2021 Owens Corning Sustainability Report | Overview | Summary & Highlights | 28 2030 Succession Targets Internal fill rate of 75%-85% for leadership roles. We aspire to have mid-level, director, and vice president-level roles filled by current Owens Corning employees, either through a promotion or as a lateral move, as a percentage of all internal fills and external hires for these roles. As we build our diverse talent pipeline, promoting from within strengthens our inclusive environment as employees see diversity among our leaders. Ensure two “ready now” internal succession candidates for key leadership roles. We calculate this by taking the number of unique candidates who are ready for promotion into the key leadership role divided by the number of succession roles in that business unit. Although strong candidates may be on multiple succession lists, each individual is counted only once within that business unit. In addition, we have set succession targets to help increase representation from women and people of color. Photo submitted by: Danielle Wittorp | Dearborn, Michigan, U.S. Sunflower and bee in a home garden. 2030 Goal 75-85 % within range 2019 84% Staff 2021 82% Staff 2018 BASE YEAR 73% Staff 2020 87% Staff 100% 0% Percentage of Leadership Roles Filled from Within 0.0 0.5 1.0 1.5 2.0 2.5 2018 (BASE YEAR) 2019 2020 2021 2030 Goal 2.0 2.22 .2 2.11 .8 Sucession Pipeline Readiness