Diverse and Inclusive Workforce

Creating belonging at Armstrong World Industries

At Armstrong, we strive to create a workplace cul­ture where all feel welcome, regardless of race, sex, ethnicity, age, gender or gender identity, sexual orientation, religion, disability or veteran status. Making our company more diverse and inclusive is not just the right thing to do, it contrib­utes to a stronger corporate culture and helps us better serve all our customers and communities for a healthy tomorrow.

Our efforts on D&I are spread across all levels of the company and, since 2020, our Vice President of Talent Sustainability, Diversity and Inclusion has helped guide our programs and find key areas of opportunity and improvement to help meet our 2030 targets.

Our Goal

We aim to develop an inclusive culture and a diverse workforce.

Targets
Employees regularly receive training or engagement on diversity and inclusion topics.

Locations have a representative, diverse workforce.

Employees have safe opportunities to share views.

Our Goal

We aim to develop an inclusive culture and a diverse workforce.

Targets
Employees regularly receive training or engagement on diversity and inclusion topics.

Locations have a representative, diverse workforce.

Employees have safe opportunities to share views.


Employee Demographics

Note: All data reflects U.S. employees only. Leadership refers to Director level and above. Mid-level managers and staff represent senior managers, early career and remaining salaried and hourly non-production staff. Production workers represent hourly production plant employees.

Note: All data reflects U.S. employees only. Leadership refers to Director level and above. Mid-level managers and staff represent senior managers, early career and remaining salaried and hourly non-production staff. Production workers represent hourly production plant employees.


Engaging Our Employees on D&I

We use employee engagement, training and regular surveys, affinity groups, performance management and succession planning as tools to support and expand our D&I efforts. We continually seek to improve our overall perfor­mance on D&I by tracking key metrics around representation and hiring, and through employee engagement and training.


Employee Resource Groups

Throughout the year, we offered employee engagement opportunities centered around affinity holidays and celebrations, including Pride Month, National Black History Month, Asian Pacific American Heritage Month and International Women’s Day.

Armstrong currently offers a volunteer-driven Employee Resource Group (ERG) for employees to provide space and opportunities for connection for employees with a shared background or identity. We aim to expand our ERG offerings over the next few years.

AWARE

Armstrong Women Achieving Real Excellence (AWARE)

AWARE provides women of Armstrong with opportunities to network internally and a forum to share ideas and best practices, peer support and advice for women with shared circumstances and concerns. It also organizes speakers and educational opportunities.

B.O.L.D Employee Resource Group

Introducing B.O.L.D Employee Resource Group

B.O.L.D. – Black Organization of Leaders and Doers is open to all AWI employees interested in fostering success in the Black employee community at all AWI locations. 

 

AQUA

Introducing AQUA Employee Resource Group

AQUA is a group of LGBTQ+ employees and allies who are committed to fostering a culture of inclusion, diversity and equity at AWI. Their mission is to amplify the inclusive culture with purposeful engagements that promote the development, well-being, equality and empowerment of LGBTQ+ members and allies.


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