PALLET MANUFACTURER N O N - S L I P S T R I P S • Improve top deck coefficient of friction • Chemically bond to HDPE and extrude at lower temperatures • Durability to withstand 7-10 year product lifespan • Provided onsite technical support to incorporate a secondary material in the existing manufacturing process • Shortened the product development life cycle by quickly providing a durable material within our existing product portfolio that improved grip • Ensured supply continuity to ease concerns • Trusted provider of sustainable rigid, elastomer, and color polymer solutions to enable product innovation Versaflex™ TPE Formulation KEY REQUIREMENTS WHY AVIENT?

MAM L E A R N T O D R I N K ™ C U P • Compliance with EU fatty food contact regulations* • Soft, gentle feel • Non-BPA, non-phthalate • Great colorability • Provided customized solution to comply with Europe’s fatty food contact requirements and application needs • Enhanced customer appeal with a soft, durable and custom-colored solution Versaflex™ FFC Thermoplastic Elastomer KEY REQUIREMENTS WHY AVIENT?

GLOBAL FITNESS BRAND R E S I S T A N C E B A N D • Soft material (25-30 Shore A durometer) • Grippy feel • Good colorability • Compatible with injection molding • Developed a custom-made TPE with excellent rebound resilience, even after 45,000 stretches • Replaced thermoset rubber with a recyclable material • Supported higher production efficiency to reduce total cost Versaflex Thermoplastic Elastomers KEY REQUIREMENTS WHY AVIENT?

LEADING MEDICAL TRAINING COMPANY M E D I C A L M A N I K I N S • Ability to color code various body parts for more accurate teaching and instruction • Maintain durability and performance through repeated use in a variety of training scenarios • Meet customer’s regulatory requirements • Provided specific colors and hardness for easier identification of body parts • Supplied a non-phthalate plastisol formulation that maintained strength and flexibility over an extended time • Offered robust technical support and regulatory assistance to meet all compliance directives as required by customer Core™ Non-Phthalate Plastisols KEY REQUIREMENTS WHY AVIENT?

Seat Ventilation Tube Case Study Snapshot LEADING LUXURY CAR MANUFACTURER S E A T V E N T I L A T I O N T U B E • Reliable sealing performance • Good bonding ASA+PBT • Excellent chemical resistance and good flexibility • Provided a TPE with good flexibility to maintain a tight seal within the ventilation system, preventing air leaks and ensuring efficient airflow • Formulated a durable and chemically resistant grade to help withstand the various stresses and environmental conditions that the ducts may encounter • Offered quick technical support to fix the leak problem for customer Versaflex Thermoplastic Elastomers KEY REQUIREMENTS WHY AVIENT?

GLOBAL ELASTIC & RUBBER PRODUCT MANUFACTURER T O U R N I Q U E T B A N D • Hardness 45, shore A • Thickness 0.5mm and Tensile set

LOADING DOCK SHELTERS R E I N F O R C I N G S T A Y S Replacement for steel or composite stays to provide reliable seal from external environment: • Withstand repeated flex and twisting, pass rigorous proprietary flexural testing requirements • Maintain performance in extreme temperatures • Enabled repeated twisting and flexing without failure, up to 90˚ bends, due to exceptional mechanical properties • Customized finishing to meet specific shape and edge surface requirements • Improved supply reliability with product manufactured in Montrose, CO Gordon Composites™ Thermoset Composite Springs KEY REQUIREMENTS WHY AVIENT?

DIVING BOARD SPRING D I V I N G B O A R D S P R I N G POOL DECK EQUIPMENT MANUFACTURER • Non-corrosive alternative to steel springs to prevent rust, degradation and staining of pool decks • Flexible and durable to prolong product life • Provided a corrosion-proof composite material to prevent rust stains on pool decks • Delivered a custom-shaped compression molded spring capable of deep deflection and high fatigue resistance for extended product life • Reduced weight by 75% compared to steel, resulting in lower shipping and installation costs Gordon Composites™ Molded Unidirectional Thermoset Barstock KEY REQUIREMENTS WHY AVIENT?

GLS TPE - Closurelogic Cap Liner - Spanish CLOSURELOGIC GMBH L I N E R P A R A T A P A D E A L U M I N I O • Compliance with food contact regulations • Seals to glass, PET and aluminum bottles • Excellent pressure retention for carbonated beverages • Ofrece un TPE de baja migración con excelentes propiedades organolépticas • Permitió el procesamiento a temperaturas 20 °C más bajas que los materiales comparativos Elastómero termoplástico GLS™ REQUERIMIENTOS CLAVE ¿POR QUÉ AVIENT?

• Develop and maintain a competitive executive compensation program in order to attract and retain qualified executives and to provide incentives to management that reward pay for performance in attaining the Company’s goals and objectives. 2 • Review and approve a peer group of companies to be used for marketplace trend analysis and to assess the competitiveness of the Company’s total compensation opportunities for executive officers. • Review and approve corporate goals and objectives relevant to the Chief Executive Officer’s compensation; in conjunction with the evaluation conducted by the Board as described in the Company’s Corporate Governance Guidelines, evaluate the Chief Executive Officer’s performance in light of these goals and objectives; and determine and approve (or determine and approve, and recommend to the independent members of the Board for their determination and approval) the Chief Executive Officer’s compensation level based on this evaluation and comparable market data provided by the independent compensation consultant. • In determining the long-term incentive component of the Chief Executive Officer’s compensation, consider the Company’s performance and relative shareholder return, the value of similar incentive awards to chief executive officers at comparable companies, and the awards given to the Chief Executive Officer in the past. • Review and approve the compensation of other executive officers of the Company, including benefits and perquisites, taking into consideration the Company’s performance, comparable market data, the performance of each executive officer, and such other factors as may, in the Committee’s discretion, be appropriate. • In evaluating and making recommendations regarding, or determining and approving, executive compensation, the Committee shall consider the results of the most recent shareholder advisory vote on executive compensation (“Say on Pay Vote”) required by Section 14A of the Securities Exchange Act of 1934, as amended (the “Exchange Act”). • With respect to incentive compensation plans and equity-based plans: • Make recommendations to the Board with respect to the approval of incentive compensation plans for executive officers and all equity-based plans. • Review and approve equity-based grants and awards, including long-term incentive plan awards, to officers, senior managers, key employees, and other employees of the Company and its subsidiaries under the Company’s equity-based plans. • Review and approve the performance criteria, target awards, payout criteria and like items for the Company’s annual incentive and long-term incentive compensation plans. • Review and approve (a) attainment levels under the Company’s annual incentive plan; (b) payments to executive officers of the Company under the annual incentive plan; and (c) payments to officers, senior managers and employees of the Company under the Company’s long-term incentive compensation plans. • Administer the Company’s equity-based incentive compensation plans and other plans adopted by the Board that contemplate administration by the Committee. • Review and approve special bonuses and/or other awards to executive officers on a case-by- case basis for outstanding performance. • Review and approve the terms of all employment agreements, management continuity agreements and change in control agreements for elected officers. 3 Non-employee Director Compensation. • Review the compensation of non-employee directors and make recommendations to the Board regarding changes to existing compensation levels. • Perform administrative functions with respect to the compensation of non-employee directors, including interpreting existing policy. • Review and approve (or approve and recommend to the Board for its approval) equity-based grants and awards to non-employee directors under the Company’s equity-based plans.