We strive to create a diverse, inclusive work environment where all employees feel heard and valued, have equal opportunities to grow, and are encouraged to share their ideas for making our company better. We believe this is both the right thing to do and good for business. We believe embracing diverse experiences and points of view leads to better decision making, and a more diverse workforce makes for a stronger company.

WE HOLD OURSELVES ACCOUNTABLE

We regularly monitor the representation of women and minorities in our U.S. operations. When hiring, promoting and terminating employees, we use transparent processes to ensure all decisions are based on clear performance criteria. In making these decisions, we do not discriminate based on race, color, religion, gender, national origin, age, disability, veteran status, sexual orientation, genetics, gender identity or expression, or any other characteristics protected under law.

We also regularly review our strategies and renew our action plans to address any workforce gaps in our organization. Governed by federal regulations, we are required to have effective affirmative action plans in place that identify strategies for addressing goals. These plans are reviewed at both the company and local level. We also have processes and procedures in place to support federal regulations related to individuals with disabilities and protected veterans.

WE CULTIVATE INCLUSION

Beyond compliance, we work to create a workplace that is a welcoming and inclusive place for all our employees. As a foundation, we have companywide, anti-discrimination and anti-harassment policies and resources, including:

  • Training on unconscious bias, harassment prevention, affirmative action, and creating an inclusive workplace.
  • A “no tolerance” approach to discrimination or harassment of employees, suppliers, customers and visitors.

In 2019, we formed a companywide Inclusion Council to help us advance our progress toward creating a work environment where everyone feels welcome, valued and empowered to reach their full potential. This council is sponsored by our senior management team and led by our senior vice president and chief administration officer. It’s composed of a diverse group of employees at all levels of the company from across our businesses and operating geographies. The council meets regularly to share their perspectives and ideas on how to make sure our company culture is inclusive, which we believe will drive increased diversity over time. In 2019 we also added “inclusion” to our list of company values. 

Our Inclusion Council will also oversee our internal resource groups, which we call diversity business networks. These groups are designed to give employees an opportunity to share experiences, gain exposure to other businesses, acquire mentors, partner across networks, and provide feedback to company leaders. They include: 

  • Access (for people touched by disability)
  • Colors (LGBTQ networking, education and support) 
  • HOLA (Hispanics for Outstanding Leadership and Advancement)
  • Veterans (support and encouragement for military veterans and family members)
  • WABN (Weyerhaeuser Asian Business Network) 
  • WBEA (Weyerhaeuser Black Employee Alliance) 
  • WIA (Women In Action)

View our diversity data

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