ESG PERFORMANCE ASSESSMENT NON-PERFORMING ASSETS (NPA) VS. PEERS INDIVIDUAL OPPORTUNITY TARGET = % OF BASE SALARY + OR - BASED ON INDIVIDUAL PERFORMANCE AND RISK ASSESSMENT RATING CAPITAL LEVELS VS. REQUIRED LEVELS 2021 ESG Report Contents Introduction Economic Environment Social Governance GOVERNANCE Executive Compensation Aligned to ESG Executive compensation is delivered through three primary elements: base salary, an annual cash incentive through our Variable Compensation Plan, and long-term, equity- based incentives . The customer experience funding modifer was inc luded beginning in the 2020 Variable Compensation Plan and is a qualitative assessment of the Bank’s annual performance of customer experience which may include external benchmarks and overall customer satisfaction results in the line of business scorecards. The executive compensation design plan is reviewed annually to determine if changes should be made to the plan for the next year. During the review in 2021, the Human Capital and Compensation Committee approved the addition of an ESG modifer for the 2022 Plan. The ESG modifer will be reviewed based on the Bank’s qualitative performance against the Company’s ESG priorities, as reviewed by the Board. For additional details on Fifth Third’s ESG priorities, refer to pages 13-15 . The Variable Compensation Plan’s objective is to reward executives for strong corporate, business unit and individual performance and is comprised of the following: PERFORMANCE HURDLES Performance hurdles must be met in order for any funding to occur BANCORP FUNDING METRICS A balanced set of Bancorp funding metrics determine the initial funding level under the plan ADJUSTED RETURN ON ASSETS (ROA) VS. PLAN 25% ADJUSTED EARNING PER SHARE (EPS) VS. PLAN 50% FUNDING MODIFIERS Funding modifers can increase (up to 10%) or decrease (no limit) the funding level CUSTOMER EXPERIENCE ADJUSTED EFFICIENCY RATIO VS. PLAN 25% FINAL PAYOUT 84