2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Inclusion & Diversity | 225 Toledo Racial Equity and Inclusion Council In 2020, following the death of George Floyd, a group of leaders in the Black community formed a team and developed an agenda to address racial disparity gaps in the Toledo community. Concurrently, Owens Corning CEO Brian Chambers, other business leaders, and representatives of the city of Toledo came together to reaffirm that a welcoming and healthy community must stand together against systemic racism. They committed to build a framework where the private and public sector can stand with people of color to address needs and make meaningful changes. Out of these efforts, the Toledo Racial Equity and Inclusion Council was formed, dedicated to facilitating solutions that will help reverse the deep racial disparities for people of color in the area surrounding our world headquarters. In 2021, Owens Corning provided external employee support and committed funds that will help pay for a consulting firm to further develop strategies and action plans in conjunction with leaders in local government, area businesses, and the community at large. Courageous Conversations Owens Corning began our Courageous Conversations series in 2019 as an expansion of our Day of Understanding the year before. The series provides opportunities for people to come together and engage in open dialogues, understand and appreciate our differences, and recognize the ways that diversity can strengthen our company and our community. Through Courageous Conversations, Owens Corning is demonstrating our dedication to our values, creating an environment where people feel welcomed, respected, and valued for who they are — and celebrating their unique contributions to our purpose. This year, Courageous Conversations were once again held virtually, which has led to robust participation, often with more than 100 people joining in. As we hold more of these Courageous Conversations, the topics have evolved from broader explorations of race, gender, and identity to discussions of specific issues. Sessions in 2021 focused on topics including the George Floyd murder trial and the anniversary of his death, coping with COVID-19 and work/life balance after the pandemic, the myth of the “model minority” and more. Even as we discuss these potentially sensitive topics, we find that participants are very willing to lean into some difficult territory for discussions that are both productive and encouraging. Throughout the Courageous Conversations, key themes emerged as people sought out ways to be better allies and improve connections, including those between leadership and employees from all walks of life. Above all, participants stressed the importance of maintaining these sessions, as they help people overcome fears that they might have about potentially uncomfortable dialogues. In April 2021, Owens Corning released a statement on our social media channels reaffirming our belief that voting rights should be upheld in the U.S ., and that giving a voice to every eligible voter is essential to the preservation of our democracy . Mentor Sponsor Program Owens Corning has always had a strong mentoring culture, but in 2021, we began building out a more structured mentor sponsor program with a key aim to engage our employees from underrepresented groups. Several pilots were launched, designed to pair up employees from all walks of life with mentors and sponsors who can help foster meaningful relationships and increase employee engagement. As part of the enhanced program, we implemented a new mentoring program playbook, which includes a reverse mentoring component for all mentor/ sponsor relationships. Through reverse mentoring, junior employees have an opportunity to provide insights into the organization from their perspective, which in turn helps senior employees lead more effectively. The playbook includes checkpoints at three months, six months, nine months, and one-year marks, offering recommendations for what should be occurring between the sponsor and the mentee. Building upon the overwhelmingly positive feedback and the desire to expand these opportunities, we invested in a platform that uses algorithms to pair up the right individuals for these relationships. This platform will launch in the first quarter of 2022. By tracking and encouraging interactions between mentors and mentees, the program adds structure to an already strong mentoring program and encourages retention throughout our organization. In implementing our mentor sponsor program, we plan to be intentional in our mentor pairing for underrepresented groups. In addition, we are integrating the Dimensions of Diversity from our Inclusive Leader Workshops into our programming, which will provide further guidance for mentoring conversations.