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Online access will begin at 8:45 a.m. We align executive compensation with shareholder interests We avoid excessive risk while fostering sustainable company growth  ✓ Ensure that the majority of executive pay is based on objective, challenging financial 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 best 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 new management continuity agreements or for financial planning benefits ✓ Maintain a 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 ✓ Provide for minimum required vesting periods for our equity awards PROXY STATEMENT 2024 | Annual Meeting of Shareholders 45 EXECUTIVE COMPENSATION PHILOSOPHY AND OBJECTIVES Our executive compensation programs reward our officers’ performance, are specifically linked to our achievement of strategic operating and financial goals, and are designed to be competitive in the marketplace.

Patterson 45 2014 Chairman, President and Chief Executive Officer, PolyOne Financial, International, Industry Experience, HR, Operations, Corporate Governance No M William H. Current Directorships: None Former Directorships: None Age: 45 Director since: 2014 William H.

Based on the competitive market data provided by the Consultant, we determined that To attract and retain talent Fixed base of cash compensation Weighting 19% - CEO 33% - CFO 39% - Other NEOs Base Salary Drives the achievement of key business results on an annual basis Performance- based and not guaranteed Weighting 19% - CEO 22% - CFO 22% - Other NEOs Annual Incentive Directly ties the interests of NEOs to our shareholders Retains key talent and a majority is performance- based and not guaranteed Weighting 62% - CEO 45% - CFO 39% - Other NEOs Long- Term Incentive COMPENSATION DISCUSSION AND ANALYSIS 33 the 2015 salaries of the Named Executive Officers were within a range of 11% above to 6% below the 2015 market medians for comparable positions (Mr. EXECUTIVE COMPENSATION 45 Payments Upon Separation from Service.

Initiative category & Initiative type Energy efficiency in buildings Avient CDP Climate Change Questionnaire 2022 Friday, July 29, 2022 42 Lighting Estimated annual CO2e savings (metric tonnes CO2e) 330.9 Scope(s) or Scope 3 category(ies) where emissions savings occur Scope 2 (location-based) Scope 2 (market-based) Voluntary/Mandatory Voluntary Annual monetary savings (unit currency – as specified in C0.4) 318,550 Investment required (unit currency – as specified in C0.4) 717,464 Payback period 1-3 years Estimated lifetime of the initiative 6-10 years Comment Initiative category & Initiative type Energy efficiency in buildings Insulation Estimated annual CO2e savings (metric tonnes CO2e) 0.11 Scope(s) or Scope 3 category(ies) where emissions savings occur Scope 1 Voluntary/Mandatory Voluntary Annual monetary savings (unit currency – as specified in C0.4) 2,250 Investment required (unit currency – as specified in C0.4) 11,610 Payback period 4-10 years Estimated lifetime of the initiative Avient CDP Climate Change Questionnaire 2022 Friday, July 29, 2022 43 11-15 years Comment Initiative category & Initiative type Energy efficiency in buildings Heating, Ventilation and Air Conditioning (HVAC) Estimated annual CO2e savings (metric tonnes CO2e) 9.33 Scope(s) or Scope 3 category(ies) where emissions savings occur Scope 1 Voluntary/Mandatory Voluntary Annual monetary savings (unit currency – as specified in C0.4) 76,653 Investment required (unit currency – as specified in C0.4) 203,000 Payback period 1-3 years Estimated lifetime of the initiative 11-15 years Comment Initiative category & Initiative type Energy efficiency in buildings Motors and drives Estimated annual CO2e savings (metric tonnes CO2e) 5.06 Scope(s) or Scope 3 category(ies) where emissions savings occur Scope 2 (location-based) Scope 2 (market-based) Voluntary/Mandatory Voluntary Annual monetary savings (unit currency – as specified in C0.4) Avient CDP Climate Change Questionnaire 2022 Friday, July 29, 2022 44 2,280 Investment required (unit currency – as specified in C0.4) 541 Payback period Polymers 45 Purchased polymers data, broken out by polymer type, was obtained in weight.

Mooresville, North Carolina 45. Beggs 45 Senior Vice President, Chief Financial Officer Cathy K. The amounts 45 AVIENT CORPORATION associated with the amortization of inventory step-up and costs related to committed financing were removed from 2020, and presented in the pro forma financial information.

Online access will begin at 8:45 a.m. We align executive compensation with shareholder interests We avoid excessive risk while fostering sustainable company growth  ✓ Ensure that the majority of executive pay is based on objective, challenging financial 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 best 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 new management continuity agreements or for financial planning benefits ✓ Maintain a 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 ✓ Provide for minimum required vesting periods for our equity awards PROXY STATEMENT 2024 | Annual Meeting of Shareholders 45 EXECUTIVE COMPENSATION PHILOSOPHY AND OBJECTIVES Our executive compensation programs reward our officers’ performance, are specifically linked to our achievement of strategic operating and financial goals, and are designed to be competitive in the marketplace.

Francisco Nakasato, 1700 13295-000 Itupeva Sao Paulo, Brazil 电话：+55 11 4593 9200 欧洲 地区总部，卢森堡 Pommerloch 19 Route de Bastogne Pommerloch, Luxembourg, L-9638 电话：+352 269 050 35 传真：+352 269 050 45 www.avient.com https://www.avient.com 首席执行官寄语 我们的愿景和战略 核心价值观和个人价值观 我们的《行为准则》 道德行为指南 个人价值观 解决问题和举报违规情况 道德热线 禁止打击报复 《行为准则》的适用范围 违反本准则的行为 尊重所有人กคน 多元和包容 歧视或骚扰 工作场所关系 物质滥用 人身安全和 工作场所暴力 工作诚实 准确的信息、数据和记录 会计诚信 政府调查和询查 政治献金/活动和慈善捐款 内幕信息和内幕交易 计算机安全、软件许可和版权 社交媒体和社交网络 互联网和电子邮件的使用 隐私、个人信息和数据保护 专有和机密信息、创意和知识产权 资产的保护和使用 公司通讯 我们企业的诚信 公平交易 贿赂和回扣 代理人和顾问 竞争 礼品和招待 利益冲突 假公济私 国际贸易 企业社会责任 可持续性 安全、健康和环境 产品和服务的安全 尊重人权 共同的承诺 资源和联系信息

Francisco Nakasato, 1700 13295-000 Itupeva Sao Paulo, Brésil Téléphone : +55 11 4593 9200 Europe Siège régional Pommerloch, Luxembourg 19 Route de Bastogne Pommer- loch, Luxembourg, L-9638 Téléphone : +352 269 050 35 Télécopie : +352 269 050 45 www.avient.com https://www.avient.com

Francisco Nakasato, 1700 13295-000 Itupeva Sao Paulo, Brésil Téléphone : +55 11 4593 9200 Europe Siège social régional Pommerloch, Luxembourg 19 Route de Bastogne Pommerloch, Luxembourg, L-9638 Téléphone : +352 269 050 35 Télécopieur : +352 269 050 45 www.avient.com https://www.avient.com