COWORKERS

Living our values starts with taking care of each other.

LIVING WAGE

In 2021, we invested heavily in our compensation strategy. In particular, we focused on driver pay and living wage, investing time and resources into assessing market data, updating pay groups, and revamping compensation plans. We updated our driver pay program, with wage increases for all drivers. The program recognizes the incredible tenure that many of our drivers have with OGC, as well as improves our ability to recruit professional drivers that are committed to leading the industry in safety, dependability and service. The living wage for Portland rose 24% in 2021 to $18.86/hour (it was previously $15.16/hour). Under this new calculation, 78% of our coworkers were earning a living wage by December (for a single earner/household according to the MIT Living Wage Calculator). The majority of the work to assess pay practices and develop our approach occurred in 2021, with new programs rolled out at the beginning of 2022. We’re proud to say that, as of February 2022, all coworkers now start at a minimum of $17/hour and 89% are earning a living wage. We will continue this important work to support our coworkers with living wages, as well as look for other opportunities to share OGC’s financial success and improve their earnings through career development.

2021 Profit Sharing

In addition to wages, over 20% of the prior year’s net profits were returned to coworkers through profit sharing and wellness stipends.

BENEFITS

Taking care of our coworkers is about more than wages. As the pandemic persisted, we provided hazard pay through July. We continued to provide paid COVID leave, offered free meals and produce boxes, an extra wellness fund benefit, and continued to provide a progressive benefits package offering:

Health insurance 401k with a 5% match, up to $3,000

Paid time off, paid/floating holidays, and catastrophic leave bank 8 hours of paid volunteer time per year

PTO cash-out and zero cost payroll advance options

Fitness reimbursements

Free and discounted produce Wholesale bulk natural food ordering Donation matching A motion program, offering money for coworkers’ HSA/FSA just by walking HealthJoy, a telehealth app offering immediate access to benefit information SMART commute incentives for choosing more sustainable commuting options

Our coworkers’ wellbeing is intrinsically tied to a workplace that fosters belonging, embraces diversity and leads with equity. 

INVESTING IN ORGANIZATIONAL DIVERSITY, EQUITY & INCLUSION WORK

Throughout our history, OGC has recognized and celebrated our differences and prioritized creating an inclusive, welcoming and diverse workplace. In 2021, we invested in Diversity, Equity and Inclusion work for the organization. We hired experts to help us host listening sessions with our Black, Indigenous and People of Color coworkers; administer a company-wide survey; and host a six-part training and workshop series for OGC managers and Board.

COWORKER ENGAGEMENT & DEVELOPMENT

Our coworkers are dedicated to OGC and have a desire to learn and develop their careers with us. Training and development opportunities are available to all coworkers. One example is our four-level warehouse career path program, which identifies skills and on-the-job experience required to advance. Achieving each level along the path comes with recognition, celebration and additional compensation. 14% of open positions were filled by internal candidates

7 years is the average tenure at OGC (the national average is 4.1 years)

OGC Coworker Diversity

OGC POPULATION, BASED ON SELF-IDENTIFICATION:

28%

OF OUR COWORKERS IDENTIFY AS BLACK, INDIGENOUS, OR PEOPLE OF COLOR

AMERICAN INDIAN/ALASKAN NATIVE

ASIAN

BLACK 6% 7% 1%

HISPANIC OR LATINO 10%

NATIVE HAWAIIAN OR OTHER PACIFIC ISLANDER 4%

OUR LEADERSHIP:

17%

OF OGC LEADERSHIP TEAM* & BOARD IDENTIFY AS BLACK. INDIGENOUS, OR PEOPLE OF COLOR

57%

OF OGC LEADERSHIP TEAM* & BOARD IDENTIFY AS WOMEN

19%

OF OUR COWORKERS IDENTIFY AS WOMEN

*LEADERSHIP IS DEFINED AS MISSION TEAM, DIRECTORS, MANAGERS, SUPERVISORS

ANNUAL COWORKER SURVEY

OGC’s annual coworker survey provides insight into what our team needs and wants, measures job satisfaction and gives everyone a voice. This feedback was even more important during year two of the pandemic. Here’s what we learned from our 2021 Coworker Engagement Survey:

The highest scores were in the following categories:

Clarity on role and work expectations Managers treating team members fairly Balancing personal and family life to meet coworker needs

The areas where we found the most room for improvement:

Ongoing feedback and development conversations with managers Communication and keeping everyone informed Career growth and developmental opportunities

This feedback led to:

Revamping our coworker development forms and process to simplify the conversation and focus on performance goals, personal goals and connection to the OGC mission Creating new and interactive ways to communicate company information More opportunities for coworkers who are not on email to provide feedback using onsite paper surveys and voting boards Investing in additional translation services to better support communication for all Development of Buzz of the Bizz internal newsletter (see below for more)

APRIL 2022

FEBRUARY 2022 NOVEMBER 2021

In October, OGC’s internal newsletter, Buzz of the Bizz, made a comeback with a new look, collaborative voice and a monthly dose of organizational updates and contributed articles from coworkers.