Company: LXP
Filing Date: 2025-04-15
Form Type: DEF 14A
Source: 0001539497-25-001131
Chunk: 25

Company: LXP Industrial Trust
Filing Date: 2025-04-15
Form: DEF 14A
Chunk 25
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 Joseph S. Bonventre | Executive Vice President, Chief Operating Officer, General Counsel and Secretary |
| Brendan P. Mullinix | Executive Vice President and Chief Investment Officer                            |

<div align='center'>Compensation Committee Responsibility and Philosophy. The Compensation Committee administers the compensation policies and programs for our named executive officers and regularly reviews and approves our compensation strategy and principles to ensure that they are aligned with our business strategy and objectives, encourage high performance, promote accountability and ensure that management’s interests are aligned with the interests of our shareholders. The Compensation Committee believes that the compensation program should further both short-term and long-term business goals and strategies while enhancing shareholder value. In keeping with this philosophy, the compensation program’s objectives are to:</div>

| ● | maintain a transparent compensation program that is easy for all of our shareholders to understand; |

| ● | further align the interests of our named executive officers with those of our shareholders; |

| ● | strengthen the relationship between executive pay and company performance; and |

| ● | retain key members of management. |

<div align='center'>The Compensation Committee believes that the business judgment of its members is necessary to properly evaluate and design an executive compensation program. 2024 “Say on Pay” Advisory Vote In 2024, approximately 96% of the votes cast voted “FOR” the compensation of our named executive officers as disclosed in the related proxy statement, which has been consistent with the votes for the previous years.</div>

| Five-Year Average |
| 97%               |

<div align='center'>Based on such approvals and the discussion held with our shareholders, the Compensation Committee has largely maintained the compensation framework approved in 2024 for the 2025 executive compensation plan with modifications for our 2025 business plan objectives.</div>

| 31 |

<div align='center'>Executive Compensation Best Practices. The following is a summary of our executive compensation practices:</div>

| What we do:                                                                          |     | What we don’t do:                                                                                   |
| We                                                                                   
 subject a significant portion of pay to relative and absolute performance conditions 
 We                                                                                   
 disclose our compensation programs with transparency                                 
 We                                                                                   
 assess compensation risk                                                             
 We                                                                                   
 use an independent compensation consultant                                           
 We                                                                                   
 use competitor and size-based peer groups                                            
 We                                                                                   
 require hold periods and have minimum share ownership guidelines                     
 We                                                                                   
 have a robust clawback policy                                                        |     | We                                                                                                  
 do not provide tax gross-up payments                                                                
 We                                                                                                  
 do not have excessive severance arrangements