We do the right thing the right way
Weyerhaeuser has a strong, long-standing culture of ethics, and over our more than 120-year history, we have earned a reputation for conducting business honestly, fairly and with integrity. In 2022 we celebrated our 13th time being recognized as one of the World’s Most Ethical Companies® by Ethisphere Institute, a global leader in defining and advancing the standards of ethical business practices. This honor acknowledges our deeply rooted culture of integrity and compliance at every level of the company.
Our Ethics and Business Conduct program includes our long-established Code of Ethics, consistent ethics training for employees, confidential resources to report ethics concerns or questions, and clear expectations for suppliers.
WE REGULARLY REVIEW AND REVISE OUR CODE OF ETHICS
First established in 1976 and now in its ninth edition, our Code of Ethics clearly outlines our expectations for ethical business conduct within Weyerhaeuser. With translations in multiple languages, our Code of Ethics is a resource for all employees and board members on ethical decision-making and provides guidance on topics such as conflicts of interest, antitrust and competition laws, international business conduct, preventing harassment and discrimination, human rights, health and safety, and much more. We periodically update our Code of Ethics to reflect changes in laws, company policies or other related activities.
WE CONDUCT RECURRING ETHICS TRAINING
We provide comprehensive ethics training to all employees on a regular basis, and we also ensure employees in key roles complete a certificate of compliance. In 2019 we updated our ethics and compliance training modules and refreshed our enterprise risk assessment, and in 2020 we updated and refreshed our overall ethics training itself. We always encourage our employees to ask before they act if the path forward is not clear.
WE ENCOURAGE PEOPLE TO REPORT ETHICAL CONCERNS
To report concerns or ask questions about potential violations of our Code of Ethics, company policies or the law, anyone can anonymously call our EthicsLine at 800-716-3488 or use Weyerhaeuser EthicsOnline. These resources are managed by an independent company and are available in multiple languages 24 hours a day, seven days a week. The resulting confidential case reports are quickly referred to our Ethics and Business Conduct office. Concerns about accounting, audit matters or internal controls can also be submitted to the chair of our board of directors' Audit Committee by contacting our corporate secretary.
WE EXPECT OUR SUPPLIERS TO BE ETHICAL
We use a variety of processes to ensure both our company and our supply chain are managed ethically.
Safety comes first
We expect our suppliers to provide a safe work environment; comply with and maintain policies consistent with our applicable environmental, health and safety laws; and act in accordance with our Supplier Code of Ethics when working for us.
Our standard terms of purchase require suppliers to comply with all applicable laws, including safety, labor and employment laws.
Our suppliers must become familiar with, comply with and maintain policies consistent with our environmental, health and safety requirements.
Performance and diversity
We establish robust supply chains for our products and work to enhance their performance. We also recognize that talent and innovation are found everywhere in our communities and seek diversity among our suppliers.
Risk and value
To mitigate risk and create the best possible value, our procurement programs are committed to reducing cost, enhancing supply chain resilience and selecting suppliers that are aligned with our needs and values. We also consider other factors, such as administrative costs, ongoing technical support and maintenance, and risks of use and alternatives.
Our Human Rights Policy is guided by the United Nations' Universal Declaration of Human Rights and is part of our Code of Ethics. Although we do not have major operations in countries or locations where we believe human rights are being violated or are at risk, we have implemented policies and programs to ensure these rights are protected. Our human rights program is periodically reviewed against the Ruggie Framework to identify any areas of improvement, and we report any major concerns to our board of directors. The policy states our commitment to respecting human rights in our company and in our supply chain.
The California Transparency in Supply Chains Act of 2010 requires retailers and manufacturers “to publicly disclose their efforts to eradicate slavery and human trafficking from their direct supply chains." Since our raw materials are sourced and all our manufacturing activities are conducted in North America, we believe the risk of slavery or human trafficking in our supply chain is very low.
Responsible wood procurement
Our Wood Procurement Policy outlines our expectations that we and our suppliers comply with the law and do not cause or encourage destruction of forest areas at risk of loss from unsustainable forest management practices. All our manufacturing facilities are certified to the Sustainable Forestry Initiative® Fiber Sourcing or Certified Sourcing Standards, which ensures we conduct risk assessments to avoid controversial sources of wood fiber and implement effective due diligence programs to improve environmental performance of wood harvesting operations.
Additional assessment of foreign suppliers
As a member of the Customs Trade Partnership Against Terrorism, we conduct risk assessments of our foreign suppliers. We gather information to assess whether security vulnerabilities may create a high-risk supply chain and, if indicated, develop a map of the supplier’s cargo flow and business partners. If needed, we work with our suppliers to develop a corrective action plan to address any gaps or vulnerabilities, and we periodically audit suppliers and action plans.
A supplier’s failure to comply with the above expectations could result in termination of the supplier relationship. Employees who fail to comply with these expectations are subject to disciplinary action, up to and including termination of employment.