DEF 14A of Avient Corp, Mar 27, 2026

DEF 14A of Avient Corp

Filed Mar 27, 2026 · FY20250001628280-26-021576

Open on EDGAR

  1. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and 2) Catalyzing our core business, to maximize the impact of our existing portfolio. We have identified growth vectors—specific markets and applications targeted for above-market growth—in both accelerating markets and in our core business, by intersecting secular trends with our technologies (for example, applying our advanced composites expertise to growing defense and law enforcement demand). We seek to operationalize our strategy using four strategic drivers: Portfolio prioritization: Focus resources on specific markets and applications that are expected to drive above-market growth and align with our competitive strengths. Amplify innovation: Innovate in select areas to create differentiated product platforms of scale. Digital for operational excellence and growth: Use digital tools and processes to drive efficiencies and growth. Leadership, talent and culture for the Avient of the future: Harness the 9,000+ minds of Avient employees by driving a culture of collaboration. Our strategy builds upon Avient’s foundational strengths refined over our history: unwavering customer focus; global reach with a local touch; diverse technology portfolio; commercial excellence; financial rigor and prudence; and a culture of safety and sustainability. The safety and health of our employees remain top priorities, and our ultimate goal is to operate injury-free. We continue to be recognized as an American Chemistry Council Responsible Care® company and hold an EcoVadis Silver sustainability rating. In 2025, we made significant progress implementing our new strategy. Our growth vector sales are outpacing the rest of the Company, with defense and healthcare leading the way. Internal R&D collaboration has increased, resulting in technology sharing across businesses and geographies. We have bolstered digital capabilities with a focus on pilot projects designed to improve speed and efficiency. We launched Avient Leadership Behaviors—six critical behaviors that apply to all employees and we will drive throughout the organization—to foster the culture needed to execute our strategy. We continued to build our talent pipeline by promoting leaders from within and bringing in external expertise as needed. Additional performance commentary is provided in the Compensation Discussion and Analysis section of this proxy statement, in the Investor Relations section of www.avient.com, in our 2025 Annual Report, and during our quarterly earnings conference calls. Information on our website is not deemed a part hereof, unless explicitly incorporated by reference. Our Director Nominees and Committee Membership You are being asked to vote on the election of eleven Director nominees. Detailed information about each Director nominee’s background, qualifications, attributes, skills and experience can be found beginning on page 11. As previously disclosed, Gregory J. Goff notified the Board that he did not intend to stand for reelection at the Annual Meeting. Accordingly, Mr. Goff will continue to serve as a member of the Board until the expiration of his current term at the Annual Meeting. Our Board maintains Audit (“AC”), Compensation and Talent (“C&TC”), Governance and Corporate Responsibility (“G&CRC”), and Innovation and Sustainability (“I&SC”) committees. The following table provides membership and meeting information for each committee as of March 17, 2026. In addition, the table identifies the independent directors.

  2. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Name | Age | Director Since | Independent | Committee Membership (M=Member, C=Chair) | | | | | | | | | AC | C&TC | G&CRC | I&SC | | Robert E. Abernathy | 71 | 2018 | Yes | M | M | | | | Richard H. Fearon | 70 | 2004 | Yes | | M | C | | | Gregory J. Goff | 69 | 2011 | Yes | | M | | M | | Neil Green | 56 | 2021 | Yes | M | | | M | | William R. Jellison | 68 | 2015 | Yes | M | | M | | | Ashish K. Khandpur | 58 | 2023 | No | | | | M | | Sandra Beach Lin | 68 | 2013 | Yes | | M | M | | | Kim Ann Mink | 66 | 2017 | Yes | | M | | C | | Ernest Nicolas | 48 | 2021 | Yes | M | | | M | | Kerry J. Preete | 65 | 2013 | Yes | | C | M | | | Patricia Verduin | 66 | 2019 | Yes | M | | | M | | William A. Wulfsohn | 64 | 2011 | Yes | C | | M | | | Number of Meetings Held in 2025 | | | | 7 | 5 | 2 | 3 |

  3. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    Summary of Director Nominee Skills, Experience and Background Each of our Director nominees possesses a balance of strategic skills, professional experiences and unique perspectives. The tables below summarize the key skills, experiences and backgrounds of each of our Director nominees that are most relevant to their board service.

  4. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | | | | | | | | | Financial Knowledge of finance or financial reporting; experience with debt/capital market transactions and/or mergers and acquisitions | | International Experience doing business internationally or focused on international issues and operations and exposure to markets, economies, and cultures outside the U.S. | | Industry Expertise Significant experience in the Company’s businesses and industries | | | Digital Experience and understanding of digital strategy, information security, data privacy and cybersecurity | | Innovation and Technology Technical or scientific knowledge and experience implementing innovation and technology strategies | | Human Capital Experience in management of labor relations, in human resources, and talent management | | | Operations Experience overseeing complex operations and developing and implementing operational plans and business operations strategy | | Regulatory Experience in government and regulatory affairs, and regulated industries, including as part of a business and/or through positions with government organizations and regulatory bodies | | Corporate Governance and Risk Management Experience and understanding of governance matters and principles, including management accountability, transparency, protection of shareholder interests, and corporate responsibility initiatives including sustainability; experience identifying, assessing, and controlling financial or business risks |

  5. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    Board Skills Matrix

  6. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Skills/Experience | | Abernathy | Fearon | Green | Jellison | Khandpur | Lin | Mink | Nicolas | Preete | Verduin | Wulfsohn | | | Financial | • | • | | • | • | • | • | | • | • | • | | | International | • | • | • | • | • | • | • | • | • | • | • | | | Industry Expertise | • | • | | | • | • | • | | • | • | • | | | Digital | | • | • | • | | | | | • | | | | | Innovation and Technology | • | | | | • | | • | | | • | • | | | Human Capital | • | • | | | • | • | • | • | • | • | • | | | Operations | • | | • | • | • | • | • | • | • | • | • | | | Regulatory | • | • | | | • | • | • | | • | • | | | | Corporate Governance and Risk Management | • | • | • | • | • | • | • | • | • | • | • | | Other Public Company Boards | | 1 | 3 | — | 2 | 1 | 2 | 2 | — | 1 | 3 | 1 |

  7. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    As part of our commitment to overall excellence, our Company’s governance practices include the following: Director Independence •Ten out of our eleven Director nominees are independent. •The independent Directors regularly hold executive sessions without management at Board and committee meetings. Mr. Fearon, our Lead Director, presides at executive sessions of the Board. Independent Oversight •In 2025, the Board reviewed our leadership structure and determined it was appropriate to recombine the positions of Chairman and Chief Executive Officer (“CEO”). Effective May 14, 2025, the Board, upon recommendation from the Governance and Corporate Responsibility Committee, appointed Dr. Khandpur to serve as Chairman of the Board, in addition to his role as President and CEO of the Company, and Mr. Fearon, who previously served as Non-Executive Chairman of the Board from 2023 to 2025 and Lead Director of the Board from 2015 to 2023, to again serve as Lead Director. The Board believes that a combined Chairman and CEO role is an efficient and effective model for the Company as it provides unified leadership and focus, and enables faster execution of the Company’s strategic and operational vision. •Having a Lead Director role provides an additional layer of independent oversight of Avient and also provides for an avenue of communication between management and the independent Directors, and among the Directors themselves. •Independent members of the Board serve as chairpersons and members of our Audit Committee, Compensation and Talent Committee (also referred to herein as the “Compensation Committee”), and Governance and Corporate Responsibility Committee. Full Board and Committee Oversight of Risk Management •The full Board oversees a Company-wide approach to risk management that is designed to support the achievement of the Company's strategic objectives and improve long-term organizational performance. The Board assesses and analyzes the most likely areas of current and future risk for the Company on an on-going basis. •The Board administers its risk oversight function directly and through its committees. The Board has delegated specific risk oversight responsibility to the committees of the Board as follows: ◦The Audit Committee oversees risks related to the Company's financial statements, financial reporting processes, internal controls, information technology, and cybersecurity; ◦The Compensation and Talent Committee oversees risks related to the Company's compensation programs and executive succession planning; ◦The Governance and Corporate Responsibility Committee oversees risks related to the Company's programs, policies, and practices related to certain governance and social matters; and ◦The Innovation and Sustainability Committee oversees significant research, development and sustainability activities, as well as risks related to safety, health, physical security, environmental, and product stewardship matters. Stock Ownership Guidelines •We maintain robust stock ownership guidelines to align the interests of directors and shareholders. •For 2025, the stock ownership requirement for our CEO was 125,000 shares and for all other Directors was 12,500 shares (within five years of onboarding). •The Company adopted updated stock ownership guidelines starting in 2026, pursuant to which stock ownership thresholds are based on (1) a multiple of salary for executive officers and (2) a multiple of cash retainer for Directors, as described further in the “Non-Employee Director Stock Ownership Guidelines” and the “Compensation Discussion and Analysis” sections of this proxy statement. Board Practices •Our Board annually conducts an evaluation of its performance, which includes a peer evaluation of each Director. Additionally, the Governance and Corporate Responsibility Committee chair oversees a process to solicit input from each Director to assess the effectiveness of the Board and its Committees. •All Directors stand for election annually. •We maintain a majority voting policy for uncontested Director elections. •We maintain a fully independent Audit Committee, Compensation and Talent Committee, and Governance and Corporate Responsibility Committee. PROPOSAL 1—Election of Eleven Director Nominees to Our Board of Directors Our Board currently consists of twelve Directors but, after the Annual Meeting, will consist of eleven directors. Each Director serves for a one-year term until a successor is duly elected and qualified, subject to the Director’s earlier death, retirement, resignation, or removal. Gregory J. Goff, an Avient director since 2011, is not seeking re-election for personal reasons unrelated to Avient. Mr. Goff will continue to serve as a member of the Board until the expiration of his current term at the Annual Meeting. We thank Mr. Goff for his many contributions to the Board and to Avient. A shareholder who wishes to nominate a person for election as a Director must provide written notice to our Secretary in accordance with the procedures specified in Regulation 12 of our Code of Regulations (“Regulations”). Generally, the Secretary must receive the notice at our principal executive offices not less than 90 nor more than 120 calendar days prior to the first anniversary of the date on which we first mailed our proxy materials for the preceding year’s annual meeting. The notice must set forth, as to each nominee, among other things, the name, age, business address and residence address of such person, the principal occupation or employment of such person, any information relating to such person that would be required to be disclosed in solicitations for proxies for election of Directors pursuant to Regulation 14A under the Securities Exchange Act of 1934 (the “Exchange Act”), and certain information regarding such person's Company securities ownership. Among other items, the notice must also include the nominee’s signed consent to serve as a Director if elected, and must set forth the name and address of, and the class, series and number of securities of the Company that are owned of record or beneficially by, the shareholder giving the notice and any shareholder associate (as defined in the Regulations), and, if applicable, a representation as to whether the shareholder giving the notice and any shareholder associate intends to solicit proxies from shareholders in support of the proposed nominee from holders of at least 67% of the voting power of the Company's capital stock entitled to vote on the election of directors. Following are the nominees for election as Directors for one-year terms expiring in 2027, a description of the business experience of each nominee and the names of other publicly-held companies for which he or she currently serves as a director or has served as a director during the past five years. Each nominee for election as a Director was elected by our shareholders at our 2025 Annual Meeting. The composition of the Board is intended to reflect an appropriate mix of skill sets, experience and qualifications that are relevant to Avient’s business and governance over time. In addition to the information presented below regarding each nominee’s specific experience, qualifications, attributes and skills that led our Board to the conclusion that the nominee should serve as a Director, the Board also believes that all of our Director nominees are individuals of substantial accomplishment with demonstrated leadership capabilities. Each of our Director nominees also has the following personal characteristics, which are required attributes for all Board nominees: high ethical standards, integrity, sound judgment and an ability to devote sufficient time to the affairs of our Company. The information below is current as of March 17, 2026.

