Company: IHETW
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0001400891-25-000022
Chunk: 39

Company: iHeartMedia, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 39
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 the equity-based compensation value for the NEOs was cash-settled                                                                                                                                             |

(1) Percentages reflect blended averages.

|                       |     | Objective                                                                                                          |     | Key Features                                                                                                                |     | 2024 Actions Taken  |
| Other                 
 Benefits              |     | Support employees’ pursuit of physical and financial well-being through retirement and health and welfare benefits 
 We also provide certain other perquisites to our NEOs                                                              |     | ●Broad-based benefits available to all employees                                                                            
 ●Limited executive perquisites                                                                                              |     | ●No changes in 2024 |
| Severance Protections |     | Define obligations and consideration for the Company and NEOs in connection with certain termination events        |     | ●Facilitates an orderly transition in the event of management changes                                                       
 ●Helps ensure NEOs remain focused on creating sustainable performance in case of personal uncertainties or risk of job loss 
 ●Provides confidentiality, non-compete and non-solicit protections to the Company                                           |     | ●No changes in 2024 |

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Supporting Our Pay-for-Performance Philosophy

| Reflecting our key compensation principles, a significant portion of the targeted compensation opportunity that our NEOs receive is “at-risk” and dependent upon future financial and stock price performance as well as achievement of business objectives.                                                                                                                                                                                                                                                                                                                                                                                                                                                     
 Our executive compensation program prioritizes performance-based rather than fixed pay, with target opportunities based on market practices and payments conditioned on achievement against rigorous pre-established goals. The structure of our executive compensation program ensures that as an executive’s scope of responsibility increases, a greater portion of that individual's compensation comes from performance-based pay, and emphasizes reward for strong leadership, achievement of financial and business objectives and individual performance. In addition, equity grants ensure executive interests are aligned with stockholder interests to drive long-term creation of stockholder value. |     | The majority of the total direct compensation opportunity for our NEOs — 87% for our CEO and President and 69% for Mr. McGuinness — is “at-risk” based on the achievement of pre-established performance goals and TSR performance. |

For Messrs. Pittman and Bressler, 87% of their total direct compensation opportunity (base salary, target annual bonus and target equity grants) is at-risk, as shown below. The total direct compensation opportunity for Mr. McGuinness that is at-risk is 69%.

#### Executive Compensation Governance Highlights
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The following chart