“I’m proud of our work to be a more inclusive and diverse company. Each individual who works for Owens Corning, starting with me, is accountable to be a visible leader and champion for moving this journey forward.
It’s energizing to be recognized for the progress the people of Owens Corning have worked so hard to achieve. Milestones are important to celebrate, especially since we’ve come a long way to get here. Even more importantly, we understand the work yet to be done and will embrace it with that same energy.
From The Company
Owens Corning’s Inclusion & Diversity strategy has three core areas:
- Building capability
- Driving engagement
- Increasing diversity
The company’s top leaders have made it mandatory for everyone to have an inclusion and diversity goal documented, with accountability and visibility emphasized. The Inclusive Leader Workshop training program, developed with Korn Ferry, is used to equip leaders to set quality goals. This training is being expanded globally, and a new module on psychological safety is being launched.
To increase engagement among women in operations roles, a Women in Operations (WIO) group has been formed, which has now expanded across all three businesses. Owens Corning is committed to building leadership and I&D capability among its employees and has compiled a playbook that offers easy-to-follow tips to help plant leaders incorporate I&D strategies. The company has also hired an I&D leader to build its strategy leveraging affinity groups (AGs) to grow engagement of employees.
As of February 2023, almost 15% of the company’s U.S. employee population are members of at least one affinity group. The company has also increased participation in Courageous Conversations and progressed toward its 2030 goal of having people of color fill 22% of global mid-level leader, director and vice president roles, with 17% of leadership roles belonging to people of color in 2022.