PRUDENTIAL FINANCIAL INC

As of December 31, 2024, our employee population was comprised as set forth in the tables below:

(1)Excludes independent contractors and other individuals classified as non-employees in their respective jurisdictions.

(2)Represents the total number of full-time equivalent positions and does not reflect the total number of individual employees as some work part-time.

Prudential’s Board of Directors, including its Corporate Governance and Business Ethics Committee, has oversight responsibility for our human capital resources, diversity and inclusion practices and corporate culture. Human capital is discussed by management at every Board meeting and, at least once per year, the Board devotes time to discuss human capital at each business and functional leadership level across the Company.

Attracting Employees

Hiring and retaining a best-in-class workforce is part of how Prudential fulfills its purpose and creates value for its stakeholders, and building an inclusive organization that integrates diverse backgrounds and perspectives is an important component of our strategic business initiative. Prudential’s inclusive culture—one that respects and values the differing backgrounds, perspectives and lived experiences of our employees—is foundational to our ability to attract, hire and retain the best talent to develop innovative products and solutions and best serve the needs of our customers and clients.

Developing Employees

We believe that our success is linked with the success of our employees. When they have the development tools and support they need to do their best work, the Company benefits. The talent practices and platforms we utilize have been designed to ensure all employees have the resources necessary to enhance their skills. Available resources include, among other things, on-demand learning content, coaching circles and live learning events. Eligible U.S. employees are also required to participate in a suite of training courses on critical topics including, among other things, our code of conduct, security and safety, social media standards and digital communication.

Retaining Employees

We believe that our rigorous talent acquisition process, provision of opportunities for professional enrichment and advancement throughout our employees’ careers, and our diverse and inclusive culture will enhance our ability to retain employees.

Prudential conducts a global employee engagement survey, entitled the “EQ Survey.” The EQ Survey solicits employee feedback addressing our culture, management, career opportunities, compensation and benefits. The results of the EQ Survey influence how we strengthen our culture and implement change within the Company. In 2024, 89% of our eligible global employees responded to the EQ Survey.

Prudential’s annual turnover rate among its U.S. workforce (including voluntary and involuntary terminations) in 2024 was 15.3%. Voluntary turnover among Prudential’s U.S. workforce was 4.7%. In 2024, Prudential filled approximately 1,900 positions in the United States and 37% of those positions were filled internally.

Compensation Program and Retirement Plans

The philosophy underlying our compensation program is to provide an attractive, flexible, and market-based total compensation program tied to performance and aligned with the interests of our shareholders. Our objective is to recruit and retain the caliber of employees necessary to deliver sustained high performance to our shareholders, customers, and communities. Our compensation program is an important component of these overall human resources policies. Equally important, we view compensation practices as a means for communicating our goals and standards of conduct and performance and for motivating and rewarding employees in relation to their achievements.

We view retirement benefits as a key component of our compensation program because they encourage long-term service. Accordingly, we offer our employees a comprehensive benefits program that provides the opportunity to accumulate retirement income. This program includes both defined benefit and defined contribution plans.

Periodically, we compare the competitiveness of our benefits programs for our employees, including retirement benefits, against other employers with whom we broadly compete for talent. It is our objective to provide our employees with a benefits package that is at or around the median of the competitive market when compared to other employers.