  8. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Our Board recommends a vote FOR the election of each of the eleven Director nominees to our Board. |

  9. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Robert E. Abernathy Retired Chairman and Chief Executive Officer of Halyard Health, Inc., a medical technology company that focuses on eliminating pain, speeding recovery, and preventing infection for healthcare providers and patients worldwide. Mr. Abernathy served as Chairman and Chief Executive Officer of Halyard Health, Inc. from the time of its spinoff from Kimberly-Clark Corporation (“Kimberly-Clark”) in 2014 until his retirement from those positions in 2017. Prior to that, he worked for Kimberly-Clark, a global personal care products company. He joined Kimberly-Clark in 1982 and served in numerous roles of increasing responsibility, including President, Global Healthcare in 2014 and Executive Vice President, from 2013 to 2014. Qualifications, Attributes, Skills and Experience: We believe that our Company can capitalize on Mr. Abernathy’s significant global experience, particularly in healthcare industries, which are a focal point of our growth strategy. Further, Mr. Abernathy’s prior role as a Chief Executive Officer of a publicly traded company and service on several other external boards will enable him to provide relevant and strategic advice on issues affecting public companies. Mr. Abernathy’s unique perspective gained while working to build businesses and commercialize products in developing markets can add value when evaluating our commercial relationships in those industries. | Director since: 2018 Age: 71 Current Public Company Directorships: •Haemonetics Corporation Former Directorships: •Halyard Health, Inc. •RadioShack Corp. •Lubrizol Corp. •Kimberly-Clark de Mexico |

  10. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Richard H. Fearon Current Lead Director of our Board. Mr. Fearon previously served as Non-Executive Chairman of our Board from 2023 to 2025 and as Lead Director of our Board from 2015 to 2023. Retired Chief Financial and Planning Officer of Eaton plc (“Eaton”), a global manufacturing company. Mr. Fearon served as Chief Financial and Planning Officer of Eaton from 2002, and as Vice Chairman from 2009 until his retirement in 2021. In his position at Eaton, Mr. Fearon was responsible for the accounting, control, corporate development, information systems, internal audit, investor relations, strategic planning, tax and treasury functions of Eaton. Prior to Eaton, Mr. Fearon worked at several large diversified companies, including Transamerica Corporation, NatSteel Limited and The Walt Disney Company. Qualifications, Attributes, Skills and Experience: We believe that Mr. Fearon’s years of experience as Eaton’s Chief Financial Officer, together with his years of service at other large global companies, enable him to provide the Board with important insight and leadership. He has comprehensive knowledge of financial accounting standards and extensive experience in financial statement preparation, corporate finance, corporate development, risk management, and investor relations. As an individual with extensive experience as an executive and leader at a multinational corporation, Mr. Fearon is particularly equipped to advise our Board on current issues facing our Company. He also has significant governance expertise developed as current Lead Director of our Board and through his years as Non-Executive Chairman of our Board from 2023 to 2025 and Lead Director of our Board from 2015 through 2023, as well as his service on numerous other boards. | Director since: 2004 Age: 70 Current Public Company Directorships: •Waters Corporation •Crown Holdings, Inc. •CRH plc Former Directorships: •Eaton plc •Southern Steel Bhd •Centurion Industries, Ltd. •Hennessy Capital Investment Corp. VI |

  11. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Neil Green Executive Vice President and Chief Digital Officer at Otis Worldwide Corporation (“Otis”), a leading elevator and escalator manufacturing, installation and service company, since 2020. From 2018 to 2020, Mr. Green served as Otis’ Vice President, Transformation and Chief Digital Officer. Prior to joining Otis, Mr. Green served as Vice President, Data Center Group at Intel Corporation, a semiconductor company, and as President, Intel Federal LLC, a subsidiary of Intel Corporation, from 2015 to 2018, and previously in various other roles of increasing responsibility at Intel Corporation. Qualifications, Attributes, Skills and Experience: We believe that Mr. Green’s role as Chief Digital Officer at a global manufacturing company uniquely positions him to provide insights into Avient’s digital strategy and execution, cloud adoption, mobility, data science, cybersecurity, and artificial intelligence. We further believe that Mr. Green can provide the Board with topical advice regarding innovative new technology developments to improve product development, service and manufacturing. | Director since: 2021 Age: 56 |

  12. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | William R. Jellison Former Vice President, Chief Financial Officer of Stryker Corporation (“Stryker”), one of the world’s leading medical technology (“Medtech”) companies. Since 2017, Mr. Jellison has served as Senior Advisor for Astor Place Holdings, the Private Equity arm of Select Equities, and consults with other private equity and investment management firms in the Medtech industry. Previously, Mr. Jellison served as Vice President, Chief Financial Officer of Stryker from 2013 to 2016. Prior to joining Stryker, Mr. Jellison served as the Senior Vice President and Chief Financial Officer of Dentsply International (“Dentsply”), the world’s largest manufacturer of professional dental products, from 1998 to 2013, except for a roughly two-year period of time between 2002 and 2005 when he was a Senior Vice President with full P&L responsibilities for some of Dentsply’s operating divisions located in the U.S., Europe and Asia. Mr. Jellison began his career with the Donnelly Corporation, a publicly traded international automotive parts supplier, where he served in several senior leadership roles, advancing to Vice President of Finance. Qualifications, Attributes, Skills and Experience: We believe that Mr. Jellison brings a unique perspective to the Board, especially with respect to opportunities to further specialize in the healthcare industry. In addition, Mr. Jellison brings substantial financial experience from a large, publicly-traded company to the Board. His experience abroad also provides him with diverse operating experiences in international markets, which provides the Board with a meaningful global business perspective. Mr. Jellison is able to use his experience in serving as an executive at a respected Medtech company to guide our Board in providing strategic insight with respect to market specialization. | Director since: 2015 Age: 68 Current Public Company Directorships: •Anika Therapeutics, Inc. •Medtronic plc Current Non-Public Company Directorships: •Solenis Holding Limited •Young Innovations, Inc. Former Directorships: •PracticeWorks, Inc. •Masimo Corporation |

  13. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Ashish K. Khandpur, Ph.D. Chairman, President and Chief Executive Officer of Avient. Dr. Khandpur has served as President and Chief Executive Officer of Avient since 2023 and as Chairman of the Board since 2025. Prior to serving in these current roles, Dr. Khandpur served as Group President of the Transportation & Electronics business group for 3M Company (“3M”), a global manufacturing and technology company, from April 2021 to November 2023. During his 28-year career with 3M, Dr. Khandpur held a series of roles with increasing responsibility, including Executive Vice President, Transportation & Electronics business group, from April 2019 to April 2021; Executive Vice President, Electronics & Energy business group, from July 2017 to March 2019; and Senior Vice President, Research & Development and Chief Technology Officer, from July 2014 to June 2017, among other roles. Qualifications, Attributes, Skills and Experience We believe that as our Chairman, President and Chief Executive Officer and in light of his prior executive experience, Dr. Khandpur is particularly well qualified to serve on our Board. His breadth of experiences in multiple market segments, running complex businesses with broad global footprints, and his deep technical expertise and demonstrated commercial success in building and growing businesses make him particularly well-suited as a Board member to elevate Avient’s performance and drive the Company strategy. His responsibility for developing and executing the Company’s annual operating plans and strategic plans provides him with the knowledge and experience needed to offer unique and valuable input to our Board. | Director since: 2023 Age: 58 Current Public Company Directorships: •Constellation Energy Corporation Former Directorships: •3M India Current Non-Public Company Directorships: •Greater Cleveland Partnership Current University Directorships: •Dean's Advisory Board, College of Science and Engineering, University of Minnesota Former University Directorships: •St. Thomas University |

  14. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Sandra Beach Lin Retired President, Chief Executive Officer and Director of Calisolar, Inc. (now Silicor Materials Inc.), a solar silicon company. Ms. Lin served in this capacity from 2010 until her retirement in 2011. Previously, she served as Executive Vice President, then Corporate Executive Vice President, at Celanese Corporation (“Celanese”), a global hybrid chemical company, from 2007 to 2010. Prior to Celanese, Ms. Lin held global senior executive positions at Avery Dennison Corporation, Alcoa Inc. and Honeywell International Inc. Qualifications, Attributes, Skills and Experience We believe that Ms. Lin’s extensive senior executive experience, including as a Chief Executive Officer, leading global businesses in multiple industries provides her with valuable skills to serve on our Board. She has a deep understanding of the specialty chemicals industry, a strong operational foundation and wide-ranging international experience. Ms. Lin also currently serves as a director for two other public companies, and one privately-held precision engineered drug delivery company, which provides her with additional experience she utilizes while serving as a valued member of our Board. | Director since: 2013 Age: 68 Current Public Company Directorships: •American Electric Power Company, Inc. •Trinseo PLC Current Non-Public Company Directorships: •Ripple Therapeutics Former Directorships: •WESCO International, Inc. |

  15. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Kim Ann Mink, Ph.D. Former Chairman, President and Chief Executive Officer of Innophos Holdings, Inc. (“Innophos”), a leading international producer of performance-critical and nutritional functional ingredients, with applications in food, health and industrial specialties markets. Dr. Mink served in this capacity from 2015 until her retirement in 2020. Prior to joining Innophos, Dr. Mink served as Business President of Elastomers, Electrical and Telecommunications at the Dow Chemical Company (“Dow”), a specialty chemicals provider, from 2012 to 2015. She joined Dow in 2009 as Global General Manager, Performance Materials and President and Chief Executive Officer of ANGUS Chemical Co. (then a fully-owned subsidiary of Dow). Prior to joining Dow, she was Corporate Vice President and Global General Manager, Ion Exchange Resins at the Rohm and Haas Company (now a fully-owned subsidiary of Dow), where she spent more than 20 years serving in numerous senior roles with increasing responsibilities. Qualifications, Attributes, Skills and Experience: We believe Dr. Mink provides us with valuable counsel related to her chemical and advanced materials background. Further, her experience as a Chief Executive Officer of a public company provides Avient with a unique perspective when forming strategies to guide the direction of our Company. Avient also benefits from her experience and expertise in technology and varied end markets. | Director since: 2017 Age: 66 Current Public Company Directorships: •Eastman Chemical Company •Air Liquide S.A. Current Non-Public Company Directorships: •Group14 Technologies Former Directorships: •Innophos Holdings, Inc. |

