DEF 14A of State Street Corp, Apr 8, 2026

DEF 14A of State Street Corp

Filed Apr 8, 2026 · FY20250001140361-26-013817

Open on EDGAR

  1. Director Nominees

    Director Nominees We believe that members of our Board of Directors (the Board) should have complementary skills and qualifications that collectively represent a depth of broad and diverse experiences. We seek director nominees who have had substantial achievement in their personal and professional pursuits and possess the talent, experience and integrity necessary to effectively oversee our businesses and strategy and enhance long-term shareholder value. Based on these desired attributes, the Board has nominated the following 13 director nominees for election at the 2026 annual meeting of shareholders.

  2. Director Nominees

    | Director Nominee | Principal Occupation | Other Public Company Boards (#) | State Street Board Roles and Committee Memberships | | | Marie A. Chandoha* Director Since 2019 Age 64 | Retired President and Chief Executive Officer, Charles Schwab Investment Management, Inc. | 2 | • | Examining and Audit | | | | | • | Executive | | | | | • | Risk (Chair) | | | | | • | Technology and Operations | | DonnaLee A. DeMaio* Director Since 2022 Age 67 | Retired Global Chief Operating Officer, American International Group, Inc. (AIG) | 1 | • | Examining and Audit | | | | | • | Technology and Operations | | Amelia C. Fawcett* Director Since 2006 Age 69 | Retired Chairman, Kinnevik AB | None | • | Human Resources | | | | | • | Nominating and Corporate Governance | | William C. Freda* Director Since 2014 Age 73 | Retired Senior Partner and Vice Chairman, Deloitte LLP | None | • | Examining and Audit (Chair) | | | | | • | Executive | | | | | • | Nominating and Corporate Governance | | | | | • | Risk | | Susan M. Gordon*^ Director Since 2026 Age 67 | Former Principal Deputy Director of National Intelligence, United States Government | 2 | • | Examining and Audit | | | | | • | Technology and Operations |

  3. Director Nominees

    | State Street — 2026 Notice of Meeting and Proxy Statement | iii |

  4. Director Nominees

    | Director Nominee | Principal Occupation | Other Public Company Boards (#) | State Street Board Roles and Committee Memberships | | | Patricia M. Halliday* Director Since 2024 Age 59 | Retired Chief Risk Officer, Santander UK PLC and Santander UK Group Holdings PLC | None | • | Risk | | | | | • | Technology and Operations | | Sara Mathew* Director Since 2018 Age 70 | Retired Chairman and Chief Executive Officer, Dun & Bradstreet Corporation | None | • | Lead Director | | | | | • | Executive | | | | | • | Human Resources | | | | | • | Nominating and Corporate Governance | | William L. Meaney* Director Since 2018 Age 66 | President, Chief Executive Officer and Director, Iron Mountain Inc. | 1 | • | Executive | | | | | • | Human Resources | | | | | • | Nominating and Corporate Governance (Chair) | | Ronald P. O’Hanley Director Since 2019 Age 69 | Chairman, Chief Executive Officer and President, State Street Corporation | 1 | • | Chairman of the Board | | | | | • | Executive (Chair) | | | | | • | Risk | | Sean P. O’Sullivan* Director Since 2017 Age 70 | Retired Group Managing Director and Group Chief Operating Officer, HSBC Holdings, plc | None | • | Executive | | | | | • | Risk | | | | | • | Technology and Operations (Chair) | | Julio A. Portalatin* Director Since 2021 Age 67 | Retired President and Chief Executive Officer, Mercer Consulting Group, Inc. | None | • | Human Resources | | | | | • | Risk | | Brian J. Porter*^ Director Since 2025 Age 68 | Retired President and Chief Executive Officer of the Bank of Nova Scotia | 2 | • | Human Resources | | | | | • | Risk | | John B. Rhea* Director Since 2021 Age 60 | Partner, Centerview Partners, LLC | 1 | • | Examining & Audit | | | | | • | Human Resources (Chair) | | | | | • | Executive |

  5. Director Nominees

    | * = Independent | | ^ = First-Time Nominee |

  6. Director Nominees

    | State Street — 2026 Notice of Meeting and Proxy Statement | iv |

  7. Director Nominee Qualifications and Skills

    Director Nominee Qualifications and Skills We believe that our Board should have a variety of qualifications, skill sets and experiences that, when taken as a whole, best serve the Company and our shareholders. Diverse perspectives on our Board support our success, and we strive to have a Board that provides diversity of thought and a broad range of perspectives. In an effort to achieve these objectives, the Nominating and Corporate Governance Committee and the Board consider a wide range of attributes when determining and assessing director nominees and new candidates in the context and needs of the Board, including personal and professional backgrounds, independence and tenure of Board service. The Committee does not assign specific weight to the various factors it considers and no particular criterion is a prerequisite for nomination. As summarized below, each of our director nominees brings to the Board a variety of qualifications and skills and, collectively, these qualifications form a depth of broad, global and diverse experiences that help the Board effectively oversee our activities and operations. The Board believes that the nominees as a group possess the skill sets and specific business backgrounds that the Board desires and that each of the director nominees has substantial achievement in their personal and professional pursuits and has talents, experience, judgment and integrity that will contribute to the best interests of State Street and to long-term shareholder value. The below data presents elements of our Board composition, reflecting the 13 director nominees.

  8. Director Nominee Qualifications and Skills

    | State Street — 2026 Notice of Meeting and Proxy Statement | 9 |

  9. Director Nominee Qualifications and Demographics

    Director Nominee Qualifications and Demographics

  10. Director Nominee Qualifications and Demographics

    | State Street — 2026 Notice of Meeting and Proxy Statement | 10 |

  11. Director Nominee Qualifications and Demographics

    | State Street — 2026 Notice of Meeting and Proxy Statement | 11 |

  12. Non-Management Director Compensation

    Non-Management Director Compensation

  13. 2025 Director Compensation

    2025 Director Compensation The following table shows our non-management directors’ 2025 compensation:

  14. 2025 Director Compensation

    | Name* | Fees Earned or Paid in Cash ($) | Stock Awards(1) ($) | All Other Compensation(2) ($) | Total ($) | | Marie A. Chandoha | $155,000 | $235,090 | $39,109 | $429,199 | | DonnaLee A. DeMaio | 110,000 | 235,090 | 40,912 | 386,002 | | Patrick de Saint-Aignan(3) | — | — | 49,152 | 49,152 | | Amelia C. Fawcett | 110,000 | 235,090 | 41,712 | 386,802 | | William C. Freda | 155,000 | 235,090 | 40,912 | 431,002 | | Patricia M. Halliday | 110,000 | 235,090 | — | 345,090 | | Sara Mathew | 240,000 | 235,090 | — | 475,090 | | William L. Meaney | 140,000 | 235,090 | 40,609 | 415,699 | | Sean P. O’Sullivan | 155,000 | 235,090 | — | 390,090 | | Julio A. Portalatin | 110,000 | 235,090 | — | 345,090 | | Brian J. Porter(4) | 73,333 | 156,744 | — | 230,077 | | John B. Rhea(5) | — | 390,156 | 40,450 | 430,606 | | Gregory L. Summe(3) | — | — | 21,652 | 21,652 |

  15. 2025 Director Compensation

    | * Ms. Gordon was elected to the Board of Directors on March 19, 2026 and is therefore not included in the 2025 Director Compensation table. |

  16. 2025 Director Compensation

    | (1) On May 14, 2025, each non-management director then serving as a director received 2,406 shares of State Street common stock valued at $235,090 based on the closing price of our common stock on the NYSE of $97.71. Stock awards to non-management directors vest immediately, and there were no unvested non-management director stock awards as of December 31, 2025. |

  17. 2025 Director Compensation

    | (2) Perquisites received in 2025 include director life insurance coverage, business travel accident insurance and medical benefits abroad while traveling internationally for State Street, paid for by State Street ($912 for Ms. DeMaio and Dame Amelia and Mr. Freda; $609 for Ms. Chandoha and Mr. Meaney; $450 for Mr. Rhea; and $289 for Messrs. de Saint-Aignan and Summe). Charitable contributions by non-management directors are eligible for a Company matching contribution of up to $40,000 per calendar year under the State Street matching gift program. Matching charitable contributions made on behalf of the non-management directors during 2025 were $38,500 for Ms. Chandoha; $40,000 for Ms. DeMaio and Dame Amelia and Messrs. de Saint-Aignan, Freda, Meaney and Rhea; and $12,500 for Mr. Summe. Messrs. de Saint-Aignan’s and Summe’s perquisites also include retirement gifts ($8,863) for each in recognition of their 16 and 24 years of service as members of the Board, respectively. In addition, Dame Amelia also received a gift ($800) in recognition of her years of service as independent Lead Director upon stepping down from this role effective May 14, 2025. The total amount of perquisites and other personal benefits for Mses. Halliday and Mathew and Messrs. O’Sullivan, Portalatin and Porter have not been reported because the total did not exceed $10,000. |

  18. 2025 Director Compensation

    | (3) Messrs. de Saint-Aignan and Summe retired from the Board effective May 14, 2025. The retainers and equity awards for their Board service during 2025 were paid during 2024 and reported in our proxy statement for the 2025 annual meeting of shareholders. |

  19. 2025 Director Compensation

    | (4) Mr. Porter joined the Board in September 2025. For his service between September 2025 and the 2026 annual meeting of shareholders, Mr. Porter received (a) a pro-rated annual retainer of $73,333 in cash, and (b) a pro-rated annual equity award of 1,398 shares of State Street common stock with a total value of $156,744 based on the closing price of our common stock on the NYSE on September 15, 2025 of $112.12. |

  20. 2025 Director Compensation

    | (5) Mr. Rhea elected to receive his annual retainer in common stock in lieu of cash. As a result, he received an additional 1,587 shares of State Street common stock with a total value of $155,066 based on the closing price of our common stock on the NYSE on May 14, 2025 of $97.71. |

  21. 2025 Director Compensation

    | State Street — 2026 Notice of Meeting and Proxy Statement | 20 |

  22. Motivate and Retain

    Motivate and Retain We cascade our strategy, vision and goals throughout our organization, align individual performance expectations with those goals, and encourage managers to have frequent performance discussions with their teams. We motivate and reward employees with competitive incentive compensation opportunities and employ a pay-for-performance philosophy by differentiating pay to reward our highest performers. We align employee and shareholder interests by delivering a portion of incentive compensation in deferred equity-based pay to employees with higher pay levels. We also work to retain our top talent, upskilling our workforce and continuously evolving our internal mobility approach to provide employees a wide array of opportunities to build and sustain their careers with State Street.

  23. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 23 |

  24. Motivate and Retain

    | The Board of Directors unanimously recommends that you vote FOR each of the nominees for director (Item 1 on your proxy card) |

  25. Motivate and Retain

    Each director elected at the 2026 annual meeting of shareholders will serve until the next annual meeting of shareholders, except as otherwise provided in State Street’s by-laws. Of the 13 director nominees, 12 are non-management directors and one serves as the CEO and President of State Street. All of the non-management director nominees are independent, as determined by the Board under the applicable definition in the NYSE listing standards and the State Street Corporate Governance Guidelines. Pursuant to State Street’s by-laws, the Board has fixed the number of directors at 13. Unless contrary instructions are given, shares represented by proxies solicited by the Board of Directors will be voted for the election of the 13 director nominees listed below. We have no reason to believe that any nominee will be unavailable for election at the annual meeting. In the event that one or more nominees is unexpectedly unavailable to serve, proxies may be voted for another person nominated as a substitute by the Board, or the Board may reduce the number of directors to be elected at the annual meeting. Information relating to each nominee for election as director is described below, including:

  26. Motivate and Retain

    | • | age and period of service as a director of State Street |

  27. Motivate and Retain

    | • | business experience during at least the past five years (including directorships at other public companies) |

  28. Motivate and Retain

    | • | community activities |

  29. Motivate and Retain

    | • | other experience, qualifications, key skills and attributes that led the Board to conclude the director should continue to serve as a director of State Street |

  30. Motivate and Retain

    The Board of Directors recommends that shareholders approve each director nominee for election. See “Corporate Governance at State Street—Board Composition” for a further discussion of the Board’s process and reasons for nominating these candidates.

  31. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 24 |

  32. Motivate and Retain

    | Marie A. Chandoha Age: 64 Director Since: 2019 Independent Director Qualifications and Attributes Offers valuable expertise in transforming businesses in the financial services and asset management industries guiding State Street’s strategic initiatives • Leadership in technological and product innovation, and business transformation • Strong governance and risk management experience | Key Skills | | | | | Cyber, Tech & Data | Operational Transformation | | | | Financial Services | Risk Management | | | | Board Roles and Committees • Examining and Audit • Executive • Risk (Chair) • Technology and Operations | Education • Harvard University (B.A.) | Citizenship • United States | | | Professional Highlights • Charles Schwab Investment Management, Inc., the investment management subsidiary of Charles Schwab Corporation, an NYSE-listed brokerage and wealth management firm, President and Chief Executive Officer (2010-2019) • BlackRock, Inc., Managing Director, Head, ETF, Index and Model-Based Fixed Income Portfolio Management (2009-2010) • Barclays Global Investors, Global Head of Fixed Income Business prior to acquisition by BlackRock, Inc. (2007-2009) • Wells Capital Management, Co-Head and Senior Portfolio Manager of the Montgomery Fixed Income Division (1999-2007) | | | | | Other Experience • Zoe Financial, Inc., Advisory Committee member • Nature Conservancy, California chapter, Former Chair • Investment Company Institute, Former Member Board of Governors and Executive Committee | | | | | Public Company Directorships • Macy’s Inc., Director (2022-present) • Dynex Capital, Inc., Director (2024-present) | | |

  33. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 25 |

  34. Motivate and Retain

    | DonnaLee A. DeMaio Age: 67 Director Since: 2022 Independent Director Qualifications and Attributes Contributes significant auditing and operational experience in highly regulated entities in the financial services and insurance industries offering State Street a financial oversight perspective • Audit, controls and risk management experience • Leadership in modernizing technology and significantly transforming organizations | Key Skills | | | | | Finance & Accounting | Operational Transformation | | | | Legal & Regulatory | Risk Management | | | | Board Roles and Committees • Examining and Audit • Technology and Operations | Education • Muhlenberg College (B.A.) | Citizenship • United States | | | Professional Highlights • American International Group, Inc. (AIG), General Insurance, an NYSE-listed global finance and insurance company, Executive Vice President and Global Chief Operating Officer (2018-2019), Chief Auditor (2017-2018) and other senior management and subsidiary entity positions (2012-2019) • MetLife Bank N.A., President and Chief Executive Officer (2005-2012) and Vice President and Chief Financial Officer (2002-2005) • PricewaterhouseCoopers, National Consulting Partner and other roles (1983-2002) | | | | | Other Experience • Certified Public Accountant (CPA) | | | | | Public Company Directorships • Hiscox Ltd., Director (2021-present) | | |

  35. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 26 |

  36. Motivate and Retain

    | Amelia C. Fawcett Age: 69 Director Since: 2006 Independent Director Qualifications and Attributes Provides valuable perspective on international financial markets and the dynamic, highly-regulated landscape in which State Street operates • Extensive experience in and knowledge of the global financial services industry • Significant strategic, operational risk and corporate affairs experience • Understanding of complex regulatory and compliance frameworks | Key Skills | | | | | Governance & Social | Global Business Perspective | | | | Financial Services | Risk Management | | | | Board Roles and Committees • Human Resources • Nominating and Corporate Governance | Education • Wellesley College (B.A.) • University of Virginia (J.D.) | Citizenship • United States • United Kingdom | | | Professional Highlights • Kinnevik AB, a Nasdaq Stockholm-listed long-term oriented investment company, Director and Chairman (2018-2021) • Morgan Stanley, Vice Chairman and Chief Operating Officer of European, Middle East and Africa Operations and other senior management positions (1987-2006) • Standard Board for Alternative Investments, Chairman (U.K.) (2011-2021) • Bermuda Monetary Authority (BMA), Financial Policy Council Member (2016-present) | | | | | Other Experience • Wellcome Trust, Former Governor • Royal Botanic Garden, Chair (Kew) • International Advisory Panel on Biodiversity Credits, Co-Chair • Circular Bioeconomy Alliance, Chair • HM Treasury, Former Non-Executive Director • Bank of England, Former Member of the Court of Directors • The Prince of Wales's Charitable Foundation, Former Chairman • Project HOPE UK, Trustee • Commander of the Order of the British Empire; Dame Commander of the Order of the British Empire; and Commander of the Royal Victorian Order | | | | | Public Company Directorships • Kinnevik AB, Former Director and Chairman (2011-2021) | | |

  37. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 27 |

  38. Motivate and Retain

    | William C. Freda Age: 73 Director Since: 2014 Independent Director Qualifications and Attributes Contributes key insights and perspectives to State Street on risk management, complex audit and accounting matters • Strategic insights on international expansion and client relationship management • Extensive experience advising audit committees, boards of directors and senior management | Key Skills | | | | | Financial Services | Finance & Accounting | | | | Legal & Regulatory | Risk Management | | | | Board Roles and Committees • Examining and Audit (Chair) • Executive • Nominating and Corporate Governance • Risk | Education • Bentley University (B.S.) | Citizenship • United States | | | Professional Highlights • Deloitte, LLP, Senior Partner and Vice Chairman (2011-2014), Managing Partner of Client Initiative (2007-2011) and Member of the U.S. Executive Committee, with a 40-year career spanning multiple positions (1974-2014) | | | | | Other Experience • Guardian Life Insurance Company, Director • Deloitte Touche Tohmatsu Limited, Former Director • Bentley College, Former Trustee • Certified Public Accountant (CPA) | | | | | Public Company Directorships • Hamilton Insurance Group, Former Director (2014-2025) | | |

