Diversity

As part of our goal to be an "employer of choice," we strive to create an inclusive, performance-driven culture where employees thrive and grow. A critical component of such an environment is diversity. We continue to make progress in leadership role modeling, fostering an inclusive work climate, and implementing mentoring and outreach strategies. We also conduct leader diversity assessments, develop educational programs, and encourage diversity business networks to ensure employees have access to the best possible support and development tools.

Annual Goals

In addition, each business and function establishes annual diversity goals in two critical areas. The first is placement against opportunities. This requires us to determine the percentage of women and minorities available to fill management, professional and sales positions at Weyerhaeuser. We use that information to set placement targets in the areas where we have gaps in those same categories. Then we monitor whether we're filling open positions at the target rates we've set or higher. The second area is work force representation. This tracks the progress made toward increasing representation of women and minorities in the same three categories.

In 2006, our goals were to make placements against opportunity at or higher than the targets we set, and to maintain or improve our overall work force representation. Our placement-against-opportunity rate was 101.8 percent, and our work force representation improvement was 6.3 percent.

Profile

Across the company, we've achieved results and forged many partnerships to further our diversity goals. Here are some recent highlights:

• We continue to sponsor and participate in the BOLD CEO Roundtable and Workplace Flexibility Study. CEOs from 20 influential companies in the Pacific Northwest, such as Boeing, Nordstrom, Costco and Washington Mutual, meet three to four times per year to discover ways to increase diversity in their organizations.

• We successfully completed a BOLD Work Flexibility pilot in our Employee Service Center and subsequently implemented best practices.

• We published a diversity best practices handbook, with ideas and insights from businesses across the state of Washington.

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Women on 14-member senior management team

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Racial minorities on 14-member senior management team

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Women on 12-member board of directors (as of April 2007)

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Racial minorities on 12-member board of directors (as of April 2007)