  16. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Ernest Nicolas Chief Enterprise Operations Officer at HP Inc. (“HP”), a technology company with a product and services portfolio of personal systems, printers, and 3D printing solutions, since 2024. From 2022 to 2024, Mr. Nicolas served as Chief Supply Chain Officer at HP. From 2020 to 2022, Mr. Nicolas served as Senior Vice President and Chief Supply Chain Officer at Rockwell Automation, Inc. (“Rockwell Automation”), a global leader in industrial automation and digital transformation. From 2019 to 2020, Mr. Nicolas served as Rockwell Automation’s Senior Vice President, Operations and Engineering Services; from 2018 to 2019, he served as Vice President, Global Supply Chain; and from 2015 to 2018, he served as Vice President, Strategic Sourcing and Supply Management. He joined Rockwell Automation in 2006 and has held numerous positions of increasing responsibility since that time. Prior to joining Rockwell Automation, Mr. Nicolas began his career at General Motors Company. Qualifications, Attributes, Skills and Experience: We believe that Mr. Nicolas’ experiences in supply chain and enterprise operations at a large technology company and a large industrial company provide valuable insights into issues impacting our integrated supply chain. Mr. Nicolas has a deep understanding of supply chain planning, strategic sourcing, manufacturing operations, logistics, customer care, and enterprise quality, and we believe that this can assist Avient’s supply chain leadership. In addition, we believe that Mr. Nicolas’ experience in managing manufacturing in the Asia Pacific region can assist Avient with our manufacturing plans in that region. | Director since: 2021 Age: 48 |

  17. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Kerry J. Preete Retired Executive Vice President, Chief Strategy Officer for Monsanto Company (“Monsanto”), a leading global provider of technology-based solutions and agricultural products that improve farm productivity and food quality. Mr. Preete served in this capacity from 2010 until his retirement in 2018. Mr. Preete also previously served as Monsanto’s President, Global Crop Protection Division from 2009 to 2010 and Vice President, International Commercial Business from 2008 to 2009. From 1985 to 2008, Mr. Preete served in various roles of increasing responsibility at Monsanto. Qualifications, Attributes, Skills and Experience: Because of his broad experience at a leading, agricultural science company, we believe Mr. Preete brings an insightful perspective on running a successful, innovative company. Mr. Preete is specifically adept in not only thinking strategically but also tactically, and these traits will be valuable to Avient as it continues into the future. Further, his global experience and understanding will assist Avient in its plans to operate in different regions and cultures, and we believe his global business acumen is relevant and transferable across industries. Mr. Preete’s operational foundation, strategic expertise, and global experience are assets to Avient’s Board. | Director since: 2013 Age: 65 Current Public Company Directorships: •Corteva, Inc. Former Directorships: •Univar Solutions Inc. |

  18. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | Patricia Verduin, Ph.D. Retired Chief Technology Officer for Colgate-Palmolive Company (“Colgate-Palmolive”), a leading consumer products manufacturer. Dr. Verduin served in this capacity from 2011 until her retirement in 2022. Dr. Verduin was Colgate-Palmolive’s Vice President, Research and Development from 2007 to 2011. Prior to joining Colgate-Palmolive, Dr. Verduin served as Senior Vice President and Chief Science Officer, Grocery Manufacturers Association from 2006 to 2007, as Senior Vice President of Product Quality and Development from 2002 to 2006, and as Senior Vice President of Research and Development, Grocery Products Development from 2000 to 2002 at ConAgra Foods, Inc. (now Conagra Brands, Inc.). Qualifications, Attributes, Skills and Experience: We believe that Dr. Verduin’s experience leading large global science, technology, regulatory, and innovation teams in the corporate setting will provide a unique perspective to our Board. Her role as a Chief Technology Officer and roles in science, innovation and product development will provide valuable insight into leading an innovative company, building businesses based on technological strength, and will allow her to provide expert guidance to our management and Board on our technology and innovation strategies. Dr. Verduin was also heavily involved in M&A activity in her various positions and can assist Avient in its future acquisition strategies. In addition, she can leverage the experience gained through participation on other global, multinational boards to provide useful insight to Avient. | Director since: 2019 Age: 66 Current Public Company Directorships: •FMC Corporation •Ingredion Incorporated •Reckitt Benckiser Group PLC Former Directorships: •Monsanto |

  19. 1) Building new platforms of scale, to play bigger and bolder in high-growth markets, and

    | William A. Wulfsohn Former Chairman and Chief Executive Officer of Ashland Global Holdings Inc., a global leader in providing specialty chemical solutions to customers in a wide range of customer and industrial markets. Mr. Wulfsohn served in this capacity from 2015 until 2019. He was also a Director and Non-Executive Chairman of Valvoline Inc., a leading worldwide producer and distributor of premium-branded automotive, commercial and industrial lubricants and automotive chemicals, from 2016 until 2018. From 2010 until 2014, Mr. Wulfsohn was President and Chief Executive Officer of Carpenter Technology Corporation (“Carpenter”), a manufacturer of stainless steel, titanium and other specialty metals and engineered products, and was a director of Carpenter from 2009 until 2014. Qualifications, Attributes, Skills and Experience As a proven leader, with deep and varied experience in technology and successful business operations, we believe that Mr. Wulfsohn is a valuable member of our Board. His background in managing operations in Europe and Asia/Pacific provides him with international expertise that is of value to Avient. Further, we believe his experience as a Chief Executive Officer of publicly-traded specialty companies has given him unique skills to assist in providing guidance on Avient’s continuing transformation. | Director since: 2011 Age: 64 Current Public Company Directorships: •Modine Manufacturing Company Current Non-Public Company Directorships: •DuBois Chemical Former Directorships: •Anzu Special Acquisition Corp I •Ashland Global Holdings Inc. •Carpenter Technology Corporation •Valvoline Inc. |

  20. February 6, 2026

    | Name | Fees Earned or Paid in Cash (a) ($) | Stock Awards (b) ($) | Total (c) ($) | | R.E. Abernathy | 110,000 | 155,538 | 265,538 | | R.H. Fearon (1) | 200,000 | 155,538 | 355,538 | | G.J. Goff | 117,500 | 155,538 | 273,038 | | N. Green | 110,000 | 155,538 | 265,538 | | W.R. Jellison (2) | 119,375 | 155,538 | 274,913 | | S.B. Lin | 110,000 | 155,538 | 265,538 | | K.A. Mink | 122,500 | 155,538 | 278,038 | | E. Nicolas (2) | 110,000 | 155,538 | 265,538 | | K.J. Preete | 130,000 | 155,538 | 285,538 | | P. Verduin | 110,000 | 155,538 | 265,538 | | W.A. Wulfsohn | 125,625 | 155,538 | 281,163 |

  21. Stock Awards (column (b))

    (1) Based on information contained in a Schedule 13G/A filed by BlackRock, Inc. with the SEC on January 23, 2024. As of December 31, 2023, BlackRock, Inc. had sole voting power with respect to 10,982,952 of these shares, sole dispositive power with respect to all of these shares, and shared voting and dispositive power with respect to none of these shares. (2) Based on information contained in a Schedule 13G/A filed by The Vanguard Group with the SEC on February 13, 2024. As of December 29, 2023, The Vanguard Group had sole voting power with respect to none of these shares, sole dispositive power with respect to 10,210,283 of these shares, shared voting power with respect to 60,468 of these shares and shared dispositive power with respect to 158,617 of these shares. (3) Based on information contained in a Schedule 13G filed by Dimensional Fund Advisors LP on July 15, 2025. As of June 30, 2025, Dimensional Fund Advisors LP had sole voting power with respect to 4,576,157 of these shares, sole dispositive power with respect to all of these shares, and shared voting and dispositive power with respect to none of these shares. (4) Based on 91,709,812 common shares outstanding as of February 27, 2026. Stock Ownership Guidelines for Non-Employee Directors The purpose of our stock ownership guidelines (referred to as the “Guidelines”) is to better align our Directors’ financial interests with those of our shareholders by requiring our Directors to own a minimum amount of our shares. In order to reflect the Board’s commitment to share ownership, for 2025 the required share ownership level for non-employee Directors was a minimum of 12,500 shares. The Directors are expected to make continuing progress towards compliance with the Guidelines and to comply fully within five years of becoming subject to the Guidelines. For purposes of our Guidelines, the following types of share ownership and equity awards are included as shares owned: common shares or time-vested restricted stock, stock units or performance shares (where the applicable performance criteria have been met), either directly or through the Company's Deferred Compensation Plan for Non-Employee Directors. As of the date of this proxy statement, all Directors meet the Guidelines. All Directors are required to retain 100% of all shares obtained through us, as compensation for services provided to us, until they meet the Guidelines, with such percentage to be calculated after any reduction in the number of shares to be delivered as a result of any taxes and exercise costs relating to the shares (if applicable). This requirement to retain 100% of all shares obtained from us ceases once the Director has met the Guidelines, as long as the Guidelines continue to be met. Similar policies, as they relate to our Named Executive Officers, are set forth in the “Other Aspects of Our Compensation Programs” section of this proxy statement. In December 2025, the Compensation Committee approved an update to the Guidelines (the “Updated Guidelines”) in order to align with current market practice. Compliance with the Updated Guidelines will be first measured as of May 1, 2026. Rather than owning a minimum fixed number of shares, the Updated Guidelines provide that each non-employee Director will be required to own a number of shares with value equal to at least five times the then-current standard annual Board member cash retainer. Annual compliance with the Updated Guidelines will be measured each year as of May 1. The Directors are expected to make continuing progress towards compliance with the Updated Guidelines and to comply fully within five years of becoming subject to the Updated Guidelines. For purposes of our Updated Guidelines, the following types of share ownership and equity awards are included as shares owned: unrestricted shares directly or indirectly held, vested shares and phantom shares held in the Company's retirement plans, vested shares and phantom shares held in the Company's deferral plans, service-based restricted stock (whether vested or unvested), service-based restricted stock units (whether vested or unvested), and performance shares or other performance awards (only once the applicable performance criteria are met). All Directors are required to retain 100% of all shares obtained through us, as compensation for services provided to us, until they meet the Updated Guidelines, with such percentage to be calculated after any reduction in the number of shares to be delivered as a result of any taxes and exercise costs relating to the shares (if applicable). This requirement to retain 100% of all shares obtained from us ceases once the Director has met the Updated Guidelines, as long as the Updated Guidelines continue to be met. Executive Summary This section highlights significant Compensation Committee and Company executive compensation actions that occurred in 2025. In addition, it illustrates the relationship between the compensation of our Named Executive Officers and how we measure Company performance. Our Named Executive Officers for 2025 are:

