Company: LPG
Filing Date: 2025-07-22
Form Type: DEF 14A
Source: 0001558370-25-009356
Chunk: 42

Company: DORIAN LPG LTD.
Filing Date: 2025-07-22
Form: DEF 14A
Chunk 42
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 goals. We aim to foster a culture of performance, alignment, and accountability while ensuring our pay practices remain competitive and adaptable to the unique demands of our industry. Core Principles Our compensation approach is built on the following:

| ● | Alignment with Shareholders: We tie executive pay to both short- and long-term shareholder value creation. |

| ● | Performance-Driven Rewards: We incentivize achieving annual and long-term business objectives. |

| ● | Balanced Incentives: We blend immediate and future-focused compensation to support sustainable growth. |

| ● | Individualized Pay: Compensation reflects each executive’s role, contributions, and market benchmarks. |

| ● | Risk-Aware Design: We encourage prudent decision-making to balance risk and reward. |

Compensation Approach We offer competitive total compensation tailored to each executive’s role and expertise, informed by market standards. Given the shipping industry’s volatility, we avoid rigid performance targets for incentive pay. Instead, we use informed judgment to assess achievements in the context of market conditions, ensuring flexibility and fairness in our decisions. Commitment to Excellence The Compensation Committee regularly reviews our pay practices to align with industry best practices and governance standards. For our Named Executive Officers (NEOs), key considerations include:

| ● | Strategic Leadership: Driving initiatives like commercial strategy, health and safety programs, and vessel upgrades (e.g., scrubber retrofits). |

| ● | Operational Success: Meeting goals in areas like safety or chartering. |

| ● | Financial Strategy: Securing favorable financing in challenging markets. |

| ● | ESG Commitment: Advancing sustainability, carbon reduction, and transparency. |

Additional Practices Related to Perquisites & Benefits For Fiscal Year 2025, we did not provide perquisites or supplemental retirement plans for executives, nor do we offer excise tax gross-ups. While we cover reasonable travel expenses for executives and their spouses for business-related events, we have no plans to introduce perquisites moving forward. Our goal is a compensation program that rewards performance, supports long-term success, and upholds strong governance, ensuring we attract and retain leaders who deliver value to our stakeholders. Executive Compensation Practices & Governance To ensure our executive compensation program supports the Company’s strategic objectives and long-term shareholder value creation, the Compensation Committee regularly reviews our pay practices against evolving market standards, investor expectations, and regulatory requirements. The Committee is committed to maintaining a balanced, performance-driven program that aligns executive interests with those of shareholders, while incorporating strong governance features and risk mitigation measures. The table below summarizes key elements of our compensation governance