AMERICAN INTERNATIONAL GROUP, INC.
For the period ended May 13, 2026. Filed Mar 31, 2026.
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May 13, 2026 · Filed Mar 31, 2026
Contents
Balanced Compensation Framework
Our annual compensation program is designed to give appropriate weighting to fixed and variable pay, short-term and long-term performance and financial performance and individual contributions. We provide three elements of annual target direct compensation: base salary, an STI award and an LTI award. Our annual target direct compensation and mix of components are
set with reference to market data for comparable positions at our peers. We also provide market-based perquisites and benefits.
We may provide special awards in connection with extraordinary circumstances, such as non-ordinary course strategic initiatives
and transactions, contract extensions or renewals and executive recruitment.
| At RiskAt least 81 percent of each named executive’s annual target direct compensation is at risk based on performance and subject to our clawback policies. | Long-Term Oriented and Performance-BasedWith respect to 2025 compensation, at least one-third of each named executive’s annual target direct compensation was delivered in LTI, of which at least 75 percent is in the form of performance-based awards (PSUs and stock options) that reward long-term value creation and performance achievements, and stock price appreciation relative to our trading price at the time of grant. In 2025, long-term incentive awards for our Chairman & CEO were in the form of PSUs and stock options only. | Risk BalancedOur Enterprise Risk Management team reviews all incentive plans to ensure the appropriate balance of risk and reward, without encouraging excessive risk-taking. |
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| Chairman & CEO Annual Target Direct Compensation as of December 31, 2025 | Average Annual Target Direct Compensation of Other Named Executives as of December 31, 2025 |
54 AIG 2026 PROXY STATEMENT
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