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    | We align executive compensation with shareholder interests We avoid excessive risk while fostering sustainable company growth | ✓ | Help ensure that the majority of executive pay is based on objective, challenging financial and operational goals and Company performance | | | ✓ | Utilize maximums on potential payments, include retention vehicles in our compensation programs, provide multiple performance targets and maintain robust Board and management processes to identify risk, including a risk assessment of compensation programs that is performed each year | | | ✓ | Maintain stock ownership guidelines for all Named Executive Officers | | | ✓ | Evaluate annual and aggregate dilution from stock awards prior to our annual equity award grants | | We adhere to executive compensation market practices | ✓ | Do not provide gross-ups for excise taxes on “excess parachute payments” under Section 280G of the Internal Revenue Code of 1986, as amended (“Code”) in any management continuity agreements or for financial planning benefits | | | ✓ | Maintain an NYSE-compliant clawback policy applicable to all executive officers | | | ✓ | Prohibit Named Executive Officers from hedging or pledging our securities | | | ✓ | Utilize an independent consultant to help the Compensation Committee understand compensation practices that impact Named Executive Officer compensation | | | ✓ | Provide for minimum required vesting periods for our equity awards |

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    | Avient's 2025 Peer Group for Compensation Decisions | | | | Ashland Global Holdings Inc. | Eastman Chemical Company | RPM International Inc. | | Avery Dennison Corporation | FMC Corporation | The Scotts Miracle-Gro Company | | Cabot Corporation | H.B. Fuller Company | Sensient Technologies Corporation | | Celanese Corporation | Hexcel Corporation | Stepan Company | | The Chemours Company | Quaker Chemical Corporation | Trinseo S.A. |

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    We annually evaluate the composition of our compensation peer group, giving specific consideration to company size, global presence, and specialty chemical focus. We also look at the frequency with which these companies were used as peers by other companies in our industry and which companies had identified Avient as a peer. Each of the companies constituting our peer group for 2025 meet a majority of these primary criteria. The second independent source of data that we used to augment the peer proxy analysis was the Consultant’s analysis of competitive market data relating to other applicable general industries. The Consultant specifically used Willis Towers Watson’s executive compensation database. To obtain comparability based on company size, the Consultant’s analysis either referenced a specific sample of comparably-sized companies or calibrated the pay of a broad sample of companies against company size. Avient did not select the companies that comprise any of these survey groups, and the component companies’ identities were not a material factor in this analysis. Review of 2025 Named Executive Officer Compensation. Management and the Compensation Committee typically review the specific pay disclosures of our peer group and the broad-based survey data provided by the Consultant. Management uses this data to develop recommendations for the Compensation Committee’s review regarding eligibility and award opportunities as well as performance measures and goals for our long-term and short-term incentive plans commencing in the following year. The Compensation Committee typically also considers this information when making compensation decisions and aligning each of the pay elements with our compensation objectives. What We Pay and Why: Elements of Compensation Introduction. Our executive compensation programs are designed to recognize an executive’s scope of responsibilities, leadership ability and effectiveness in achieving key performance goals and objectives. As an executive’s level of responsibility within Avient increases, so does the percentage of total compensation that is linked to performance in the form of variable compensation. Thus, the majority of the total direct compensation is performance-based and not guaranteed. We also provide various retirement and benefit programs and modest, business-related benefits. The chart below provides a picture of all elements of the total target direct compensation provided to our Named Executive Officers. Detailed information follows the charts below.

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    | Base Salary | Annual Incentive | Long-Term Incentive | | To attract and retain talent | Drives the achievement of key business results on an annual basis | Directly ties the interests of NEOs to our shareholders | | Fixed base of cash compensation | Performance-based and not guaranteed | Helps retain key talent and a majority is performance-based and not guaranteed | | Weighting 13%—CEO 28%—CFO 33%—Other NEOs | Weighting 17%—CEO 21%—CFO 21%—Other NEOs | Weighting 70%—CEO 51%—CFO 46%—Other NEOs |

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    2025 Base Salary. Base salaries for our Named Executive Officers are typically determined on an individual basis by the Compensation Committee after consideration of: (1) the CEO’s recommendations (for all Named Executive Officers other than the CEO); (2) breadth, scope and complexity of the executive’s role; (3) internal equity; (4) current compensation; (5) tenure in position; (6) market pay levels and trends around merit increases; and (7) individual performance. For 2025, the Compensation Committee determined base salaries as follows, effective as of April 7, 2025: Dr. Khandpur – $1,150,000; Ms. Beggs – $620,000; Mr. Moh – $520,000; and Mr. Midea – $515,000. In connection with his appointment as Senior Vice President, President of Specialty Engineered Materials, Mr. Schneider's initial base salary was established at $450,000 through negotiation and generally guided by comparative compensation information as discussed above. Mr. Rathbun's base salary remained unchanged from his base salary in 2024 because he terminated employment prior to the Compensation Committee determining any increases. 2025 Annual Incentive. We provided an annual cash incentive opportunity for 2025 (the “2025 Annual Incentive Program”) under the 2020 Plan to (1) reward our Named Executive Officers for achieving specific performance goals that would advance our profitability and strategic goals, (2) drive key business results, and (3) recognize individuals based on their contributions to those results. The Named Executive Officers’ 2025 individual annual incentive opportunities (expressed as a percentage of base pay) that were approved by the Compensation Committee and effective for the 2025 Annual Incentive Program were as follows: Dr. Khandpur – 130%; Ms. Beggs – 75%; Mr. Moh – 65%; Mr. Midea – 65%; and Mr. Schneider – 60%. Mr. Schneider participated in this program for the first time in 2025 based on negotiations at the time he became an Avient officer. Pursuant to the 2025 Annual Incentive Program, because Mr. Rathbun terminated employment prior to March 31, 2025, he was not eligible to receive any payout under the 2025 Annual Incentive Program. The Compensation Committee determined, after a thorough evaluation of possible plan designs and performance measures, that certain changes would be made to the annual incentive design in 2025, as compared to 2024, in order to more closely align to the Company's new strategic plan introduced at the end of 2024. The Compensation Committee's evaluation determined that the following metrics would be the most critical elements of Avientʼs performance: •Adjusted Operating Income. Adjusted operating income was defined as operating income excluding special items and the effects of foreign exchange rate fluctuations (as noted on Appendix A). •Revenue Growth. Revenue growth was defined as the increase in net sales compared to prior year excluding the effects of foreign exchange rate fluctuations. •2025 Strategic Priorities. Strategic priorities included adjusted operating cash flow and sustainability. Adjusted operating cash flow was defined as net cash provided by operating activities, excluding the cash flow impacts of certain special items (including generally the types of special items described in footnote (1) on Appendix A). The specific sustainability metrics were determined by the Compensation Committee and were generally designed to reduce energy and waste intensity. The payouts under the 2025 Annual Incentive Program were based on attainment with respect to target goals set for each financial performance measure and, with respect to the sustainability metrics, included specific metrics for energy and waste intensity. Rewardable attainment for each measure ranged from 50% (threshold) to 200% (maximum) of goal. If achievement with respect to any objective performance measure fell between the threshold and target, or between the target and maximum, earned award amounts for that particular performance measure were interpolated on a straight-line mathematical basis. If achievement with respect to any performance measure did not reach threshold, then that measure would have been deemed to have 0% attainment. The 2025 Annual Incentive Program included an individual performance modifier, meaning total attainment could be modified by an annual individual performance rating and achievement. The individual performance rating is based on individual performance against preestablished goals and objectives, which can be both quantitative and qualitative. Depending on the individual performance rating and achievement, total attainment could remain the same or could be modified by increasing the amount paid by up to 20% or decreasing the amount paid by up to 100%. The Compensation Committee made a final determination of the amount to be paid. The performance measures for the 2025 Annual Incentive Program were weighted as outlined below. The 2025 Corporate and Business Segment Annual Plan weightings are reflected in the charts above. The following weighted metrics were changed in 2025, as compared to 2024: (1) Adjusted Operating Income accounts for 55% compared to 70% in 2024, (2) introduction of new Revenue Growth metric which accounts for 25%, (3) elimination of Working Capital metric, and (4) introduction of new Strategic Priorities metric, which is intended to be evaluated annually and adjusted periodically to provide focus on certain performance measures, and for 2025 includes Adjusted Operating Cash Flow (accounting for 15%) and Sustainability (accounting for 5%, compared to 10% in 2024). For Business Segment Presidents, the Annual Plan weightings are based on 60% for the applicable Business Segment results (compared to 80% in 2024) and 40% for Avient consolidated results (compared to 20% in 2024) to further drive our One-Avient culture. We set appropriate performance goals in 2025 under the 2025 Annual Incentive Program that focused our efforts on those factors that we believed were critical to our ongoing success, including earnings improvement, revenue growth, cash flow generation, and the advancement of sustainability initiatives. The 2025 performance goals were set in accordance with our strategic plan framework and annual operating plan, developed at the end of 2024. At that time, we viewed the targeted level of performance for each measure as challenging to achieve. The threshold, target and maximum goals, attainment levels, and final payouts for each objective metric for the Named Executive Officers are set forth in the table below. As mentioned above, the sustainability metrics were based on specific targets related to energy and waste intensity, including (1) waste to landfill intensity (Kg / MT Sales); and (2) weather adjusted energy intensity (MWh / MT Sales). The Compensation Committee determined that neither sustainability metric had been achieved. In evaluating NEO performance in 2025, the Compensation Committee determined that each NEO had satisfactory performance and met their identified performance expectations and, therefore, the individual performance modifier for each NEO would have no effect on the payout percentage of the 2025 Annual Incentive Program. Dr. Khandpur, Ms. Beggs, and Mr. Midea's 2025 Annual Incentive Program opportunities were based on consolidated results. Total attainment for these participants under the 2025 Annual Incentive Program was 51.6%, with the components consisting of (dollars in millions):

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    | 2025 Corporate Plan Annual Incentive Program* (Khandpur, Beggs, Midea) | | | | | | | | Measure | Weighting | Threshold | Target | Maximum | Results | Payout % | | Adjusted Operating Income (consolidated) | 55.0% | $351.1 | $388.4 | $409.8 | $358.5 | 59.9% | | Revenue Growth (consolidated) | 25.0% | $3,268.0 | $3,381.2 | $3,445.9 | $3,226.9 | 0% | | Strategic Priorities – Adjusted Operating Cash Flow (consolidated) | 15.0% | $242.5 | $303.1 | $363.8 | $317.7 | 124.1% | | Strategic Priorities – Sustainability Objectives | 5.0% | See above disclosure for more information about goals and achievements | | | | 0% | | Total Attainment | | | | | | 51.6% |

