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

• 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

Alcoa in Australia

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Alcoa of Australia– principal operations

Western Australia Huntly Bauxite Mine Willowdale Bauxite Mine Kwinana Alumina Refinery/Port Pinjarra Alumina Refinery Wagerup Alumina Refinery Bunbury Port Victoria Portland Aluminium Smelter

Alcoa of Australia Limited is owned 60% by Alcoa Corporation and 40% by Alumina Limited

490 employees 3800 employees

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10 10.5 11 11.5 12 12.5 13 13.5 14 2010 2011 2012 2013 2014 2015 2016 2017

Total Female % - Alcoa of Australia

%

14 %

Why?

For the 15th consecutive year, Alcoa of Australia has been named an Employer of Choice for Gender Equality

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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

• f women in the workplace.

Catalyst for Change (C4C)

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Promote Development

• Nominate a female employee for leadership training
• Offer to help a woman develop a specific skill
• Assist in creating a two- to three-year career path

towards promotion or additional responsibility

• Promote an equally qualified woman
• Ask if you can give some feedback or advice
• Nominate a women in your team to lead the next

meeting

Showcase Success

• Provide visibility to senior executives by creating
• pportunities for project updates
• Nominate a woman to be highlighted in a newsletter, on

myalcoa, on Yammer, or in other internal media

• Nominate an individual for stock awards for a deserving

project

• Invite a female executive to talk about her career

progression, or serve as a panelist yourself

• Give credit openly

Advocate Change

• Ask for feedback on things you can influence/change

to make Alcoa a better place to work for women

• Empower female employee to make important

decisions

• Facilitate work flexibility to enhance engagement
• Be involved, attend an AWN event or encourage

someone to attend

Build Networks

• Introduce yourself to a new hire and offer to facilitate

aspects of the on-boarding process

• Offer to be a mentor, or identify a mentor, for a

woman

• Set up a lunch to expand your network and get to

know a female colleague

• Offer to host or be a guest speaker at an AWN event
• r roundtable

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Catalysts can show support in a myriad of ways

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

Real actions

Implementing & Resourcing

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Women in Operations (WIO)

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.

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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.

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Scope

Business Networking Sessions Group Mentoring Individual Mentoring External Training

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 6. Personal Branding/Empowerment 7. Time, Priority and Stress Management Group sessions with

• ne mentor – this could

be site based or mixed. For selected participants:

• AMWRA (external)
• One on One
• Allocated formal

mentor/coaching sessions As required, for example Rachael Green – targeted training as a group MBTI assessments & feedback

Measure of success

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32 participants 6 promoted 5 secondments

Other outcomes to date include:

• Notable performance ratings

increases across the group

• 4 participants nominated for CME

Women in Resources Awards

• Recognition in succession and

talent planning

• Leaders engaged and supportive
• f opportunities
• Friendships and networks!

Other programs - Inclusion and Diversity

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Questions?