Investor Presentaiton

Compensation Aligned with Shareholder Experience FY21 NEO Compensation Program Summary Component Format Base Salary Fixed payments, generally targeted to approximate the market median of peer group A VENTAS® Percentage of FY21 Total Target Compensation¹ CEO/Other NEOS 8-17% Compensation program motivates value creation Pay mix emphasizes pay-for-performance link More than 90% of CEO's target pay and 80% of other NEOS' target pay is variable and at risk FY21 annual incentive program comprised of two half-year performance periods to support an agile response to the pandemic FY22 annual incentive program is shifting to 60% weighting for financial objectives, closer to the 65% in place prior to the pandemic Program aligns with shareholder experience and is responsive to shareholder feedback Three-year realized pay for all NEOs significantly below target No payout for the 2019-2021 performance shares, primarily tied to TSR metrics Negative discretion applied to reduce FY20 and FY21 annual incentive payouts to align with shareholder experience FY22 target compensation reduction for the CEO by 14% and for the CFO and CIO by 8% in response to shareholder feedback Annual Cash Incentive First Half 2021 20% Balance Sheet 10% Senior Housing 10% Internal Culture 10% Investment Second Half 2021 10% Balance Sheet 10% Senior Housing 10% Internal Culture 10% Dispositions 15-25% Management 10% New Senior Closing & Integration Individual performance weighted 50% Long-Term Incentive CEO/Other NEOs Payouts based on 3-year performance against rigorous targets: 70%/60% Performance RSUs TSR Relative to the MSCI U.S. REIT Index R&I Pipeline Openings² DE&I² 25/29% 25/29% TSR Relative to FTSE Nareit Equity Health Care Index 20/17% Net Debt to EBITDA² 10/8% 20/17% 58-77% 30% 40% Restricted Stock Units Vest over 3 years Source: Company filings. (1) Excludes 2021 one-time equity retention awards made to named executive officers other than our CEO, which are not part of our regular annual compensation program (2) Our Net Debt to EBITDA Ratio, R&I Pipeline Openings and Diversity, Equity and Inclusion goals are confidential to us and competitively sensitive and therefore are not disclosed 30 30

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