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    *Adjusted operating income (performance measures and results) reported in the table above was calculated with adjustments for special items and the effects of foreign exchange rate fluctuations (as noted on Appendix A) pursuant to the terms of the awards and as approved by the Compensation Committee. In assessing Dr. Khandpur’s individual performance for 2025, the Compensation Committee determined that he met expectations across all key leadership and established operational priorities. The Compensation Committee considered his execution of the Company’s strategic initiatives, progress in achieving operational and financial performance during a difficult macroeconomic environment, and leadership of the management team. Based on this assessment, the Compensation Committee concluded that his individual performance drove the overall results of the Company and aligned with the objectives of our pay‑for‑performance program. In evaluating Ms. Beggs’ individual performance for 2025, the Compensation Committee concluded that she met expectations in overseeing the Company’s financial stewardship and supporting its strategic and operational priorities. The Compensation Committee considered her leadership in managing the Company’s financial functions, maintaining strong financial discipline, effectively supporting shareholder engagement efforts, and contributing to the Company’s overall performance. Based on this assessment, the Compensation Committee determined that her individual performance was aligned with the goals of our compensation program and supported the Company’s results. In reviewing Mr. Midea’s individual performance for the year, the Compensation Committee determined that he met expectations in leading the Company’s global operations, process improvement initiatives, and environmental, health and safety programs. The Compensation Committee considered his contributions to operational efficiency, manufacturing performance, and continued advancement of our safety culture. Based on this assessment, the Compensation Committee concluded that his individual performance supported the Company’s overall results and was aligned with the objectives of our compensation program. Mr. Moh's 2025 Annual Incentive Program opportunities were based on a combination of business segment specific results and total Company results. As reflected in the graphs above, the opportunities were based 60% on business segment specific results and 40% on consolidated Avient results. Total attainment for our Color, Additives and Inks (“CAI”) business segment under the 2025 Annual Incentive Program was 24.6%, with the components consisting of (dollars in millions):

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    | 2025 CAI Plan Annual Incentive Program* (Moh) | | | | | | | | Measure | Weighting | Threshold | Target | Maximum | Results | Payout % | | Adjusted Operating Income (CAI) | 45.0% | $311.8 | $335.3 | $348.7 | $298.4 | 0% | | Adjusted Operating Income (consolidated) | 10.0% | $351.1 | $388.4 | $409.8 | $358.5 | 59.9% | | Revenue Growth (CAI) | 15.0% | $2,064.4 | $2,135.6 | $2,176.3 | $2,009.6 | 0% | | Revenue Growth (consolidated) | 10.0% | $3,268.0 | $3,381.2 | $3,445.9 | $3,226.9 | 0% | | Strategic Priorities – Adjusted Operating Cash Flow (consolidated) | 15.0% | $242.5 | $303.1 | $363.8 | $317.7 | 124.1% | | Strategic Priorities – Sustainability Objectives | 5.0% | See above disclosure for more information about goals and achievements | | | | 0% | | Total Attainment | | | | | | 24.6% |

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    *Adjusted operating income (performance measures and results) reported in the table above was calculated with adjustments for foreign exchange (as noted on Appendix A) pursuant to the terms of the awards and as approved by the Compensation Committee. In evaluating Mr. Moh’s individual performance for 2025, the Compensation Committee determined that he met expectations in his role as President of the CAI business segment. While the segment faced revenue challenges, the Compensation Committee considered his proactive leadership in implementing productivity measures and executing disciplined pricing strategies, which contributed to improved bottom‑line performance despite the top‑line environment. Based on this assessment, the Compensation Committee concluded that his individual performance supported the Company’s results and was aligned with the objectives of our compensation program. Mr. Schneider's 2025 Annual Incentive Program opportunities (pro-rated for the year due to his joining the Company in September 2025) were based on a combination of business segment specific results and total Company results. As reflected in the graphs above, the opportunities were based 60% on business segment specific results and 40% on consolidated Avient results. Total attainment for our Specialty Engineered Materials (“SEM”) business segment under the 2025 Annual Incentive Program was 32.8%, with the components consisting of (dollars in millions):

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    | 2025 SEM Plan Annual Incentive Program* (Schneider) | | | | | | | | Measure | Weighting | Threshold | Target | Maximum | Results | Payout % | | Adjusted Operating Income (SEM) | 45.0% | $168.7 | $182.6 | $190.5 | $161.3 | 0% | | Adjusted Operating Income (consolidated) | 10.0% | $351.1 | $388.4 | $409.8 | $358.5 | 59.9% | | Revenue Growth (SEM) | 15.0% | $1,217.0 | $1,259.0 | $1,283.0 | $1,221.0 | 54.7% | | Revenue Growth (consolidated) | 10.0% | $3,268.0 | $3,381.2 | $3,445.9 | $3,226.9 | 0% | | Strategic Priorities - Adjusted Operating Cash Flow (consolidated) | 15.0% | $242.5 | $303.1 | $363.8 | $317.7 | 124.1% | | Strategic Priorities - Sustainability Objectives | 5.0% | See above disclosure for more information about goals and achievements | | | | 0% | | Total Attainment | | | | | | 32.8% |

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    *Adjusted operating income (performance measures and results) reported in the table above was calculated with adjustments for foreign exchange (as noted on Appendix A) pursuant to the terms of the awards and as approved by the Compensation Committee. In evaluating Mr. Schneider’s individual performance for 2025, the Compensation Committee considered his contributions following his mid third-quarter appointment as President of the SEM business segment. During this period, the Compensation Committee determined that he met expectations in assuming leadership of the segment, advancing key operational and commercial priorities, and ensuring a smooth transition into the organization. Based on this assessment, the Compensation Committee concluded that his individual performance supported the Company’s results and was aligned with the objectives of our compensation program. All 2025 Annual Incentive Program payouts aligned with the actual performance achieved and the Compensation Committee determined no effect from the individual performance modifier for any NEO. The awards were made in accordance with the 2020 Plan. The following table shows, for each participating Named Executive Officer, the target 2025 Annual Incentive Program payout opportunity (pro-rated in the case of Mr. Schneider due to his joining the Company in September 2025), the percentage of such payout opportunity earned based on 2025 performance, and the dollar value of the actual payout:

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    | 2025 Annual Incentive Program Payouts | | | | | Named Executive Officer | 2025 Target Opportunity ($) | Payout (%) | Payout ($) | | Ashish K. Khandpur | 1,460,808 | 51.6% | 753,777 | | Jamie A. Beggs | 461,055 | 51.6% | 237,904 | | Woon Keat Moh | 338,387 | 24.6% | 83,243 | | M. John Midea | 332,186 | 51.6% | 171,408 | | David N. Schneider | 85,068 | 32.8% | 27,902 |

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    Long-Term Incentive. We provide long-term incentive compensation to our Named Executive Officers to directly tie the interests of these individuals to the interests of our shareholders. We also believe that long-term incentive compensation is an important retention tool. The 2025 long-term incentive awards were granted under the 2020 Plan. The individual long-term incentive target opportunities provided to our Named Executive Officers, which are reflected as a percentage of base salary, are typically established with consideration of our competitive market pay philosophy discussed in the “Executive Compensation Philosophy and Objectives” section of this proxy statement and intended to reward the Named Executive Officers for achieving specific performance objectives. The awards granted for 2025 under the 2020 Plan were based upon our closing stock price on February 19, 2025, except for Mr. Schneider's RSU grant described below, which was based on our closing stock price on September 11, 2025. The accounting value of each award was determined using the grant date of the award. The Compensation Committee approved the following decisions with respect to the individual long-term incentive opportunities (expressed as a percentage of base salary) of the Named Executive Officers for 2025, which were in effect as of February 19, 2025 (the grant date of our annual long-term incentive awards): Dr. Khandpur – 527%; Ms. Beggs – 185%; Mr. Moh – 150%; and Mr. Midea – 140%. Mr. Schneider did not participate in these 2025 long-term incentive compensation program awards. Mr. Rathbun did not participate in these 2025 long-term incentive compensation program awards given his separation from the Company in February 2025 and, as further described below, Mr. Rathbun's outstanding long-term incentive awards were modified in connection with such separation. Awards Granted in 2025. The Compensation Committee elected to make certain changes to the compensation vehicles and weightings, as compared to 2024, in order to reduce complexity and more closely align our long-term incentive compensation with the new Company strategy introduced in 2024. The compensation vehicles and weightings for 2025 are listed in the chart below. We removed stock appreciation rights (“SARs”) grants from our 2025 long-term incentive compensation in order to reduce complexity. We increased the weighing of the restricted stock units (“RSUs”) to 40%, compared to 35% in 2024, and we increased the weighing of the cash-settled performance units to 60%, compared to 30% in 2024. Of these two vehicles, the cash-settled performance units have performance conditions, as described in detail below. The cash-settled performance units are additionally subject to time-based vesting as described in detail below. The RSUs are time-based awards that generally vest ratably over three years, with one-third vesting on each of the first three anniversaries of the grant date. On February 19, 2025, we granted awards under the 2020 Plan to all of our Named Executive Officers, with the exception of Mr. Schneider, who started with the Company after this date, and Mr. Rathbun, who separated from the Company in February 2025. Details regarding these awards are described below. Cash-Settled Performance Units. Cash-settled performance units provide an opportunity for employees to receive a cash bonus if specified performance measures are met for pre-defined performance periods. The Compensation Committee updated the performance measures for the 2025-2027 cash-settled performance unit awards, as compared to the 2024-2026 cash-settled performance unit awards, in order to more closely align with the Company's goals and shareholder expectations, as well as current market practice. The performance measures for the 2025-2027 cash-settled performance unit awards included adjusted EPS (weighted at 67%) and total shareholder return relative to our 2025 peer group identified above (“rTSR”) (rTSR weighted at 33%). The performance measure for the 2024-2026 cash-settled performance unit awards included only adjusted EPS. The Company added rTSR as a performance metric in the cash-settled performance unit awards in order to reward executives in alignment with shareholder value and more closely align the performance metrics with shareholder experience. We also updated the structure of the performance periods in the 2025-2027 cash-settled performance units awards, as compared to the 2024-2026 cash-settled performance unit awards. The 2024-2026 cash-settled performance unit awards included four performance periods, consisting of three annual performance periods and one three-year cumulative performance period. The 2025-2027 cash-settled performance unit awards include one three-year cumulative performance period and does not include any annual performance periods. This change was made with the intention of providing a long-term and visible target goal for our Named Executive Officers to achieve while reducing complexity in the plan design. The attainment level for the cash-settled performance units will be certified at the end of the total three-year performance period. We established threshold, target and maximum adjusted EPS and rTSR goals for the three-year cumulative performance period. Participants earn, for the applicable performance period: (1) 100% of the target award of cash-settled performance units upon attainment of the target performance level; (2) 50% of the target award upon attainment of the threshold performance level; or (3) 200% of the target award upon attainment of the maximum (or greater) performance level. If final performance falls between the threshold and target or between target and maximum, earned award amounts will be interpolated. If threshold performance is not achieved for the three-year performance period, then no award will be paid to the participants. The foregoing description of performance levels applies to each of the adjusted EPS and rTSR metrics separately. In the 2025-2027 cash-settled performance unit awards, rTSR is defined as the percentile rank of Avient's total shareholder return as compared to the total shareholder returns for all members of Avient's peer group, which includes the 15 companies described in the “Executive Compensation Philosophy and Objectives” section above. Within the definition of rTSR, “total shareholder return” means a rate of return reflecting stock price appreciation, plus the reinvestment of dividends in additional shares of stock, from the beginning of the performance period through the end of the performance period, as further described in the award agreements. The target award (i.e. 100% payout) for rTSR was defined as the 50th percentile rank, the threshold (i.e. 50% payout) for rTSR was defined as the 25th percentile rank, and the maximum (i.e. 200% payout) for rTSR was defined as the 75th percentile rank. The cash-settled performance units do not pay out until the payment date in order to serve as a retention vehicle, and participants must generally be employed on the payment date to receive payment. The payment date will be a date in 2028 determined by the Compensation Committee (or its authorized delegate), which will occur no later than March 15, 2028.