  39. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 28 |

  40. Motivate and Retain

    | Susan M. Gordon Age: 67 Director Since: 2026 Independent Director Qualifications and Attributes Deep expertise in cybersecurity, evaluating geopolitical developments and organizational transformation, providing State Street with guidance on operational resilience, technology and data security • Extensive experience leading complex organizations through technological and strategic change, with deep insight into global policy, geopolitical risk and infrastructure resilience • Leadership in driving innovation across highly regulated environments and managing enterprise-wide risk | Key Skills | | | | | Cyber, Tech & Data | Strategic Development | | | | Operational Transformation | Risk Management | | | | Board Roles and Committees • Examining and Audit Committee • Technology and Operations Committee | Education • Duke University (BS) | Citizenship • United States | | | Professional Highlights • Principal Deputy Director of National Intelligence of the United States of America (2017-2019) • National Geospatial Intelligence Agency, Deputy Director (2015-2017) • Central Intelligence Agency, Senior Advisor to the Director for Cyber and Director of Information Operations (2013-2015) • Central Intelligence Agency, Director of Support (2012-2013) • Central Intelligence Agency, Deputy Director of Information Operations, Directorate of Operations (2009-2012) • Central Intelligence Agency, Director of Special Operations, Directorate of Science & Technology (2007-2009) | | | | | Other Experience • Pallas Foundation, President • Insight Partners, Advisor • Stanford University, Visting Fellow | | | | | Public Company Directorships • CACI International, Director (2020-present) • BlackSky Technology, Director (2021-present) | | |

  41. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 29 |

  42. Motivate and Retain

    | Patricia M. Halliday Age: 59 Director Since: 2024 Independent Director Qualifications and Attributes Significant experience assessing and establishing risk management frameworks across investment, corporate and banking organizations, offering State Street strong financial services risk oversight expertise • Global perspective and leadership experience in strategic planning, finance and governance • Extensive experience engaging with regulatory authorities for complex financial institutions | Key Skills | | | | | Financial Services | Governance & Social | | | | Legal & Regulatory | Risk Management | | | | Board Roles and Committees • Risk • Technology and Operations | Education • University of Liverpool (B.A.) | Citizenship • United Kingdom • Ireland | | | Professional Highlights • Santander UK PLC and Santander UK Group Holdings PLC, both wholly-owned subsidiaries of Banco Santander S.A., a retail and commercial bank with a global presence based in Spain, Chief Risk Officer (2017-2020) • GE Capital International Holdings Limited, a wholly-owned subsidiary of GE Capital, Chief Risk Officer (2011-2017) • Deutsche Bank, Managing Director, Credit Risk - Global Head of Leveraged & Structured Finance (2006-2011) • Barclays Capital, a business of Barclays PLC, Director, Credit Risk (2000-2006) | | | | | Other Experience • Toronto-Dominion Bank Europe Limited, Director • Close Brothers Group PLC, Director | | | | | Public Company Directorships • None | | |

  43. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 30 |

  44. Motivate and Retain

    | Sara Mathew Age: 70 Director Since: 2018 Independent Lead Director Qualifications and Attributes Provides an innovative and global perspective on State Street’s business, finance and technology positioning • Considerable finance, technology and corporate strategy experience • Leadership in overseeing a diverse grouping of international consumer-focused companies | Key Skills | | | | | Cyber, Tech & Data | Operational Transformation | | | | Finance & Accounting | Governance & Social | | | | Board Roles and Committees • Lead Director (since 2025) • Executive • Human Resources • Nominating & Corporate Governance | Education • University of Madras, India (B.S.) • Xavier University (M.B.A.) | Citizenship • United States | | | Professional Highlights • Dun & Bradstreet Corporation, Chairman and Chief Executive Officer (2010-2013), President and Chief Operating Officer (2007-2009) and Chief Financial Officer (2001-2007) • Procter & Gamble, Senior Manager with roles in finance, accounting, investor relations and brand management (1983-2001) | | | | | Other Experience • Star Mountain Capital, LLC, Senior Advisor • Federal Home Loan Mortgage Corporation, Former Non-Executive Chair | | | | | Public Company Directorships • Dropbox, Former Director (2021-2025) • Carnival Corporation & Carnival plc, Former Director (2022-2025) • Reckitt Benckiser Group, plc, Former Director (2019-2022) • Xos, Inc., Former Director (2021-2022) • NextGen Acquisition Corporation, Former Director (2020-2021) | | |

  45. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 31 |

  46. Motivate and Retain

    | William L. Meaney Age: 66 Director Since: 2018 Independent Director Qualifications and Attributes Offers State Street an acute global viewpoint on corporate strategy and business expansion by leading and developing large U.S. and international companies • Experience across both established and emerging markets • Innovative leader in digital and corporate transformation | Key Skills | | | | | Cyber, Tech & Data | Operational Transformation | | | | Governance & Social | Global Business Perspective | | | | Board Roles and Committees • Executive • Human Resources • Nominating & Corporate Governance (Chair) | Education • Rensselaer Polytechnic Institute (B.S.) • Carnegie Mellon University (M.B.A.) | Citizenship • United States • Switzerland • Ireland | | | Professional Highlights • Iron Mountain, Inc., an NYSE-listed information management and data backup and recovery company, President, Chief Executive Officer and Director (2013-present) • Zuellig Group, Chief Executive Officer (2004-2012) | | | | | Other Experience • President’s Council of Massachusetts General Hospital, Member • Rensselaer Polytechnic Institute, Former Trustee • Carnegie Mellon University, Former Trustee | | | | | Public Company Directorships • Iron Mountain, Director (2013-present) | | |

  47. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 32 |

  48. Motivate and Retain

    | Ronald P. O’Hanley Age: 69 Director Since: 2019 Executive Director Qualifications and Attributes Provides extensive leadership, executive management and operational experience in asset management and global financial services to navigate and develop State Street’s strategic priorities • Leadership in data management, client experience and technology enhancement • Substantial experience in international business and highly regulated financial institutions | Key Skills | | | | | Financial Services | Global Business Perspective | | | | Governance & Social | Strategic Development | | | | Board Roles and Committees • Chairman of the Board • Executive (Chair) • Risk | Education • Syracuse University (B.S.) • Harvard University (M.B.A.) | Citizenship • United States | | | Professional Highlights • State Street Corporation, Chairman, President and Chief Executive Officer (2023-present), Chairman and Chief Executive Officer (2020-2023), President and Chief Executive Officer (2019-2020), President and Chief Operating Officer (2017-2019), Vice Chairman (2017) • State Street Global Advisors, Chief Executive Officer and President (2015-2017) • Fidelity Investment, Inc., President, Asset Management & Corporate Services (2010-2014) • BNY Mellon Asset Management, Chief Executive Officer and President (2007-2010) and other senior management positions (1997-2007) | | | | | Other Experience • The Ireland Funds, Director • Beth Israel Lahey Health, Trustee • The Boston Foundation, Former Director | | | | | Public Company Directorships • Unum Group, Director (2015-present) | | |

  49. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 33 |

  50. Motivate and Retain

    | Sean P. O’Sullivan Age: 70 Director Since: 2017 Independent Director Qualifications and Attributes Brings vast experience to State Street in managing operational and technology growth and challenges in the financial services industry • Extensive understanding of company effectiveness and efficiencies • Leadership in business transformation, technology and organizational restructuring | Key Skills | | | | | Financial Services | Operational Transformation | | | | Cyber, Tech & Data | Risk Management | | | | Board Roles and Committees • Executive • Risk • Technology & Operations (Chair) | Education • Western University (B.A.) | Citizenship • Canada • Ireland • United Kingdom | | | Professional Highlights • HSBC Holdings, plc., Group Managing Director and Group Chief Operating Officer (2011-2014); Executive Director and Chief Technology and Services Officer, HSBC Bank, plc. (2007-2010), and other senior management positions (1980-2007) | | | | | Other Experience • University of British Columbia, Information Technology Advisory Committee, Member • York University Foundation, Former Trustee | | | | | Public Company Directorships • None | | |

  51. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 34 |

  52. Motivate and Retain

    | Julio A. Portalatin Age: 67 Director Since: 2021 Independent Director Qualifications and Attributes Provides strong international background and experience in the strategic leadership and operation of complex global businesses guiding State Street’s global footprint • Thought leader on the changing workforce, human capital and diversity • Leadership in risk management practices and simplified business solutions | Key Skills | | | | | Cyber, Tech & Data | Operational Transformation | | | | Governance & Social | Risk Management | | | | Board Roles and Committees • Human Resources • Risk | Education • Hofstra University (B.S.) | Citizenship • United States | | | Professional Highlights • Marsh & McLennan Companies, an NYSE-listed professional services firm, Vice Chair (2019-2020), Mercer Consulting Group, Inc., a business of Marsh & McLennan Companies, President and Chief Executive Officer, (2012-2019) • American International Group (AIG), President and Chief Executive Officer, Emerging Markets region (2011-2012) • Chartis Growth Economies, President and Chief Executive Officer, (2010-2011) • AIG Europe, S.A., President and Chief Executive Officer (2008-2010); Worldwide Accident and Health American International Underwriters, President (2003-2008) | | | | | Other Experience • Truist Insurance Holdings, Director • ServPro, Director • Covenant House International, Director • Hofstra University, Director • AARP, Former Director | | | | | Public Company Directorships • None | | |

  53. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 35 |

  54. Motivate and Retain

    | Brian J. Porter Age: 68 Director Since: 2025 Independent Director Qualifications and Attributes Offers State Street expertise in international banking, risk management, corporate banking, and capital markets, and in serving institutional clients, providing State Street strong guidance on strategic direction for growth. • Global perspective and leadership experience in risk, finance and strategy • Extensive experience leading financial institutions through technological transformation | Key Skills | | | | | Financial Services | Global Business Perspective | | | | Operational Transformation | Risk Management | | | | Board Roles and Committees • Human Resources • Risk | Education • Dalhousie University (B. Com.) | Citizenship • Canada | | | Professional Highlights • The Bank of Nova Scotia, a Canadian multinational banking and financial services company, President and Chief Executive Officer (2013-2023); President (2012-2022); Group Head, International Banking (2010-2012); Group Head, Risk and Treasury (2008-2010); Chief Risk Officer (2005-2008) | | | | | Other Experience • Board of Governors of Huron University College at Western University, Chair • Building Ontario Fund, Chair • Atlantic Salmon Board, Chair | | | | | Public Company Directorships • Emera, Inc., Director (2024-present) • Fairfax Financial Holdings Ltd, Director (2023-present) | | |

  55. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 36 |

  56. Motivate and Retain

    | John B. Rhea Age: 60 Director Since: 2021 Independent Director Qualifications and Attributes Brings to State Street extensive experience in corporate finance, capital markets and consulting for large complex organizations on mergers and acquisitions • Trusted advisor on strategic planning and transaction financing • Insights on real estate and corporate advisory services | Key Skills | | | | | Financial Services | Global Business Perspective | | | | Governance & Social | Strategic Development | | | | Board Roles and Committees • Examining and Audit • Executive • Human Resources (Chair) | Education • Wesleyan University (B.A.) • Harvard Business School (M.B.A.) | Citizenship • United States | | | Professional Highlights • Centerview Partners LLC, an independent investment banking and advisory firm, Partner (2020-present) • RHEAL Capital Management, LLC, a real estate development and investment firm, Founder and Managing Partner (2014-present) • Siebert Williams Shank & Co., LLC, an independent non-bank financial services firm, Senior Advisor and President, Corporate Finance and Capital Markets (2017-2020) • Boston Consulting Group, Senior Advisor (2014-2017) • New York City Housing Authority, Chair and Chief Executive Officer (2009- 2014) | | | | | Other Experience • Red Cross Greater New York, Director • University of Detroit Jesuit School, Former Director • Wesleyan University, Former Director | | | | | Public Company Directorships • Invitation Homes, Inc., Director (2015-present) | | |

  57. Motivate and Retain

    | State Street — 2026 Notice of Meeting and Proxy Statement | 37 |

  58. Determining NEO Compensation

    Incentive Compensation Mix. The HRC uses a total incentive compensation approach, making a single incentive compensation award decision and delivering that award in various short-term and long-term vehicles, as summarized below and described in more detail under “Compensation Vehicles.” As in past years, the HRC designed the 2025 incentive compensation mix to emphasize the link between pay and the performance experienced by our shareholders over time, as described in more detail below under “Pay versus Performance.” The HRC strives to accomplish this goal by delivering a substantial proportion of our NEOs’ incentive compensation in the form of long-term equity-based vehicles. Each NEO’s long-term equity awards are also significantly performance-based, with more than 60% of equity awards delivered through performance-based RSUs for our CEO and Other NEOs, as described in more detail below under “Compensation Vehicles—Performance-Based RSUs.” For the 2025 performance year(1),

  59. Determining NEO Compensation

    | • | 75% of incentive compensation for our CEO and 65% for Other NEOs was delivered in long-term deferred equity vehicles; and |

  60. Determining NEO Compensation

    | • | 50% of incentive compensation for our CEO and 40% for Other NEOs was tied to specific long-term performance metrics (i.e., performance-based RSUs). |

  61. Sound Compensation and Corporate Governance Practices

    | What We Do | | | • Long-term performance-based equity awards in the form of performance-based restricted stock units (RSUs) • Significant deferred equity-based incentive compensation • Active engagement with shareholders on compensation, corporate governance and other issues • Close interaction between the HRC and the Board’s Risk Committee (RC) and Examining and Audit Committee (E&A) • Independent compensation consultant | • Clawback and forfeiture provisions to recoup compensation following financial restatements and specified misconduct or other actions • “Double-trigger” change-of-control required for deferred incentive compensation acceleration and cash payments • Stock ownership policy, including holding requirements for NEOs who are below full ownership guidelines • Non-competition and other restrictive covenants, where permissible • Annual review of incentive compensation design for alignment with risk management principles | | What We Do Not Do | | | • No option grants or option repricing • No tax gross-up on perquisites(1) • No multi-year guaranteed incentive awards | • No “single-trigger” change-of-control vesting or cash payments • No change-of-control excise tax gross-up • No short selling, options trading, hedging, pledging or speculative transactions in State Street securities |

  62. Compensation Vehicles

    | | Vehicle | Vehicle Description | | Equity-Based Incentive Compensation (Long-Term Incentive) | | | | 75% of incentive compensation for the CEO 65% of incentive compensation for the Other NEOs(1) | Performance-Based Restricted Stock Units (RSUs) (67% of the long-term equity vehicles for the CEO and 62% of the long-term equity vehicles for the Other NEOs) | • Earned based on Pre-Tax Margin and Fee Revenue Growth over the three-year performance period (2026 - 2028) • Subject to modification based on three-year relative TSR (up to +/-25%) • Subject to downward modification based on three-year ROE (up to -100%) • Payout between 0 - 150% of target • Vests in one installment following the performance period | | | Deferred Stock Awards (DSAs) | • Vests in four equal annual installments beginning in February 2027 | | Cash Incentive Compensation (Short-Term Incentive) | | | | 25% of incentive compensation for the CEO 35% of incentive compensation for the Other NEOs | Cash | • Immediate cash component that provides limited monetization of the executive’s incentive compensation award |

  63. Performance-Based RSUs

    Performance-Based RSUs Our performance-based RSUs are intended to align the incentives for our executives with our long-term performance and financial goals. The design of this vehicle is informed by long-term strategic and other considerations and shareholder feedback. The HRC maintained this design for performance-based RSUs granted in 2026 for 2025 performance, as described in more detail below:

  64. Performance-Based RSUs

    | 2026 – 2028 Performance-Based RSU Design(1),(2),(3) | | | | | 2026 - 2028 Performance- Based RSU Metrics | Process for Setting Targets and Payout Levels | Each year, the HRC assesses targets and payout levels for new performance-based RSU awards and sets them at levels that the HRC believes are appropriate to incentivize our executives to achieve our strategic goals and enhance long-term shareholder value. The HRC believes that setting targets and payout levels that encourage focus aligned with our strategy provides substantial motivation to achieve and exceed these targets. In doing so, the HRC remains mindful not to incentivize excessive risk-taking. In setting the targets and payout levels, the HRC considers publicly-stated guidance and projections, prospective macroeconomic scenarios and current-year results, among other factors. | | | | Core Performance Matrix | Fee Revenue Growth | • Demonstrating growth in fee revenue is a critical element towards generating long-term shareholder value, and fee revenue represents a significant component of our total revenue • Target for 100% payout set at 3% compound annual growth rate (CAGR) over the three-year performance period | | | | Pre-Tax Margin | • Pre-tax margin reinforces our long-term strategy by reflecting our operating efficiency • Target for 100% payout set at 30% average annual rate over the three-year performance period, an increase over the 27.5% performance target set for the 2025 – 2027 performance-based RSUs granted in early 2025 | | | Two Performance Modifiers | Relative TSR Modifier promotes alignment of long-term incentive compensation outcomes with relative shareholder returns(4) | ROE Modifier is designed to align growth with appropriate returns on our shareholder capital |

  65. Performance-Based RSUs

    | Core Performance Matrix(5) | | | | | | | | Relative TSR Modifier | | | ROE Modifier(5) | | | Total Payout Range(6) | | | | | Fee Revenue Growth | | | | | Three-year Relative TSR Rank | Overall Modifier | | ROE | Overall Modifier | | 0 - 150% | | | | | Below Threshold | Threshold | Target | Max | | 0th - ≤10th %ile | -25% | | ≥10.0% | 0% | | | | | | | | 1% | 3% | 5% | | >10th - ≤25th %ile | -10% | | 9.0% | -20% | | | | Average Pre-Tax Margin | Below Threshold | | 0% | 50% | 75% | 100% | + | >25th - <75th %ile | 0% | + | 8.0% | -40% | = | | | | Threshold | 26% | 50% | 62.5% | 92.5% | 137.5% | | ≥75th - <90th %ile | +10% | | 7.0% | -60% | | | | | Target | 30% | 62.5% | 75% | 100% | 150% | | ≥90th - 100th %ile | +25% | | 6.0% | -80% | | | | | Max | 32% | 100% | 125% | 150% | 150% | | | | | ≤5.0% | -100% | | |

  66. Performance-Based RSUs

    | (1) Core performance metrics (fee revenue growth and average pre-tax margin) and average ROE are presented on a non-GAAP basis in this section, reflecting adjustments described in footnote 2. Non-GAAP financial measures should be considered in addition to, not as a substitute for or superior to, financial measures determined in conformity with GAAP. |

  67. Performance-Based RSUs

    | (2) Both core performance metrics (fee revenue growth and average pre-tax margin) and average ROE are subject to adjustment for pre-established, objectively determinable factors. Prior to granting the performance-based RSU award, the HRC establishes the factors that could affect the performance measures during the performance period, which are then excluded from the performance measure calculation, such as: changes in accounting principles, tax or banking law or regulations; acquisitions, dispositions and similar |

  68. Performance-Based RSUs

    | State Street — 2026 Notice of Meeting and Proxy Statement | 45 |

  69. Performance-Based RSUs

    transactions and related securities issuances and expenses; restructuring charges and expenses; and litigation or regulatory settlements arising from events that occurred prior to the performance period. In addition, the HRC retains the discretionary right to disregard any calculation adjustment that would result in an increase to the core performance metrics or to average ROE, and to reduce the payout under the award for other material items or events.

