2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Human Rights & Ethics | 277 ■ Indigenous Peoples’/Traditional/Land Rights We subscribe to the principles of ILO Convention No. 169 on Indigenous and Tribal Peoples wherever our operations may impact the human rights of indigenous peoples. This question is part of our due diligence when considering new acquisitions. There have been no issues for Owens Corning involving the rights of indigenous people. ■ Freedom of Association/Collective Bargaining We do not restrict worker’s rights to exercise freedom of association or collective bargaining in any of our operations. Independent trade unions represent 61% of our primary employees, who are also covered by collective bargaining agreements. To support employees’ rights to exercise freedom of association and collective bargaining, we had 20 formal consultations (and many informal consultations) or negotiations with trade unions as of the end of 2021. These talks have covered organizational changes, including restructuring and outsourcing. We also extend these principles to our suppliers, as outlined in our Supplier Code of Conduct. ■ Employment Standards, Compensation, and Working Conditions We provide employees with compensation, benefits, and working-hour schedules in compliance with all applicable laws and collective agreements. We support mechanisms for employee grievances and resolution of disputes that protect employees’ privacy, allow for anonymous reporting, and protect employees against retaliation. ■ Data Privacy For the safety of our employees and stakeholders, we seek to comply with all applicable data privacy laws as regulated by the countries where we do business. We collect, process, and transfer personal data responsibly and in accordance with the principles and obligations set forth in our data privacy policy, unless doing so conflicts with stricter requirements of an applicable local law. Our IT department works to ensure that we have security controls in place to protect personal data. ■ Safety, Health, Environmental, and Product Stewardship We are committed to providing safe, secure working conditions and workplaces that promote health and well-being. Through environmentally sound business practices, we work toward continuous improvement in our EHS performance. To ensure that our products perform as claimed and are safe and environmentally sound to make, use, and dispose of, we conduct a thorough review of any new or significantly modified product or manufacturing process. ■ Non-Harassment Policies It is Owens Corning’s intent that all employees will work in an environment free from harassment on any basis including, but not limited to, race, color, sex, age, national origin, veteran or military status, pregnancy status, sexual orientation, gender identity, cultural affiliation, religion, genetic information, physical or mental disability, personal characteristics or circumstances, or any other characteristic protected by applicable law. Harassment is defined as any conduct that threatens, intimidates, or coerces another person. Regardless of whether it is committed by a co-worker, a manager, or even a non- employee, harassment will never be tolerated at Owens Corning. Employees at all our worldwide locations and at all levels have the responsibility to avoid any act or actions that suggest harassment in the workplace or in a work setting. This includes interactions with contractors, vendors, consultants, customers, and other non-employees, such as visitors, who are involved with Owens Corning. Travel and gathering restrictions due to the COVID-19 pandemic have impacted our ability to deliver non- harassment training to U.S. primary employees. In 2021, 2% of U.S. primary employees were trained on non-harassment. We will continue our work in this area as restrictions are lifted, and we hope to return to pre- pandemic levels in the near future; throughout 2019 and into 2021, 95% of U.S. primary employees were trained on non-harassment. Owens Corning also has management training in place to help prevent harassment. This includes our leadership development program Leading Pink, which helps ensure that managers are aware of non-harassment policies, so they are better equipped to enforce them when they see potential violations. Our company actively investigates allegations of harassment, evaluates the conduct and the context of the alleged behavior, and takes appropriate action. In 2021, the business conduct council reviewed and investigated 16 reports of harassment. Actions for correction and improvements were taken as applicable. ■ Communities We seek to engage in proactive, meaningful dialogue with stakeholders on human rights issues related to our business. We also encourage employee involvement with community organizations and foundations.