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    We do not disclose the specific, forward-looking adjusted EPS goals that we established for the cash-settled performance units granted in 2025 in this proxy statement because (1) these goals relate to executive compensation to be earned and/or paid in future years and do not affect a fair understanding of the Named Executive Officers’ compensation for 2025 and (2) we believe that disclosure of such goals while the applicable performance period is ongoing would cause us competitive harm. However, we expect to disclose such goals in future proxy statements once the applicable performance periods have ended as part of our discussion and analysis about the amounts earned by the Named Executive Officers under these awards. In setting the applicable target levels, the Compensation Committee considered how achievement of the performance goals could be impacted by events expected to occur in the coming years. When establishing the specific goals for the adjusted EPS performance measure, we specifically considered how likely it will be for us to achieve the goals. We believe that the threshold goals have been established at levels that should be appropriately difficult to attain, and that the target goals will require considerable and increasing collective effort on the part of our employees, including our Named Executive Officers, to achieve. Achievement of the maximum goal is considered to be a stretch goal given current market conditions. If we attain the goals referenced above, we believe it will generate shareholder value. The performance unit grants made in 2025 for the Named Executive Officers are set forth in the 2025 Grants of Plan-Based Awards table of this proxy statement. Stock-Settled Stock Appreciation Rights. As mentioned above, SARs were removed from our 2025 long-term incentive compensation. In 2023 and 2024, SARs were granted to participating NEOs. These SARs, when exercised by the Named Executive Officers, are settled in our common shares and have an exercise price equal to the closing market price of our common shares on the grant date. However, the SARs are subject to an appreciation cap of 200% of the initial grant date closing stock price. The general design for the 2023 and 2024 SARs was to vest one-third upon the later of: (1) achieving each of the following stock price hurdles and maintaining them for twenty consecutive trading days: 10%, 15% and 20% increase, respectively, over the initial grant date closing stock price; and (2) the satisfaction of time-based vesting requirements that lapse one-third on each of the first three anniversaries of the grant date, generally subject to the Named Executive Officer’s continued employment. For the 2023 SAR grants, the 10% and 15% stock price performance hurdles were achieved and have vested. For the 2024 SARs grants, each of the 10%, 15% and 20% stock price performance hurdles have been met, which means the 2024 SARs grants will vest in full upon the satisfaction of the time-based vesting requirements mentioned above. The SARs have an exercise term of ten years. The SARs granted in 2023 and 2024 to the Named Executive Officers are set forth in the Outstanding Equity Awards at 2025 Fiscal Year-End table of this proxy statement. Restricted Stock Units. RSUs are designed to promote share ownership and promote the retention of our executives. For the 2025 long-term incentive compensation program, the RSUs are time-based awards that generally vest ratably over three years, with one-third vesting on each of the first three anniversaries of the grant date, and are set forth in the 2025 Grants of Plan-Based Awards table of this proxy statement. In prior years, RSUs granted to Named Executive Officers generally vested in full on the third anniversary of the grant date. The Company elected to change the vesting schedule for RSUs in the 2025 long-term incentive compensation program in order to align to common market practice and to promote retention and leadership continuity. Additional Award of Restricted Stock Units. On September 11, 2025, as part of his negotiated onboarding compensation package to induce him to join Avient and to offset unvested compensation forfeited with his prior employer, we granted an award of 14,000 RSUs to Mr. Schneider. The RSUs generally vest on the third anniversary of the grant date and are set forth in the 2025 Grants of Plan-Based Awards table of this proxy statement. Mr. Schneider did not receive any other long-term incentive awards in 2025. Actions Taken on Awards Granted in Prior Years. In February 2026, the Compensation Committee reviewed, certified and approved the attainment level of cash-settled performance units granted in 2023 for the three-year performance period of January 1, 2023 through December 31, 2025. The four, equally weighted performance periods listed below were used in order to drive annual as well as cumulative performance. The cash-settled performance units were earned by achieving performance goals related to our adjusted EPS over each performance period. For retention purposes, the performance units generally could not be paid until the payment date approximately three years following the date of grant as approved by Compensation Committee (or its authorized delegate). The participating Named Executive Officers received a cash payout based on achieving 20% of the target level performance for the award, reflected below.

  36. Stock Awards (column (b))

    | 2023–2025 Cash-Settled Performance Units Performance Measure: Adjusted EPS | | | | | | | | Performance Periods | Weighting | Threshold | Target | Maximum | Result | Payout % | | January 1, 2023 – December 31, 2023 | 25% | $2.21 | $2.45 | $2.94 | $2.36 | 82% | | January 1, 2024 – December 31, 2024 | 25% | $2.69 | $3.14 | $3.91 | $2.66 | 0% | | January 1, 2025 – December 31, 2025 | 25% | $3.29 | $4.01 | $5.21 | $2.82 | 0% | | January 1, 2023 – December 31, 2025 | 25% | $8.19 | $9.60 | $12.06 | $7.85 | 0% | | Total Attainment | | | | | | 20% |

  37. Stock Awards (column (b))

    * All financial measures (performance measures and results) reported in the table above were calculated with adjustments for acquisitions, divestitures and special items (as noted on Appendix A) pursuant to the terms of the program and as approved by the Compensation Committee. Adjusted EPS in the table above includes intangible asset amortization. Actual payouts of the cash-settled performance units granted in 2023 to the Named Executive Officers under the 2020 Plan are set forth for 2025 in the “Non-Equity Incentive Plan Compensation” column of the 2025 Summary Compensation Table of this proxy statement. Cash-settled performance units granted in 2024 and 2025 remaining outstanding. All equity awards outstanding as of December 31, 2025 are set forth in the Outstanding Equity Awards at 2025 Fiscal Year-End table of this proxy statement. Other Aspects of Our Compensation Programs The Compensation Committee, with support from management, also considers, adopts, reviews and revises executive officer benefit programs, promotions, and any individual agreements impacting the compensation and benefits of our Named Executive Officers. Please see the “Potential Payments Upon Termination or Change of Control” section of this proxy statement for more information. In addition, the Compensation Committee also oversees the governance of our compensation practices. The following section describes significant activities relating to the above that occurred in 2025. Retirement Benefits. We offer the following retirement benefits to eligible employees and eligible Named Executive Officers as specified below. Additional details about these plans, as they apply to the Named Executive Officers, are included in the “2025 Nonqualified Deferred Compensation” section of this proxy statement. •A defined contribution retirement benefit available to eligible United States employees (as defined in the plan document) through an Internal Revenue Code tax-qualified profit sharing/401(k) plan (referred to as the “Qualified Savings Plan”); •An unfunded, nonqualified plan that provides benefits similar to the Qualified Savings Plan (referred to as the “Avient Supplemental Retirement Benefit Plan”), but without the Internal Revenue Code contribution and earnings limitations; and •Canadian employees, including Mr. Moh, are eligible to participate in two defined contribution retirement programs: the Pension Plan for Employees of Avient Canada ULC (“Canadian Pension Plan”) and the Registered Retirement Savings Plan (“RRSP”). Avient contributes 4% of earnings to the Canadian Pension Plan for each employee, up to a limit prescribed by Canada Revenue Agency, which is CAD 35,390 for 2025. Employee contributions are not permitted in the Canadian Pension Plan. Contributions to the Canadian Pension Plan in excess of this limit are directed to the non-registered account, a feature available to all employees. Tax-qualified contributions to the RRSP are limited to CAD 32,490 for 2025, inclusive of Avient and employee contributions. Avient provides a matching contribution to each employee who participates in the plan, including Mr. Moh, of 50% of the employee’s contributions, up to 2% of earnings. Contributions in excess of this limit may be directed to the non-registered account. The benefits under the Canadian Pension Plan may be paid as a lump sum transfer to an approved locked-in retirement financial vehicle, or used to purchase a lifetime annuity. Benefits from the RRSP must be paid as cash (less withholding tax), transferred to another registered retirement savings plan, or used to purchase an annuity. Employees are immediately vested in company contributions to the plans. Other Benefits. We provide other benefits to the Named Executive Officers that we believe are necessary to compete for executive talent. The additional benefits for the Named Executive Officers generally consist of limited reimbursement of expenses for financial planning and tax preparation and an annual physical examination. The specific amounts attributable to the 2025 other benefits provided to the Named Executive Officers are set forth in the “All Other Compensation” column of the 2025 Summary Compensation Table of this proxy statement. The benefit allowance and reimbursement of expenses for financial planning/tax preparation are treated as taxable income to the Named Executive Officers and are not grossed up by Avient. Tax gross-ups are provided for imputed income for spouse/guest travel. We also provide other benefits such as medical, dental, life insurance and disability coverage to each United States-based Named Executive Officer, which are identical to the benefits provided to all other eligible United States-based employees (as defined in the plan document). We provide vacation and paid holidays to all employees, including the Named Executive Officers. The Named Executive Officers were each eligible for an annualized rate of four weeks of vacation in 2025. We also provide additional benefits to our Named Executive Officers in special circumstances, such as the payment of relocation expenses, housing, and tax preparation fees and tax equalization costs in the event of an expatriate assignment. These expatriate benefits are provided to all employees who take an international assignment. Appointment of Mr. Schneider. On September 8, 2025, Mr. Schneider was appointed as Senior Vice President, President of Specialty Engineered Materials. In connection with his appointment and negotiation, the Compensation Committee determined to provide Mr. Schneider with an initial base salary rate of $450,000 per year, a sign-on cash payment of $100,000 and the time-based grant of 14,000 RSUs described above. The sign-on cash payment and the RSUs were provided through negotiation to offset unvested compensation forfeited with his prior employer and in lieu of Mr. Schneider' participation in our standard 2025 long-term incentive program award. Further, Mr. Schneider began participation in 2025 in Avient’s annual cash incentive program as described above and in Avient’s other standard benefits and perquisites for executive officers, including relocation services, and will begin participation in Avient's long-term equity incentive program (with a target award of 120% of annual base salary) starting in 2026. Mr. Schneider is a party to a Management Continuity Agreement and participates in Avient’s Executive Severance Plan, and he is entitled generally to severance benefits under such arrangements pursuant to their terms, as further described below. Retirement of Mr. Midea. On December 31, 2025, Mr. Midea retired from the Company. See the “2025 Nonqualified Deferred Compensation” section of this proxy statement for more information. Departure of Mr. Rathbun. On February 21, 2025, Mr. Rathbun's service to the Company was terminated without cause due to the Company's change in strategic direction, which no longer requires the officer role in which he was serving. In connection with this departure, Mr. Rathbun received (in exchange for a release of claims and continued compliance with applicable restrictive covenants): (1) salary continuation payments of approximately $1,128,206 (including $28,206 in earned but unused vacation); (2) reimbursement (plus tax gross-up) for two years of continued health coverage under our plans in which he participated at the time of his termination; and (3) 12 months of outplacement benefits. Further, in recognition of Mr. Rathbun's contributions to the Company, and in exchange for an extension of Mr. Rathbun’s post-employment non-competition and non-solicitation covenants for an additional year, plus his commitment to provide consulting support to the Company, the Compensation Committee approved pro-rata, modified vesting of his outstanding RSUs, in accordance with the other terms of such awards, upon his departure. The intrinsic value of such modified RSUs is approximately $318,298.

