Chief People Officer Shelly Green shares how USG builds and maintains a diverse workforce through feedback, purpose, recognition, and upskilling.
By Debbie Bolla
HRO Today: What is USG’s approach to recruiting and retaining diverse talent?
Shelly Green: How we construct our team is a strategic business imperative, and an essential part of succeeding at what USG is most known for: innovation, product quality, and great customer relationships.
We have found that our employee resource groups (ERGs), regular retention interviews, and recognition programs that highlight employee excellence in areas like safety and continuous improvement are among the most effective measures to help our employees thrive. No individual program is equipped to solve the complex issues of inclusion and workplace relationships, but taken together, they create a system that helps all our people have a positive experience in the workplace. We find these initiatives have ripple effects on our recruitment efforts too, because when we invest in retention and culture, word gets out that USG is a great place to work.
We also recruit with the support of diverse external partners. One of the main reasons we are actively engaged with organizations like Women in Manufacturing (WiM) and the Society of Women Engineers (SWE) is because of the great relationships we build with prospective employees, many of whom go on to work with us.
But most importantly, we have invested in building a culture in our workplaces where people feel welcomed and safe in every sense of the word. We celebrate differences and welcome diversity of thought. Our focus is on issues we can solve together, rather than personal differences.
HROT: How are you upskilling employees and creating career pathways?
Green: At USG, we pride ourselves in being a workplace where everyone is given a voice and invited to contribute in areas they are passionate about. We give our people opportunities to be cross-trained and learn new parts of the business, so they can grow with us for the long term.
Regardless of your area of expertise, if you have an interest in expanding your knowledge and experience, we look to provide opportunities for learning and growth. We have employees who have started on the plant floor and have become plant managers. We have engineers who develop into P&L leaders. Our mission is to unlock each employee’s potential to deliver exceptional performance across a long and fulfilling career with USG.
HROT: What advice would you give your younger self?
Green: I would tell my younger self to prioritize bravery. Be willing to take on assignments that are outside your functional area of expertise to grow your skill set and build cross-functional fluency. I would also emphasize the importance of growing your external network early. Being able to learn from leaders with diverse experiences provides a broader viewpoint that prevents insider-bias and keeps your strategic thinking market-competitive.
