2025 SUSTAINABILITY REPORT
INTRODUCTION
PRODUCTS
ENVIRONMENT
PEOPLE
LEADERSHIP
SUPPLEMENT
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ONE COLOR SPRUCE
ONE COLOR BLACK
ONE COLOR
For certain positions, we supplement this with targeted market studies to ensure our packages remain highly competitive, aligning pay with market benchmarks, maintaining internal equity and regularly reviewing total rewards to attract and retain top talent. In 2025, we adjusted our approach to create greater flexibility for managers to attract and retain top talent. The changes enable us to create total compensation packages that meet the needs of employees while remaining fair and equitable. We benchmark our pay ranges against industry standards and update our compensation structure periodically to remain competitive in the market. Annually, we benchmark our hourly wage roles in local markets, participate in a salary survey and review results relevant to our industry to remain competitive in our industry. We regularly conduct pay equivalence analyses to identify any gaps within our organization. Since our hourly wages are standardized by position, we focus our review on salaried positions.
talented candidates from all backgrounds. In addition, we seek to recruit candidates from industries that are related to, but outside of, building products as part of our efforts to attract highly qualified people who possess diverse and creative problem-solving skills.
and résumé review clinics. Trex employees also shared their perspectives at local career exploration events geared toward younger students, including: The World of Work, a day-long event that gives middle school students in the Shenandoah Valley of Virginia a chance to explore future careers within their communities. Driving into Your Future, held at John Handley High School in Winchester, to promote alternative career pathways for high school students. We also continue to offer internships to a broad demographic of college students on an equal opportunity basis. Learn more about the professional development experiences we provide for Trex interns on page 30 of this report.
On our Board of Directors, women held four 1 of 10 positions, and two Board members are ethnically diverse. We continue to focus on equal opportunity in our management positions. Diverse employees in management increased to 11.6% in 2025 compared with 9% in 2024.
Internal Promotion
Outreach to Students
We continue to focus on improving career advancement pathways within Trex and ensuring all employees have equal access to the professional development opportunities that we offer. Our priorities include working closely with Trex executive leaders and people managers on best practices for coaching their team members to identify personal career growth goals. Learn more in the Our People section on pages 28-31.
We promote Trex as a career destination and reach the most talented candidates by collaborating with a growing list of universities and high schools—through career fairs, classroom visits and other avenues. We actively recruit at institutions such as Carnegie Mellon University, Howard University, James Madison University, Liberty University and West Virginia University. Our team also maintains a strong presence at Virginia Tech University, participating in events like Career Fest, organized by the school’s Council for the Advancement of Minority Engineering Organizations, and Evening with the Industries, which is organized by the Society of Women Engineers. We engage students and early-career talent through a broad network of institutions, hosting campus events such as meet-and-greets, information sessions, panel discussions LOGO USAGE
Our Company Demographics
Fair Pay
We hold ourselves accountable for applying equal opportunity at all levels of Trex through our hiring and internal promotion practices. Our number of applications from women and ethnically diverse candidates increased to 36% in 2025 compared with 33% in 2024. The overall representation of ethnically diverse employees grew to 31.5% in 2025 compared with 29% in 2024.
We pay our people fairly and without discrimination based on their job—regardless of gender or race. To promote pay parity for comparable roles, we use a structured compensation grade system to establish impartial pay ranges before evaluating candidates.
1 Temporarily decreased to three from November 1, 2025 until February 9, 2026.
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