  38. Stock Awards (column (b))

    Tax Considerations. Cash compensation, such as base salary and annual incentive compensation, is taxable to the recipient as ordinary income when earned, unless deferred under a company-sponsored deferral plan. Deferrals under Internal Revenue Code tax-qualified plans, such as a 401(k) plan, do not affect our current tax deduction. Deferrals under supplemental executive deferral plans delay our tax deduction until the deferred amount (and any accumulation thereon) is paid. Stock-settled SARs are generally taxable as ordinary income when exercised, RSUs are generally taxable as ordinary income when they vest, and cash-settled performance units are generally taxable as ordinary income when paid. We generally realize a tax deduction at those specified times, except where limited by Code Section 162(m), which generally disallows a federal income tax deduction to publicly traded companies like Avient for compensation in excess of $1 million per year paid to certain current and former executive officers. The Compensation Committee reviews potential tax implications before making decisions regarding compensation. Accounting Considerations. When reviewing preliminary recommendations and in connection with approving the terms of a given incentive plan period, management and the Compensation Committee review and consider the accounting implications of a given award, including the estimated expense and dilutive considerations. With consideration of the accounting treatment associated with an incentive plan design, management and the Compensation Committee may alter or modify the incentive award if the award (and the related accounting consequences) were to adversely affect our financial performance. Stock Ownership and Retention Guidelines. In order to better align the financial interests of our executives with those of our shareholders, we believe our executives should own a meaningful number of Avient common shares. We have adopted Guidelines specifying a minimum level of stock ownership for all executives, including all Named Executive Officers. For 2025, the Guidelines required all elected executives, including the continuing Named Executive Officers, to retain 100% of all net shares obtained through Avient as compensation for services provided. This requirement ceases when the Guidelines have been met, provided that an officer can only divest of a number of shares such that the Guidelines continue to be met. In general, shares counted toward required ownership include shares directly and indirectly held, shares and phantom shares held in our retirement or deferral plans, and RSUs and performance shares (only after the applicable performance measures are met). The specific levels of stock ownership for the continuing Named Executive Officers are noted in the following table. Executives are expected to accumulate the specified shares within five years of their becoming subject to the Guidelines. As of the date of this proxy statement, all Named Executive Officers meet the Guidelines. These policies, as they relate to our Directors, are discussed in the “Stock Ownership Guidelines for Non-Employee Directors” section of this proxy statement.

  39. Stock Awards (column (b))

    As discussed in the “Stock Ownership Guidelines for Non-Employee Directors” section of this proxy statement, in December 2025, the Compensation Committee approved the “Updated Guidelines” in order to better align with current market practice. Compliance with the Updated Guidelines will be first measured as of May 1, 2026. Rather than owning a minimum number of shares, the Updated Guidelines provide that the Chief Executive Officer will be required to own a number of shares with value equal to at least five times the then-current annual base salary rate, the Chief Financial Officer will be required to own a number of shares with value equal to at least three times the then-current annual base salary rate, and Senior Vice Presidents will be required to own a number of shares with value equal to at least two times the then-current annual base salary rate. Annual compliance with the Updated Guidelines will be measured each year as of May 1. Covered executives are expected to make continuing progress towards compliance with the Updated Guidelines and to comply fully within five years of becoming subject to the Updated Guidelines. For purposes of our Updated Guidelines, the following types of share ownership and equity awards are included as shares owned: unrestricted shares directly or indirectly held, vested shares and phantom shares held in the Company's retirement plans, vested shares and phantom shares held in the Company's deferral plans, service-based restricted stock (whether vested or unvested), service-based restricted stock units (whether vested or unvested), and performance shares or other performance awards (only once the applicable performance criteria are met). All covered executives are required to retain 100% of all shares obtained through us, as compensation for services provided to us, until they meet the Updated Guidelines, with such percentage to be calculated after any reduction in the number of shares to be delivered as a result of any taxes and exercise costs relating to the shares (if applicable). This requirement to retain 100% of all shares obtained from us ceases once the covered executive has met the Updated Guidelines, as long as the Updated Guidelines continue to be met. Timing with Respect to Equity Award Grants. We have adopted a policy with respect to the timing of the grant of equity awards (including grants to the Named Executive Officers), which policy provides that equity awards (including common stock, SARs and RSUs) are granted pursuant to approval by the Board or the Compensation Committee, or pursuant to authority delegated by the Board or the Compensation Committee to the Chief Executive Officer. Such grants generally are made at times when Avient is not in possession of material non-public information, and not during a “blackout period,” which is the period of time that is in close proximity to the release of financial or material non-public information. The policy further provides that, to the extent practicable, annual grants to existing employees should be approved at regularly scheduled meetings and that the grant price for any stock option or SAR (if any) shall not be less than the fair market value of Avient’s common shares on the grant date (which is generally defined as the closing price of our common shares on the grant date). Annual grant approvals typically occur in February of each year. As a general matter, the Compensation Committee does not take material nonpublic information into account when determining the timing and terms of such awards. The grant process and timing described above is used to provide for a routine and regular grant practice regarding annual awards, and in order to make sure that the existence (or lack thereof) of material non-public information is not a material factor in decisions about the timing or size of SARs grants. Similarly, Avient has not timed the disclosure of material non-public information for the purpose of affecting the value of executive compensation. During 2025, the Company did not grant stock options or SARs to any Named Executive Officer during any period beginning four business days before and ending one business day after the filing of any Company periodic report on Form 10-Q or Form 10-K, or the filing or furnishing of any Company Form 8-K that disclosed any material non-public information. Clawback Policy. The Company maintains and operates a Compensation Clawback Policy, which provides for the reasonably prompt recovery (or clawback) of certain excess incentive-based compensation received during an applicable three-year recovery period by current or former executive officers in the event Avient is required to prepare an accounting restatement due to the material noncompliance with any financial reporting requirement under the securities laws. Triggering events include accounting restatements to correct an error in previously issued financial statements that is material to such previously issued financial statements, or that would result in a material misstatement if the error were corrected in the current period or left uncorrected in the current period. Excess incentive-based compensation for these purposes generally means the amount of incentive-based compensation received (on or after October 2, 2023) by such executive officer that exceeds the amount of incentive-based compensation that would have been received by such executive officer had it been determined based on the restated amounts, without regard to any taxes paid. Incentive-based compensation potentially subject to recovery under the mandatory accounting restatement provisions of the Compensation Clawback Policy is generally limited to any compensation granted, earned or vested based wholly or in part on the attainment of one or more financial reporting measures. In general, Avient may utilize a broad range of recoupment methods under the Compensation Clawback Policy for mandatory accounting restatement clawbacks. The Compensation Clawback Policy does not condition such clawback on the fault of the executive officer, but Avient is not required to clawback amounts in limited circumstances where the Compensation Committee has made a determination that recovery would be impracticable and (1) Avient has already attempted to recover such amounts but the direct expense paid to a third party in an effort to enforce the Compensation Clawback Policy would exceed the amount to be recovered, (2) the recovery of amounts would violate applicable home country law, or (3) the recovery would likely cause the non-compliance of a tax-qualified retirement plan under the Internal Revenue Code of 1986, as amended, and applicable regulations. Operation of the mandatory accounting restatement provisions of the Compensation Clawback Policy is subject to a brief phase-in process during the first few years after its effectiveness. Avient may not indemnify any such executive officer against the loss of such recovered compensation in the event of a mandatory accounting restatement. Further, Avient continues to maintain a predecessor compensation clawback policy (the “Prior Clawback Policy”). The Prior Clawback Policy remains operational and applies to individuals and/or compensation not covered by or subject to the NYSE-compliant Compensation Clawback Policy. The Prior Clawback Policy will apply on a permissive basis in the event of an applicable accounting restatement plus qualifying misconduct that contributed to the accounting restatement (in which case Avient may require an executive officer to repay all incentive-based compensation that he or she received in excess of what would have been paid if the restated financial statements had originally been prepared without such material accounting restatement).

