EEO/Affirmative Action Policy

H.B. Fuller is proud of its commitment to equal employment opportunity for all employees and applicants. This commitment is based on our Corporate principles which commit us to respect the dignity and worth of all individuals. We will not only continue to operate in accordance with all applicable laws, directives and regulations of federal, state and local governing bodies, but more importantly we will continue our tradition of doing what is right. This philosophy incorporates the following:

We will recruit, hire, train and promote persons in all job groups without regard to race, creed, sex, color, age, religion, marital status, veteran status, source of income (ie: public assisted individuals), sexual preference, physical or mental disabilities, or national origin.

We will base decisions on employment so as to further the principle of equal opportunity.

We will insure that all other personnel actions such as: compensation, benefits, transfers, layoffs, return from layoff, education, tuition assistance, social and recreational programs, will be administered without regard to race, creed, sex, color, age, religion, marital status, veteran status, source of income, (i.e. public assisted individuals), sexual preference, physical or mental disabilities or national origin.

We will also develop and implement Affirmative Action plans in accordance with federal regulations and our established policy of providing Equal Employment Opportunity. Any goals that are established are not intended as rigid, inflexible quotas that must be met, but rather as targets reasonably attainable by applying every good faith effort in implementing these plans. The use of goals in our plans is not intended to discriminate against any individual or group of individuals with respect to any employment opportunity for which they are qualified on the grounds that they are not the beneficiaries of Affirmative Action themselves. Nothing in our Affirmative Action Plans is intended to sanction the discriminatory treatment of any person. Thus, our plans have been developed in strict reliance upon the guidelines on Affirmative Action issued by the U.S. Dept. of Labor (DOL) (41 C.F.R. 60-2).

As Chairman of the Board, President & CEO of H.B. Fuller, I accept the responsibility for establishing this policy within the organization. All managers are responsible for implementation of Affirmative Action programs at their location. I will evaluate the performance of our management and supervisory personnel on the basis of their involvement in achieving our Affirmative Action objectives as well as other established criteria.

Our Corporate Human Resources Department is responsible for monitoring all Equal Employment Opportunity activities and reporting the effectiveness of our Affirmative Action program including recommendations for necessary action to insure attainment of our Equal Opportunity objectives.

A copy of the section of the Affirmative Action Program for Veterans of the Vietnam Era, Disabled Veterans and Qualified Disabled Individuals may be viewed by applicants and employees upon prior request during normal business hours (8:00 a.m. – 4:30 p.m., Monday – Friday).

Albert P.L. Stroucken
Chairman of the Board, President & CEO