AMERICAN INTERNATIONAL GROUP, INC.
For the period ended May 13, 2026. Filed Mar 31, 2026.
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What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
May 13, 2026 · Filed Mar 31, 2026
Contents
Use of Market Data
The CMRC uses data from a compensation benchmarking peer group to inform compensation-related decisions. The CMRC periodically reviews the compensation benchmarking peer group to ensure continuing relevance.
| 2025 Compensation Benchmarking Peer Group | Provides perspective and data reflecting compensation levels and insight into pay practicesReflects our core competencies and business profile, and the companies with which we compete for talentNo changes to the 2025 peer group relative to 2024 |
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Compensation Benchmarking Peer Group for 2025 Executive Compensation Program
| The Allstate Corporation (NYSE:ALL)American Express Company (NYSE:AXP)Bank of America Corporation (NYSE:BAC)BlackRock, Inc. (NYSE:BLK)Capital One Financial Corporation (NYSE:COF)Chubb Limited (NYSE:CB)The Cigna Group (NYSE:CI) | Citigroup Inc. (NYSE:C)JPMorgan Chase & Co. (NYSE:JPM)Manulife Financial Corporation (NYSE:MFC)Marsh & McLennan Companies, Inc. (NYSE:MRSH)MetLife, Inc. (NYSE:MET) | The Progressive Corporation (NYSE:PGR)Prudential Financial, Inc. (NYSE:PRU)The Travelers Companies, Inc. (NYSE:TRV) U.S. Bancorp (NYSE:USB)Wells Fargo & Company (NYSE:WFC) |
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Compensation Benchmarking Peer Group for 2026 Executive Compensation Program
Given our significant business transformation, including the disposition of our life and retirement business, and future strategic direction, the CMRC undertook a review of the compensation benchmarking peer group in 2025 with the support of Pay Governance.
As part of the review, the CMRC conducted a comprehensive screening process to identify a list of peer companies that appropriately reflects our current core competencies and business profile. In developing updates to the peer group, the CMRC considered the following criteria:
n Property & Casualty insurance/brokerage business
n Risk management capability
n Global complexity
n Balance sheet complexity
n Driving technology/digital transformation
n Size and scale
n Competition for talent and essential skills needed to take AIG to the next level of success
The following table lists the 15 members of the 2026 compensation benchmarking peer group and highlights the criteria on which their inclusion is based. Changes include:
n Four life and retirement companies were removed from the peer group to reflect the divestiture of Corebridge (Manulife, MetLife, Prudential and Cigna)
n Two larger scale banks were removed from the peer group (Bank of America and JPMorgan)
n Two global brokerage and asset management companies were added to the peer group (Aon plc (NYSE: AON) and Ameriprise Financial, Inc. (NYSE: AMP))
n Two global financial technology businesses were added to the peer group (PayPal Holdings, Inc. (Nasdaq: PYPL) and
Visa Inc. (NYSE: V))
AIG 2026 PROXY STATEMENT 55
| Peer | P&CInsurance/Brokerage | Risk Management Capability | Global Complexity | Balance Sheet Complexity | Driving Technologyand Digital Transformation | Size and Scale | Competitor for Talent and Essential Skills |
|---|---|---|---|---|---|---|---|
| Allstate | n | n | n | n | n | n | |
| AmEx | n | n | n | n | n | n | |
| Ameriprise | n | n | n | n | n | ||
| Aon | n | n | n | n | n | n | n |
| BlackRock | n | n | n | n | n | n | |
| Capital One | n | n | n | n | n | ||
| Chubb | n | n | n | n | n | n | n |
| Citigroup | n | n | n | n | n | ||
| MMC | n | n | n | n | n | n | n |
| PayPal | n | n | n | n | n | ||
| Progressive | n | n | n | n | n | n | |
| Travelers | n | n | n | n | n | n | n |
| US Bancorp | n | n | n | n | |||
| Visa | n | n | n | n | n | ||
| Wells Fargo | n | n | n | n | n |
56 AIG 2026 PROXY STATEMENT
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