  70. Performance-Based RSUs

    | (3) Calculation of average pre-tax margin and average ROE for the performance-based RSUs reflects a simple average of the achievement in each year in the performance period. Calculation of fee revenue growth is performed using the CAGR during the performance period. |

  71. Performance-Based RSUs

    | (4) The KBW Bank Index is used for relative comparisons, reflecting an external benchmark that includes our Direct Peers (Northern Trust Corporation and The Bank of New York Mellon Corporation) and other firms with which we compete in some aspects of our businesses, consistent with our shareholder return presentations in our Annual Report on Form 10-K. |

  72. Performance-Based RSUs

    | (5) Bilinear interpolation is used when pre-tax margin and fee revenue growth performance is between the points shown in the Core Performance Matrix (other than points “Below Threshold”) and linear interpolation is used when ROE performance is between the points shown in the ROE Modifier table. |

  73. Performance-Based RSUs

    | (6) The Relative TSR Modifier and ROE Modifier percentages are added to the payout outcome determined based on the Core Performance Matrix, except that the final payout percentage shall not be greater than 150% nor less than 0%. |

  74. Performance-Based RSUs

    | State Street — 2026 Notice of Meeting and Proxy Statement | 46 |

  75. Total Compensation Approach

    Total Compensation Approach The HRC determines the amount of individual compensation to be awarded to our NEOs by looking at total compensation, consisting of fixed compensation and incentive compensation. Setting Individual Target Total Compensation. The HRC establishes target total compensation levels for our NEOs each year. The targets are based on each executive’s role, responsibilities and performance trend, as well as competitive and market factors and internal equity. In establishing target total compensation levels, the HRC reviews compensation market data for our Compensation Peer Group(1), supplemented with data from multiple compensation surveys and guidance from the HRC’s independent compensation consultant, each described in more detail below under “Other Elements of Our Compensation-Setting Process.” The HRC does not treat Compensation Peer Group data as definitive when establishing target total compensation levels. 2025 target total compensation levels are shown under “Individual Compensation Decisions Summary.” Determining Incentive Compensation Awards. The HRC’s process for determining incentive compensation award amounts for the 2025 performance year is illustrated in the framework below. In determining award amounts, the HRC evaluates overall Company performance as the primary factor and individual performance as a potential modifier. The HRC also considers market compensation levels and expected trends. Overall Company performance drives the final incentive compensation award amount unless individual performance and/or market considerations warrant an adjustment, which is limited to an addition to or subtraction from the corporate performance factor of up to thirty percent. In evaluating performance, the HRC may consider additional factors and does not assign a specific weight to any one factor. Once the final incentive compensation amount is determined, it is delivered through the mix of vehicles shown below.

  76. Total Compensation Approach

    | (1) The HRC periodically reviews peer group data as an input into its compensation oversight decisions. The Compensation Peer Group comprises 19 companies with which we compete in some aspects of our businesses and for executive talent. Additional detail is provided under the heading “Other Elements of Our Compensation-Setting Process—Peer Group and Compensation Market Data.” |

  77. Individual Compensation Decisions Summary

    | | | Cash Incentive Compensation | Equity-Based Incentive Compensation | | Total Incentive Compensation | | | | Named Executive Officer(1),(2),(3) | Annual Fixed Pay | Immediate Cash | DSAs | Performance- Based RSUs | Actual | Target | Total Compensation | | Ronald P. O’Hanley | $1,200,000 | $5,399,375 | $5,399,375 | $10,798,750 | $21,597,500 | $16,300,000 | $22,797,500 | | John F. Woods | 750,000 | 2,775,938 | 1,982,812 | 3,172,500 | 7,931,250 | 6,750,000 | 8,681,250 | | Yie-Hsin Hung | 700,000 | 3,480,750 | 2,486,250 | 3,978,000 | 9,945,000 | 7,800,000 | 10,645,000 | | Joerg Ambrosius | 3,559,500(2) | 1,954,077 | 1,395,770 | 2,233,231 | 5,583,078 | 4,466,462 | 9,142,578 | | Mostapha Tahiri | 650,000 | 2,457,000 | 1,755,000 | 2,808,000 | 7,020,000 | 5,850,000 | 7,670,000 | | Mark R. Keating(3) | 500,000 | 1,645,000 | 1,175,000 | 1,880,000 | 4,700,000 | 4,000,000 | 5,200,000 |

  78. Outperformance Long-Term Performance Awards

    Outperformance Long-Term Performance Awards In February 2025, the HRC approved separate outperformance long-term performance awards for certain executives, excluding our CEO, but including the Presidents of our major business lines—Ms. Hung and Mr. Ambrosius—and our Chief Operating Officer, Mr. Tahiri. The HRC selected these executives to receive the awards based on their critical roles in achieving the next phase of our growth strategy. The goal of the outperformance long-term performance awards is to reward for disciplined execution against our strategic priorities with a focus on driving sustained fee revenue growth that exceeds an annualized rate of 5% and pre-tax margin that exceeds 29% over the performance period, each representing the performance required for maximum payout under the standard performance-based RSUs that we granted to our executives in February 2025, as described in the narrative discussion following the “2025 Grants of Plan-Based Awards” table. We have not achieved these performance levels, as certified by the HRC, over the course of any previous performance-based RSU performance period. Given the level of performance necessary for any payout under the outperformance long-term performance awards, the HRC considers this grant separate and distinct from annual compensation decisions. The awards are also subject to a 50% reduction if our absolute TSR performance is negative or our relative TSR performance is below the 55th percentile, aligning target payouts with the shareholder experience. In granting the outperformance long-term performance awards, the HRC considered the following goals: • Invest and reward strong performance intended to drive sustainable long-term shareholder value creation • Maintain leadership continuity over the next 4+ years as we continue to execute against our strategic priorities to grow existing businesses, expand into adjacent markets and reinvent our operating model • Drive overall State Street alignment as we continue to augment our product and service offerings and expand into profitable new segments The HRC designed the outperformance long-term performance awards to reward performance that exceeded the performance required for maximum payout under the standard performance-based RSUs that we granted to our executives in February 2025 as part of the annual compensation process, with the following design features: • Utilize our existing key operational metrics—fee revenue growth and pre-tax margin—using a structure familiar to our executives and our shareholders • Set consistent targets for all participants that must be achieved through collective outperformance Extend the vesting period beyond that of our standard performance-based RSUs to incentivize responsible growth, requiring sustained achievement

  79. Outperformance Long-Term Performance Awards

    | State Street — 2026 Notice of Meeting and Proxy Statement | 60 |

  80. Outperformance Long-Term Performance Awards

    The outperformance long-term performance awards are equity-based awards, each with a target value of $5,000,000 if outperformance targets are achieved and time-based vesting conditions are met. The awards are designed to directly tie longer-term pay outcomes to the shareholder experience in a balanced manner that does not encourage imprudent risk taking. This structure is described below.

  81. Outperformance Long-Term Performance Awards

    | 2025 – 2027 Outperformance Long-Term Performance-Based RSU Design(1),(2),(3) | | | | 2025 – 2027 Outperformance Long-Term Performance- Based RSU Metrics | Primary Performance Criteria | • Vesting of this award requires Fee Revenue Growth of 6.0% and Pre-Tax Margin of 29.0% or Fee Revenue Growth of 5.0% and Pre-Tax Margin of 30.0% during the vesting period. No interpolation is used when performance is between these points. • Both the Fee Revenue Growth and Pre-Tax Margin Outperformance Targets are higher than the maximum performance goals under the standard performance-based RSUs that we granted to our executives in February 2025 during the annual compensation process • Total payout range from 0 to 150%, including the TSR Performance Modifier | | | TSR Performance Modifier(4) | • The award includes a modifier requiring relative TSR outperformance to align with the shareholder experience • 55th percentile relative TSR is required for the award to be earned at target • Performance below the 55th percentile or negative absolute TSR results in a payout reduction by half, while top quartile and top decile relative TSR result in a +25% and +50% modifier, respectively. No interpolation is used when performance is between these points. | | | Extended Vesting and Deferral | • Vesting, if at all, will occur 50% following the end of the 2025 – 2027 performance period • The remaining 50% will vest following the end of 2028 if the fee revenue and pre-tax margin objectives are maintained in 2028, thereby requiring sustained performance. | | | Other Risk-Mitigating Features | Award is forfeited upon termination for any reason. No payout for executives if the HRC determines that (1) our cumulative ROE is less than 15% for the 2025 to 2027 performance period or (2) our Common Equity Tier 1 ratio falls below the regulatory minimum at the end of any fiscal quarter during 2025 to 2028 (the Extended Performance Period) or (3) the individual executive’s risk management performance for any fiscal year of the Extended Performance Period was highly unsatisfactory. |

  82. Outperformance Long-Term Performance Awards

    (1) to (4) See footnotes (1) through (4) above under the “2026 – 2028 Performance-Based RSU Design” table.

  83. Sign-On Awards

    Sign-On Awards Mr. Woods was appointed as our CFO effective August 25, 2025. In connection with the commencement of his employment, the HRC granted Mr. Woods replacement awards for deferred compensation awarded for service to his prior employer that was forfeited by reason of his decision to join State Street: $8,500,000 in DSAs (70% vesting in February 2027 and 30% vesting in February 2028), $3,500,000 in performance-based RSUs (vesting in a single tranche in February 2028 following a three-year performance period, subject to achievement of performance criteria consistent with the performance-based RSUs granted to State Street’s executive officers in February 2025 and described in our 2025 Proxy Statement) and $3,000,000 in cash (paid 50% in September 2025 and 50% payable in August 2026). In addition, the HRC approved a transition payment of $1,000,000 in immediate cash (paid in September 2025) to facilitate the transition to State Street. The amount of the replacement awards is intended to be approximately equivalent to the awards forfeited by Mr. Woods and the compensation vehicles and vesting schedules of these replacement awards are designed to balance the original vesting schedules of the forfeited awards with the desire to maintain a significant portion in long-term equity-based vehicles. Payment under these awards is conditioned on continued employment and other standard terms and conditions, including customary forfeiture and clawback mechanisms, described in more detail below. In addition, the $3,000,000 cash award is subject to repayment in full to State Street on a pre-tax basis if Mr. Woods voluntarily resigns within three years of the award date.

  84. Prior Year Performance-Based RSU Awards

    Prior Year Performance-Based RSU Awards The performance-based RSUs granted for 2022 performance were earned at 109.4% of target in February 2026 based on the design and 2023 – 2025 performance as follows:(1),(2)

  85. Prior Year Performance-Based RSU Awards

    | (1) For additional information about the terms of these awards, see the narrative discussion following the “2025 Grants of Plan-Based Awards” table, the “Outstanding Equity Awards at Fiscal Year-End, December 31, 2025” table and our prior year proxy statements. |

  86. Prior Year Performance-Based RSU Awards

    Core performance metrics are presented on a non-GAAP basis in this section, reflecting adjustments described in footnote 2. Non-GAAP financial measures should be considered in addition to, not as a substitute for or superior to, financial measures determined in conformity with GAAP.

  87. Prior Year Performance-Based RSU Awards

    | (2) Fee revenue performance was calculated based on the CAGR during the performance period, and ROE and pre-tax margin performance were calculated based on a simple average of the performance achieved in each year in the 2023 – 2025 performance period. Each of the ROE, pre-tax margin and fee revenue growth metrics were weighted equally. |

  88. Prior Year Performance-Based RSU Awards

    All core performance metrics were subject to adjustment for pre-established, objectively determinable factors described above under footnote 2 to “Compensation Vehicles—Performance-based RSUs” and the HRC retained discretion to disregard any calculation adjustment that would have resulted in an increase to the core performance metrics and to reduce the payout under the award for other material items or events. For the 2022 performance year performance-based RSUs, the HRC approved adjustments to the three-year average GAAP ROE of 10.3%, the three-year average GAAP pre-tax margin of 24.1% and the three-year GAAP fee revenue growth (CAGR) of 4.6% to account for: changes in tax or banking law or regulations; acquisitions, dispositions and similar transactions and related expenses; merger and integration expenses; restructuring charges and expenses; and legal and regulatory matters. See Appendix B for a reconciliation of these adjustments to the GAAP-basis results.

  89. Prior Year Performance-Based RSU Awards

    | (3) Linear interpolation was used where ROE, pre-tax margin or fee revenue growth performance was between the points shown in this table. |

  90. Prior Year Performance-Based RSU Awards

    | (4) Three-year Relative TSR was between the 25th and 75th percentiles of our peers, so no adjustment was made to the initial payout outcome. |

  91. Adjustment and Recourse Mechanisms

    Forfeiture. Before vesting and delivery to the executive, all deferred incentive compensation awards to our NEOs allow reduction or cancellation of the award, in whole or in part, upon the occurrence of specified events. The HRC, in its discretion, determines whether forfeiture is appropriate. The events for which forfeiture may occur include: • if the executive’s actions exposed State Street to inappropriate risks, including in a supervisory capacity, that resulted or could reasonably be expected to result in material losses that are or would be substantial in relation to State Street’s or a relevant business unit’s revenue, capital and overall risk tolerance • if the executive engaged in fraud, gross negligence or any misconduct, including in a supervisory capacity, that was materially detrimental to the interests or business reputation of State Street or any of its businesses • if the executive engaged in conduct that constituted a violation of State Street policies and procedures or our Standard of Conduct in a manner which either caused or could have caused reputational harm that is material to State Street or either placed or could have placed State Street at material legal or financial risk • if, as a result of a material financial restatement contained in an SEC filing, or miscalculation or inaccuracy in the determination of performance metrics, financial results or other criteria used in determining the amount of the incentive compensation award, the executive would have received a smaller or no award. In addition, all outstanding deferred incentive compensation awards are forfeited if an executive’s employment is terminated by State Street for gross misconduct. Clawback. All amounts delivered to our NEOs as incentive compensation awards, including deferred incentive compensation awards and immediate cash incentive compensation, are subject to clawback mechanisms providing for the repayment of those amounts, in whole or in part, upon the occurrence of specified events. The HRC, in its discretion, determines whether clawback is appropriate, making that determination within four years (in the case of performance-based RSUs) or three years (in the case of all other incentive compensation awards) of the award’s grant date. The events for which clawback may occur include: • if the executive engaged in fraud or willful misconduct, including in a supervisory capacity, that resulted in financial or reputational harm that is material to State Street and resulted in termination of the executive’s employment • if, as a result of the occurrence of a material financial restatement by State Street contained in a filing with the SEC or miscalculation or inaccuracy in financial results, performance metrics, or other criteria used in determining the amount of the incentive compensation award, the executive would have received a smaller or no award • if the executive failed to comply with the terms of any covenant not to compete entered into with State Street. In addition, in accordance with Section 303A.14 of the New York Stock Exchange Listed Company Manual, the Company adopted the State Street Compensation Recovery Policy, which applies to incentive-based compensation received after October 2, 2023. In the event the Company is required to prepare an accounting restatement, it will attempt to recover any erroneously awarded compensation that was received by an executive officer to the extent required by Section 303A.14. All incentive compensation awards are also subject to any compensation recovery or similar requirements under State Street policies and applicable laws, rules and regulations and are interpreted and administered accordingly. This approach is intended to comply with applicable banking regulations and regulatory guidance on incentive compensation.

  92. Change-of-Control Agreements

    Change-of-Control Agreements Under a long-standing program, we have change-of-control employment agreements in place with each of our NEOs. We provide these agreements because we believe providing some protection in the event of a change of control is necessary to attract and retain high quality executives and to help address potential distractions during the period leading up to a possible change of control. Our change-of-control arrangements are further described under “Potential Payments upon Termination or Change of Control as of December 31, 2025.”

  93. Peer Group and Compensation Market Data

    Peer Group and Compensation Market Data The HRC periodically reviews peer group data as an input into its compensation oversight decisions. Compensation Peer Group. The Compensation Peer Group provides a reference for setting top executive target pay levels, making actual pay decisions, reviewing compensation design and comparing State Street’s relative pay and performance to market. The HRC uses benchmarking derived from publicly-sourced compensation data for this group, supplemented with data from multiple compensation surveys, and guidance from the HRC’s independent compensation consultant to understand market compensation levels for executives in comparable roles and executive pay practices, including program design and pay mix. The HRC considers few companies to be true comparators for the specific scope of our primary business activities, so we include in our Compensation Peer Group our Direct Peers (The Bank of New York Mellon Corporation and Northern Trust Corporation) and other companies with which we compete in some aspects of our businesses and for executive talent. The companies vary in size, business lines, the nature of executive roles and applicable regulation, including status (like State Street) as a systemically important financial institution, which results in more stringent capital and other regulatory requirements relative to some of our peers. Therefore, the HRC did not treat Compensation Peer Group data as definitive when determining executive compensation for 2025. Rather, it referenced this data, but formed its own perspective on compensation for our NEOs based on its subjective evaluation of many factors, including those described under the heading “Performance and Compensation Decisions—Total Compensation Approach.” In addition to the survey data, the HRC received regular updates during 2025 and the first quarter of 2026 regarding market trends and compensation actions at major financial services institutions. Compensation Peer Group for 2025. The HRC’s 2025 Compensation Peer Group review included an evaluation of relevant industry sectors; peer size, including revenue, assets and market capitalization; business model; and regulatory oversight. In reviewing the peer group for 2025, the HRC focused on the following:

  94. Peer Group and Compensation Market Data

    | • | State Street’s current business model and strategic direction; |

  95. Peer Group and Compensation Market Data

    | • | Maintaining a balance of smaller and larger firms relative to State Street, which can be expressed by assets, market capitalization and revenues; and |

  96. Peer Group and Compensation Market Data

    | • | Continuing to include companies with which State Street competes for executive talent and that must comply with similar regulatory requirements. |

  97. Peer Group and Compensation Market Data

    | State Street — 2026 Notice of Meeting and Proxy Statement | 64 |

  98. Peer Group and Compensation Market Data

    Accordingly, the HRC maintained our existing Compensation Peer Group for the 2025 performance year, consisting of the following firms: *Indicates firms in our Compensation Peer Group which are designated as global systemically important financial institutions for 2025

  99. Role of the Compensation Consultant

    Role of the Compensation Consultant The HRC retains Meridian Compensation Partners to provide independent compensation consulting to the Board. Meridian regularly participated in meetings and executive sessions of the HRC. Meridian did not provide any other services to State Street in 2025. The HRC believes the consultant’s primary representatives advising it should be independent for the consultant to provide appropriate advice on compensation matters. Therefore, the HRC maintains a policy requiring an annual assessment of compensation consultant independence based on the requirements of the NYSE. In December 2025, the HRC reviewed the independence of Meridian and its primary representatives under the policy, and determined the primary representatives of Meridian to be independent and that no conflicts of interest were raised by the services of Meridian or its primary representatives. The HRC reviews data prepared by Willis Towers Watson PLC and McLagan Partners as part of its consideration of compensation matters. Each of these companies, engaged by our Global Human Resources group based on its specialized expertise in the financial services industry, has provided other services to State Street in the past and may do so in the future.

