HARTFORD INSURANCE GROUP INC

The Hartford has approximately 19,100 employees as of December 31, 2024.

Management, including the CEO and Chief Human Resources Officer ("CHRO"), establishes the hiring and compensation practices for our Company. The Board is periodically updated on key employee engagement measures (including employee survey results). The Board's Audit Committee receives an annual review of the Company's key employee relations measures. In addition, the Board’s Compensation and Management Development Committee (“Compensation Committee”) is responsible for reviewing performance and

approving compensation paid to senior executives, and, among other things, the oversight of succession and continuity planning for senior executive roles, setting the Company's executive compensation policy and administering the Company's Clawback Policy for senior executives. Our Human Resources team, led by our CHRO, supports the Compensation Committee in the execution of its responsibilities. In addition to the day-to-day support and counseling they provide to our leaders, managers and employees, the Human Resources team also monitors key indicators to keep a pulse on trends across our employee population including strategic workforce planning, employee engagement, employee relations matters, career mobility, talent attraction, retention, and development.

Talent Attraction, Retention and Development

Our commitment to a robust talent pipeline starts at the top. The Board of Directors engages with the Compensation Committee annually to review senior executive level talent, consider key emerging executive talent and conduct succession planning. In addition, our leadership team conducts a comprehensive annual talent review process across our organization each year.

To keep pace with the evolving needs of our customers and the expectations of employees and external candidates, we focus on a broad array of actions, including:

•Providing career growth and development opportunities aligned to our strategies through our strategic workforce plans, executive, professional and front-line recruitment, internal mobility and job progression, and retention strategies;

•Offering extensive learning and development opportunities to sustain the skills needed for the roles we have today and those we anticipate in the future; and

•Holding leaders accountable for their progress against human capital goals that include development, engagement, mobility, succession, and retention.

For entry-level roles in the organization, we recruit at colleges and universities, and offer a range of training and development programs, including:

•The Hartford’s Leadership Development Program, which provides curriculum to enhance leadership skill sets for all participants – from first-time leaders through our executive ranks;

•The Hartford Early Career Leadership Program, which offers programs in Actuarial, Finance, Underwriting, Claims & Operations and Technology through rotational development to gain a breadth of experiences;

•The Hartford’s Apprenticeship Program, which prepares students for careers in insurance; and

•Our Hart-Academy Tech training program for employees introduced HartCloud Academy in 2024 offering an immersive training program for our mid-career engineers to advance their proficiency in cloud technologies.

The Hartford prioritizes sustaining a workforce that upholds the highest standards of ethics and trust. We are committed to creating a work environment where employees are respected,

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inspired to perform at their best, and are recognized for their contributions. The Hartford believes that fostering a culture of integrity and ethical behavior leads to better decisions, outcomes and experiences for both our customers and employees. We believe that creating a work environment centered on trust enables us to attract, retain and leverage top talent to meet our business goals. We are committed to ethical conduct and a bias-free workplace for all employees as we build, enhance and sustain a welcoming and supportive culture.

In 2024, we achieved top quartile employee engagement and performance enablement scores, as measured by independent third party surveys, through continued focus on supporting our customers’ needs, leader effectiveness, collaboration, innovation and risk-taking, career growth, belonging and well-being.

We have nine Employee Resource Groups (“ERG’s”) that are voluntary participation groups led by employees, open to all and dedicated to enabling people to share their unique perspectives and experience. These groups focus on the development and success of our employees and our business results through education, networking, mentorship and volunteer opportunities. As of December 31, 2024, over 60% of employees were members of at least one ERG. In 2024, employee-led Courageous Conversations, also allowed participants to engage in meaningful dialogue, which can help fuel innovation and position us for success.

We persistently work to improve the employee experience in support of our continuing strategic objective to attract, retain and develop the best talent in the industry.

Pay and Benefits

Compensation and Pay Equity

We offer competitive pay and benefits to our employees, with performance-based variable compensation making up a large share of the total compensation paid to executives in the organization. Variable compensation for the majority of employees includes an annual bonus plan. Our executives also receive long-term incentive awards. Annual bonus payouts are informed by whether the Company achieves core earnings (as adjusted for compensation purposes) above or below a target level that is determined from the annual operating plan set at the beginning of each year and reviewed and approved by the Compensation Committee. Long-term incentive awards include restricted stock units, performance shares and, for the most senior executives, stock options. Additional information about The Hartford’s variable compensation programs is provided in the Company’s Proxy Statement.

We use an independent third party to conduct statistical pay equity analyses for the vast majority of our U.S. employees each year – a three-step process that includes analysis before, during and after the annual compensation planning cycle. This enables us to identify unexplained pay disparities, conduct additional research to determine reasons for these differences and take appropriate actions to address the disparities if necessary.

The Compensation Committee is updated annually on our pay equity processes and results.

The Hartford also engages in a number of additional practices to ensure pay fairness, including:

•Centralized compensation function that helps maintain consistent programs and practices across the enterprise;

•Enterprise-wide framework for evaluating and aligning roles and compensation levels based on job responsibilities, market competitiveness, strategic importance of the role, and other relevant factors;

•Prohibition against asking external job applicants for current or historical compensation information;

•A practice to disclose to applicants and employees the salary ranges for most posted positions;

•Individual compensation decisions that consider each employee’s experience, proficiency, and performance;

•Training available for managers and Human Resources business partners on performance assessment and compensation planning; and

•Multiple levels of review and approval required for all compensation decisions.

We are committed to our extensive, long-standing policies and practices to help ensure fair pay across the organization, while also staying attuned to external best practices and insights, and leveraging input from subject matter experts. We evaluate our performance every year, and as markets and talent pools shift over time we work to evolve our practices accordingly.

Employee Benefits and Well-Being

The Hartford offers a comprehensive benefits and well-being package that supports our employees’ physical, emotional, social and financial well-being and helps them achieve their full potential. Our extensive benefits include:

•Medical plan options;

•Dental and vision coverage options;

•401(k) plan with company non-elective and matching contributions;

•Paid time off ("PTO") with at least 25 days of annual eligibility to start;

•Paid holidays;

•Flexible work schedules, including hybrid or remote work arrangements;

•Tuition reimbursement;

•Student loan repayment assistance;

•Family medical leave;

•Paid parental leave;

•Travel reimbursement to access medical services in other locations as needed;

•Family building support, including adoption support program;

•Organ and bone marrow donation leave policy; and

•Employee assistance program.

The Company also offers a medical advocacy program and well-being programs, weight management, fitness reimbursement and more.