Corporation             |     | The Scotts Miracle-Gro Company    |
| Cabot Corporation                                   |     | H.B. Fuller Company         |     | Sensient Technologies Corporation |
| Celanese Corporation                                |     | Hexcel Corporation          |     | Stepan Company                    |
| The Chemours Company                                |     | Quaker Chemical Corporation |     | Trinseo S.A.                      |

The second independent source of data that we used to augment the peer proxy analysis was the Consultant’s analysis of competitive market data relating to other applicable general industries. The Consultant specifically used Willis Towers Watson’s executive compensation database. To obtain comparability based on company size, the Consultant’s analysis either referenced a specific sample of comparably-sized companies or calibrated the pay of a broad sample of companies against company size. Avient did not select the companies that comprise any of these survey groups, and the component companies’ identities were not a material factor in this analysis.

<div align='center'>PROXY STATEMENT 2025 | Annual Meeting of Shareholders 46</div>

#### COMPENSATION DISCUSSION AND ANALYSIS
Review of 2024 Named Executive Officer Compensation . Management and the Compensation Committee typically review the specific pay disclosures of our peer group and the broad-based survey data provided by the Consultant. Management uses this data to develop recommendations for the Compensation Committee’s review regarding eligibility and award opportunities as well as performance measures and goals for our long-term and short-term incentive plans commencing in the following year. The Compensation Committee typically also considers this information when making compensation decisions and aligning each of the pay elements with our compensation objectives.

What We Pay and Why: Elements of Compensation

Introduction . Our executive compensation programs are designed to recognize an executive’s scope of responsibilities, leadership ability and effectiveness in achieving key performance goals and objectives. As an executive’s level of responsibility within Avient increases, so does the percentage of total compensation that is linked to performance in the form of variable compensation. Thus, the majority of the total direct compensation is performance-based and not