  100. Role of the Compensation Consultant

    | State Street — 2026 Notice of Meeting and Proxy Statement | 65 |

  101. HRC Process Concerning Risk Alignment

    HRC Process Concerning Risk Alignment The HRC is focused on aligning incentive compensation with risk management principles. We provide incentives that are designed not to encourage unnecessary or excessive risk-taking, and we maintain related process controls and oversight. These features include: • HRC Interaction and Overlap with the RC and the E&A. Members of the HRC regularly communicate with the RC and the E&A to integrate input from these other committees into compensation decisions. The HRC Chair also serves on the E&A and another member of the HRC serves on the RC. In addition, our Lead Director, who serves as a member of the HRC, participates in meetings of the RC and the E&A as part of her leadership role on the Board. • Corporate Risk Summary Review. The HRC periodically reviews an assessment of firm-wide risk, prepared by the Chief Risk Officer (CRO) and confirmed by the RC. • Annual Compensation Risk Review. The HRC annually meets with our Chief Human Resources Officer, CRO and Chief Compliance and Operational Risk Officer to evaluate our compensation programs and review an assessment of the design and operation of State Street’s incentive compensation system in providing risk-taking incentives that are consistent with the organization’s safety and soundness, as described in more detail under the heading “Alignment of Incentive Compensation and Risk.” • Risk-Based Adjustments to Incentive Compensation Awards. We use a two-pronged process for risk-based adjustments to incentive compensation awards for our NEOs. This process allows for, as appropriate, both: (1) adjustments at the time awards are made (“ex ante” adjustments) and (2) adjustments after the awards are made (“ex post” adjustments) through recoupment of incentive compensation that has already been awarded, where applicable, via forfeiture (before vesting and delivery) or clawback (after vesting and delivery). For more detail, see the discussion under “Outperformance Awards and Other Elements of Compensation—Adjustment and Recourse Mechanisms.” • Emphasis on Deferral and Equity-Based Compensation. We maintain significant levels of deferred equity-based compensation for our executives to align each executive’s compensation with the risks and performance results experienced by our shareholders, and the proportion of our NEOs’ incentive compensation delivered in the form of deferred compensation continues to place a significant amount of compensation at risk for ex post adjustments in specified circumstances. • Metrics and Targets and Payout Levels for Performance-Based RSUs Designed to Drive Long-Term Strategy. We deliver a substantial proportion of equity compensation for our executives in performance-based RSUs, using metrics designed to drive our long-term strategy. Each year, we assess target and payout ranges for new performance-based RSU awards and set them at levels that the HRC believes are appropriate to incentivize our executives to achieve our strategic goals and enhance long-term shareholder value, while not creating incentives for excessive risk-taking. In setting targets and payout ranges, the HRC considers publicly-stated guidance and projections and current-year results, among other factors. For more detail, see the discussion under “Alignment of Incentive Compensation and Risk.”

  102. Alignment of Incentive Compensation and Risk

    | Risk-Based Review of Incentive Plan Design | | | • | Incentive compensation arrangements are designed through consultation with the relevant business units, including a formalized requirement for risk review | | • | A management committee (the Incentive Compensation Control Committee, or ICCC), comprising generally senior representatives of our risk management, human resources and internal control functions, assesses all incentive compensation arrangements to promote their consistency with the safety and soundness of State Street and with applicable regulations and guidance | | • | Both the Human Resources Committee (HRC) and a management committee focusing on compliance program oversight (the Compliance Program Oversight Committee) receive and review a report containing the ICCC’s risk assessment of the design and operation of State Street’s incentive compensation system in providing incentives consistent with the organization’s safety and soundness | | • | The HRC interacts closely with our Risk Committee and Examining and Audit Committee, and our independent Lead Director is expected to attend all Committee meetings, providing governance continuity from both a compensation-risk perspective and also from a broader risk management perspective. The HRC also annually meets with our Chief Human Resources Officer, Chief Risk Officer and Chief Compliance and Operational Risk Officer to evaluate the incentive compensation plans for all State Street employees, including the NEOs, relative to risk management principles | | Identification of Material Risk-Takers | | | • | Through a process led by our Enterprise Risk Management group, we identify the population of individuals whose normal activities may involve material risk-taking (material risk-takers) | | • | Our internal compensation arrangements with these employees provide for risk-based adjustments to compensation if required, as described below |

  103. Summary Compensation Table

    Summary Compensation Table

  104. Summary Compensation Table

    | Name and Principal Position | Year | Salary(1) ($) | Bonus(2) ($) | Stock Awards(3) ($) | Non-Equity Incentive Plan Compensation(1)(4) ($) | Change in Pension Value and Nonqualified Deferred Compensation Earnings(1)(5) ($) | All Other Compensation(1)(6) ($) | Total ($) | | Ronald P. O’Hanley Chairman, CEO and President | 2025 | $1,200,000 | $— | $12,764,924 | $5,399,375 | $— | $164,771 | $19,529,070 | | | 2024 | 1,200,000 | — | 11,099,930 | 4,255,984 | — | 160,053 | 16,715,967 | | | 2023 | 1,146,154 | — | 12,149,906 | 16,318 | — | 136,786 | 13,449,164 | | John F. Woods* Executive Vice President and CFO | 2025 | 230,769 | 2,500,000 | 11,999,983 | 2,775,938 | — | 4,190 | 17,510,880 | | Mark R. Keating* Executive Vice President and Global Head of Strategic Finance and former Interim CFO | 2025 | 495,385 | — | 975,066 | 1,678,522 | 16,493 | 62,537 | 3,228,003 | | Eric W. Aboaf* Former Vice Chairman and CFO | 2025 | 118,462 | — | — | 67,759 | — | 73,116 | 259,337 | | | 2024 | 700,000 | — | 4,033,195 | 140,923 | — | 94,016 | 4,968,134 | | | 2023 | 700,000 | — | 4,744,997 | 2,331,183 | — | 113,910 | 7,890,090 | | Joerg Ambrosius Executive Vice President and President of Investment Services | 2025 | 3,559,500 | — | 2,821,277 | 2,048,887 | 153,741 | 89,695 | 8,673,100 | | | 2024 | 2,578,767 | — | 1,126,081 | 1,605,621 | 122,088 | 83,018 | 5,515,575 | | Yie-Hsin Hung President and CEO of State Street Investment Management | 2025 | 700,000 | — | 6,337,511 | 3,560,554 | — | 99,837 | 10,697,902 | | | 2024 | 700,000 | — | 5,069,971 | 3,579,147 | — | 97,606 | 9,446,724 | | | 2023 | 700,000 | 4,500,000 | 4,999,960 | 2,937,128 | — | 57,341 | 13,194,429 | | Mostapha Tahiri Executive Vice President and Chief Operating Officer | 2025 | 650,000 | — | 3,737,498 | 2,468,806 | — | 62,537 | 6,918,841 |

  105. Summary Compensation Table

    | * Mr. Aboaf ceased serving in these roles and departed State Street on February 13, 2025. Mr. Keating served as interim CFO from February 14, 2025 to August 24, 2025. Mr. Woods joined State Street and was appointed as CFO on August 25, 2025. |

  106. Summary Compensation Table

    | (1) For Mr. Ambrosius, includes his salary ($734,500) and a fixed allowance paid in cash ($2,825,000). Salary, fixed allowance and compensation included in the “All Other Compensation” column for Mr. Ambrosius were converted from EUR to USD using a monthly-average exchange rate of 1.13; non-equity incentive plan compensation and change in pension value were converted from EUR to USD using a December 1, 2025 exchange rate of 1.16. |

  107. Summary Compensation Table

    | (2) Reflects a cash transition award of $1,000,000 and a cash buyout award of $1,500,000 that Mr. Woods received in 2025 in connection with his commencement of employment at State Street on August 25, 2025. Reflects a cash sign-on award of $1,500,000 and a deferred value award (DVA) of $3,000,000 that Ms. Hung received in 2023 in connection with her commencement of employment at State Street on December 5, 2022. |

  108. Summary Compensation Table

    | (3) Amounts represent the grant date fair value of cash-settled restricted stock units (CRSUs), DSAs and performance-based RSUs. The fair value of each award is computed in accordance with GAAP (FASB ASC 718), using the assumptions stated in note 18 to the consolidated financial statements in our Annual Report on Form 10-K for the year ended December 31, 2025. The amounts included for the 2025 performance-based RSUs reflect target level performance, as reflected in the “2025 Grants of Plan-Based Awards” table. Based on the grant date fair value and assuming that performance results in the maximum number of shares vesting, each NEO’s 2025 performance-based RSUs granted for 2024 performance would have a maximum payout as follows: Mr. O’Hanley – 143,009 shares and value of $12,764,983; Mr. Woods – 49,389 shares and value of $5,250,051; Mr. Keating – 8,193 shares and value of $731,307; Mr. Aboaf - 0 shares and value of $0; Mr. Ambrosius - 30,437 shares and value of $2,604,190; Ms. Hung – 65,540 shares and value of $5,850,100; and Mr. Tahiri - 38,651 shares and value of $3,449,988. Based on the grant date stock price, the outperformance long-term performance-based RSUs granted in 2025 would have a maximum payout as follows: Messrs. Ambrosius and Tahiri and Ms. Hung - 85,793 shares and value of $8,513,239. Based on the grant date fair value and assuming that performance results in the maximum number of shares vesting, each previously disclosed NEO’s 2024 performance-based RSUs would have a maximum payout as follows: Mr. O’Hanley – 128,870 shares and value of $8,325,002; Mr. Aboaf – 57,632 shares and value of $3,723,027; Mr. Ambrosius - 11,918 |

  109. Summary Compensation Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 71 |

  110. Summary Compensation Table

    shares and value of $703,895; and Ms. Hung - 72,446 shares and value of $4,680,012. Based on the grant date fair value and assuming that performance results in the maximum number of shares vesting, each previously disclosed NEO’s 2023 performance-based RSUs would have a maximum payout as follows: Mr. O’Hanley – 128,588 shares and value of $10,125,019; and Mr. Aboaf – 55,626 shares and value of $4,379,991.

  111. Summary Compensation Table

    | (4) Represents the immediate cash portion of incentive compensation and any dividends credited on DVAs outstanding during 2025, as shown in the table below. To better align the mix between short-term and long-term vehicles with our peers, while maintaining an emphasis on deferred long-term incentive compensation, the Human Resources Committee eliminated the DVAs portion of incentive compensation for the 2025 performance year, as described in more detail in our 2025 Proxy Statement. DVAs are units that receive a notional investment return of a money market instrument. During the deferral period, DVAs are credited with additional notional units based on the return of the State Street Institutional U.S. Government Money Market Fund if the monthly dividend rate is at least equal to 0.001 per unit. These dividends vest and are paid at the same time and in the same form as the related DVA unit. |

  112. Summary Compensation Table

    | | 2025 Non-Equity Incentive Plan Compensation | | | | Name | Immediate Cash | Dividends Credited on Outstanding DVAs | Total | | Ronald P. O’Hanley | $5,399,375 | $― | $5,399,375 | | John F. Woods | 2,775,938 | — | 2,775,938 | | Mark R. Keating | 1,645,000 | 33,522 | 1,678,522 | | Eric W. Aboaf | — | 67,759 | 67,759 | | Joerg Ambrosius | 1,954,077 | 94,810 | 2,048,887 | | Yie-Hsin Hung | 3,480,750 | 79,804 | 3,560,554 | | Mostapha Tahiri | 2,457,000 | 11,806 | 2,468,806 |

  113. Summary Compensation Table

    | (5) Because our deferred compensation plans do not provide above-market earnings, no earnings are included in this column. The amounts in this column for Mr. Keating represent the change in the actuarial present value of the accumulated benefits under the State Street Retirement Plan (SSRP) and Management Supplemental Retirement Plan (MSRP), which are U.S. defined benefit pension plans that were frozen as of December 31, 2007. For 2025, the change in value presented in the Summary Compensation Table above reflects a year-over-year update to applicable actuarial assumptions from December 31, 2024 to December 31, 2025, including a decrease in market rates, as well as the impact of Mr. Keating having aged one additional year closer to normal retirement age (65). These updates resulted in an increase in the actuarial present value of Mr. Keating’s benefits totaling $16,493, of which $17,140 is attributable to an additional year of age, partially offset by a $647 decrease attributable to changes in assumptions. The change in pension value presented in the Summary Compensation Table above represents actuarial calculations based upon assumptions on the relevant dates to the extent relevant factors are unknown. The actuarial present value of the accumulated pension benefits calculated on future dates may increase or decrease, based on assumptions applicable on those future dates and on formula-driven changes due to Mr. Keating’s age and service at that time. |

  114. Summary Compensation Table

    The amounts in this column represent the change in the actuarial present value of the accumulated benefits under the Versorgungsplan für die Mitarbeiter der State Street GmbH Munich (“State Street GmbH Munich Retirement Plan”) for Mr. Ambrosius. The State Street GmbH Munich Retirement Plan is a defined benefit pension plan with on-going benefit accruals; it is frozen to new participants. For 2025, the change in value presented in the Summary Compensation Table above reflects a year-over-year update to applicable actuarial calculation assumptions from December 31, 2024 to December 31, 2025, including an increase in the discount rate assumption as well as formula-driven changes due to an additional year of age and service. These updates resulted in an increase in the actuarial present value of Mr. Ambrosius’s benefits totaling $153,741, of which a $372,089 increase is attributable to additional age and service, offset by a $218,348 decrease attributable to changes in assumptions, including exchange rate. The change in pension value presented in the Summary Compensation Table above represents actuarial calculations based upon assumptions on the relevant dates to the extent relevant factors are unknown. The actuarial present value of the accumulated pension benefits calculated on future dates may increase or decrease, based on assumptions applicable on those future dates and on formula-driven changes due to Mr. Ambrosius’s age and service at that time.

  115. Summary Compensation Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 72 |

  116. Summary Compensation Table

    | (6) The following table describes the amounts set forth for 2025 in the “All Other Compensation” column: |

  117. Summary Compensation Table

    | Name | Executive Security(A) | Company Contributions to Defined Contribution Plans(B) | Charitable Donations and Matching Contributions(C) | Other Benefits(D) | Total | | Ronald P. O’Hanley | $54,734 | $28,500 | $65,000 | $16,537 | $164,771 | | John F. Woods | ― | ― | ― | 4,190 | 4,190 | | Mark R. Keating | ― | 21,000 | 25,000 | 16,537 | 62,537 | | Eric W. Aboaf | ― | 7,536 | 55,000 | 10,580 | 73,116 | | Joerg Ambrosius | ― | 4,236 | ― | 85,459 | 89,695 | | Yie-Hsin Hung | ― | 28,500 | 65,000 | 6,337 | 99,837 | | Mostapha Tahiri | ― | 21,000 | 25,000 | 16,537 | 62,537 |

  118. Summary Compensation Table

    | (A) The Board approved an executive security package for Mr. O’Hanley that includes a car and driver and residential security. The aggregate incremental cost of the car and driver for 2025 was $38,431, calculated by allocating the total cost of the car and driver between non-business and business use by mileage traveled. The aggregate incremental cost of residential security was $1,303, reflecting amounts invoiced for alarm monitoring and maintenance. In addition, the Company conducted an independent security study for Mr. O’Hanley at a cost of $15,000. |

  119. Summary Compensation Table

    | (B) Company contributions to savings plans: (1) $21,000 to the Salary Savings Program (SSP) for Messrs. O’Hanley, Keating and Tahiri and Ms. Hung; and $7,536 for Mr. Aboaf; (2) $7,500 to the Management Supplemental Savings Plan (MSSP) for Mr. O’Hanley and Ms. Hung; and (3) $4,236 to the BVV defined contribution plan for Mr. Ambrosius. |

  120. Summary Compensation Table

    | (C) Messrs. O’Hanley, Aboaf, Keating and Tahiri and Ms. Hung each directed contributions of $25,000 under our Executive Leadership program, which allows Executive Vice Presidents and above serving on non-profit boards to annually recommend a financial contribution from the State Street Foundation to the non-profit. In addition, matching contributions were made in the name of Mr. O’Hanley ($40,000), Mr. Aboaf ($30,000) and Ms. Hung ($40,000) under our matching gift program, which will match contributions made by employees to eligible charitable and educational organizations in accordance with specified annual limits. |

  121. Summary Compensation Table

    | (D) Includes $10,200 for parking benefits for Messrs. O’Hanley, Keating and Tahiri; $2,712 for personal liability coverage to each NEO except for Mr. Woods at $565; and $3,625 for an executive health screening available to each NEO. Mr. Ambrosius receives access to office parking at no aggregate incremental cost to the Company. For Mr. Aboaf, includes $4,243 for a retirement gift. For Mr. Ambrosius, includes $36,574 for life and accident insurance, capital-forming benefits and meal allowance. The Company provides its German executives with use of a company car. For Mr. Ambrosius, the cost of that car was $42,547 during 2025. |

  122. Summary Compensation Table

    The table above otherwise does not include any amounts for personal travel in connection with business travel by our NEOs because such travel had no aggregate incremental cost to the Company.

