Investor Presentaiton

Executive Summary Improving Financial Health Data Employees Supply Chain Environment Governance Policies & Data tables Appendix Governance - Executive remuneration Summary Executive remuneration linked to Group performance Long term focus - % of package linked to delivering long term strategic objectives. 65% 80% Benchmark EBIT 20% Revenue Pay for performance: balanced incentive structure drives both short term and sustainable long-term performance. Only exceptional performance delivers a consummate level of reward. Yes Shareholder alignment: co-investment feature of CIP further aligns with shareholder interests. Yes Talent: the leverage of the combined incentive plans is key to our ability to compete for top talent in a competitive external market dominated by some of the world's largest technology companies. Yes 50% Adjusted Benchmark EPS 1+ Examples of non-financial metrics taken into consideration in executive performance review for bonus and LTIPS: • Employee engagement • Diversity and inclusion Risk including ESG risk 74 Experian Public 1. TSR relative to FTSE100 Framework experian. Annual Bonus Revenue growth is a key metric for us and will provide a quality of earnings balance to the important profit focus of Benchmark EBIT. 50% Cumulative Benchmark operating cash flow Co-Investment Plans The CIP is designed to incentivise cash discipline while the PSP is designed to incentivise shareholder returns. 50% Adjusted 25% ROCE + Benchmark EPS 25% TSR1 Performance Share Plan However, growth is the single most important aspect of our business strategy and therefore adjusted Benchmark EPS runs across both plans.

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