Company: LAWIL
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001104659-25-041831
Chunk: 31

Company: Light & Wonder, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 31
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, while continuing to invest in our business, and realization of ongoing cost savings. Compensation Program Highlights for 2024 The following is a summary of the highlights of the Company’s executive compensation program: Executive pay is substantially at risk because it largely consists of one or more types of performance-based compensation that varies in value based on our stock price, or that can only be earned upon achievement of pre-approved financial targets. The amount of 2024 at-risk pay as a percentage of total compensation for our President and Chief Executive Officer and the average for the other current named executive officers is shown below:

| Executive                      | ​ | ​ | At-Risk Pay(1) |   |     |   | ​ |
| Mr. Wilson                     | ​ | ​ | ​              | ​ | 81% | ​ | ​ |
| Other Named Executive Officers | ​ | ​ | ​              | ​ | 73% | ​ | ​ |

(1) Calculated based off target total annual direct compensation in effect as of December 31, 2024, when the

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Committee generally made executive compensation decisions for the year. At-risk pay includes target LWICP and target grant date value of equity award. We utilized two different performance metrics in our 2024 LWICP, to avoid undue emphasis on any one metric. Achievement of two LWICP performance metrics — revenue, subject to certain adjustments (“LWICP Revenue”), and Consolidated AEBITDA, as reported in our earnings release, subject to further adjustments (“LWICP AEBITDA”) — provided for a payout under the terms of the LWICP to our named executive officers of approximately 98.4% of target. Each of LWICP Revenue and LWICP AEBITDA was measured on a company-wide basis for all executives and on a business segment basis for Ms. Lane since she manages one of our business segments. LWICP Revenue and LWICP AEBITDA are non-GAAP financial measures with reconciliation provided in Appendix A . Annual bonuses have varied over the past five years as shown below.

| ​ | Annual Bonus Achievement as a% of Target Bonus Opportunity |   |   |        |   |   |           |   |   |        |   |   |          | ​ |
| ​ |      Executive Officers with Company-wide Responsibilities |   |   |        |   |   |           |   |   |        |   |   |          | ​ |
|