2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Inclusion & Diversity | 217 OUR APPROACH At Owens Corning, the decision to place inclusion before diversity was a conscious one. That’s because an inclusive environment — one that embraces diversity, recognizes the value of diverse teams, and facilitates contributions from people of different backgrounds and varied points of view — enables diversity to flourish. Employees who feel valued and understood are inspired to bring their authentic selves to work every day, which benefits the company as a whole. Research continues to bear out the importance of fostering an inclusive and diverse workforce. Well-managed, diverse teams make better decisions faster and outperform less diverse teams. Inclusive leadership releases the power and potential of teams, leading to innovative solutions. An inclusive environment is a critical foundation for Owens Corning, as high-performing, highly engaged teams join together to help us implement our strategies and live our values. Owens Corning is committed to diverse representation at all levels of our company, including at the executive level. Of the nine members of our executive committee, two are female and two are people of color, meaning that 44% of these individuals are from underrepresented groups. Our definition of diversity is broad, capturing many dimensions of human experience. It goes beyond physical differences to include an individual’s values, as well as the cognitive, relational, occupational, and societal distinctions that shape that individual’s perspective and how they experience the world around them. By recognizing and valuing all aspects of diversity, we strengthen our ability to understand and appreciate all people. Photo submitted by: Syreeta Skipper | Granville, Ohio, U.S. Brian Chambers (left) and José Méndez-Andino at the Granville Science & Technology Center. By 2030, we aspire to: ■ Build and support diverse workforce and leadership teams that reflect the communities in which we live, work, and serve. ■ Retain diverse candidates proportional to the communities in which we live, work, and serve. ■ Increase internal succession with an emphasis on expanding the number of female candidates, people of color, and representation of cultures from around the world. ■ Demonstrate transparency regarding pay equity through periodic third-party reviews and ongoing internal analytics. As part of these goals, Owens Corning has set quantifiable targets related to women and people of color in leadership, including plans for succession. Our progress toward those targets are discussed in detail in the Performance section of this chapter. 2030 GOALS FOR INCLUSION & DIVERSITY