Company: SXI
Filing Date: 2025-09-05
Form Type: DEF 14A
Source: 0001437749-25-028442
Chunk: 21

Company: STANDEX INTERNATIONAL CORP/DE/
Filing Date: 2025-09-05
Form: DEF 14A
Chunk 21
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 to build and sustain a culture grounded in mutual respect, inclusion, trust, and transparency. We strive to create an environment where employees feel seen, supported, and empowered—not only for the roles they play, but for the unique perspectives, skills, and experiences they bring to the table. A strong culture is the foundation for how we engage with our people, customers, shareholders, and the communities where we live and work.

Each year, Standex partners with a third party to conduct a global culture survey for all employees. The survey provides a critical feedback loop that informs culture action plans across Corporate, Business Segments, and individual sites. It helps us attract and retain talent, support career development, strengthen operational alignment, and foster a culture of continuous improvement and inclusion.

In FY25, we invited all 4,797 employees to participate in the survey, translated into 17 languages. We achieved an 84% response rate and collected thousands of open-ended comments that offered valuable insights.

Results showed engagement remains steady at 74%, with improvements in teamwork and transparency. However, employees highlighted opportunities in training, career growth, and manager communication. As in years past, results were reviewed by our Board of Directors, shared with employees on our global webcast and our internal communications platform, Standex Exchange. Segment-level insights were cascaded locally and discussed in team meetings.

We continue to act on employee feedback through two complementary tracks:

| ► | A centralized track led by Corporate Officers and Business Segment Presidents, aligning culture actions with FY25 strategic goals |

| ► | A local track where each segment and site created tailored plans addressing their unique challenges |

All action plans are reviewed as part of our quarterly business review cycle to ensure accountability and progress.

Succession Planning & Talent Development

Succession planning and leadership development remain Board-level priorities. Our Board conducts annual reviews of executive succession plans and monitors talent initiatives throughout the year.

Our talent strategy emphasizes attracting and retaining top performers, recognizing team and individual contributions, and investing in development at every level. Learning and leadership are cornerstones of our culture.

In FY25, 47 additional leaders across all segments completed our expanded management development training. The “LEAP” program continues to provide structure around goal setting, feedback, performance reviews, and individual growth plans. As part of our leadership competencies, we have embedded a focus on employee wellbeing, ensuring leaders are equipped to support the holistic needs of their teams.

Employees are increasingly seeking personalized growth opportunities, and we remain committed to supporting development across every stage of the employee lifecycle.