Social Responsibility

OPERATING SAFELY

Safety is not just a core value — it distinguishes the way we operate and work together. Through sustained effort over decades, we have made significant progress toward eliminating serious, life-threatening and life-altering injuries from our workplace, and we are committed to ongoing improvements on our journey to operating injury-free.

We use a common set of simple, proven tools to manage safety effectively. We focus on eliminating our highest risks via preventive safety measures, such as hazard identification and elimination, and proactively sharing key learnings and critical actions across our organization. Our Recordable Incident Rate (the number of Occupational Safety and Health Administration-defined recordable injuries and illnesses that occur in 100 workers working in one year) dropped from over 10 in 1990 to 1.68 in 2022 and we identified and corrected 248 hazards in 2022. Any injury is one too many, but we are encouraged with the progress we have made to mitigate our highest-risk areas and reduce the number and type of injuries our people experience at work.

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Building An Inclusive Culture

Inclusion is a core value at Weyerhaeuser, and we believe our work on diversity, equity and inclusion is critical for our company and our society. We are taking action to increase diversity at all levels of our company, create a truly inclusive environment, and preserve and promote equity within our operations and in our communities.

To help guide this work, we have a dedicated DE&I director and an Inclusion Council of 25 diverse employees from all corners of our company who share their ideas about how we can accelerate our progress and help us implement our strategies. With their input, we set annual action targets to drive improvement in three key areas: leadership, people, and culture. We then monitor how well those actions drive improvement over time as we seek to achieve and maintain appropriate representation at all levels of our company, and to ensure our workplace is inclusive for all demographic groups.

In 2022, we made significant progress against our annual targets, which included educating our top leaders about inclusive leadership, expanding our online DE&I training options for all employees, increasing diversity on our hiring teams, expanding our slate of employee resource groups, promoting awareness and education through regular companywide stories and employee testimonials, and donating more than $250,000 to organizations supporting diversity, equity and inclusion in our operating communities.

In response to our 2022 feedback survey of all employees, 82 percent agreed that their work environment is inclusive and our overall score for all inclusion questions was 81 percent. Both scores improved by 2 percent compared to our results from 2020, driven largely by increased scores from women and people of color.

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DEVELOPING OUR PEOPLE

Our employees want to work for a company that cares about their professional growth, and we want people on our team who, when given equitable opportunities to do so, strive to continually learn and grow throughout their careers.

Our employee development program has a three-pronged approach: formal education and training opportunities, exposure and relationship building, and on-the-job experience that grows skills and competencies.

To facilitate growth in these areas, employees work with their managers to identify the right mix of education, exposure, and experience that will help them meet their professional-growth goals. In 2022, more than 90 percent of our salaried employees updated their career growth plans. In these plans, employees identify the leadership and business skills they need to grow so they can excel at their current role and/or move into a new opportunity. We also offer an online toolkit for employees and managers to help drive more meaningful and constructive career-coaching conversations.

We continually sharpen and expand our formal training and education opportunities as well. We offer three classroom-based leadership development programs, one for each level of leadership: front-line, midlevel and executive. In 2022, about 275 leaders participated. We expanded our suite of asynchronous online learning opportunities, and we increased our capacity to deliver on-demand virtually facilitated training as well. In 2022 our employees collectively logged almost 38,000 hours of training in our online learning management system, which tracks online, virtual and classroom courses delivered.

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COMPETITIVE PEOPLE PRACTICES

Beyond building a culture of safety, development and inclusion, we also focus on providing competitive pay and benefits that will attract the best talent, and we measure the success of our culture and programs through regular employee surveys.

In 2019, we were one of the first companies in our industry to offer paid parental leave; all U.S. nonunion employees may take up to four weeks of fully paid leave upon the arrival of a new child or children in their family. (Our Canadian employees receive parental leave in accordance with provincial employment standards.) This is in addition to our current six-week disability leave for people who give birth, our adoption assistance program and other family-related benefits.

In 2021, we implemented a hybrid work policy that provides as much flexibility as possible for workers who are able to work from home, while still working on-site often enough to meet critical business and culture needs.

As part of our ongoing commitment to listen and respond to employee concerns, in 2022 we conducted our annual employee feedback survey to gauge responses to a range of workforce factors that drive engagement and retention. Our overall engagement score was 86 percent, with 87 percent of our employees believing their work has meaning and purpose, 92 percent saying they are proud of the work they do, 85 percent saying they get enough opportunities to do challenging work, 86 percent agreeing they have the training they need to do their jobs well and 92 percent saying they know how their work contributes to the company’s overall performance.

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SUPPORTING OUR COMMUNITIES

We operate in rural communities across Canada and the United States, and we are proud to give our time and money to help ensure they are thriving places to live and work. In 2022, we provided $5.6 million in charitable grants, in-kind donations and sponsorships in our communities, and our employees completed 902 Tree-Mendous Program volunteer activities and volunteered over 14,600 hours of their time to causes they care about.

Through our companywide employee giving platform, we provide an easy way for all employees to donate to their favorite charities using payroll deduction. Since 2022, we have been matching employee donations up to $1,500 per employee per year. In 2022, we matched about $369,000 in employee donations to amplify support for nonprofit organizations in our communities.

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ENGAGING OUR STAKEHOLDERS  

Our commitment to citizenship goes beyond charitable giving and volunteerism. For us, being a good corporate citizen is also about listening to our neighbors and partners — and working to ensure our company is fully engaged in the communities where we live and work. Our engagement process varies widely based on the project, issue or group, and our stakeholders and partners include everyone from customers and suppliers to investors, employees, communities, policymakers and regulators, Indigenous communities, NGOs and nonprofits, universities and research projects.

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PROMOTING ENVIRONMENTAL EDUCATION 

Drawing on more than a century of experience in sustainable forestry, we share our story and expertise through tours of our forests and facilities across North America, and we also operate two education centers that are open to the public and provide free access to a range of experiential learning opportunities about forestry, ecology and environmental issues. In Washington, our Mount St. Helens Forest Learning Center tells the story of the eruption of Mount St. Helens and the forest’s return through interactive, hands-on activities and visual displays. In North Carolina, our Cool Springs Environmental Education Center offers a 1,700-acre working forest and outdoor classroom for visitors — including school groups — to showcase sustainable forestry working in harmony with wildlife habitat, air quality, water quality and recreational activities.

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PROVIDING RECREATIONAL ACCESS

Our millions of acres of U.S. timberlands include spectacular lakes and hardwood forests in the Northeast, expansive Southern pine forests spanning Virginia to Texas, and remote, rugged mountains and scenic rivers in the Pacific Northwest. Whether your passion is bird-watching, hunting, fishing, camping, hiking or cycling, our forests provide exceptional opportunities for outdoor adventure. We are proud to connect people with everything nature has to offer through our lease and permit programs and open access areas.

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