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Diversity and Inclusion

We strive to create a diverse, inclusive work environment where all employees feel valued, have the opportunity to grow and are driven to succeed. We believe this is both the right thing to do and good for business. Embracing diverse experiences and points of view leads to better decision-making, and as our external stakeholder groups become more diverse, so must our work force.

WE MODEL INCLUSIVE LEADERSHIP

Our Inclusive Leader Learning Series focuses on four leadership behaviors:

  • Building trust
  • Expanding circles of influence
  • Demonstrating commitment to diversity and inclusion
  • Providing equal opportunity for growth and development

WE HOLD OURSELVES ACCOUNTABLE

We regularly review our strategies and renew our action plans to address any work force gaps in our organization. Governed by federal regulations, our compliance activities require that we have effective affirmative action plans in place that identify strategies and plans for addressing placement goals. In addition, we are implementing processes and procedures in support of new Federal regulations related to individuals with disabilities and protected veterans.

We measure our progress against key targets. We monitor how effective we are at recruiting, hiring and promoting a diverse workforce. We also look at the representation of women and minorities in our U.S.-based management, professional and sales positions. In 2013, representation in these groups increased by 1.3 percent, within our annual target.

WE CULTIVATE INCLUSION

Beyond compliance, we recognize that we must create a culture that values diversity and provides a welcoming, inclusive place for our employees to work. As a foundation, we have robust, companywide anti-discrimination and anti-harassment policies and resources, including:

  • Ongoing training on harassment prevention, affirmative action, and managing a diverse and inclusive workforce
  • Risk mitigation assessments
  • A “no tolerance” approach to discrimination or harassment of employees, suppliers, customers, and visitors

Externally, we nurture relationships with a number of key national and regional organizations such as the National Society for Minorities in Agriculture, Natural Resources, and Related Sciences, Hire America’s Heroes, and the Aboriginal Human Resource Council in Canada.

Internally, we have a number of resource groups, or diversity business networks, designed to give employees an opportunity to share experiences, gain exposure to other businesses, acquire mentors, partner across networks, and provide feedback to company leaders, including:

  • Access (for people touched by disability)
  • Colors (LGBTQ Networking, Education and Support)
  • Generation Next (geared toward employees under age 35)
  • HOLA (Hispanics for Outstanding Leadership and Advancement)
  • Veterans (support and encouragement for military veterans and family members)
  • WABN (Weyerhaeuser Asian Business Network)
  • WBEA (Weyerhaeuser Black Employee Alliance)
  • WIA (Women In Action)

See our full diversity data here.

Last updated June 6, 2014