  123. Summary Compensation Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 73 |

  124. 2025 Grants of Plan-Based Awards

    2025 Grants of Plan-Based Awards

  125. 2025 Grants of Plan-Based Awards

    | | | | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards(1) | | Estimated Future Payouts Under Equity Incentive Plan Awards(2) | | All Other Stock Awards: Number of Shares of Stock or Units (#) | Grant Date Fair Value of Stock Awards(3) ($) | | Name | Award | Grant Date | Target ($) | Maximum ($) | Target (#) | Maximum (#) | | | | Ronald P. O’Hanley | 2025 Cash-Based Incentive | | $4,075,000 | $8,150,000 | ― | ― | ― | $― | | | Performance-Based RSU(4) | 2/28/2025 | ― | ― | 95,339 | 143,009 | ― | 8,509,959 | | | DSA(4) | 2/28/2025 | ― | ― | ― | ― | 46,799 | 4,254,965 | | John F. Woods | 2025 Cash-Based Incentive | | 2,362,500 | 4,725,000 | ― | ― | ― | ― | | | Performance-Based RSU(5) | 8/29/2025 | ― | ― | 32,926 | 49,389 | ― | 3,500,034 | | | DSA(5) | 8/29/2025 | ― | ― | ― | ― | 78,103 | 8,499,949 | | Mark R. Keating | 2025 Cash-Based Incentive | | 1,400,000 | 2,800,000 | ― | ― | ― | ― | | | Performance-Based RSU(4) | 2/28/2025 | ― | ― | 5,462 | 8,193 | ― | 487,538 | | | DSA(4) | 2/28/2025 | ― | ― | ― | ― | 5,286 | 487,528 | | Joerg Ambrosius | 2025 Cash-Based Incentive | | 1,563,262 | 3,126,524 | ― | ― | ― | ― | | | Performance-Based RSU(4) | 2/28/2025 | ― | ― | 20,291 | 30,437 | ― | 1,736,098 | | | Outperformance Long-Term Performance-Based RSU(6) | 2/28/2025 | ― | ― | 57,195 | 85,793 | ― | ― | | | DSA(4) | 2/28/2025 | ― | ― | ― | ― | 10,936 | 1,085,179 | | Yie-Hsin Hung | 2025 Cash-Based Incentive | | 2,730,000 | 5,460,000 | ― | ― | ― | ― | | | Performance-Based RSU(4) | 2/28/2025 | ― | ― | 43,693 | 65,540 | ― | 3,900,037 | | | Outperformance Long-Term Performance-Based RSU(6) | 2/28/2025 | ― | ― | 57,195 | 85,793 | ― | ― | | | DSA(4) | 2/28/2025 | ― | ― | ― | ― | 26,809 | 2,437,474 | | Mostapha Tahiri | 2025 Cash-Based Incentive | | 2,047,500 | 4,095,000 | ― | ― | ― | ― | | | Performance-Based RSU(4) | 2/28/2025 | ― | ― | 25,767 | 38,651 | ― | 2,299,962 | | | Outperformance Long-Term Performance-Based RSU(6) | 2/28/2025 | ― | ― | 57,195 | 85,793 | ― | ― | | | DSA(4) | 2/28/2025 | ― | ― | ― | ― | 15,811 | 1,437,536 |

  126. 2025 Grants of Plan-Based Awards

    | (1) The 2025 cash-based incentive did not have a threshold amount. The amounts shown above reflect the target and maximum amounts payable following the Committee’s approval of final incentive compensation targets for 2025. The cash-based incentive amounts earned for 2025 were made in the form of immediate cash, and are reported in the “Non-Equity Incentive Plan Compensation” column of the Summary Compensation Table. |

  127. 2025 Grants of Plan-Based Awards

    | (2) Performance-based RSUs granted in 2025 do not have a threshold payout. |

  128. 2025 Grants of Plan-Based Awards

    | (3) Fair value of the awards is computed in accordance with FASB ASC Topic 718, using the assumptions stated in note 18 to the consolidated financial statements in our Annual Report on Form 10-K for the year ended December 31, 2025. |

  129. 2025 Grants of Plan-Based Awards

    | (4) Performance-based RSUs and DSAs were granted in 2025 as part of 2024 compensation. |

  130. 2025 Grants of Plan-Based Awards

    | (5) Performance-based RSUs and DSAs granted to Mr. Woods were buyout awards granted in connection with his commencement of employment at State Street. |

  131. 2025 Grants of Plan-Based Awards

    | (6) Outperformance long-term performance-based RSUs are described in more detail above under “Compensation Discussion and Analysis—Outperformance Awards and Other Elements of Compensation.” Because the performance conditions associated with these awards were not deemed probable of occurring on the grant date, the grant date fair value of these awards was determined to be zero. |

  132. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    Narrative Disclosure Accompanying Grants of Plan-Based Awards Table The awards set forth in the “Estimated Possible Payouts Under Non-Equity Incentive Plan Awards” column of the 2025 Grants of Plan-Based Awards table above were the cash-based portion of the target and maximum (200% of target) incentive compensation awards that were granted as part of 2025 incentive compensation. The actual cash-based incentive compensation awards earned by each NEO are included in the “Non-Equity Incentive Plan Compensation” column of the Summary Compensation Table.

  133. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 74 |

  134. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    The performance-based RSU awards set forth in the “Estimated Future Payouts Under Equity Incentive Plan Awards” column of the 2025 Grants of Plan-Based Awards table were granted in 2025 as a component of each NEO’s 2024 performance year incentive compensation. The percent at which these awards are earned will be determined based on the core performance matrix shown below over a three-year performance period (January 1, 2025 to December 31, 2027): (a) the simple average of each calendar year’s pre-tax margin; and (b) the compound annual growth rate for fee revenue, with each subject to adjustment by the Human Resources Committee for pre-established factors, then as modified by two performance metrics: (x) State Street’s relative total shareholder return (TSR) versus the KBW Bank Index over the performance period and (y) return on equity (ROE) over the performance period, as adjusted by the Human Resources Committee for pre-established factors. For pre-tax margin and fee revenue growth, the earned percentage will be determined using bilinear interpolation to adjust between the points shown in the Core Performance Matrix table below. For ROE, linear interpolation will be used between the points shown in the ROE Modifier table below. The relative TSR modifier and ROE modifier shown below are added to the earned percentage outcome calculated based on the core performance matrix to determine the percentage earned. Additionally, for the performance-based RSUs granted to Mr. Ambrosius, the initial percentage earned is subject to further adjustment in accordance with the Company’s EMEA Risk Adjustment Guidelines in effect from time to time. In all cases, the final percentage earned shall range from 0% to 150%.

  135. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    | Core Performance Matrix | | | | | | | | Relative TSR Modifier | | | ROE Modifier | | | Total Payout Range | | | | | Fee Revenue Growth | | | | | Three-Year Relative TSR Rank | Overall Modifier | | ROE | Overall Modifier | | 0 - 150% | | | | | Below Threshold | Threshold | Target | Max | | 0th - ≤10th %ile | -25% | | ≥10.0% | 0% | | | | | | | | 1.0% | 3.0% | 5.0% | | >10th - ≤25th %ile | -10% | | 9.0% | -20% | | | | Average Pre-Tax Margin | Below Threshold | | 0% | 50% | 75% | 100% | + | >25th - <75th %ile | 0% | + | 8.0% | -40% | = | | | | Threshold | 25.0% | 50% | 62.5% | 92.5% | 137.5% | | ≥75th - <90th %ile | +10% | | 7.0% | -60% | | | | | Target | 27.5% | 62.5% | 75% | 100% | 150% | | ≥90th - 100th %ile | +25% | | 6.0% | -80% | | | | | Max | 29.0% | 100% | 125% | 150% | 150% | | | | | ≤5.0% | -100% | | |

  136. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    After certification by the Human Resources Committee following the end of the performance period, earned performance-based RSUs will vest in one installment. The outperformance long-term performance-based RSU awards set forth in the “Estimated Future Payouts Under Equity Incentive Plan Awards” column of the 2025 Grants of Plan-Based Awards table were granted in 2025 to Ms. Hung and Messrs. Ambrosius and Tahiri to incentivize outperformance over a three-year performance period (January 1, 2025 to December 31, 2027). These awards will be earned and vest if (A) the three-year simple average of pre-tax margin and (B) the compound annual growth rate for fee revenue meet or exceed (i) 29.0% and 6.0%, respectively or (ii) 30.0% and 5.0%, respectively, for the performance period, with each subject to adjustment by the Human Resources Committee for pre-established factors, then as modified by State Street’s absolute total shareholder return (TSR) and relative TSR versus the KBW Bank Index over the performance period as follows:

  137. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    | Three-year (2025 – 2027) Total Shareholder Return (“TSR”) | Total Shareholder Return Modifier Percentage (no interpolation between points shown) | | Relative TSR ≥ 90th percentile and Absolute TSR > 0% | +50% | | Relative TSR ≥ 75th percentile but < 90th percentile and Absolute TSR > 0% | +25% | | Relative TSR ≥ 55th percentile but < 75th percentile and Absolute TSR > 0% | 0% | | Relative TSR < 55th percentile or Absolute TSR ≤ 0% | (50)% |

  138. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 75 |

  139. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    Additionally, for the performance-based RSUs granted to Mr. Ambrosius, the initial percentage earned is subject to further adjustment in accordance with the Company’s EMEA Risk Adjustment Guidelines in effect from time to time. In all cases, the final percentage earned shall range from 0% to 150%. Notwithstanding the foregoing, if the Human Resources Committee determines that (a) ROE for the performance period is less than 15%, (b) the Common Equity Tier 1 capital ratio (including any then-applicable regulatory-required surcharges or buffers, such as the G-SIB Surcharge, Stress Capital Buffer and Countercyclical Capital Buffer) falls below the regulatory minimum at the end of any fiscal quarter during the four calendar years commencing January 1, 2025 and ending on December 31, 2028, or (c) a participant’s risk management performance was unsatisfactory for a sustained period of time during that same four-year period, then any portion of the outperformance long-term performance-based RSUs that would have been earned will be forfeited. After certification and adjustment for pre-established factors by the Human Resources Committee following the end of the 2025 – 2027 performance period, 50% of the amount earned will vest in one single installment. If the Human Resources Committee also certifies that 2028 fiscal year pre-tax margin and 2028 fiscal year fee revenue meet or exceed (i) 29.0% and $11.999 billion, respectively, or (ii) 30.0% and $11.663 billion, respectively (i.e., sustained performance at the level required for the 2025 – 2027 performance period), then the remaining 50% of the amount earned will vest in one single installment. The DSAs set forth in the “All Other Stock Awards” column of the 2025 Grants of Plan-Based Awards table for NEOs were awarded in 2025 as a component of each NEO’s 2024 performance year incentive compensation. These awards, other than the DSAs granted to Messrs. Keating and Ambrosius, vest ratably in annual installments over four years from the date of grant. The DSAs granted to Mr. Keating vest in quarterly installments over four years from the date of grant. The DSAs granted to Mr. Ambrosius vest immediately on the date of grant. The performance-based RSUs and DSAs granted to Mr. Woods set forth in the 2025 Grants of Plan-Based Awards table above were granted in connection with his commencement of employment at State Street as one-time buyout awards, designed to compensate for the expected forfeiture and recovery of compensation previously granted by his former employer due to his departure. 70% of DSAs will vest in February 2027 and 30% of DSAs will vest in February 2028. The performance-based RSUs are subject to the same terms as the performance-based RSUs granted to State Street’s executive officers in February 2025. All performance-based RSUs and DSAs were granted under the Amended and Restated 2017 Stock Incentive Plan. These awards, but not the outperformance long-term performance-based RSUs, are subject to “double-trigger” change-of-control vesting, such that service-based restrictions lapse and, for the U.S. NEOs, vesting is accelerated if the executive incurs a qualified termination following a change of control. For more details, refer to “Potential Payments upon Termination or Change of Control as of December 31, 2025” below. The performance-based RSUs, but not the outperformance long-term performance-based RSUs, and DSAs have a qualifying retirement provision. Under the retirement provision, service-based restrictions lapse after the participant attains the age of 55 and completes five years of service with State Street, with awards continuing to vest according to their original terms. Service-based restrictions lapse on DSAs in the event a participant dies, becomes disabled and terminates employment or is involuntarily terminated without cause, and, for the U.S. NEOs, vesting is accelerated in the event of death or disability. Service-based restrictions lapse on performance-based RSUs in the event a participant dies or becomes disabled and terminates employment or is involuntarily terminated without cause, but vesting continues according to the original terms. The outperformance long-term performance-based RSUs are forfeited upon termination of employment. None of the performance-based RSUs, outperformance long-term performance-based RSUs or DSAs receive dividends or dividend equivalents. All incentive compensation awarded to our NEOs is subject to recourse mechanisms, including clawback, forfeiture and ex ante adjustments, as described under the heading “Compensation Discussion and Analysis—Outperformance Awards and Other Elements of Compensation—Adjustment and Recourse Mechanisms.”

  140. Narrative Disclosure Accompanying Grants of Plan-Based Awards Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 76 |

  141. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

  142. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | | Stock Awards(2) | | | | | | Name | Grant Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($) | | Ronald P. O’Hanley | 02/25/22(3) | 11,769 | $1,518,319 | | | | | 02/24/23(4) | 1,343 | 173,260 | | | | | 02/24/23(5) | 21,052 | 2,715,919 | | | | | 02/24/23(6) | 93,783 | 12,098,945 | | | | | 02/23/24(7) | 11,020 | 1,421,690 | | | | | 02/23/24(8) | 31,491 | 4,062,654 | | | | | 02/23/24(9) | | | 128,870 | 16,625,519 | | | 02/28/25(10) | 46,799 | 6,037,539 | | | | | 02/28/25(11) | | | 143,009 | 18,449,591 | | John F. Woods | 08/29/25(12) | 78,103 | 10,076,068 | | | | | 08/29/25(13) | | | 49,389 | 6,371,675 | | Mark R. Keating | 02/25/22(14) | 277 | 35,736 | | | | | 02/24/23(15) | 1,539 | 198,546 | | | | | 02/24/23(6) | 5,558 | 717,038 | | | | | 02/23/24(16) | 3,137 | 404,704 | | | | | 02/23/24(9) | | | 8,706 | 1,123,161 | | | 10/31/24(17) | 5,779 | 745,549 | | | | | 02/28/25(18) | 4,295 | 554,098 | | | | | 02/28/25(11) | | | 8,193 | 1,056,979 | | Eric W. Aboaf | 02/25/22(3) | 5,253 | 677,690 | | | | | 02/24/23(5) | 11,384 | 1,468,650 | | | | | 02/24/23(6) | 40,570 | 5,233,936 | | | | | 02/23/24(8) | 17,604 | 2,271,092 | | | | | 02/23/24(9) | | | 57,632 | 7,435,104 | | Joerg Ambrosius | 03/01/19(19) | 827 | 106,691 | | | | | 02/26/21(20) | 177 | 22,835 | | | | | 02/26/21(21) | 812 | 104,756 | | | | | 02/26/21(22) | 2,088 | 269,373 | | | | | 02/26/21(23) | 790 | 101,918 | | | | | 02/25/22(24) | 2,001 | 258,149 | | | | | 02/25/22(25) | 4,921 | 634,858 | | | | | 02/24/23(26) | 12,351 | 1,593,403 | | | | | 11/30/23(27) | 24,684 | 3,184,483 | | | | | 02/23/24(28) | 776 | 100,112 | | | | | 02/23/24(29) | 2,156 | 278,146 | | | | | 02/23/24(30) | | | 3,831 | 494,237 | | | 02/23/24(31) | | | 8,087 | 1,043,304 | | | 02/28/25(32) | | | 30,437 | 3,926,677 | | | 02/28/25(33) | | | 57,195 | 7,378,727 |

  143. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | State Street — 2026 Notice of Meeting and Proxy Statement | 77 |

  144. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | | Stock Awards(2) | | | | | | Name | Grant Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($) | | Yie-Hsin Hung | 02/24/23(34) | 20,410 | 2,633,094 | | | | | 02/23/24(8) | 22,129 | 2,854,862 | | | | | 02/23/24(9) | | | 72,446 | 9,346,258 | | | 02/28/25(10) | 26,809 | 3,458,629 | | | | | 02/28/25(11) | | | 65,540 | 8,455,315 | | | 02/28/25(33) | | | 57,195 | 7,378,727 | | Mostapha Tahiri | 02/25/22(3) | 1,279 | 165,004 | | | | | 02/24/23(15) | 1,763 | 227,445 | | | | | 02/24/23(6) | 10,193 | 1,314,999 | | | | | 11/30/23(27) | 24,684 | 3,184,483 | | | | | 02/28/25(10) | 15,811 | 2,039,777 | | | | | 02/28/25(11) | | | 38,651 | 4,986,366 | | | 02/28/25(33) | | | 57,195 | 7,378,727 |

  145. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (1) All outstanding equity awards are subject to recourse mechanisms, including clawback and forfeiture, as described under the heading “Compensation Discussion and Analysis—Outperformance Awards and Other Elements of Compensation—Adjustment and Recourse Mechanisms.” |

  146. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (2) Stock award values in the table above are based on the closing share price of our common stock on the NYSE on December 31, 2025 ($129.01). |

  147. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (3) DSAs vest in four equal annual installments (25% per year) starting on February 15, 2023. The last installment vested on February 15, 2026. |

  148. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (4) CRSUs vest in 12 quarterly installments: 50% in three equal installments beginning in May 2023 and 50% in nine equal installments from February 2024 to February 2026. The last installment vested on February 15, 2026. |

  149. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (5) DSAs vest in four equal annual installments (25% per year) starting on February 15, 2024. The balance of the award will vest in two equal installments, one of which vested on February 15, 2026; the remaining installment will vest on February 15, 2027. |

  150. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (6) Performance-based RSUs with a three-year performance measurement period (January 1, 2023-December 31, 2025). The awards were earned at 109.4% of target and vested in one installment on February 15, 2026. |

  151. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (7) CRSUs vest in 12 quarterly installments: 50% in three equal installments beginning in May 2024 and 50% in nine equal installments from February 2025 to February 2027. The balance of the award will vest in five equal installments, one of which vested on February 15, 2026; the remaining four installments will vest quarterly from May 15, 2026 to February 15, 2027. |

  152. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (8) DSAs vest in four equal annual installments (25% per year) starting on February 15, 2025. The balance of the award will vest in three equal installments, one of which vested on February 15, 2026; the remaining two installments will vest on February 15, 2027 and 2028. |

