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

Company: Cigna Group
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 25
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 role and use of technology in the Company’s strategy, including its digital strategy and the role of artificial intelligence;

• reviews and assesses the Company’s results of operations, financial performance, prospects, and competitive position;

• discusses external factors that affect the Company, such as regulatory developments and trends impacting the health services industry generally;

• reviews our performance compared to our competitors; and

• evaluates potential strategic alternatives relating to The Cigna Group and our business, including possible acquisitions, divestitures, business combinations, and other opportunities.

Leadership Succession Planning and Human Capital Management Oversight

Our organizational structure is designed to position us for sustained growth, and the Board views our leadership team as a key strength of the Company.

In coordination with the Chair, the Lead Independent Director leads the Board in CEO succession planning. The Board engages in CEO succession planning annually as well as on an as-needed basis. Further, the Board reviews regular and emergency succession plans and, as part of those plans, evaluates potential candidates who meet the Board’s criteria for the Chief Executive Officer position.

With the support of the People Resources Committee, the Board also oversees succession planning for other leadership roles, including executive officers and key members of senior management. These sessions include identification of internal candidates and desired skills, experiences, and development opportunities. Directors engage with key leaders beyond the Enterprise Leadership Team at Board and Committee meetings, as well as in less formal settings, such as management dinners and site visits.

With the assistance of the People Resources Committee, the Board also reviews emergency succession plans.

A healthy and global workforce that is experienced, engaged, healthy, and connected is essential to achieving our mission. In addition to leadership succession planning, the People Resources Committee is actively engaged in the oversight of the Company’s human capital management through its review of the following topics:

• the Company’s employee health and well-being programs, including structure and outcomes;

• the Company’s Enterprise Incentive Plan and the Long-Term Incentive Plan for management;

• the Company’s performance relative to the acquisition and retention of talent, leadership and development programs, and other initiatives and plans to help ensure that we have talent positioned to deliver on our strategy; and

• the Company’s principal policies, practices, and progress relative to pay equity, fair opportunity, and inclusion.

| 32 |     | The Cigna Group| 2025 Notice of Annual Meeting of Shareholders and Proxy Statement |

| CORPORATE GOVERNANCE MATTERS |

Board Oversight of Risk and Enterprise Risk Management

The Board of Directors has