2024 SUSTAINABILITY REPORT
INTRODUCTION
PRODUCTS
ENVIRONMENT
PEOPLE
LEADERSHIP
29
ONE COLOR SPRUCE
ONE COLOR BLACK
ONE COLOR
Our Company Demographics
Fair Pay
What’s Ahead
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 wages in local markets, participate in a salary survey, and review results relevant to our industry to remain competitive in our industry for hourly wages. 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.
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 33% in 2024 compared with 32% in 2023. The overall representation of ethnically diverse employees grew to 28% in 2024 compared with 27% in 2023. On our Board of Directors, women hold four of nine positions, and two Board members are ethnically diverse. We continue to focus on equal opportunity in our management positions. Diverse employees in management declined marginally to 8% in 2024 compared with 10% in 2023. LOGO USAGE
We pay our people fairly and without discrimination based on their job—regardless of gender or race. To promote parity in compensation for comparable roles, we utilize a compensation grade structure to establish pay ranges for each position before evaluating applicants. This approach ensures that pay ranges are determined impartially, independent of the candidate applying for the position. For specific roles, we conduct supplemental market studies to ensure that our compensation packages are highly competitive.
We continue to hone our strategic investments focused on creating opportunities for talented and innovative people from all backgrounds to thrive and innovate at Trex. Key activities in 2025 will include deepening our support for first-time leaders to develop their skills and gain experience, enabling us to promote more employees from within Trex.
Employee Gender 1
Employee Gender in Management 4,6
2024 (#)
2024 (%)
2024 (#)
2024 (%)
2022
2023
2022 5
2023
469
25%
47
27%
Women
26%
25%
Women
29%
29%
1,379
75%
130
73%
Men
74%
75%
Men
71%
71%
Employee Race and/or Ethnicity 1,2
Employee Race and/or Ethnicity in Management 4,6,7
2024 (#)
2024 8 (%)
2022 5
2023
2024 (#)
2024 (%)
2022
2023
16
9%
Racially and/or ethnically diverse employees, overall 3,7
13%
10%
516
29%
Racially and/or ethnically diverse employees, overall 3
25%
27%
160
90%
White
87%
90%
1,309
71%
White
75%
73%
3
1.7%
Black or African American employees
N/A
N/A
80
4%
Black or African American
N/A
N/A
9
5%
Hispanic or Latino
N/A
N/A
359
19%
Hispanic or Latino
N/A
N/A
3
1.7%
Asian
N/A
N/A
26
1.4%
Asian
N/A
N/A
0
0%
American Indian/Alaskan Native
N/A
N/A
14
0.8%
American Indian/Alaskan Native
N/A
N/A
N/A
N/A
Native Hawaiian or other Pacific Islander
N/A
N/A
5
0.3
Native Hawaiian or other Pacific Islander
N/A
N/A
1
0.6%
Two or more races
N/A
N/A
32
1.7%
Two or more races
N/A
N/A
1 Based on employees who have self-identified their gender and ethnicity. 2 Racial and ethnic categories are defined in accordance with the U.S. EEO-1 race and ethnicity classifications. 3 This includes all racial and/or ethic categories except for White.
4 Based on employees who have self-identified their gender and ethnicity. 5 2022 data restated based on new information not available for the 2022 ESG Report. 6 Management is defined as employees who have direct reports and select executive leaders who may not have direct reports. 7 Racial and ethnic categories are defined in accordance with the U.S. EEO-1 race and ethnicity classifications. 8 Totals do not add up to 100% due to rounding.
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