2021 Owens Corning Sustainability Report | Our Approach | UN SDG Alignment | 45 Highlights on progress toward the nine SDGs where we believe we have the most direct impact are outlined below, and they are discussed more fully throughout the report. Good Health and Well-Being With our commitment to zero injuries and our Healthy Living platform, we have goals or actions for many of the indicators for SDG #3. SDG Target 3.4 | By 2030, reduce by one-third premature mortality from non-communicable diseases (NCDs) through prevention and treatment, and promote mental health and well-being. Our aggregated data found a high correlation between U.S. employees who participate in our Healthy Living programs and reduction in our disease burden. We have increased our international engagement with our Healthy Living platform in Latin America, Europe, and Asia Pacific. All three regions are creating regionally appropriate, fit-for-purpose systems parallel to those we have in the U.S. to drive achievement in the six pillars. In addition, we continued to apply the principles of Total Productive Maintenance (TPM) to issues related to health and well-being. SDG Target 3.5 | Strengthen prevention and treatment of substance abuse, including narcotic drug abuse and harmful use of alcohol. In response to the U.S. opioid crisis, Owens Corning’s policy limits short- acting opioid prescriptions to a three- day supply. We observed the following in 2021: ■ An 11.8% drop in opioid pills dispensed from 2020. Since the three-day limit was implemented, the number of pills dispensed has dropped by 57%. ■ There was a 15% drop in pills dispensed on prescriptions longer than three days compared to 2020 — a reduction of over 50% since the limit was implemented. ■ In 2021, the number of prescribers asking for authorization beyond the three-day initial limit decreased by 1.3%. SDG Target 3.6 | By 2020, halve global deaths and injuries from road traffic accidents. We continue our policy banning cell phone use to conduct company business and encourage employees to do so with families to prevent distracted driving. SDG Target 3.8 | Achieve universal health care coverage (UHC), including financial risk protection, access to quality essential health care services, and access to safe, effective, quality, and affordable essential medicines and vaccines for all. Engagement with our Healthy Living platform stayed relatively flat in 2021, while participation in key areas, such as biometric screenings and health risk assessment completion, have improved. We have created a global strategy to help us achieve our 2030 goals and support our employees in achieving and maintaining excellent quality of life. Among our first priorities is to develop a global measurement and reporting process that can be used to track employees’ health data in all regions. SDG Target 3.9 | By 2030 substantially reduce the number of deaths and illnesses from hazardous chemicals and air, water, and soil pollution and contamination. We made progress on our goals to reduce our emissions footprint worldwide, and with our product stewardship process that helps ensure that all products (new and existing) are safe to make, use, perform as intended, and can be disposed of responsibly. SDG Target 3.A | Strengthen implementation of the Framework Convention on Tobacco Framework Convention on Tobacco Control in all countries, as appropriate. Owens Corning offers many resources to our employees, including on-site group coaching, small group discussions, and nicotine replacement therapy and medications, 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. Gender Equality We measure gender diversity across our workforce, and our diversity efforts include programs for ensuring equity and increasing the participation of women in our business. SDG Target 5.1 | End all forms of discrimination against all women and girls everywhere. Owens Corning believes its success is enhanced by an inclusive and diverse workforce, which adds value to the business by fostering an environment that leads to high engagement and innovative thinking in the workplace. Owens Corning operates programs that foster gender and ethnic diversity as well as equality within its workforce. The company has implemented a robust pay equity gap review, which includes multiple processes and controls that are executed during its hiring and annual merit review. This program is designed to prevent pay equity gaps from occurring. We ensure the success of this review by performing a biennial pay equity review with the assistance of a third-party vendor. The third-party review includes a robust, statistical analysis of pay equity across its global salaried workforce. Consistent with its commitment to “equal pay for equal work,” the company remediates all identified and substantiated pay gaps through pay increases. The review in 2021, demonstrated that less than 1.4% of its 5,700 global salaried employees required remediation, at a total cost of less than .02% of annual global salaries. Further, the company has implemented processes and policies to avoid inheriting unequal pay bias of prior employers.