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LXP Industrial Trust: Focused on Making a Positive Difference

LXP Industrial Trust | June 5, 2023

DEICRE Pledge

While industrial real estate is our business, we wouldn’t be successful without our employees. We maintain a supportive work atmosphere that values diversity, equity, and inclusion (DEI), promotes professional and personal growth, open communication and a strong work-life balance. We continue to find ways to enhance our organization through gender advocacy, established DEI recruiting protocols, mental health awareness and leadership support.  

1. Partner with CREW Network to support our mission to advance women and begin your efforts now to make change.

  • In 2022, LXP’s Chairman, President, and CEO, Will Eglin, signed the CRE Pledge for Action to solidify our commitment to the advancement of women in the commercial real estate industry. We are proud of this commitment and continue to work with our Environmental, Social and Governance Task Force to implement new initiatives and programs to support our female employees in their commercial real estate careers.  

2. Close the compensation gap in our industry by conducting a pay equity study in your company.

  • We maintain a pay equity report that analyzes our employee compensation by department, gender, race, ethnicity and seniority. This report is presented to LXP’s Board of Trustees and Senior Management team on a quarterly basis to ensure transparency, oversight and accountability.

3. Increase inclusion in your company through senior executive sponsorship of women and/or other individuals in underrepresented groups within the company.

  • LXP created a women’s mentorship program in 2022, which boasts nearly a 50% participation rate from our female employees. Various activities we’ve completed or planned for the program include women’s leadership training with special guests, presentations from female members of our Board of Trustees and a book club. This program provides LXP mentees with greater exposure to senior leaders, the opportunity to form relationships with women from different departments and access to holistic insight into our company.

4. Advance women to your company’s top roles to achieve gender diversity in leadership.

  • We are proud that the number of female leaders at LXP has historically been high, and we continue to value and promote women in leadership positions. Recent promotions of women in leadership at LXP are:

    Ashley Dann – promoted to Senior Vice President, Director of Operations of Institutional Fund Management

    Margaret Galarza – promoted to Senior Vice President, Corporate Controller

    Leslie Moore - promoted to Senior Vice President, Director of ESG and Corporate Operations

    Kaitlyn Galvin – promoted to Vice President, Financial Reporting

    Michele Burch – promoted to Vice President, Tax

5. Increase diversity in your company and in the industry through intentional recruiting and hiring of individuals from diverse backgrounds.

  • We pride ourselves in our transparency and accomplishments in this regard. When hiring for new positions, we ensure our recruiter partners identify a diverse slate of candidates for each open role. We are also partnering with REEX, an organization that provides students of color with internship, educational and career opportunities in commercial real estate, for a summer externship in 2023.

  • We voluntarily publicly disclose our EEO-1 data, and we have been included in the Bloomberg Gender Equality Index multiple times.

  • We have added seven new independent members to our Board of Trustees since 2015. Key considerations for our Nominating and ESG Committee when appointing new members include gender, racial and ethnic diversity and members of the LGBTQ community. Learn more about our diverse Board makeup: https://www.lxp.com/leadership/. We also recently fulfilled a commitment to one of our shareholders, The Vanguard Group, to further diversify our Board membership.

6. Implement accountability strategies in your company to measure progress.

  • In addition to the above-referenced initiatives, programs and Board oversight, we report to multiple surveys and frameworks to provide transparency into our progress.

  • Our DEI Committee is made up of members from all three of our corporate offices and multiple departments, with the focused goal of improving diversity in recruiting, providing DEI training for our employees and supporting charitable organizations with a similar mission.