Workforce Representation
What does a diverse workforce look like? At Weyerhaeuser, we are continually fine-tuning it. To establish our goals, we look at U.S. census data regarding the availability of women and minorities for all positions. We also monitor the placement rate for managerial, professional, and sales positions with the goal of increasing the participation of minorities and women. Each year, we evaluate our performance in both of these areas and we see significant improvement year after year.
- In 2006, women made up 18% of officials and managers, 33% of professional employees, and 34% of our sales employees.
- In 2006, minorities made up 11% of officials and managers, 14% of professional employees, and 10% of our sales employees.
- In 2006, our placement-against-opportunity rate was 101.8% and our work force representation improvement was 6.3%.
- As of April 2007, four women and one racial minority serve on our 12-member board of directors.
- Our 15-member senior management team includes three women and one racial minority.
Expectations of Our Leaders
To foster diversity and inclusion, Weyerhaeuser managers are expected to encourage women, minorities, veterans, and individuals with disabilities to apply for positions for which they are qualified. They are also expected to maintain a work environment that supports the success of all employees, including women, minorities, the disabled, and special disabled veterans. Each member of our senior management team develops an action plan based on his or her individual diversity leadership assessment.
Expectations of Our Employees
All employees are expected to demonstrate respectful behaviors that create an inclusive environment. Employees are encouraged to report possible instances of discrimination. We continue to survey our workplace climate for factors such as job satisfaction, pride in the company, openness of communications, and trust in leadership. The results climb each year.
