Alcoa programs making a difference for gender diversity Catalyst - PowerPoint PPT Presentation

Alcoa programs making a difference for gender diversity Catalyst for Change & Women in Operations Narelle MacFarlane, Talent Manager, Global Alumina & Australia November 2017

Alcoa in Australia  54 years in Australia more than $12 billion invested  4,300 employees, predominantly in regional Australia  One of Australia’s leading exporters  Producing approx. 43% of Australia’s alumina and 20% of the country’s aluminium  Supplying more than 8% of world alumina demand 2

Alcoa of Australia – principal operations Western Australia Huntly Bauxite Mine Willowdale Bauxite Mine Kwinana Alumina Refinery/Port Pinjarra Alumina Refinery Wagerup Alumina Refinery 3800 employees Bunbury Port 490 employees Victoria Portland Aluminium Smelter Alcoa of Australia Limited is owned 60% by Alcoa Corporation and 40% by Alumina Limited

4 Why? Total Female % - Alcoa of Australia 14 14 13.5 % 13 For the 15th consecutive year, Alcoa of Australia has been 12.5 named an Employer of Choice 12 for Gender Equality % 11.5 11 10.5 10 2010 2011 2012 2013 2014 2015 2016 2017

5 Catalyst for Change (C4C) Catalysts for Change (C4C)  A Catalyst for Change pledges and takes action to support the AWN’s (Alcoa Women’s Network) mission of being a catalyst for the successful recruitment, development, advancement and retention of women at Alcoa.  They promote the development of women, build networks, advocate for change and showcase successes of women in the workplace.

Catalysts can show support in a myriad of ways Promote Development Advocate Change  Nominate a female employee for leadership training  Ask for feedback on things you can influence/change  Offer to help a woman develop a specific skill to make Alcoa a better place to work for women  Assist in creating a two- to three-year career path  Empower female employee to make important towards promotion or additional responsibility decisions  Promote an equally qualified woman  Facilitate work flexibility to enhance engagement  Ask if you can give some feedback or advice  Be involved, attend an AWN event or encourage  Nominate a women in your team to lead the next someone to attend meeting Showcase Success Build Networks  Provide visibility to senior executives by creating  Introduce yourself to a new hire and offer to facilitate opportunities for project updates aspects of the on-boarding process  Nominate a woman to be highlighted in a newsletter, on  Offer to be a mentor, or identify a mentor, for a myalcoa, on Yammer, or in other internal media woman  Nominate an individual for stock awards for a deserving  Set up a lunch to expand your network and get to project know a female colleague  Invite a female executive to talk about her career  Offer to host or be a guest speaker at an AWN event progression, or serve as a panelist yourself or roundtable  Give credit openly 6 6

Real actions What are our Catalysts for change doing now….. Stopped apprentice recruitment until we found the right young women added gender diversity targets to the location key metrics. Specific coaching catch ups Nominated someone for a project lead Included someone in a working group that did not previously have the opportunity Work with Recruitment to increase gender choice in the applicant pool Provided some one on one feedback after a meeting

Implementing & Resourcing

Women in Operations (WIO) 12/01/2018 9

Women in Operations - What is the Program? • A targeted program that addresses a key opportunity to support women in the business. • Provides a mechanism to generate interest in line/operational roles and support them (women) through transition to and within those roles. How do we bring them to the idea of Line Leadership and how do we help them ‘climb that summit’? • A planned approach to addressing some of the cultural gaps that exist within our workforce. 10

How does It Work? A dedicated program • • Multi faceted approach to engage and support. Provide a forum for discussing areas of development and concern. • Opportunity for participants to be involved in developing and facilitating deployment/coordination of the • program as a development activity. 11

Scope Topics (built and facilitated by the teams): 1. Building Business Acumen 2. Communication, presence and Influence. 3. Building Resilience 4. Career Focus/Lifelong learning. 5. Driving Change and Enabling innovation Business 6. Personal Branding/Empowerment Networking As required, for example 7. Time, Priority and Stress Management Sessions Rachael Green – targeted training as a group External MBTI Training assessments Group Group sessions with & feedback Mentoring one mentor – this could be site based or mixed. Individual Mentoring For selected participants: • AMWRA (external) • One on One • Allocated formal mentor/coaching sessions

Measure of success Other outcomes to date include: • Notable performance ratings increases across the group 32 participants • 4 participants nominated for CME Women in Resources Awards • Recognition in succession and talent planning 6 5 • Leaders engaged and supportive secondments promoted of opportunities • Friendships and networks! 13

Other programs - Inclusion and Diversity 14

Questions? 12/01/2018 15