Bunge Global SA

Shareholder Engagement

Strong governance, driven by best practice and feedback from shareholders. We annually submit our executive compensation program to a shareholder advisory say-on-pay vote. We value the opinions of our shareholders as expressed through this vote and other communications. Through our robust engagement outreach program, we receive valuable feedback on the issues that are most important to our shareholders, including our executive compensation program, governance, sustainability, director skills and qualifications, corporate responsibility and our business and strategic direction. Similar to previous years, our non-employee Board Chair and members of our senior management team engaged with institutional investors representing approximately 40-50% of our issued and outstanding shares annually.

2024 Say-on-Pay Vote

At our 2024 Annual General Meeting,96.7% of the votes cast on our annual say-on-pay vote were in favor of our executive compensation program. We attribute this favorable support to our continued engagement with shareholders, as well as the Human Resources and Compensation Committee's consideration of competitive market practices and its goal of linking executive pay and performance. The following features of our compensation programs continued in 2024:

•Distinct metrics in the short-term and long-term incentive plans

◦Short-term incentive plan: Funded based on Adjusted Profit Before Taxes before certain incentive payouts ("Adj PBT(I)"), then modified by strategic objectives

◦Long-term incentive plan: Targets for performance-based restricted stock units set according to our externally stated goals for Earnings per Share ("EPS") and Adjusted Return on Invested Capital ("AROIC"), which accounts for mark-to-market timing differences and adjusts for readily marketable inventories

•Long-term incentives heavily weighted (60%) toward performance

•Relative Total Shareholder Return ("RTSR") as a modifier for performance-based restricted stock units

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