Page 55 - Martin Marietta - 2025 Proxy Statement

/ SUMMARY OF OUR COMPENSATION CONSIDERATIONS

• Continued to evolve and grow Martin Marietta’s employee resource groups (ERGs) in 2024.

• Military and Veterans Community (MVC) - Launched a companywide flag campaign as
well as a month-long effort to raise awareness for mental health and led a Toys for Tots
Military & holiday drive; Local MVC members were active in each Division while engaging in
Veterans
Community numerous community events, including 5K races and Memorial Day flag placing events

• Women Who Build (WWB) - Celebrated Women’s History Month; launched a wellness
campaign during October Cancer Awareness Month and hosted a senior female business
Women leader during a virtual companywide meeting. Additionally, the group launched Women
Who Build Who Read, a book club focused on professional development texts.

• MERGE (our Multi-Cultural ERG) - Celebrated Black History Month; strengthened and
expanded relationships with Ronald McDonald House Charities; and promoted Hispanic
MERGE culture and heart health during Hispanic Heritage Month

Engagement and Inclusion at a Glance

We are committed to fostering inclusion and belonging and strive to maintain a culture and adherence to core values that
attract and celebrate diversity in our workplace. We believe that differences in perspectives and experiences promote
creativity, innovation, and mutual respect, which are all core to our Values. We recognize that the unique viewpoints and
experiences of every employee are important to achieving our Mission to be a world-class organization and have
implemented initiatives that we believe will allow us to continue to improve on those objectives.

In recognition of our success building and strengthening an inclusive workplace where
employees of all backgrounds feel valued, respected and engaged, we earned the Great
Place to Work certification in 2024.

Although we do not believe that the Equal Employment Opportunity Commission data
required on Form EEO-1 fully reflects our job-role structure, we have made the data
available on our website.

Compensation Decisions Yielding Alignment with Performance and Enhancing Our
Corporate Resilience
In determining compensation, the Committee considers many factors in order to align performance with the compensation
received by our executives. In response to our shareholder engagement in 2023, we adopted a formulaic short-term
incentive program, which we continued to use for executives in 2024. As described below under 2024 Actual Incentive
Cash Earned, the objective financial metrics in our annual plan that were measured for purposes of the 2024
Annual Cash Incentive were Adjusted Cash Gross Profit, which is viewed as indicative of the Company’s profitability, and
Selling, General and Administrative Expenses (SG&A) as a Percentage of Total Revenues, which is viewed as indicative of
the Company’s cost management. In addition, a portion of the incentive calculation is tied to achievement of targeted
safety metrics and identified sustainability goals. Together, these metrics are important measures reflecting our
performance and the creation of long-term value for shareholders.

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