2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Employee Experience | 203 THE OWENS CORNING EMPLOYEE EXPERIENCE At Owens Corning, we work to attract great people — and provide them with great experiences throughout their time with us. We seek to create an environment in which every employee feels valued and has the opportunity to develop to their fullest potential. Through these efforts, we believe we can meet the needs of our business, support enterprise growth and sustainability, and cultivate future Owens Corning leaders from all walks of life. The initiatives we have established to ensure an excellent employee experience fall under the following categories: ■ Recruiting and retaining top talent. ■ Employee engagement. ■ Succession planning. ■ Employee learning and development. These categories are detailed throughout this section, and the work spotlighted here will be instrumental as we pursue our 2030 employee experience goals. Recruiting Initiatives Our recruitment approach begins with breaking down the barriers that might keep qualified people from joining us, then giving our team members every opportunity to flourish as they remain with us at Owens Corning. It’s part of our holistic approach to sustainability, as it helps improve the quality of people’s lives around the world and fosters an environment where people can see their values reflected in the company’s work. The following initiatives are central to our approach to recruiting the best talent. Inclusive Recruitment We are working to reduce barriers to talent acquisition and develop a more inclusive workforce by appealing to diverse audiences. In our efforts to build the broadest possible talent pool, we have established many significant innovations, including the following: ■ The introduction of mobile-friendly applications. ■ The removal of gendered language from job descriptions. ■ The elimination of educational requirements where they are not necessary. ■ Strategic appeals to diverse populations by developing relationships with specific professional organizations and universities, including historically Black colleges and universities (HBCUs). ■ Investigations into ways to encourage diversity in recruiting and reduce turnover within our manufacturing operations, including participation in Master Assessor training and certification. In addition, we have established the Inclusion and Diversity Recruiting Champions program, a cohort of affinity group members who are passionate about diversity in recruiting. More information about this program can be found in the Inclusion & Diversity chapter . Internships Our award-winning internship program has not only provided college students with valuable work experience, but it has also been an essential part of our strategies for recruiting new talent. The program gives students an opportunity to learn more about our business, and in the process, we have been able to keep Owens Corning top of mind as these young people begin to enter the workforce, possibly recruiting them through one of our Early Career programs, which are outlined below. In 2021, Owens Corning hosted 92 summer interns at 18 company sites. In addition to our college interns, four high school students interned for the company in June. These students came to us as part of the Advancement Via Individual Determination (AVID) College and Career Readiness Program. AVID students learn skills that focus on writing, reading, collaboration, and organization. Technology Investment and Branding for Recruitment With our global presence, Owens Corning recognizes that we must balance the varied needs of communities around the world with our own unified global approach. To address this, we have now fully implemented technology that standardizes our recruiting activity under one platform. Today, anyone who applies for a position at Owens Corning — anywhere in the world — uses the same technology. We are now able to share metrics and accountabilities across all regions in a way that had not been possible before. In addition, we can now offer the same mobile options around the world, which further increases accessibility for users. With this technology, we can communicate a consistent Owens Corning culture globally. At the same time, though, we can customize our materials to match the nuances of each region we serve. For example, our externally facing career webpages are designed to match the needs of the region and celebrate the uniqueness of our various audiences.