2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Health & Wellness | 266 4. Nutrition We aspire to help all Owens Corning employees and their families eliminate key health risks that result from poor nutritional education and unhealthy food choices. Unhealthy food choices can lead to serious health risks. Owens Corning aims to help employees and their families eliminate those risks by providing nutritional education. Many of our U.S. locations now offer fresh fruit and vegetables to all employees free of charge, and many locations have changed out vending machines for open kiosk markets that provide fresh, healthy meals and snacks. In 2021, we upgraded the on-site marketplaces at 31 of our U.S. locations. Through this investment, we are helping to increase the healthy food choices for employees across the country. 5. Tobacco-Free We aspire to be a company that helps our employees and their families lead tobacco- free lives. Owens Corning offers many resources to help our employees become tobacco-free, including on-site group coaching, small group discussions, nicotine replacement therapy, and medication. We are approaching our goal of being 100% tobacco-free. As of the end of 2021, 98.5% of our employees work in tobacco-free facilities. 6. Financial Health We will help our employees confidently manage their financial lives today, while preparing for the future and dealing with the unexpected. We seek to raise awareness of company financial benefits available to our employees. This includes planning tools and resources such as financial and legal counseling through Beacon Health Options, retirement counseling through Fidelity Investments, and the implementation of site visits and online tools with banking partners in our plant communities. Owens Corning has established a dashboard to help determine the extent to which people are taking advantage of our financial health services, including health savings accounts. By collecting aggregate data on this information, we can provide education as needed to help promote these services. Healthy Living Aspiration Teams To help support these six pillars, Owens Corning has established Healthy Living Aspiration Teams. Each team is led by a plant leader and supported by human resources, EHS, occupational health, benefits, and other key resources from each of our businesses to ensure healthy living goals align with their pillar and have a positive impact on all employees. The aspiration teams have led us through the development of tools and resources used in operations, including the Healthy Living C6, Power BI dashboards, and the integration of wellness into TPM at the local level. PROMOTING FINANCIAL HEALTH IN TLAXCALA Having the money to cover necessary expenses while still saving for unforeseen events is essential to financial health — one of our six key health pillars. Many people, though, can benefit from coaching when it comes to planning for the medium or long term. In Mexico, this is especially common among younger employees who may need help balancing short-term financial issues with long-term goals. The Owens Corning plant in Tlaxcala, Mexico, recognized the need to encourage employees to take an active role in their own financial well-being, so they are better prepared to address health issues, save for homeownership, and plan for retirement. In 2021, Owens Corning presented a series of sessions in conjunction with our pension plan and savings fund provider. These sessions, available to all Owens Corning employees, covered a wide range of financial topics, designed to help employees improve their current situations — and maintain their financial well-being into the future. By participating in these sessions, employees received sound advice, as well as tools to help them develop habits that will lead to improved financial health. Topics ranged from how to generate a joint budget among couples, with an emphasis on working toward common objectives, to the importance of planning for retirement, including regulations associated with Mexico’s two pension plans. Sessions were often aligned with the months in which financial benefits are provided to employees, such as holiday bonuses in December and tax time in April. Another session dealt with financial stress, addressing one major cause of anxiety for many Mexicans. Employees received advice on identifying expenses, setting a budget, and avoiding spending money before it is received. One session discussing debt was especially timely as the COVID-19 pandemic brought about expenses for which many families were unprepared. Through these efforts, Owens Corning has created a small step in building a culture of savings. In doing so, we believe that each employee can achieve better habits for their financial future.