Workforce Engagement

Inclusion and respect are a fundamental part of our values and are actively incorporated daily into our culture across our businesses. We believe these values help us attract and retain talent and lead to collaboration, motivation, and a professional work environment that supports our success. The principles underlying our commitment to inclusion and respect are also reflected through our policies, including our Workforce Engagement Policy, Corporate Conduct and Ethics Code, Equal Employment Opportunity Policy, and Americans with Disabilities Act Policy.

We believe in treating all Team Members fairly, with respect, and with dignity and we strive to create a workplace where our Team Members are valued for their contributions and are provided equal opportunities for development and advancement. We respect all attributes that make our Team Members unique including age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, race, religion, sexual orientation, genetic or family medical history, socio-economic status, veteran status, and other characteristics.

PotlatchDeltic’s workforce engagement philosophy applies to our practices and policies governing recruitment, promotion, and selection, as well as to decisions on compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, continuing education, tuition assistance, or social and recreation programs. It is the Company’s policy that there be no unlawful discrimination or harassment in any form. Reporting procedures exist for anyone who believes that they have been harassed or discriminated against or who is aware of the harassment or discrimination of others, including a confidential hotline maintained by an independent third party. Team Members regularly participate in training in support of our values around inclusion and respect.

We track and monitor diversity metrics to measure our progress, review the data annually, and provide information and guidance to management and Team Members on equity, inclusion, and respect issues.

Women Team Members¹

Women make up approximately 50% of the populations of the local communities in which we operate, and we continue to explore how we might more effectively attract women to our industry and retain them to build a pipeline of talent from which to promote for future leadership roles. Women comprise 19% of our overall workforce and 41% of salaried roles. Women in management account for 35 of a total of 158 Team Members, or 22%. Three out of eight members of our executive management team, or 38%, are women. We have three women on our Board of Directors and two of three Board committees are chaired by women.

We evaluate gender pay equity on an on-going basis and adjust salaries as appropriate. Our strategies and statistics are discussed with our Board of Directors at least annually. The pay ratio of our entry level pay compared to state minimum wage is 2.6 in our northern locations for both men and women and is 1.6 in our southern locations for both men and women.

Team Members of Color¹

Overall, 21% of our Team Members identify as people of color. Our Team Member demographics reflect the demographics of the communities in which we operate. There is significant variation in the demographics of communities where we have business operations. As a result, 7% of Team Members in our northern region identify as people of color and 38% of the Team Members in our southern region identify as people of color. In the southern region, 4% of our managers, 16% of salaried, and 48% of hourly Team Members are people of color.

Local Hiring

Many of our operations are in rural communities where the economy is driven by the timber industry, and we believe it is important to focus on local hiring. We continue to place an emphasis on sourcing talent from these local communities so that our workplace reflects the uniqueness of those local cultures. In 2024, 100% of our senior managers were originally hired from within the regional community at each of our locations.

Footnote:

1. All employee data is as of December 31, 2024.