Diversity and Inclusion
- 84%
-
Percentage of employees who say that in their work team, people are valued regardless of race or gender
(2011 Engagement Survey)
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
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.
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 2011, the representation of women and minorities in our workforce increased by 0.4 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 began rolling 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 2011, more than
1,800 leaders had completed at least one module of of the training program. All leaders are expected to complete at least
one module by the end of 2012.
Watch our leaders and employees talk about what workplace inclusion means to them:
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.
