2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Inclusion & Diversity | 226 Inclusion & Diversity Recruiting Champions To build the high-performing teams that come from increased diversity, we work to find new and creative approaches to our talent selection process. In 2020, Owens Corning launched the Inclusion and Diversity Recruiting Champion Program, a partnership between Talent Acquisition, the I&D function, and affinity groups. The Champions are a cohort of affinity group members passionate about diversity recruiting. Participants in this program assist in the selection of internal and external candidates for both early career and experienced roles throughout our North American facilities. Recruiting champions are full-time employees who are active in one or more of our affinity groups. They join the interview teams to drive inclusive decision-making and undermine unconscious bias. In addition, our affinity groups routinely reach out to their contacts, including alumni organizations, professional organizations, fraternities and sororities, and more. In its second year, the program introduced a new cohort of 27 recruiting champions, who are grouped by their functional expertise into four pools: sales, science and technology, manufacturing, and finance. Hiring teams can engage people from the appropriate pool to help ensure that an I&D perspective is part of the process. In addition, terms for recruiting champions were extended from the original 12 months to 18 months, and members of the first cohort were given a chance to extend their term for three to six months. Through these improvements to the program, recruitment champions have more opportunities to get involved and share best practices. Inclusion & Diversity Training and Development Our Inclusive Leader workshops have been well-received and extremely resonant with our senior leadership team, and we recognized the opportunity to extend the training beyond our top-level leaders. In 2020, we initiated our Train the Trainer sessions, which seek to train every people-leader in the organization globally, from senior executives to first-line plant supervisors. This year, our inclusive leadership training took the form of a Virtual Inclusive Leadership Workshop (VILW). The VILW program goes beyond creating awareness of biases, equipping participants with actionable ways to both interrupt bias and create an environment where differences are appreciated, and people are included. One way we work to foster this culture is by making a distinction between equality and equity — two concepts that might seem similar, but which actually have very different impacts. Equality means each individual or group of people is given the same resources or opportunities. While the intent of equality is admirable, it only goes part of the way toward fostering a culture of inclusion and diversity. Equity goes further, recognizing that individuals have different needs and providing people with the resources that best meet those needs. Our training is grounded in our broad understanding of inclusion and diversity. ■ Dimensions of Diversity Although physical differences are easily recognized, they represent only a single dimension of the complex factors that shape individuals. The other dimensions of diversity include relational, occupational, and societal experience, as well as values and cognitive style and ability. Understanding others through the lens of these interrelated and often subtle dimensions strengthens our ability to relate to each other, which is the basis for inclusion. ■ Inclusion Scale Through the training we also provide opportunities to role-play and evaluate how our reactions to differences can affect our interactions. Our understanding of inclusion is mapped to a scale that expresses an individual’s comfort with differences: repulsion, avoidance, tolerance, acceptance, and appreciation. To build the culture of appreciation we aspire to, we must understand how our behavior toward others impacts their ability to succeed and do their best work. By providing an opportunity for employees to use simulated examples, the training provides increased self-awareness that can help them change their actions in future experiences. In 2021, we added a dedicated Inclusion & Diversity page to our external website . The page includes a statement from our vice president of inclusion and diversity, as well as an overview of our I&D aspirations.