We strive to create a diverse, 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. As we emerge from the economic downturn
in our industry, we are strengthening our efforts to recruit, develop and promote more diverse talent. 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
One of our 2020 sustainability commitments is to ensure that our workplace is diverse and inclusive. We set annual
goals to recruit, hire and promote a diverse workforce. To measure our progress, we monitor our hiring and promotions
using internal placement against opportunities metrics, attrition data and changes in our workforce representation
throughout the year. In 2012, we examined workforce plans for each business and aligned our 2013 diversity efforts
to areas of greatest need. Placements against opportunities and overall workforce representation continue to be
To measure placement against opportunities, we determine the availability of women and minorities to fill our U.S.-based
management, professional and sales positions and use that information to set targets where we have gaps in these
areas. For workforce representation, we measure change in the representation of women and minorities in the same
three employee categories.
We evaluate our performance against both metrics annually and consider them inherently linked. To receive an "achieves"
rating, we must be performing at an "achieves" level against targets we've set for both workforce representation
and placement against opportunities.
In 2012, the representation of women and minorities in our workforce increased by 0.8 percent, which is within
our annual target range. At the same time, our placement against opportunities rate was below our annual internal
goal. This resulted in an overall "below" rating on our annual diversity and inclusion scorecard.
As a federal contractor, we have affirmative action plans in place at all our facilities and we monitor them throughout
the year. Even with significant downsizing during the past few years, we were able to increase our overall diversity
representation in our U.S.-based management, professional and sales positions.
INCLUSION TRAINING FOR LEADERS
In early 2011, we rolled out 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.
At the end of 2012, all Weyerhaeuser leaders had completed at least one of these training modules. Additional
modules have been developed to support continued training in this area.
Watch our leaders and employees talk about what workplace inclusion means to them:
BUSINESS DIVERSITY NETWORKS
We have 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
- Veterans Outreach Program: Hire Americas Heroes and Blue Star Families
- Reporting tools for tracking progress against workforce representation goals by site, business unit, sector and total company
- Reporting tools for tracking progress against placement-against-opportunity goals by site, business unit, sector and total
- Ongoing 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
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 office
The company will take immediate and appropriate corrective action when it determines that these behaviors have