  153. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (9) Performance-based RSUs with a three-year performance measurement period (January 1, 2024-December 31, 2026) that will vest in one installment based on the satisfaction of applicable performance criteria and on certification by the Human Resources Committee following the end of the performance period. Awards have been included in the table above at 150% of target (i.e., maximum). |

  154. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (10) DSAs vest in four equal annual installments (25% per year). The first installment vested on February 15, 2026; the remaining three installments will vest on February 15, 2027, 2028 and 2029. |

  155. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (11) Performance-based RSUs with a three-year performance measurement period (January 1, 2025-December 31, 2027) that will vest in one installment based on the satisfaction of applicable performance criteria and on certification by the Human Resources Committee following the end of the performance period. Awards have been included in the table above at 150% of target (i.e., maximum). |

  156. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (12) DSAs granted to Mr. Woods in connection with his commencement of employment at State Street will vest 70% on February 15, 2027 and 30% on February 15, 2028. |

  157. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (13) Performance-based RSUs granted to Mr. Woods in connection with his commencement of employment at State Street with a three-year performance measurement period (January 1, 2025-December 31, 2027) will vest in one installment based on the satisfaction of applicable performance criteria and on certification by the Human Resources Committee following the end of the performance period. Awards have been included in the table above at 150% of target (i.e., maximum). |

  158. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (14) DSAs vest in sixteen equal quarterly installments starting on May 15, 2022. The last installment vested on February 15, 2026. |

  159. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | State Street — 2026 Notice of Meeting and Proxy Statement | 78 |

  160. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (15) DSAs vest in sixteen equal quarterly installments starting on May 15, 2023. The balance of the award will vest in five equal installments, one of which vested on February 15, 2026; the remaining four installments will vest quarterly from May 15, 2026 to February 15, 2027. |

  161. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (16) DSAs vest in sixteen equal quarterly installments starting on May 15, 2024. The balance of the award will vest in nine equal installments, one of which vested on February 15, 2026; the remaining eight installments will vest quarterly from May 15, 2026 to February 15, 2028. |

  162. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (17) DSAs vest in one installment on November 15, 2026. |

  163. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (18) DSAs vest in sixteen equal quarterly installments starting on May 15, 2025. The balance of the award will vest in thirteen equal installments, one of which vested on February 15, 2026; the remaining twelve installments will vest quarterly from May 15, 2026 to February 15, 2029. |

  164. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (19) DSAs vest in five equal annual installments (20% per year) starting on February 15, 2022. The last installment vested on February 15, 2026. |

  165. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (20) DSAs vest in five equal annual installments (20% per year) starting on February 15, 2022. The last installment vested on February 15, 2026. |

  166. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (21) DSAs vest in five equal annual installments (20% per year) starting on February 15, 2024. The balance of the award will vest in three equal installments, one of which vested on February 15, 2026; the remaining two installments will vest on February 15, 2027 and 2028. |

  167. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (22) Performance-based RSUs with a three-year performance measurement period (January 1, 2021-December 31, 2023). The awards were earned at 64.4% of target and will vest in five equal annual installments (20% per year) starting on February 15, 2024. Three installments vested on February 15, 2024, 2025 and 2026; the remaining installments will vest on February 15, 2027 and 2028. |

  168. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (23) Performance-based RSUs with a three-year performance measurement period (January 1, 2021-December 31, 2023). The awards were earned at 64.4% of target and vest in three equal annual installments (33.33% per year) starting on February 15, 2024. The last installment vested on February 15, 2026. |

  169. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (24) DSAs vest in five equal annual installments (20% per year) starting on February 15, 2025. The balance of the award will vest in four equal installments, one of which vested on February 15, 2026; the remaining three installments will vest on February 15, 2027, 2028 and 2029. |

  170. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (25) Performance-based RSUs with a three-year performance measurement period (January 1, 2022-December 31, 2024). The awards were earned at 61.5% of target and will vest in five equal annual installments (20% per year). Two installments vested on February 15, 2025 and 2026 and the remaining installments will vest on February 15, 2027, 2028 and 2029. |

  171. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (26) Performance-based RSUs with a three-year performance measurement period (January 1, 2023-December 31, 2025). The awards were earned at 109.4% of target and will vest in five equal annual installments (20% per year). One installment vested on February 15, 2026 and the remaining installments will vest on February 15, 2027, 2028, 2029 and 2030. |

  172. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (27) DSAs vest in three equal annual installments (33.33% per year) on November 15, 2026, 2027 and 2028. |

  173. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (28) DSAs vest in five equal annual installments (20% per year) starting on February 15, 2025. The balance of the award will vest in four equal installments, one of which vested on February 15, 2026; the remaining three installments will vest on February 15, 2027, 2028 and 2029. |

  174. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (29) DSAs vest in five equal annual installments (20% per year) on February 15, 2027, 2028, 2029, 2030 and 2031. |

  175. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (30) Performance-based RSUs with a three-year performance measurement period (January 1, 2024-December 31, 2026) that will vest in three equal annual installments (33.33% per year) based on the satisfaction of applicable performance criteria and on certification by the Human Resources Committee following the end of the performance period. Awards have been included in the table above at 150% of target (i.e., maximum). |

  176. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (31) Performance-based RSUs with a three-year performance measurement period (January 1, 2024-December 31, 2026) that will vest in five equal annual installments (20% per year) based on the satisfaction of applicable performance criteria and on certification by the Human Resources Committee following the end of the performance period. Awards have been included in the table above at 150% of target (i.e., maximum). |

  177. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (32) Performance-based RSUs with a three-year performance measurement period (January 1, 2025-December 31, 2027) that will vest in three equal annual installments (33.33% per year) based on the satisfaction of applicable performance criteria and on certification by the Human Resources Committee following the end of the performance period. Awards have been included in the table above at 150% of target (i.e., maximum). |

  178. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (33) Outperformance Long-Term Performance-based RSUs with a three-year performance measurement period (January 1, 2025-December 31, 2027) that will vest in two equal annual installments on February 15, 2028 and 2029 based on the satisfaction of applicable performance criteria and on certification by the Human Resources Committee following the end of the performance period. Awards have been included in the table above at target (i.e., 100%). |

  179. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | (34) DSAs granted to Ms. Hung in connection with her commencement of employment at State Street; these DSAs vest in three equal annual installments (33.33% per year) starting on February 15, 2024. The balance of the award vested on February 15, 2026. |

  180. Outstanding Equity Awards at Fiscal Year-End, December 31, 2025(1)

    | State Street — 2026 Notice of Meeting and Proxy Statement | 79 |

  181. 2025 Stock Vested

    2025 Stock Vested

  182. 2025 Stock Vested

    | | Stock Awards | | | Name | Number of Shares Acquired on Vesting(1) (#) | Value Realized on Vesting(2) ($) | | Ronald P. O’Hanley | 120,445 | $11,995,364 | | John F. Woods | ― | ― | | Mark R. Keating | 8,789 | 907,666 | | Eric W. Aboaf | 43,700 | 4,333,292 | | Joerg Ambrosius | 18,654 | 1,850,496 | | Yie-Hsin Hung | 27,786 | 2,755,260 | | Mostapha Tahiri | 9,199 | 922,267 |

  183. 2025 Stock Vested

    | (1) Includes DSAs, performance-based RSUs and CRSUs as follows: |

  184. 2025 Stock Vested

    | — | The number of shares underlying DSAs that vested in 2025: Mr. O’Hanley: 44,945; Mr. Keating: 5,835; Mr. Aboaf: 22,703; Mr. Ambrosius: 13,995; Ms. Hung: 27,786; and Mr. Tahiri: 4,088. |

  185. 2025 Stock Vested

    | — | The number of performance-based RSUs earned for the performance period that vested and settled in shares in 2025: Mr. O’Hanley: 58,800; Mr. Keating: 2,954; Mr. Aboaf: 20,997; Mr. Ambrosius: 4,659; and Mr. Tahiri: 5,111. |

  186. 2025 Stock Vested

    | — | The number of CRSUs that vested and were paid in cash in 2025: Mr. O’Hanley: 16,700. |

  187. 2025 Stock Vested

    | (2) For CRSUs granted in 2022, DSAs and performance-based RSUs, the value realized on vesting is based on the closing price of our common stock on the NYSE on the relevant vesting date. For CRSUs granted in 2023 and 2024, the value realized on vesting is based on the average closing price of our common stock during the 30 trading days occurring on or immediately prior to the applicable vesting date. |

  188. 2025 Pension Benefits(1)

    2025 Pension Benefits(1)

  189. 2025 Pension Benefits(1)

    | Name | Plan Name | Number of Years Credited Service(2) (#) | Present Value of Accumulated Benefits(3) ($) | | Mark R. Keating | State Street Retirement Plan (SSRP) | 16 | $321,967 | | | Management Supplemental Retirement Plan (MSRP) | 16 | 5,819 | | | Total | | 327,786 | | Joerg Ambrosius | State Street GmbH Munich Retirement Plan | 23 | 2,678,393 |

  190. 2025 Pension Benefits(1)

    | (1) Mr. Keating is eligible to participate in U.S. defined benefit pension plans: State Street Retirement Plan (SSRP) and Management Supplemental Retirement Plan (MSRP). Mr. Ambrosius is eligible to participate in a defined benefit pension plan in Germany: State Street GmbH Munich Retirement Plan. |

  191. 2025 Pension Benefits(1)

    | (2) SSRP and MSRP service was credited from first anniversary of date of hire; the plans were frozen and benefits ceased accruing for Mr. Keating on December 31, 2007. State Street GmbH Munich Retirement Plan service is credited from pensionable service date. |

  192. 2025 Pension Benefits(1)

    | (3) For Mr. Keating, actuarial assumptions for the year ended December 31, 2025, include the following: |

  193. 2025 Pension Benefits(1)

    | — | Benefit obligations are determined using a discount rate of 5.23% for SSRP and 4.81% for MSRP; |

  194. 2025 Pension Benefits(1)

    | — | Retirement age assumed to be normal retirement age as defined by each plan; and |

  195. 2025 Pension Benefits(1)

    | — | No pre-retirement mortality, disability, or termination assumed. |

  196. 2025 Pension Benefits(1)

    Consistent with valuation assumptions, the form of payment reflected in this December 31, 2025 disclosure is an assumption of 85% lump sum and 15% life annuity for the SSRP, and 100% lump sum for the MSRP. For Mr. Ambrosius, actuarial assumptions for the year ended December 31, 2025, include the following:

  197. 2025 Pension Benefits(1)

    | — | Benefit obligations are determined using a discount rate of 4.50%; |

  198. 2025 Pension Benefits(1)

    | State Street — 2026 Notice of Meeting and Proxy Statement | 80 |

  199. 2025 Pension Benefits(1)

    | — | Retirement age is assumed to be normal retirement age (65) as defined by State Street GmbH Munich Retirement Plan; and |

  200. 2025 Pension Benefits(1)

    | — | No pre-retirement mortality, disability or termination were assumed. |

  201. 2025 Pension Benefits(1)

    Consistent with valuation assumptions, the form of payment reflected in this December 31, 2025 disclosure is a life annuity with 80% survivor benefits. The State Street Retirement Plan (SSRP), a U.S. qualified defined benefit plan, was open to all U.S. State Street employees after one year of service; new participation ended and benefit accruals were frozen as of January 1, 2008. Since January 1, 1990, the SSRP has determined benefits using a cash balance formula. Under this formula, a notional account for each eligible participant was increased annually by both interest credits and pay credits. Interest credits are made at a specified rate, and pay credits were based upon a percentage of the participant’s pay for each applicable calendar year until the plan was frozen. The pay credit percentages were 4.0% for the first year of participation increasing to 11.25% for the thirtieth year and zero thereafter. Eligible pay included a participant’s salary, overtime, cash-based incentive compensation and commissions. The normal retirement age under the SSRP is 65, although earlier retirement options are available. The SSRP has a three-year vesting provision. Participants are entitled to receive their vested account balances or equivalent annuities at any time following termination of employment and up to the plan’s normal retirement age. To comply with federal tax rules, the SSRP limited the benefit that a participant could receive and the compensation considered for any participant in a given year. Consequently, State Street maintained a supplemental retirement plan for U.S. employees, the Management Supplement Retirement Plan (MSRP), designed to provide affected employees the benefits that would be payable under the SSRP but for the limitations imposed by the Internal Revenue Code. The MSRP was frozen in the same manner as described above for the SSRP. Based on age and service to State Street as of December 31, 2025, Mr. Keating was fully vested and early retirement eligible for his SSRP and MSRP benefits. He would receive $319,051 under the SSRP and $5,656 under the MSRP if he had retired on December 31, 2025. The State Street GmbH Munich Retirement Plan is a defined benefit pension plan for employees in Germany that was established in 1993, but is frozen to new participants. For participants, the pension benefit is calculated based on the average eligible earnings of the last five years of base salary, the Social Security contribution ceiling of the German state pension system (split benefit formula), and service duration, capped at a maximum of 30 years. The normal retirement age under the State Street GmbH Munich Retirement Plan is age 65. Under the condition of State Street’s approval, Mr. Ambrosius is eligible for early retirement pension at age 55 after having 10 years of completed service when leaving the Company. Without condition of the Company’s approval, Mr. Ambrosius would be eligible to receive an early retirement pension at age 63 and onwards, when he begins to receive the full German Social Security pension. Both early retirement scenarios include reductions of 0.5% for each month that the early retirement date precedes age 65. For the State Street GmbH Munich Retirement Plan, the statutory vesting provisions are binding, depending on hire date and pension promise date. After a minimum period (which Mr. Ambrosius has completed), partial vesting of benefits applies in case of termination, prorated by accrued service versus possible service at normal retirement age. Based on age and service to State Street as of December 31, 2025 and on the condition of State Street’s approval, Mr. Ambrosius would be eligible for early retirement pension and would have received $2,173,007 if he had retired on December 31, 2025.

  202. 2025 Pension Benefits(1)

    | State Street — 2026 Notice of Meeting and Proxy Statement | 81 |

  203. 2025 Nonqualified Deferred Compensation(1)

    2025 Nonqualified Deferred Compensation(1)

  204. 2025 Nonqualified Deferred Compensation(1)

    | Name | Executive Contributions in Last FY(2) ($) | Registrant Contributions in Last FY(3) ($) | Aggregate Earnings in Last FY ($) | Aggregate Withdrawals/ Distributions(4) ($) | Aggregate Balance at Last FYE(5) ($) | | Ronald P. O’Hanley | $1,063,750 | $7,500 | $103,950 | $― | $1,706,174 | | John F. Woods | ― | ― | ― | ― | ― | | Mark R. Keating | ― | ― | 205,184 | ― | 1,369,683 | | Eric W. Aboaf | ― | ― | 38,985 | 297,974 | ― | | Joerg Ambrosius | ― | ― | ― | ― | ― | | Yie-Hsin Hung | 7,750 | 7,500 | 1,184 | ― | 16,434 | | Mostapha Tahiri | ― | ― | ― | ― | ― |

  205. 2025 Nonqualified Deferred Compensation(1)

    | (1) Messrs. O’Hanley and Keating and Ms. Hung held balances in the Management Supplemental Savings Plan (MSSP) during 2025. Mr. Keating held a balance in the Executive Supplemental Retirement Plan Defined Contribution (ESRP-DC) during 2025. |

  206. 2025 Nonqualified Deferred Compensation(1)

    | (2) Employee deferrals under the MSSP. |

  207. 2025 Nonqualified Deferred Compensation(1)

    | (3) Company contributions made under the MSSP for the 2025 plan year. These amounts are included in the Summary Compensation Table. |

  208. 2025 Nonqualified Deferred Compensation(1)

    | (4) Mr. Aboaf withdrew his MSSP balance of $297,974 after he left State Street in accordance with the MSSP distribution terms. |

  209. 2025 Nonqualified Deferred Compensation(1)

    | (5) Of the total amounts shown in this column, MSSP company contributions of $47,750 for Mr. O’Hanley and $7,500 for Ms. Hung have been reported in the Summary Compensation Table in this proxy statement and prior years’ proxy statements. |

  210. 2025 Nonqualified Deferred Compensation(1)

    State Street maintains the MSSP for a select group of highly compensated U.S. employees. All NEOs other than Mr. Ambrosius were eligible to participate in 2025. The MSSP provides eligible employees with savings and Company matching contribution opportunities beyond the Internal Revenue Code limits imposed under the tax-qualified Salary Savings Program (SSP). Under the MSSP, eligible employees may elect, prior to the beginning of a year, to defer a whole percentage (a) from 1% to 50% of base salary for the year, and/or (b) from 5% to 100%, of otherwise immediately payable annual cash-based incentives (net of FICA withholding) or a flat dollar amount of at least $1,000. State Street matched all deferrals made under the MSSP for 2025 up to a maximum of 5% of a participant’s MSSP match-eligible compensation, comprising the lesser of (i) base salary plus immediate cash or (ii) $500,000, in either case reduced by the applicable Internal Revenue Code cap on annual compensation ($350,000 in 2025). MSSP participants have certain time and form of payment options for their deferrals. They may elect to receive a lump sum payment either (i) on the first business day of the month following the six-month anniversary of the participant’s termination of employment, or (ii) on a specified date that falls at least three years from the election date; if, however, termination of employment occurs before the specified date, the lump sum is paid on the first business day of the month following the six-month anniversary of the participant’s termination of employment. Participants may also elect to receive deferrals in installments over two to ten years commencing on the six-month anniversary of the participant’s termination of employment. Participants may change distribution elections consistent with the conditions and limitations set forth in the MSSP and tax rules applicable to nonqualified deferred compensation. Company contributions are automatically paid in a lump sum on the first day of the month following the six-month anniversary of the participant’s termination of employment. A participant’s account is payable in a lump sum upon death or disability. A participant who experiences a severe and unanticipated financial need may request a withdrawal of amounts deferred under the plan subject to certain restrictions. The ESRP-DC was frozen effective January 1, 2017, and no contribution credits have been made to any current employee’s balance since the 2014 compensation year. All ESRP-DC benefits are subject to retirement eligibility and vesting. The ESRP-DC requires a participant to attain age 53 and have a combined age and years of service equaling at least 60 at termination of employment; otherwise, the ESRP-DC benefits are forfeited upon termination, except in the event of death or total disability. ESRP-DC participants become fully vested at

  211. 2025 Nonqualified Deferred Compensation(1)

    | State Street — 2026 Notice of Meeting and Proxy Statement | 82 |

  212. 2025 Nonqualified Deferred Compensation(1)

    age 55. Vested ESRP-DC benefits are payable in three equal installments with payments on the first day of the month coinciding with or following each of the six-month, one-year and two-year anniversaries of the participant’s termination of employment. A participant’s account is payable in a lump sum upon death or total disability. Based on age and service to State Street as of December 31, 2025, Mr. Keating was eligible for ESRP-DC early retirement and was fully vested. Mr. Keating would receive $1,369,621 under the ESRP-DC if he had retired on December 31, 2025. A bookkeeping account is maintained for each participant in the MSSP and for each participant with an ESRP-DC deferred cash balance. MSSP and ESRP-DC deferred cash holdings reflect increases or decreases based on the performance of notional investments selected by the participant. The notional investments selected by NEO participants for 2025 and the rate of return for the year were as set forth below. The notional investments selected by our NEO participants are investment options offered under the SSP.

