2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Inclusion & Diversity | 219 Inclusion & Diversity Around the World Outside the U.S., the strategies in place for each global region are as follows: Asia Pacific Our Asia Pacific I&D Council launched in January 2021, and they have aligned themselves with the 2+1 regional strategy detailed above. This year, the council launched a Cultural Appreciation Program involving employees from India, Korea, China, and Japan, and it hosted a series of Courageous Conversations in the region. (Learn more about these conversations on page 225.) The team at our sales office in Japan rolled out a program aimed at encouraging our employees to reach out and listen. In 2021, the operations team in China compiled a collection of stories from employees, who share their personal feelings about our commitment to inclusion and diversity. The essays speak to our people’s ability to interact authentically in their workplace, and how they feel supported by Owens Corning and our corporate culture. Asia Pacific’s inclusion and diversity journey is still in its initial stages, and the support our employees throughout the region have shown for these initiatives has been tremendously promising. We expect to see this support continue to grow in years to come. Latin America The I&D Council in Latin America has been active throughout 2021, developing a range of initiatives aimed at creating a more equitable environment for employees everywhere. To help employees achieve their fullest potential, we have increased access to our leadership programs. Our leadership development program, Leading Pink, has been fully developed in Spanish, enabling more employees in Latin America to take part in e-learning opportunities for career growth. In addition, we have hosted virtual sessions on inclusive leadership in both Spanish and Portuguese, and all leaders in Latin America have completed the training. We are also working to build a more inclusive workplace for employees in their daily life. In Rio Claro, Brazil, we replaced unisex work uniforms for primary employees with uniforms that are customized for men and women. In addition, the Building Materials Latin America division held sessions, called Voices of Women at Work, to discuss issues related to equity and growth, and this has led to the development of new initiatives that will better equip us to respond to employee concerns and feedback. Our focus on inclusion and diversity is generating encouraging results in our Latin American sites. For example, all our sites in Mexico and Chile improved diversity among their new hires, and the presence of women in operations has increased there as well. Europe Many teams in Europe have been focused on issues of inclusion and diversity, leading to the creation and first meetings of the European I&D Council — a big step forward in harnessing the power of our diverse European teams to accelerate our progress. Made up of 20 members representing the diversity of Europe, the council defined three core focus areas: creating awareness, listening to our people, and understanding the data. Five subgroups were created to raise awareness, improve gender equality, share multicultural experiences, improve communication, and foster intergenerational integration. To help create this culture of appreciation, hundreds of people in the European Roofing, Insulation, and Composites businesses have been trained on inclusive leadership. All mid- level and higher leaders in Europe have an I&D focus topic in their 2021 goals. We are committed to continuing to explore ways to create our culture of appreciation so that each employee feels appreciated for the distinct voice that they bring to the table, and we are gathering and sharing feedback from our employees through the EU I&D Council. Among the specific initiatives in Europe are the following: ■ Our stone wool operations natural leadership team in Europe held an inclusion and diversity workshop in April. ■ In Chambéry, France, an I&D group was formed to increase multicultural inclusion within the office, their “+1” in the 2+1 approach. ■ Our facility in San Vicente, Spain, has launched the training and development of new operators. The training is focused on knowledge transfer and generation integration, helping ensure greater inclusiveness in a multigenerational work environment. ■ At our global wind team meeting, we hosted representatives from one of our customers, who shared their approach to I&D, and how that approach is essential to their business objectives and allows for the freedom of local implementation.