In an environment where salary moderation is expected from all sectors, it is essential that executive compensation reflect not only the real performance of the business, but also the evolution of the overall economic situation and the social climate. To reinforce the legitimacy of compensation decisions and preserve the trust of stakeholders, it is proposed that the Board of Directors adopt, by the next annual meeting, a policy of moderation and accountability governing executive compensation. This policy would include the following elements: 1. Alignment with performance and internal equity 2. Increases in total executive compensation (fixed salary, bonuses, long-term incentives) should be based on clear and comparable benchmarks, including: • The annual progression of the Bank’s adjusted net income; • The median growth in employee salaries; • Changes in the dividend per share; and • This alignment would make it possible to link executive recognition to the organization’s real performance and the overall employee experience. 3. Temporary cap during periods of economic pressure • During economic periods marked by high inflation, a housing crisis or stagnant real-economy incomes, the Bank should consider establishing a temporary cap on annual executive compensation increases (e.g., 3% to 5%, except in clearly justified exceptional cases). 4. Increased transparency in public reports 5. The annual report on compensation should present an explicit comparison between: • The increase in executive compensation; • Median employee salary growth; • Financial and extra-financial performance indicators. Adopting such a policy would promote responsible corporate governance, ensure the value created is shared equitably and prevent tensions related to excessive compensation gaps. It would send a clear signal of rigour, transparency and commitment to sustainable performance.