  213. 2025 Nonqualified Deferred Compensation(1)

    | Notional Investment | 2025 Rate of Return | | MSSP and ESRP-DC Investments | | | State Street U.S. Bond Index Fund | 7.2% | | Vanguard CR Federal Money Market Admin Fund | 4.2% | | State Street World Developed ex U.S. Index Securities Lending Series Fund | 32.7% | | State Street S&P 500 Index Fund | 17.9% |

  214. Potential Payments upon Termination or Change of Control as of December 31, 2025

    Potential Payments upon Termination or Change of Control as of December 31, 2025 Shown and described below are certain potential payments that would have been made to an NEO if the NEO’s employment had terminated on December 31, 2025 under various scenarios. In all cases, the summaries below exclude pension benefits or nonqualified deferred compensation that may be paid to an NEO upon termination as described in the “2025 Pension Benefits” and “2025 Nonqualified Deferred Compensation” sections. All U.S. severance payments due to NEOs identified as “specified employees” following a separation from service are delayed until six months after separation in accordance with Section 409A of the Internal Revenue Code. Our NEOs do not receive any payments or continued vesting of deferred incentive compensation awards if their employment is terminated for gross misconduct, and all deferred incentive compensation awards are forfeited if an NEO voluntarily terminates employment prior to reaching age 55 and completing five years of service. Messrs. O’Hanley, Keating and Ambrosius had satisfied this retirement provision as of December 31, 2025. In addition, all outstanding deferred incentive compensation awards shown below remain subject to our recourse mechanisms described under the heading “Compensation Discussion and Analysis—Outperformance Awards and Other Elements of Compensation—Adjustment and Recourse Mechanisms.” The tables below are intended only for illustrative purposes; the rights and benefits due to any NEO upon an actual termination of employment or change of control can only be determined at the time of the payment, based on circumstances then existing and the arrangements then in effect.

  215. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 83 |

  216. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | Ronald P. O’Hanley | Retirement(1)(2) ($) | Death(1)(3) ($) | Disability(1)(4) ($) | Involuntary Termination without Cause(1)(5) ($) | Termination in Connection with Change of Control(6) ($) | | Cash Severance | $— | $— | $— | $692,308 | $10,000,000 | | Accelerated Vesting of Deferred Incentive Compensation Awards | | | | | | | Accelerated Vesting and Payment of Deferred Stock Awards (DSAs) | — | 14,334,430 | 14,334,430 | ― | 14,334,430 | | Accelerated Vesting and Payment of Cash-Settled RSUs (CRSUs) | — | 1,532,641 | 1,532,641 | ― | 1,532,641 | | Accelerated Vesting and Payment of Performance-Based RSUs (RSUs) | — | ― | ― | ― | 37,857,627 | | Continued Vesting of Deferred Incentive Compensation Awards | | | | | | | Continued Vesting and Payment of Deferred Stock Awards (DSAs) | 14,334,430 | ― | ― | 14,334,430 | ― | | Continued Vesting and Payment of Cash-Settled RSUs (CRSUs) | 1,594,951 | ― | ― | 1,594,951 | ― | | Continued Vesting and Payment of Performance-Based RSUs (RSUs) | 47,174,055 | 47,174,055 | 47,174,055 | 47,174,055 | ― | | Additional Benefits | | | | | | | Current Year Incentive Compensation | ― | ― | ― | 4,255,000 | 4,255,000 | | Defined Contribution Retirement Cash Equivalent | ― | ― | ― | ― | 57,000 | | Health & Welfare Benefits | ― | 10,808 | ― | 14,376 | 49,837 | | Outplacement Services | ― | ― | ― | 21,175 | 21,175 | | Total Value | 63,103,436 | 63,051,934 | 63,041,126 | 68,086,295 | 68,107,710 |

  217. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 84 |

  218. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | John F. Woods | Death(1)(3) ($) | Disability(1)(4) ($) | Involuntary Termination without Cause(1)(5) ($) | Termination in Connection with Change of Control(6) ($) | | Cash Severance | $— | $— | $173,077 | $1,551,472 | | Accelerated Vesting of Deferred Incentive Compensation Awards | | | | | | Accelerated Vesting and Payment of Deferred Stock Awards (DSAs) | 10,076,068 | 10,076,068 | ― | 10,076,068 | | Accelerated Vesting and Payment of Performance-Based RSUs (RSUs) | ― | ― | ― | 4,353,476 | | Continued Vesting of Deferred Incentive Compensation Awards | | | | | | Continued Vesting and Payment of Deferred Stock Awards (DSAs) | ― | ― | 10,076,068 | ― | | Continued Vesting and Payment of Performance-Based RSUs (RSUs) | 6,371,675 | 6,371,675 | 6,371,675 | ― | | Additional Benefits | | | | | | Current Year Incentive Compensation | ― | ― | ― | 1,500,000 | | Defined Contribution Retirement Cash Equivalent | ― | ― | ― | ― | | Health & Welfare Benefits | 20,309 | ― | 6,048 | 52,412 | | Outplacement Services | ― | ― | 21,175 | 21,175 | | Total Value | 16,468,052 | 16,447,743 | 16,648,043 | 17,554,603 |

  219. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 85 |

  220. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | Mark R. Keating | Retirement(1)(2) ($) | Death(1)(3) ($) | Disability(1)(4) ($) | Involuntary Termination without Cause(1)(5) ($) | Termination in Connection with Change of Control(6) ($) | | Cash Severance | $— | $— | $— | $500,000 | $2,950,000 | | Accelerated Vesting of Deferred Incentive Compensation Awards | | | | | | | Accelerated Vesting and Payment of Deferred Stock Awards (DSAs) | — | 1,938,633 | 1,938,633 | ― | 1,938,633 | | Accelerated Vesting and Payment of Performance-Based RSUs (RSUs) | — | ― | ― | ― | 2,342,013 | | Accelerated Vesting and Payment of Deferred Value Awards (DVAs) | — | 606,199 | 606,199 | ― | 606,199 | | Continued Vesting of Deferred Incentive Compensation Awards | | | | | | | Continued Vesting and Payment of Deferred Stock Awards (DSAs) | 1,938,633 | ― | ― | 1,938,633 | ― | | Continued Vesting and Payment of Performance-Based RSUs (RSUs) | 2,897,178 | 2,897,178 | 2,897,178 | 2,897,178 | ― | | Continued Vesting and Payment of Deferred Value Awards (DVAs) | 606,199 | ― | ― | 606,199 | ― | | Additional Benefits | | | | | | | Current Year Incentive Compensation | ― | ― | ― | 487,500 | 975,000 | | Defined Contribution Retirement Cash Equivalent | ― | ― | ― | ― | 42,000 | | Health & Welfare Benefits | ― | 18,021 | ― | 22,322 | 44,644 | | Outplacement Services | ― | ― | ― | 21,175 | 21,175 | | Total Value | 5,442,010 | 5,460,031 | 5,442,010 | 6,473,007 | 8,919,664 |

  221. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 86 |

  222. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | Joerg Ambrosius | Retirement(1)(2) ($) | Death(1)(3) ($) | Disability(1)(4) ($) | Involuntary Termination without Cause(1)(5) ($) | Termination in Connection with Change of Control(6) ($) | | Cash Severance | $— | $— | $— | $— | $10,000,000 | | Continued Vesting of Deferred Incentive Compensation Awards | | | | | | | Continued Vesting and Payment of Deferred Stock Awards (DSAs) | 4,055,171 | 4,055,171 | 4,055,171 | 4,055,171 | 4,055,171 | | Continued Vesting and Payment of Performance-Based RSUs (RSUs) | 8,063,770 | 8,063,770 | 8,063,770 | 8,063,770 | 6,431,003 | | Continued Vesting and Payment of Deferred Value Awards (DVAs) | 2,471,017 | 2,471,017 | 2,471,017 | 2,471,017 | 2,471,017 | | Additional Benefits | | | | | | | Current Year Incentive Compensation | ― | ― | ― | ― | 1,666,464 | | Pension Benefit | ― | ― | ― | ― | 307,482 | | Health & Welfare Benefits | ― | ― | ― | ― | 85,804 | | Outplacement Services | ― | ― | ― | 21,175 | 21,175 | | Total Value | 14,589,958 | 14,589,958 | 14,589,958 | 14,611,133 | 25,038,116 |

  223. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 87 |

  224. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | Yie-Hsin Hung | Death(1)(3) ($) | Disability(1)(4) ($) | Involuntary Termination without Cause(1)(5) ($) | Termination in Connection with Change of Control(6) ($) | | Cash Severance | $— | $— | $161,538 | $8,225,000 | | Accelerated Vesting of Deferred Incentive Compensation Awards | | | | | | Accelerated Vesting and Payment of Deferred Stock Awards (DSAs) | 8,946,585 | 8,946,585 | ― | 8,946,585 | | Accelerated Vesting and Payment of Performance-Based RSUs (RSUs) | ― | ― | ― | 14,142,516 | | Accelerated Vesting and Payment of Deferred Value Awards (DVAs) | 1,616,513 | 1,616,513 | ― | 1,616,513 | | Continued Vesting of Deferred Incentive Compensation Awards | | | | | | Continued Vesting and Payment of Deferred Stock Awards (DSAs) | ― | ― | 8,946,585 | ― | | Continued Vesting and Payment of Performance-Based RSUs (RSUs) | 17,801,574 | 17,801,574 | 17,801,574 | ― | | Continued Vesting and Payment of Deferred Value Awards (DVAs) | ― | ― | 1,616,513 | ― | | Additional Benefits | | | | | | Current Year Incentive Compensation | ― | ― | 2,437,500 | 3,412,500 | | Defined Contribution Retirement Cash Equivalent | ― | ― | ― | 57,000 | | Health & Welfare Benefits | 22,886 | ― | 6,003 | 52,022 | | Outplacement Services | ― | ― | 21,175 | 21,175 | | Total Value | 28,387,558 | 28,364,672 | 30,990,888 | 36,473,311 |

  225. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 88 |

  226. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | Mostapha Tahiri | Death(1)(3) ($) | Disability(1)(4) ($) | Involuntary Termination without Cause(1)(5) ($) | Termination in Connection with Change of Control(6) ($) | | Cash Severance | $— | $— | $187,500 | $5,325,000 | | Accelerated Vesting of Deferred Incentive Compensation Awards | | | | | | Accelerated Vesting and Payment of Deferred Stock Awards (DSAs) | 5,616,708 | 5,616,708 | ― | 5,616,708 | | Accelerated Vesting and Payment of Performance-Based RSUs (RSUs) | ― | ― | ― | 4,534,088 | | Accelerated Vesting and Payment of Deferred Value Awards (DVAs) | 161,479 | 161,479 | ― | 161,479 | | Continued Vesting of Deferred Incentive Compensation Awards | | | | | | Continued Vesting and Payment of Deferred Stock Awards (DSAs) | ― | ― | 5,616,708 | ― | | Continued Vesting and Payment of Performance-Based RSUs (RSUs) | 6,301,364 | 6,301,364 | 6,301,364 | ― | | Continued Vesting and Payment of Deferred Value Awards (DVAs) | ― | ― | 161,479 | ― | | Additional Benefits | | | | | | Current Year Incentive Compensation | ― | ― | 1,437,500 | 2,012,500 | | Defined Contribution Retirement Cash Equivalent | ― | ― | ― | 42,000 | | Health & Welfare Benefits | 22,886 | ― | 6,922 | 47,990 | | Outplacement Services | ― | ― | 21,175 | 21,175 | | Total Value | 12,102,437 | 12,079,551 | 13,732,648 | 17,760,940 |

  227. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | (1) The DSAs, CRSUs, unearned performance-based RSUs and DVAs shown in the columns for Retirement, Death, Disability and Involuntary Termination without Cause are valued as follows: |

  228. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | DSAs and CRSUs: Represents the value of outstanding awards based on the closing share price of our common stock on the NYSE on December 31, 2025 ($129.01), except for Death and Disability in relation to CRSUs granted in 2023 and 2024, for which the value is based on the average closing price of our common stock during the 30 trading days occurring on or immediately prior to December 31, 2025 ($123.97). |

  229. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Performance-based RSUs: Represents the value of 2023 performance-based RSUs, which were earned at 109.4% of target, plus the estimated value of unearned performance-based RSUs granted in 2024 and 2025 based on Company ROE performance, pre-tax margin performance, fee revenue growth and relative TSR through December 31, 2025 and performance at 100% of target for future years, based on the closing share price of our common stock on the NYSE on December 31, 2025 ($129.01). The actual percent at which the 2024 and 2025 awards are earned will be determined at the end of the three-year performance period. |

  230. Potential Payments upon Termination or Change of Control as of December 31, 2025

    Outperformance long-term performance-based RSUs are excluded from the tables, as they do not have “good leaver” provisions, and will forfeit upon Retirement, Death, Disability and Involuntary Termination without Cause.

  231. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | DVAs: Represents the value of outstanding DVAs as of December 31, 2025. |

  232. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Outstanding DSAs, outstanding CRSUs, unearned performance-based RSUs and outstanding DVAs granted to U.S. NEOs include post-termination restrictive covenants concerning non-competition for a period of 12 months; non-solicitation for a period of 18 months; and ongoing obligations of confidentiality and non-disparagement. |

  233. Potential Payments upon Termination or Change of Control as of December 31, 2025

    Outstanding DSAs, unearned performance-based RSUs and outstanding DVAs granted to Mr. Ambrosius in 2025 are subject to ongoing obligations of confidentiality and non-disparagement.

  234. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 89 |

  235. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | (2) Retirement: For purposes of the deferred incentive compensation awards (DSAs, CRSUs, performance-based RSUs and DVAs), a qualifying retirement requires attainment of age 55 and completion of five years of service at State Street. |

  236. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Deferred incentive compensation awards: Service-based restrictions lapse and the awards continue to vest according to their original terms. |

  237. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Health & welfare benefits: State Street provides U.S. NEOs a retiree medical benefit if the NEO was participating in the State Street medical plan at the time of retirement. Retirement eligible U.S. NEOs would pay the full cost of the retiree medical coverage at State Street’s retiree group rate. The table does not include any amount for this benefit because there is no incremental cost to State Street. |

  238. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | (3) Death: |

  239. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Deferred incentive compensation awards: For all NEOs, service-based restrictions lapse. For U.S. NEOs, the vesting of DSAs, CRSUs and DVAs is accelerated, while performance-based RSUs continue to vest according to their original terms. For Mr. Ambrosius, all deferred incentive compensation awards continue to vest according to their original terms. |

  240. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Health & welfare benefits: For U.S. NEOs, State Street will bear the full cost of health and welfare insurance for the NEO’s spouse / domestic partner and/or dependents for a one-year period if the NEO and family were participating in State Street’s health and welfare plans at the time of death. |

  241. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | (4) Termination due to Disability: |

  242. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Deferred incentive compensation awards: For all NEOs, service-based restrictions lapse. For U.S. NEOs, vesting is accelerated for DVAs, CRSUs and DSAs upon a termination due to disability, while performance-based RSUs continue to vest according to their original terms. For Mr. Ambrosius, all deferred incentive compensation awards continue to vest according to their original terms. |

  243. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | (5) Involuntary Termination without Cause: Our U.S. NEOs are covered by State Street’s U.S. Severance Plan. The U.S. Severance Plan provides benefits to all eligible employees upon specified involuntary separations from service due to an organizational change, such as a reduction in force. The U.S. Severance Plan requires employees to execute a separation agreement and release acceptable to State Street in order to receive benefits under the plan. Amounts above assume a qualifying termination of employment on December 31, 2025. For these purposes, the severance amounts are not discounted for payment over time, and health and welfare benefits are valued at 2025 rates. |

  244. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Cash severance: The U.S. Severance Plan provides for a cash payment amount equal to a specified number of weeks of base salary based on employment title. For all eligible U.S. employees who hold an Executive Vice President title, including our NEOs, the plan provides for a severance period equal to three weeks of base salary per completed year of service with a minimum of 12 weeks and a maximum of 52 weeks of base salary. Severance benefits are subject to the employee’s compliance with restrictive covenants that are determined at the time of separation, but typically include non-solicitation for a period of 18 months following termination and an ongoing obligation of confidentiality and non-disparagement. Mr. Ambrosius is not entitled to formulaic cash severance upon termination; however, the maximum severance to which he would be entitled under local regulations is estimated to be equal to his current base salary until the standard retirement age of 67. |

  245. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Deferred incentive compensation awards: Service-based restrictions lapse and the awards continue to vest according to their original terms. |

  246. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Current year incentive compensation: Under the U.S. Severance Plan, employees are eligible to receive an additional lump sum cash severance payment equal to 25% of the employee’s prior year incentive compensation award for a termination occurring on December 31, 2025. Mr. Ambrosius is not entitled to formulaic incentive compensation under the State Street Corporation Incentive Compensation Program; however, the maximum current year incentive compensation to which he would be entitled under local regulations is estimated to be equal to his actual incentive compensation award for the 2025 performance year, as described under the heading “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Decisions Summary.” |

  247. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Health & welfare benefits: The U.S. Severance Plan provides for continued participation in State Street’s health and welfare benefit plan for the severance period at active employee rates and with continued coverage after the severance period, paid in full by the employee, subject to timely enrollment in COBRA. In Germany, health and welfare benefits end when the employee is terminated. |

  248. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Outplacement services: Personal outplacement and career consulting services by a third-party provider. |

  249. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | (6) Termination in Connection with Change of Control: Calculations assume a change of control occurred on December 31, 2025 and a qualifying termination of employment entitling the NEO to the specified benefits occurred on that date (double-trigger mechanism). For additional details regarding a termination in connection with change of control, refer to the “Change of Control” section below. |

  250. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Cash Severance: A lump sum payment equal to two times the sum of base salary and the prior year’s cash-based incentive (immediate cash and DVAs), subject to a maximum of $10 million. |

  251. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | DSAs and CRSUs: For all NEOs, the service-based restrictions lapse and for the U.S. NEOs, vesting is accelerated. The value of outstanding DSAs and CRSUs is based on the closing share price of our common stock on the NYSE on December 31, 2025 ($129.01), except that for CRSUs granted in 2023 and 2024, the value is based on the average closing price of our common stock during the 30 trading days occurring on or immediately prior to December 31, 2025 ($123.97). |

  252. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Performance-based RSUs: For all NEOs, the service-based restrictions lapse on unearned performance-based RSUs and for U.S. NEOs, vesting is accelerated. The estimated value of unearned performance-based RSUs is calculated as follows: |

  253. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | i) | Performance-based RSUs granted in 2023 are based on actual Company ROE performance, pre-tax margin performance and fee revenue growth for 2023 and 2024 and 100% of target for 2025. |

  254. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | State Street — 2026 Notice of Meeting and Proxy Statement | 90 |

  255. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | ii) | Performance-based RSUs granted in 2024 are based on actual Company pre-tax margin performance, fee revenue growth and ROE modifier for 2024 and 100% of target for 2025 and 2026. |

  256. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | iii) | Performance-based RSUs granted in 2025 are based on 100% of target for 2025 - 2027. |

  257. Potential Payments upon Termination or Change of Control as of December 31, 2025

    Performance-based RSU performance has not been certified and is therefore subject to adjustment based on the terms of the relevant awards. The actual amount of the payout would be based on satisfaction of the performance criteria as certified by the Human Resources Committee following a change of control. Performance-based RSUs are valued using an “adjusted fair market value” ($132.22), which is the highest average of the reported daily high and low prices per share of our common stock on the NYSE during the sixty (60)-day period prior to the first date of actual knowledge by the Board of the circumstances that resulted in a change in control, which is assumed to be December 31, 2025. Outperformance long-term performance-based RSUs are excluded from the tables, as they do not have “good leaver” provisions, and will forfeit upon Change of Control.

