Diversity and Inclusion
- 1
- Woman on 10-member senior management team
(as of April 2011)
- 1
- Racial Minority on 10-member senior management team
(as of April 2011)
- 3
- Women on 10-member board of directors
(as of April 2011)
- 1
- Racial minority on 11-member board of directors
(as of April 2011)
We strive to create an, inclusive, performance-driven culture where all employees thrive and grow. Only when we tap our diverse workforce as a source of innovation will we create a competitive advantage that can sustain our long-term success.
OUR STRATEGIC DIVERSITY FRAMEWORK
We hold our leaders accountable for making progress against specific goals. Our strategic diversity framework guides their actions by focusing on five high-impact action areas:
- Leadership role modeling
- Accountability and governance
- Talent management
- Work climate and culture
- Outreach and community relations
SETTING ANNUAL GOALS
Each business and function establishes annual diversity goals in two critical areas.
- Placement against opportunities. This requires us to determine the availability of women and minorities to fill management, professional and sales positions at Weyerhaeuser. We use that information to set placement targets where we have gaps in these areas. Then we monitor whether we're filling open positions at the target rates we've set or higher. In 2010, our rate of placements against opportunity was 96 percent. This is short of our target due in large part to a significant decrease in job openings across the company.
- Work force representation. We measure progress made toward increasing representation of women and minorities in the same three categories. In 2010, our workforce representation increased by 3.8 percent. This is a notable improvement over the previous year, during which we experienced a decline due to continuing workforce reductions in response to the economic downturn.
INCLUSION TRAINING FOR LEADERS
In early 2011, we developed an inclusive leadership training series for our leaders to help them boost their skills in building trust, expanding their circles of influence, ensuring equal opportunity for development and growth, and demonstrating commitment to diversity and inclusion. The training includes scenario discussions and role play opportunities in each of those areas, and emphasizes leadership accountability for role modeling inclusive behavior. By the end of 2012, all leaders in the company are expected to complete the training.
BUSINESS DIVERSITY NETWORKS
Weyerhaeuser has a range of business diversity 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. Each group is led by employees, sponsored by members of the senior management team, and required to have a charter.
- 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)
ANTI-DISCRIMINATION TOOLS AND PROGRAMS
We make the following resources available to our leaders to support their work to create an inclusive, respectful and productive work environment:
- Affirmative action plans
- Tools for tracking progress against workforce representation goals by site, business unit, sector and total company
- Tools for tracking progress against placement-against-opportunity goals by site, business unit, sector and total company
- Training on harassment prevention, affirmative action, and managing a diverse and inclusive workforce
- Risk mitigation assessments
- Applicant tracking tools and processes to measure diversity of our talent pools
ANTI-HARASSMENT POLICY
We do not tolerate any discrimination or harassment at Weyerhaeuser. Our anti-harassment policy states that all employees, suppliers, customers and visitors will be treated with dignity and respect. Harassment based on an individual's gender, race, color, religion, national origin, age, disability, sexual orientation or other statutorily protected characteristic will not be tolerated. Employees who believe they are being harassed or subjected to inappropriate workplace conduct can report the issue through any one of a number of channels:
- Supervisor, manager or team leader
- Human resources manager or director
- Plant or unit manager
- Ethics and business conduct or Canadian business conduct contact at EthicsLine at 800-716-3488 or online
- Work force representation and diversity center of expertise
The company will take immediate and appropriate corrective action when it determines that these behaviors have occurred.
Sustainability in Action
There's net worth in our networks
When Vicki Martinez was seeking an information technology job several years ago, she looked at each prospective company's diversity efforts and employee networking opportunities.
"It was a warning sign to me if a company wasn't open-minded to diversity," says Martinez, now an application developer for Weyerhaeuser's Timberlands business and a member of the company's Hispanic networking group. "I was pleased that Weyerhaeuser was committed to changing its work culture and offered employees a chance to share their experiences and ideas."
Weyerhaeuser's first diversity networking group was formed in 1997 at Corporate Headquarters. Known as Weyerhaeuser Women in Action, the pioneering group was created as a way for people interested in women's issues to gain support and promote the value of inclusive behavior.
Now, with eight groups ranging from the Black Employee Alliance to one concerned with veterans' issues, Weyerhaeuser's Business Diversity Networks play an important role in helping the company achieve its diversity and business goals.
"To be successful, we need productive and engaged employees who feel their contributions can make a difference," say Effenus Henderson, Weyerhaeuser’s chief diversity officer. "This can only happen if we have a culture and work climate that values different perspectives, fosters collaboration and offers opportunities for leadership development."
To Margaret Larkey, another information technology professional and a co-leader of Women in Action, networking benefits both the company and employees.
"Belonging to a supportive group allows people to bring more of themselves to work and broadens the human dimension," she says. "I believe learning from people with a variety of backgrounds and encouraging their participation produces a stronger end result and makes employees more supportive of the company and its goals."
