Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 24

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 24
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, the Board reviews the results of our annual Global Employee Survey with management, reviews management reports on Wells Fargo’s culture, and periodically reviews with management special topics relating to human capital matters. 
 As part of its review and approval of our overall three-year strategic plan, our Board annually engages with our Head of Human Resources regarding the strategy for the Human Resources department and reviews our Independent Risk Management team’s assessment of that strategy.                                                               |
| Human Resources Committee                                                                                                                                                                                                                                                                                                                        
 •The HRC oversees performance management, talent management, and succession planning for the CEO and other senior executives as determined by the HRC.                                                                                                                                                                                           
 •The HRC oversees the Code of Conduct and management’s efforts to foster responsible conduct and ethical behavior and decision-making throughout Wells Fargo.                                                                                                                                                                                    
 •The HRC regularly engages with and reviews reports from our Head of Human Resources and our senior executive who oversees conduct management, including:                                                                                                                                                                                        
 –Culture reports and metrics, including the results of our annual Global Employee Survey;                                                                                                                                                                                                                                                        
 –Conduct management reports, metrics and trends, including harassment and discrimination metrics and whistleblower retaliation matters;                                                                                                                                                                                                          
 –Human capital risk reports and metrics, emerging trends such as labor relations, and monitoring of human capital risks such as staffing and attrition; related risk appetite measures and key risk indicators; and the results of internal audit reviews of Human Resources; and                                                                
 –Regulatory matters relating to the Human Resources function.                                                                                                                                                                                                                                                                                    |

Risk is Managed by Everyone

Every employee has a role to play in risk management, including establishing and maintaining the Company’s control environment. Every employee must comply with applicable laws, regulations, and Company policies.

Our Company’s top priority remains building a risk and control infrastructure appropriate for our size and complexity. We expect our employees to speak up when they see something that could cause harm to our customers, communities, employees, shareholders, or reputation. Because we believe risk management is everyone’s responsibility, our employees are empowered and expected to challenge risk decisions when appropriate and to escalate their concerns. Employees are also required to complete annual risk training, and top leaders meet in person to participate in training designed to help equip leaders to drive a strong risk culture.

#### 2025 Proxy Statement37

#### Board and Governance Matters

### Human Capital Management
At Wells Fargo, we strive to be a great place to work where our employees can grow meaningful careers. We leverage employee feedback to enhance the employee experience and drive improvements to our culture and processes. Employees are invited to share their thoughts through surveys, town halls