  258. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | DVAs: For all NEOs, service-based restrictions lapse and for the U.S. NEOs, vesting is accelerated. |

  259. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Current year incentive compensation: The prior year’s cash-based incentive award (immediate cash and DVA) paid to each NEO in February 2025 for the 2024 performance year. |

  260. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Defined contribution retirement cash equivalent (U.S. NEOs)/Pension benefit (Mr. Ambrosius): A lump sum payment equal to two times State Street’s annual contributions to the defined contribution retirement plans applicable to the U.S. NEOs, and two times the increase in pension value for Mr. Ambrosius. |

  261. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Health & welfare benefits: Continued employee health and welfare benefits for two years after the date of termination. |

  262. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Outplacement services: Personal outplacement and career consulting services by a third-party provider. |

  263. Potential Payments upon Termination or Change of Control as of December 31, 2025

    | • | Assumes zero for the legal fee benefit in connection with the enforcement of the NEO’s rights under the agreement. |

  264. Payments upon Termination of Employment

    Payments upon Termination of Employment Mr. Aboaf departed from State Street on February 13, 2025. Mr. Aboaf received his base salary through his departure date and his outstanding deferred incentive compensation awards, as set forth under “Outstanding Equity Awards at Fiscal Year-End, December 31, 2025,” will continue to vest according to their original terms and schedule because he had attained age 55 and completed five years of service prior to his departure and State Street deemed his notice period to have been satisfied. Due to the timing of his departure, Mr. Aboaf did not receive an incentive award for the 2024 performance year. Mr. Aboaf also did not receive severance or other compensation enhancements in conjunction with his departure. Following his departure, Mr. Aboaf received a payment for 2025 unused vacation ($7,141).

  265. Payments upon Termination of Employment

    | State Street — 2026 Notice of Meeting and Proxy Statement | 92 |

  266. Pay Versus Performance

    Pay Versus Performance Shown and described below is information about the relationship between certain financial performance measures and executive “compensation actually paid” as determined in accordance with Section 953(a) of the Dodd-Frank Wall Street Reform and Consumer Protection Act, and Item 402(v) of Regulation S-K. For further information regarding our pay-for-performance philosophy and how our Human Resources Committee seeks to align executive compensation with the Company’s performance, refer to “Executive Compensation—Compensation Discussion and Analysis.”

  267. Pay Versus Performance

    | Year(1) | Summary Compensation Table (SCT) Total for PEO | Compensation Actually Paid (CAP) to PEO(2) | Average Summary Compensation Table (SCT) Total for Non- PEO NEOs(3) | Average Compensation Actually Paid (CAP) to Non- PEO NEOs(2)(3) | Value of Initial Fixed $100 Investment Based on: | | Net Income (GAAP) | Company Selected Measure | | | | | | | State Street (STT) TSR(4) | Peer Group TSR (KBW Bank Index)(4) | | ROE (Non-GAAP)(5) | | 2025 | $19,529,070 | $43,149,556 | $7,881,344 | $16,199,528 | 206.6 | 196.0 | $2,945,159,408 | 12.6% | | 2024 | 16,715,967 | 28,221,197 | 6,372,494 | 9,788,000 | 152.4 | 147.8 | 2,686,875,520 | 11.7% | | 2023 | 13,449,164 | 10,603,887 | 8,771,564 | 7,995,951 | 117.1 | 107.8 | 1,943,630,434 | 11.3% | | 2022 | 18,004,619 | 10,071,943 | 7,633,068 | 4,733,007 | 113.1 | 108.7 | 2,774,105,680 | 12.5% | | 2021 | 14,113,660 | 22,684,590 | 8,719,980 | 12,311,262 | 131.1 | 138.3 | 2,693,086,657 | 11.5% |

  268. Pay Versus Performance

    | (1) The closing share price of our common stock on the NYSE was $129.01 on December 31, 2025, $98.15 on December 31, 2024, $77.46 on December 29, 2023, $77.57 on December 30, 2022, $93.00 on December 31, 2021, and $72.78 on December 31, 2020. The Principal Executive Officer (PEO) was Mr. O’Hanley for all years in the table. The non-PEO NEOs were Mr. Aboaf (all years), Mr. Maiuri (2021, 2022 and 2023), Messrs. Aristeguieta and Erickson (2021 and 2022), Mr. Taraporevala (2022), Mr. Hu (2023 and 2024), Ms. Hung (2023, 2024 and 2025), Mr. Ambrosius (2024 and 2025) and Messrs. Woods, Keating and Tahiri (2025). |

  269. Pay Versus Performance

    | (2) The following table describes the adjustments, each of which is prescribed by SEC rules, to calculate the CAP amount from the SCT amount for 2025. There were adjustments with respect to the actuarial value of the pension plan in which Messrs. Keating and Ambrosius participated, based on the annual service cost under the SSRP, MSRP and State Street GmbH Munich Retirement Plan. The SCT amount and the CAP amount do not reflect the actual amount of compensation earned by or paid during 2025, but rather are amounts determined in accordance with Item 402(v) of Regulation S-K. |

  270. Pay Versus Performance

    | | 2025 | | | Adjustments(1) | PEO | Non-PEO NEOs(3) | | Total Compensation from SCT | $19,529,070 | $7,881,344 | | (Subtraction): Change in pension value reported in SCT for covered fiscal year (if positive value) | 0 | (28,372) | | Addition: Pension service cost attributable to covered fiscal year | 0 | 26,160 | | Adjustments for stock awards | | | | (Subtraction): Stock Awards from SCT | (12,764,924) | (4,311,889) | | Addition: Fair value at year end of awards granted during the covered fiscal year that are outstanding and unvested at year end | 23,061,775 | 9,835,851 | | Addition (Subtraction): Year-over-year change in fair value of awards granted in any prior fiscal year that are outstanding and unvested at year end | 12,919,864 | 2,536,275 | | Addition: Vesting date fair value of awards granted and vesting during such year | 0 | 198,819 | | Addition (Subtraction): Change as of the vesting date (from the end of the prior fiscal year) in fair value of awards granted in any prior fiscal year for which vesting conditions were satisfied during such year | 403,771 | 61,340 | | Compensation Actually Paid (as calculated) | 43,149,556 | 16,199,528 |

  271. Pay Versus Performance

    The valuation assumptions used to calculate fair values did not materially differ from those disclosed at the time of grant.

  272. Pay Versus Performance

    | (3) Amounts presented are averages for the entire group of non-PEO NEOs in each respective year. |

  273. Pay Versus Performance

    | (4) Total Shareholder Return (TSR) data is calculated based on an initial investment on December 31, 2020 and reflects for 2025 – five-year cumulative TSR (December 31, 2020 – December 31, 2025); for 2024 – four-year cumulative TSR (December 31, 2020 – December 31, 2024); for 2023 – three-year cumulative TSR (December 31, 2020 – December 31, 2023); for 2022 – two-year cumulative TSR (December 31, 2020 – December 31, 2022); and for 2021 – one-year TSR (December 31, 2020 – December 31, 2021). When comparing |

  274. Pay Versus Performance

    | State Street — 2026 Notice of Meeting and Proxy Statement | 93 |

  275. Pay Versus Performance

    our annual and long-term performance to that of our peers for compensation purposes and for purposes of disclosure under Item 201(e) of Regulation S-K, we utilize the KBW Bank Index, which comprises State Street, our Direct Peers, and 21 other constituents with which we competed in some aspects of our businesses as of January 1, 2025.

  276. Pay Versus Performance

    | (5) Non-GAAP financial measures should be considered in addition to, not as a substitute for or superior to, financial measures determined in conformity with GAAP. For a reconciliation of the non-GAAP ROE presented in the table above, see Appendix B. |

  277. Analysis of the Information Presented in the Pay Versus Performance Table

    Analysis of the Information Presented in the Pay Versus Performance Table In accordance with Item 402(v) of Regulation S-K, the Company is providing the following descriptions of the relationships between information presented in the Pay Versus Performance table. Overview. The Human Resources Committee reviews, evaluates and approves our executive compensation program annually, and designs the program to effectively align pay with performance and shareholder interests over time. The design elements supporting this goal include our use of shareholder return-based metrics in assessing annual financial performance, heavy reliance on deferred equity-based compensation vehicles (substantially delivered in the form of performance-based equity) and the use of relative TSR in our long-term incentive design. In the Pay Versus Performance table above:

  278. Analysis of the Information Presented in the Pay Versus Performance Table

    | • | Equity-based vehicles comprised 75% of incentive compensation awarded to our PEO in 2025 for the 2024 performance year, 100% in 2024 for the 2023 performance year, 90% in 2023 for the 2022 performance year and in 2022 for the 2021 performance year and 100% in 2021 for the 2020 performance year |

  279. Analysis of the Information Presented in the Pay Versus Performance Table

    | • | Equity-based vehicles comprised 65% of incentive compensation awarded to our Non-PEO NEOs (other than Messrs. Keating and Ambrosius)* in 2025, 2024, 2023, 2022 and 2021 for the 2024, 2023, 2022, 2021 and 2020 performance years, respectively |

  280. Analysis of the Information Presented in the Pay Versus Performance Table

    | * Equity-based vehicles comprised 50% of incentive compensation awarded to Mr. Keating in 2025 for the 2024 performance year; equity-based vehicles comprised 60% of incentive compensation awarded to Mr. Ambrosius in 2024 for the 2023 performance year |

  281. Analysis of the Information Presented in the Pay Versus Performance Table

    Because we maintain significant levels of deferred equity-based compensation for our executives, the change in value over time of CAP for our PEO and Non-PEO NEOs in the table above is driven primarily by the change in our stock price and our performance against metrics aligned to our long-term strategy contained in our performance-based RSUs.

  282. Analysis of the Information Presented in the Pay Versus Performance Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 94 |

  283. Analysis of the Information Presented in the Pay Versus Performance Table

    Relationship between CAP and ROE (non-GAAP). ROE (GAAP) is a component of the Human Resources Committee’s assessment of annual financial performance, and is one driver of annual pay decisions. Additionally, for awards granted in 2025 and earlier years, ROE (non-GAAP) was a core metric or modifier in our performance-based RSU program, with the potential to impact the value of this long-term equity vehicle over time. As a result, CAP for our PEO and Non-PEO NEOs is influenced by ROE (non-GAAP). Relationship between CAP and State Street TSR and CAP and Peer Group/KBW Bank Index TSR. TSR, for both State Street itself and relative to the KBW Bank Index, is a component of the Human Resources Committee’s assessment of financial performance, driving annual pay decisions. For 2025, CAP for our PEO is $43.1 million and the average CAP for our Non-PEO NEOs is $16.2 million, above the SCT compensation of $19.5 million for our PEO and the average SCT compensation of $7.9 million for our Non-PEO NEOs, respectively, consistent with the increase of TSR from 152.4 in 2024 to 206.6 in 2025. For 2024, CAP for our PEO is $28.2 million and the average CAP for our Non-PEO NEOs is $9.8 million, above the SCT compensation of $16.7 million for our PEO and the average SCT compensation of $6.4 million for our Non-PEO NEOs, respectively, consistent with the increase of TSR from 117.1 in 2023 to 152.4 in 2024. For 2023, CAP for our PEO is $10.6 million and the average CAP for our Non-PEO NEOs is $8.0 million, below the SCT compensation of $13.4 million for our PEO and the average SCT compensation of $8.8 million for our Non-PEO NEOs, respectively, despite the slight increase of TSR from 113.1 in 2022 to 117.1 in 2023. For 2022, CAP for our PEO is $10.1 million and the average CAP for our Non-PEO NEOs is $4.7 million, significantly below the SCT compensation of $18.0 million for our PEO and the average SCT compensation of $7.6 million for our Non-PEO NEOs, respectively, consistent with the decline of TSR from 131.1 in 2021 to 113.1 in 2022. For 2021, CAP for our PEO is $22.7 million and average CAP for our Non-PEO NEOs is $12.3 million, significantly higher than the SCT compensation of $14.1 million for our PEO and the average SCT compensation of $8.7 million for Non-PEO NEOs, respectively, consistent with the increase of TSR from 100 in 2020 to 131.1 in 2021. Additionally, because TSR is substantially driven by equity appreciation or depreciation, and because we maintain significant levels of deferred equity-based compensation for our executives, the increase or decrease in CAP versus SCT compensation is strongly aligned with State Street’s TSR performance, linking CAP to the shareholder experience (i.e., when TSR is flat, CAP and SCT compensation tend to converge, when TSR increases, CAP tends to increase relative to SCT compensation and when TSR declines, SCT compensation tends to decrease relative to CAP).

  284. Analysis of the Information Presented in the Pay Versus Performance Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 95 |

  285. Analysis of the Information Presented in the Pay Versus Performance Table

    | State Street — 2026 Notice of Meeting and Proxy Statement | 96 |

  286. Analysis of the Information Presented in the Pay Versus Performance Table

    Relationship between CAP and Net Income (GAAP). Although Net Income (GAAP) is not itself included in our Financial Scorecard, the Human Resources Committee reviews its primary components, Revenue and Expenses, as well as Net Interest Income on a standalone basis, as part of its annual assessment of financial performance. Likewise, although Net Income (GAAP) is not a metric in our performance-based RSU vehicle, other performance-based RSU metrics, including Pre-Tax Margin and Fee Revenue Growth, are related to Net Income (GAAP). As a result, CAP for our PEO and Non-PEO NEOs is indirectly impacted by Net Income (GAAP).

  287. CEO Pay Ratio Disclosure

    CEO Pay Ratio Disclosure This section provides an estimate under applicable SEC regulations of the ratio of total compensation for our Chief Executive Officer to the median of total compensation for our other employees. The methodology and the material assumptions, adjustments and estimates we used in identifying our median employee and calculating that employee’s total compensation are set forth below. This methodology may differ from that applied by other companies, including other financial services companies, and so the information may not be comparable across companies. For 2025:

  288. CEO Pay Ratio Disclosure

    | • | the estimated median of the annual total compensation of all employees of State Street (other than Mr. O’Hanley), was $43,491; and |

  289. CEO Pay Ratio Disclosure

    | • | the annual total compensation of Mr. O’Hanley was $19,529,070. |

  290. CEO Pay Ratio Disclosure

    Based on the foregoing, the ratio of the annual total compensation of Mr. O’Hanley to the median of the annual total compensation of all other employees is estimated to be 449 to 1. As permitted under SEC rules, we are using the same median employee for our 2025 CEO Pay Ratio calculation as was used for the 2024 pay ratio calculation since there has been no change in our employee population or employee compensation arrangements that we believe would result in a significant change to our pay ratio disclosure. We identified our median employee for 2024 based on our employee population as of October 1, 2024 and used a local currency-to-U.S. dollar exchange rate as of that date to enable a U.S. dollar-based assessment. State Street employees are generally eligible for base pay and incentive compensation. We therefore analyzed our employee population based on these compensation elements for the full year 2024. We annualized the base pay of all full and part-time employees in our employee population who were hired during 2024. Similarly, for all such employees who did not receive incentive compensation in 2024

  291. CEO Pay Ratio Disclosure

    | State Street — 2026 Notice of Meeting and Proxy Statement | 97 |

  292. CEO Pay Ratio Disclosure

    due solely to their date of hire, we used a consistent methodology to impute annualized incentive compensation based on each employee’s level and function. We calculated the median gross pay (as described above) and selected the employees within $100 of that value to further analyze. We then identified an employee from this group whose pay was a reasonable estimate of the median pay at our organization as the median employee. For the median employee, we combined all forms of compensation that would have been reported in the “Total” column of the Summary Compensation Table had disclosure of the median employee’s compensation been required in that table. For Mr. O’Hanley, we used the amount reported in the “Total” column of the Summary Compensation Table.

  293. CEO Pay Ratio Disclosure

    | State Street — 2026 Notice of Meeting and Proxy Statement | 98 |