EDISON INTERNATIONAL

At December 31, 2025, Edison International had an aggregate of 13,725 employees (excluding interns and employees on leaves of absence), of which 13,235 were full-time employees of SCE or its subsidiaries. In addition to employees, SCE's workforce includes a significant number of contract workers who support SCE's operations. Among these contract workers are Safety Tier 1 Contractors. SCE estimates, based on contractors' self-reported hours worked and a 2,080-hour work year, that there were approximately 9,151 full-time equivalent Safety Tier 1 Contractors supporting SCE operations during 2025. All Safety Tier 1 Contractors engaged in decommissioning activities at San Onofre are managed by the DGC. In addition to Safety Tier 1 Contractors, SCE also uses other contract workers to support its transmission and distribution, vegetation management, information technology and customer service activities.

Approximately 4,600 of SCE's employees are represented by the International Brotherhood of Electrical Workers ("IBEW") under collective bargaining agreements that expire December 31, 2027. In addition, in June 2025, approximately 1,100 of SCE's employees agreed to be represented by the Engineers and Scientists of California Local 20, International Federation of Professional and Technical Engineers ("ESC 20"). As of February 11, 2026, negotiations between ESC 20 and SCE for a collective bargaining agreement are pending. A substantial number of SCE's contract workers are also unionized.

Edison International focuses on various human capital measures and objectives in managing its business, including measures and objectives related to safety, diversity, equity and inclusion and workforce continuity.

Safety

Safety is the first of Edison International’s core values. Edison International is committed to fostering and maintaining a safe environment for its employees, contract workers, customers, and the public. Over the past several years, Edison International has intensified its efforts to improve workforce safety, including an increased focus on, and investment in, maturing a culture of safety ownership among its workforce that empowers employees and contract workers to own their safety, support their team members' safety and contribute to a safe work environment.

Edison International takes efforts to eliminate fatalities and serious injuries, and reduce all injuries in our employee and contractor workforce. Edison International also continues to enhance its workforce safety culture. For instance, SCE uses safety culture assessments for both employee and contractors to measure progress toward improving safety culture. Additionally, all full-time employees are provided with regular safety-related training, particularly for those who work in proximity to high-voltage electrical equipment and other high hazard activities.

SCE has implemented a people and systems safety plan for high hazard organizations. This plan is driven by SCE’s Safety Management System (“SMS”) and safety culture improvement efforts. Foundational to the SMS is the safety risk management pillar that identifies and prioritizes risks and mitigations based on several factors, including worker and leader input. Examples of key risk mitigations targeted by the SMS include developing a multi-year training improvement plan and standardizing processes for safer high hazard work methods.

In 2025, SCE increased oversight of its contracted workforce through hiring of additional safety advisors. Similar to prior years, SCE implemented contractor initiatives to provide additional education on safe work practices, enhance risk awareness and better streamline understanding of SCE expectations. As part of SCE’s safety protocols and contractor safety efforts, it forms incident review teams to address all contractor serious injury incidents, and related corrective actions. The respective contractors are then required to perform a cause evaluation to determine causes and learnings for each incident. Incident review outcomes including any work practice changes, rule updates, and new tools are shared and communicated to SCE employees and contractors for their knowledge, awareness, and implementation. Additionally, to strengthen contractor safety performance, SCE engaged an independent consultant to conduct a comprehensive review and recommend enhancements to contractor safety programs.

Edison International also uses various measures to assess safety performance, including, without limitation, fatalities and serious injury rates for employees and contract workers. The following represents data for 2025:

1 EEI SIF Rate is calculated by multiplying the total number of 2025 EEI SIF incidents (classified by SCE on or before January 16, 2026) by 200,000 and then dividing by the total number of reported hours worked.

2 DART Rate is calculated by multiplying the number of 2025 DARTs (reported to SCE on or before January 11, 2026 for Safety Tier 1 Contractors and classified as a DART by SCE on or before January 16, 2026 for employees) by 200,000 and then dividing by the total number of reported hours worked. The 2026 DART Rates may change based on information received by SCE after January 16, 2026, for Safety Tier 1 Contractors and after January 11, 2026 for employees.

3 Represents SCE contractor safety data and data provided by the DGC for contractors that undertake a significant scope of decommissioning activities at San Onofre.

Diversity, Equity and Inclusion

Edison International believes that a merit-based work environment comprised of people with diverse skills, experiences and perspectives is an important driver of success. This merit-based inclusive approach supports a workforce that reflects the customers and communities it serves and enables Edison International to continue to earn public trust and drive better business outcomes. At Edison International, on average, employees in the same role regardless of race/ethnicity or gender identification receive equal pay for equal work. Similar to broader society, when looking at gender or race/ethnicity-specific groups across Edison International without regard to role, female employees and Black and Hispanic employees do not receive comparable pay to male and White employees, respectively, due to lower representation of female, Black and Hispanic employees in higher paying jobs. Edison International is committed to broad recruitment and use of merit-based hiring practices to attract and retain top talent.

The table below provides Edison International's employee diversity data 1 as of December 31, 2025:

1 Calculated using the guidelines SCE uses to calculate the diversity data it reports to the United States Equal Employment Opportunity Commission.

2 Excludes interns and employees on a leave of absence.

3"Leaders" represents all non-executive manager and supervisor level employees.

4"Executives" represents all officers and all director level employees.

5 Excludes employees of Trio's subsidiary Alfa Energy Ltd. Alfa Energy Ltd.’s workforce is based in the United Kingdom and does not track race/ethnicity data due to regulatory restrictions.

To support Edison International's inclusion efforts, Executives and Leaders are offered training and tools to enable all individuals to excel and to promote teams comprised of people with diverse skills, experiences and perspectives. Edison International uses various measures to assess success of its workforce development initiatives, including without limitation, monitoring hiring, promotion and turnover rates.

Workforce Continuity

Edison International is committed to identifying and developing the talents of its workforce and takes a variety of steps to increase employee engagement and provide employees opportunities for growth. Employees are offered training opportunities, including an onboarding program, technical training, required ethics and compliance training and optional trainings to support career development. SCE estimates that over 99% of active SCE employees completed all assigned training required to be completed in 2025 as part of SCE's enterprise-wide training program. Employees may also be required to take additional trainings based on their job function.

Employees receive competitive compensation packages which include a wide selection of health plans, a 401(k) savings plan with a company match, wellness programs and initiatives, tuition reimbursement, competitive vacation/holiday program, professional development, volunteer programs, employee assistance program, and a philanthropy and matching contribution program.

Edison International uses various measures to assess employee engagement and satisfaction, including, without limitation, conducting regular employee engagement surveys and monitoring turnover. Edison International Parent and SCE's combined Turnover Rate was 6.7% and 7.9% in 2025 and 2024, respectively.

Executives engage in succession planning for leadership positions within the organization. Edison International's and SCE's Boards of Directors also engage in succession planning and talent development discussions for senior officers.

Edison International's Sustainability Report is available on its website. The report and any other information contained on, or connected to, this website are not deemed part of, and are not incorporated by reference into, this Annual Report on Form 10-K.