Company: CNS
Filing Date: 2025-03-21
Form Type: DEF 14A
Source: 0001284812-25-000127
Chunk: 34

Company: COHEN & STEERS, INC.
Filing Date: 2025-03-21
Form: DEF 14A
Chunk 34
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-based variable compensation, which supports higher total compensation when objectives are

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exceeded and lower total compensation when objectives are not met. The company’s annual performance generally has a greater impact on our executives’ total compensation levels in comparison to our non-executive employees’ total compensation.

• Compensation levels should be competitive. On an annual basis, the Compensation Committee reviews market data compiled by McLagan, its compensation consultant, to assess the competitiveness of our executive compensation program. This market data is used to benchmark our executive compensation levels against peers with whom we compete for leadership talent. Importantly, when making pay decisions the Compensation Committee balances the need to provide: (i) competitive levels of compensation that help attract, motivate and retain key investment and non-executive employees; and (ii) attractive long-term returns to our shareholders.

• Compensation decisions focus on total compensation . When making individual compensation decisions, we take a holistic approach and focus on an executive’s total compensation, which includes base salary and annual incentive compensation that is delivered in the form of cash bonuses and equity awards.

• Compensation decisions reflect our long-term approach to investment, business and human capital management . We believe executive compensation should support and enhance our human capital development efforts, our performance management process and our management succession initiatives. In addition, our long-term approach to pay decision-making aligns with our long-term approaches to investment and business decision-making, all of which we believe support long-term success for our clients and shareholders.

• Equity awards constitute a significant percentage of total compensation. By awarding equity, we seek to provide our executives with pay opportunities that reflect their individual contributions, reinforce our management succession initiatives and executive retention efforts, remain competitive with other asset management firms and align our executives’ interests with those of our shareholders.

#### Compensation Setting Process

#### Compensation Consultant
The Compensation Committee has sole discretion to retain (and terminate) compensation consultant(s) to help assess the compensation paid to the company’s executive officers. In 2024, the Compensation Committee retained McLagan, a leading compensation consulting and research firm, to advise it on matters relating to the compensation of our executive officers.

Under SEC and NYSE rules, the Compensation Committee is required to perform an independence assessment prior to selecting any compensation consultant and must evaluate, at least annually, whether any work provided by such consultant raised any conflicts of interest. The Compensation Committee assessed McLagan’s independence at its meeting on February 20, 2025 and determined that McLagan is independent and that McLagan’s work did not raise