JELD-WEN believes representation matters

Dustin Staats said he can be more creative and make better-informed decisions at work because JELD-WEN values and strives for inclusion and allows space for people to have deeper conversations.

The accounts payable/payroll specialist at JELD-WEN is also co-chair of Prism, the company’s Employee Resource Group for LGBTQ+ team members. “People who represent different cultures and socio-economic backgrounds often have differing world views, and JELD-WEN considers that an advantage.”

Each year, JELD-WEN takes steps to enhance its commitment to diversity, equity and inclusion (DE&I). In recent years that has meant expanding diversity representation in leadership and recruitment efforts, growing Employee Resource Groups, celebrating additional holidays and cultural moments (such as Juneteenth), and building a more robust DE&I online curriculum (now more than 270 courses) for JELD-WEN associates.

Enhancing the workplace culture

In the U.S. alone, 71 percent of associates in JELD-WEN’s Early Career Rotational Program and 50 percent of interns represent both gender and ethnic diversity, according to the company’s Environmental, Social, and Governance (ESG) Report.

“Demonstrating that the company is accepting — that it welcomes and values all cultures and all walks of life — helps to create a positive environment where employees want to stay and contribute,” Staats says.

In addition to the company’s first employee resource group, established years ago to prioritize women, JELD-WEN has added ERGs focusing on:

1. Hispanic, Black and LGBTQ+ team members
2. Veterans
3. Young professionals

“I am grateful our organization has these Employee Resource Groups,” says Lorin Williams, HR Generalist. “It gives me and other employees a safe place and place of belonging.”

The ERGs, which are open to anyone in that community or those who want to better understand a specific community, also:

1. Provide professional training and mentorship
2. Allow members to consult on company policies and DE&I training
3. Coordinate events marking historical leaders and milestones

Enhancing performance

Creating a better workplace culture is not just the right thing to do, it’s also the right thing to do for business. And a stronger business makes for a better place to work.

According to McKinsey, a global management consulting firm, has been tracking the impact of diversity on business over the past decades. In a recent report, McKinsey finds that, “The most diverse companies are now more likely than ever to outperform less diverse peers on profitability.”

The report also finds that diversity enables companies to attract and retain top talent, which results in a more diverse customer base and enhanced decision-making — a cycle of increasing returns.

Staats agrees this is true for JELD-WEN.

“DE&I initiatives show that this company is focused on more than doors and windows. JELD-WEN honestly values people,” Staats says. “That value extends to our customers: When customers see that we are here for them, they will turn around and be there for us. It’s a win-win situation.”