  40. Stock Awards (column (b))

    | Name and Principal Position (a) | Year (b) | Salary ($) (c) | Bonus ($) (d) | Stock Awards ($) (e) | Option Awards ($) (f) | Non-Equity Incentive Plan Compensation ($) (g) | All Other Compensation ($) (h) | Total ($) (i) | | Ashish K. Khandpur, Chairman, President and Chief Executive Officer | 2025 | 1,128,269 | — | 3,763,159 | — | 753,777 | 173,052 | 5,818,257 | | | 2024 | 1,058,077 | — | 1,617,924 | 1,647,357 | 2,396,520 | 183,417 | 6,903,295 | | | 2023 | 44,423 | 1,500,000 | 5,006,910 | — | — | 179 | 6,551,512 | | Jamie A. Beggs, Senior Vice President, Chief Financial Officer | 2025 | 617,154 | — | 692,720 | — | 296,092 | 80,534 | 1,686,500 | | | 2024 | 597,885 | — | 388,773 | 396,083 | 886,251 | 50,890 | 2,319,882 | | | 2023 | 575,000 | — | 332,708 | 332,439 | 644,606 | 51,433 | 1,936,186 | | Woon Keat Moh, Senior Vice President, President of CAI (1) | 2025 | 522,696 | — | 468,149 | — | 112,235 | 416,960 | 1,520,040 | | M. John Midea, Former Senior Vice President, Global Operations and Process Improvement | 2025 | 513,058 | — | 436,764 | — | 212,241 | 70,970 | 1,233,033 | | | 2024 | 497,115 | — | 245,438 | 249,637 | 637,874 | 45,515 | 1,675,579 | | | 2023 | 475,000 | — | 233,969 | 233,024 | 457,894 | 43,253 | 1,443,140 | | David N. Schneider, Senior Vice President, President of SEM | 2025 | 143,654 | 100,000 | 526,260 | — | 27,902 | 250,280 | 1,048,096 | | Joel R. Rathbun, Former Senior Vice President, Mergers and Acquisitions (2) | 2025 | 80,385 | — | 318,298 | — | — | 1,186,670 | 1,585,353 | | | 2024 | 547,500 | — | 308,270 | 313,900 | 803,586 | 40,619 | 2,013,875 | | | 2023 | 525,000 | — | 294,071 | 294,446 | 516,119 | 36,807 | 1,666,443 |

  41. Narrative Disclosure Relating to the 2025 Summary Compensation Table and the 2025 Grants of Plan-Based Awards Table

    Narrative Disclosure Relating to the 2025 Summary Compensation Table and the 2025 Grants of Plan-Based Awards Table For information regarding the amount of salary and bonus compensation in proportion to total compensation, see the “What We Pay and Why: Elements of Compensation” section of this proxy statement. For information regarding the Management Continuity Agreements, see the “Potential Payments Upon Termination or Change of Control” section of this proxy statement. For more information about the 2025 modification of Mr. Rathbun's outstanding 2023 and 2024 incentive awards, please see Compensation Discussion and Analysis section of this proxy statement, the footnotes and narrative to the 2025 Summary Compensation Table, and the “Potential Payments Upon Termination or Change of Control” disclosure below. Outstanding Equity Awards at 2025 Fiscal Year-End

  42. Narrative Disclosure Relating to the 2025 Summary Compensation Table and the 2025 Grants of Plan-Based Awards Table

    | Name | Grant Date | Option Awards | | | | | Stock Awards | | | | | | | Number of Securities Underlying Unexercised Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercise-able (1) | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) (1) | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock that have not Vested (2) (#) | Market Value of Shares or Units of Stock that have not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights that Have Not Vested (3) (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights that Have Not Vested (3) ($) | | A.K. Khandpur | 12/1/2023 | — | — | — | — | — | 74,936 | 2,341,001 | — | — | | | 2/22/2024 | — | — | — | — | — | 43,506 | 1,359,127 | — | — | | | 2/19/2025 | — | — | — | — | — | 51,999 | 1,624,449 | — | — | | | 3/4/2025 | — | — | — | — | — | 4,954 | 154,763 | — | — | | | 2/19/2025 | — | — | — | — | — | — | — | 1,095,633 | 1,095,633 | | | 3/4/2025 | — | — | — | — | — | — | — | 104,346 | 104,346 | | | 2/22/2024 | 44,433 | 88,867 | — | 39.27 | 2/22/2034 | — | — | — | — | | J.A. Beggs | 2/17/2023 | — | — | — | — | — | 8,409 | 262,697 | — | — | | | 2/22/2024 | — | — | — | — | — | 10,458 | 326,708 | — | — | | | 2/19/2025 | — | — | — | — | — | 10,440 | 326,146 | — | — | | | 2/19/2025 | — | — | — | — | — | — | — | 219,780 | 219,780 | | | 2/08/2021 | 27,200 | — | — | 42.27 | 2/08/2031 | — | — | — | — | | | 2/14/2022 | — | — | 22,300 | 52.64 | 2/14/2032 | — | — | — | — | | | 2/17/2023 | 17,500 | — | 8,750 | 42.93 | 2/17/2033 | — | — | — | — | | | 2/22/2024 | 10,683 | 21,367 | — | 39.27 | 2/22/2034 | — | — | — | — | | W.K. Moh | 2/17/2023 | — | — | — | — | — | 4,236 | 132,333 | — | — | | | 2/22/2024 | — | — | — | — | — | 5,705 | 178,224 | — | — | | | 2/19/2025 | — | — | — | — | — | 7,057 | 220,461 | — | — | | | 2/19/2025 | — | — | — | — | — | — | — | 148,500 | 148,500 | | | 2/10/2016 | 1,870 | — | — | 24.98 | 2/10/2026 | — | — | — | — | | | 2/15/2017 | 2,170 | — | — | 34.10 | 2/15/2027 | — | — | — | — | | | 2/14/2018 | 1,920 | — | — | 41.89 | 2/14/2028 | — | — | — | — | | | 2/11/2019 | 5,100 | — | — | 31.54 | 2/11/2029 | — | — | — | — | | | 2/10/2020 | 12,200 | — | — | 31.48 | 2/10/2030 | — | — | — | — | | | 2/08/2021 | 13,750 | — | — | 42.27 | 2/08/2031 | — | — | — | — | | | 2/14/2022 | — | — | 11,600 | 52.64 | 2/14/2032 | — | — | — | — | | | 2/17/2023 | 8,733 | — | 4,367 | 42.93 | 2/17/2033 | — | — | — | — | | | 2/22/2024 | 5,816 | 11,634 | — | 39.27 | 2/22/2034 | — | — | — | — | | J.M. Midea | 2/19/2025 | — | — | — | — | — | — | — | 46,200 | 46,200 | | | 2/11/2018 | 10,000 | — | — | 41.89 | 2/11/2028 | — | — | — | — | | | 2/08/2021 | 19,250 | — | — | 42.27 | 2/08/2031 | — | — | — | — | | | 2/14/2022 | — | — | 15,650 | 52.64 | 2/14/2032 | — | — | — | — | | | 2/17/2023 | 12,266 | — | 5,871 | 42.93 | 2/17/2033 | — | — | — | — | | | 2/22/2024 | 6,733 | 10,427 | — | 39.27 | 2/22/2034 | — | — | — | — | | D.N. Schneider | 9/11/2025 | — | — | — | — | — | 14,231 | 444,576 | — | — | | J.R. Rathbun | — | — | — | — | — | — | — | — | — | — |

  43. Narrative Disclosure Relating to the 2025 Summary Compensation Table and the 2025 Grants of Plan-Based Awards Table

    (1)Amounts in these columns represent stock-settled SARs that vest in one-third increments, with each one-third increment vesting on the later of (a) the first, second and third anniversary of the grant date, respectively and (b) the achievement of a stock price hurdle (based on Avient’s closing stock price and sustained for thirty consecutive trading days for all grants except the February 17, 2023 and February 22, 2024 grants for which the stock price hurdle must be sustained for twenty consecutive trading days) applicable to that increment. As of December 31, 2025, all stock price hurdles have been met for all SAR grants made prior to 2022, none of the stock price hurdles have been met for the 2022 SAR grants, two out of three stock price hurdles have been met for the 2023 SAR grants, and all three stock price hurdles have been met for the 2024 SAR grants. SAR grants for which stock price hurdles have been met vest in one-third increments on the first, second and third anniversary of the grant date. (2)Amounts in this column represent stock-settled RSU awards that generally vest in full on the third anniversary of the grant date, with the exception of the December 1, 2023 grant to Dr. Khandpur which vests ratably over four years and the February 19, 2025 grants which vest ratably over three years. The awards include shares deemed purchased with reinvested dividend equivalents that are subject to the same forfeiture conditions as the shares to which the dividends relate. The amounts in this column include all dividend equivalents declared from 2023 through 2025 attributable to the awards (including the fourth quarter dividend declared on October 8, 2025 to shareholders of record on December 12, 2025, which was paid on January 7, 2026). (3)Amounts in these columns represent the portion of the cash-settled performance units granted on February 19, 2025 related to rTSR. These awards are described more fully in the “What We Pay and Why: Elements of Compensation” section of this proxy statement. The performance unit grants for Dr. Khandpur represent a single grant of performance units that was granted on two separate dates. 2025 Option Exercises and Stock Vested

  44. Narrative Disclosure Relating to the 2025 Summary Compensation Table and the 2025 Grants of Plan-Based Awards Table

    | Name (a) | Option Awards | | Stock Awards | | | | Number of Shares Acquired on Exercise (#) (b) | Value Realized on Exercise ($) (c) | Number of Shares Acquired on Vesting (#) (d) | Value Realized on Vesting ($) (e) | | A.K. Khandpur | — | — | 37,147 | 1,137,070 | | J.A. Beggs | — | — | 6,849 | 294,439 | | W.K. Moh | — | — | 3,563 | 153,173 | | J.M. Midea | — | — | 16,346 | 567,084 | | D.N. Schneider | — | — | — | — | | J.R. Rathbun | 5,331 | 232,320 | 12,432 | 537,536 |

  45. Stock Awards (columns (d) and (e))

    | Pay Versus Performance(1) | | | | | | | | | | | | Year (a) | Summary Compensation Table (“SCT”) Total for First PEO (b) | SCT Total for Second PEO (b) | Compensation Actually Paid (“CAP”) to First PEO (c)(2) | CAP to Second PEO (c)(2) | Average SCT Total for Non-PEO Named Executive Officers (d) | Average CAP to Non-PEO Named Executive Officers (e)(2) | Value of Initial Fixed $100 Investment | | Net Income ($mm) (h) | Adjusted Earnings per Share (“EPS”) (i)(5) | | | | | | | | | Total Share-holder Return (f)(3) | Peer Group Total Share-holder Return (g)(4) | | | | 2025 | — | 5,818,257 | — | 3,182,520 | 1,414,604 | 922,893 | 87.52 | 100.3 | 83.6 | 2.82 | | 2024 | — | 6,903,295 | — | 7,135,548 | 2,215,132 | 1,998,654 | 111.02 | 114.78 | 170.7 | 2.66 | | 2023 | 8,827,721 | 6,551,512 | 11,369,504 | 7,405,972 | 1,928,200 | 2,212,634 | 110.33 | 125.09 | 76.2 | 2.36 | | 2022 | 9,046,852 | — | 621,952 | — | 1,648,896 | 585,793 | 87.31 | 108.84 | 703.4 | 2.69 | | 2021 | 9,382,531 | — | 17,199,415 | — | 1,805,998 | 2,658,967 | 141.33 | 126.56 | 230.6 | 2.68 |