SOCIAL RESPONSIBILITY 18 Total Rewards We recognize the well-being of our associates is critical Talent Acquisition, to the success of the organization. We offer a competitive Development and Retention We strive to provide a comprehensive total rewards and comprehensive benefits program to support package that meets the various needs of our associates, associates throughout all life stages. Our benefits include including market-competitive pay and robust benefit comprehensive health, dental, life and disability coverage Hancock Whitney is dedicated to attracting, developing options that attract and retain top talent. To ensure our that are funded in whole or in part by the Company as and retaining exceptional talent and strives to keep total rewards programs remain competitive, we engage well as a 401(k) plan featuring a company match of a associates motivated, rewarded and appreciated through in nationally recognized third-party compensation dollar-for-dollar on the first 1% and 50 cents on the dollar our commitment to DEI; competitive total rewards and benefits surveys and utilize the expertise of an on the next 5% of associate contributions, and a fixed packages; and career development. Of the approximately independent executive compensation firm and an employer contribution of 2% of pay for associates who 1,437 requisitions filled in 2022, 40% were filled by outside benefits broker and benefits consulting firms do not participate in our grandfathered pension program. internal associates. Approximately 14% of our workforce to objectively evaluate our compensation and benefits We also provide our associates with programs and tools received a promotion in 2022, consisting of 77% females packages and benchmark them against industry peers to support their overall well-being, including paid time and 33% people of color. and similarly situated organizations on an annual basis. off, personal health advocate, employee assistance, behavioral assistance and tuition reimbursement Recognizing the development of our associates is Our compensation philosophy is a performance-based programs, as well as a range of resources to support the critical to our success, we invest in resources to ensure strategy that aligns our programs with our business goals well-being of our associates and their families throughout associates have access to the tools needed to do their jobs and objectives. Base salaries are established considering the full spectrum of their lives and career journeys. effectively and succeed within the organization, including competitive market rates for specific roles as well as the technical, skills-based, management and leadership experience and performance levels of our associates. programs, as well as formal talent, performance In January 2022, we increased our minimum base pay management and succession planning processes. for entry positions to $15.50 per hour and continue to Through customized learning plans, associates are monitor and assess the competitiveness of our base pay provided targeted resources to ensure they gain the through benchmarking of our base salaries to those of our knowledge and skills needed to successfully perform peers. The Company rewards associates for individual their duties in accordance with the Company’s practices. performance through merit-based compensation Associates also have access to a full suite of optional increases and provides additional opportunities for classes and self-directed resources to personalize career financial advancement through promotions and various development and prioritize their unique needs and incentive opportunities. growth opportunities. Additionally, we support the use of external resources such as professional conferences, We promote a pay-for-performance philosophy and specialized seminars, banking schools and other motivate a majority of our associate population with development and leadership programs to supplement incentive compensation designed to drive strategies, associates’ professional development and provides a behaviors and business goals while effectively balancing tuition assistance program for those seeking to deepen risk and reward. We also use long-term incentive their education at undergraduate and graduate levels. compensation to attract and retain top talent while keeping associates focused on long-term company performance, significant milestone achievements and 2022 Corporate Internship Program (CIP) participants creation of shareholder value.