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Inclusion—Programs & Actions
President and CEO Accountability
Alcoa’s president and chief executive officer and the executive team hold the organization’s leadership accountable to endorse and actively champion the company’s inclusion initiatives.
Inclusion is not solely a human relations function. Leadership accountability for inclusion is integrated into the overall business strategy, and the results are tied to incentive compensation.
Inclusion Plans
Each business unit has developed specific plans and initiatives aligned with our corporate inclusion strategy. Through awareness and education efforts, we are focused on inclusion to ensure we attract and retain the best talent.
In 2008, we added a diversity goal to our annual cash incentive compensation plan for increasing global female employment and U.S. minority employment in the professional and executive ranks. On a corporate-wide basis, we exceeded the 2008 goal.
Domestic Partner Benefits
We provide coverage for domestic partners of either gender under the U.S. health and welfare plans.
Corporate-Wide Employee Networks
Alcoa Women's Network
Since its founding in 2003, Alcoa Women’s Network (AWN) has been a catalyst for the development and advancement of women leaders throughout the company. AWN works to help improve the recruitment, retention, and promotion of these leaders within Alcoa.
In 2008, AWN accomplished the following:
- Co-sponsored “The Athena Factor; Reversing the Brain Drain in Science, Engineering, & Technology” research, which was undertaken by the Center for Work Life Policy and published in the Harvard Business Review. Alcoa’s focus group and survey results were presented to the company’s Executive Council, and work will be undertaken to identify and implement possible solutions;
- Sustained more than 25 local networks with more than 1,300 members across the globe;
- Sponsored numerous internal events worldwide that were geared toward leadership development and networking;
- Continued numerous mentoring relationships;
- Participated in the Women’s Forum Asia in Beijing, China; and
- In New York City, participated in the Hidden Brain Drain Summit, “Keeping Talent on the Road to Success,” which is a forum for exchanging best practices with major corporations and academicians.
Alcoa African Heritage Network
The mission of the Alcoa African Heritage Network (AAHN), which was established in 2004, is to improve Alcoa’s recruitment, development, and inclusion of leaders of African heritage. The group is focusing on networking, career development, retention, mentoring, and community activities.
Major AAHN activities and milestones in 2008 included the following:
- Bill Christopher, group president of Alcoa Engineered Products & Solutions and Alcoa vice president, became the new executive sponsor;
- Three active regional chapters are now operating in Pittsburgh and the Midwest and Southeast regions of the United States;
- The Midwest chapter conducted the first annual Executive Networking Session that gave eight senior Alcoa leaders the opportunity to meet Midwest AAHN members from locations and businesses that the leaders would not typically connect with in the normal path of work. This event also enabled stronger business leadership alignment with the mission of the AAHN;
- The AAHN community portal on the MyAlcoa intranet was redesigned to enhance connectivity of the group’s constituents to essential resources and activities within the three regional chapters;
- Professional development offerings were extended to AAHN members via webinars that are run by the regional chapters. Topics include performance evaluation criteria, how to develop an individual development plan, mentoring, and effective use of networks; and
- Each of the three regional chapters participated in local community outreach activities, such as food drives for needy families in Tennessee, Big Brothers and Sisters of Greater Pittsburgh, and the Minority Youth Day at Warrick Operations in Indiana.
Employees at Alcoa for Gay and Lesbian Equality (EAGLE)
Launched in 2007, EAGLE is an active network of Alcoa gay, lesbian, bisexual, and transgendered (GLBT) employees, as well as other Alcoa employees—known as EAGLE Allies—who support their concerns. The group’s goals are to create a supportive and inclusive workplace so all employees will reach their full human and career potential.
Overall EAGLE membership is 40% male and 60% female. Of the total membership, 47% are EAGLE Allies.
Major EAGLE activities and milestones in 2009 included the following:
- Welcomed members from 14 states and six countries;
- Formed local chapters in Pittsburgh; New York City; Davenport, Iowa; Cleveland, Ohio; and Australia;
- Volunteered more than 500 hours for local community service;
- Helped establish the Pittsburgh GLBT Corporate Roundtable, which connects EAGLE to similar networks in other companies;
- Participated with 14 other Pittsburgh corporations in celebrating the 2008 Gay Pride Day in Pittsburgh;
- Expanded inclusion training for Alcoa’s Pittsburgh offices by adding a module related to GLBT topics;
- Added GLBT content to alcoa.com;
- Achieved a score of 85 out of 100 in the Human Rights Campaign’s Corporate Equality Index in our first year of participation; and
- Experienced several members attributing their decision to come out at work to the formation of EAGLE.
Site-Based Networks
African American Committee (AAC), Davenport Works (DPW)
The mission of the AAC is to contribute to the success of Alcoa Davenport Works by promoting intercultural competence within Alcoa DPW and creating and maintaining relationships for the development of the African American community at large.
Alcoa Women's Initiative Network (AWIN), Davenport Works
AWIN is an all-inclusive group started by the women of Alcoa to take the initiative to help change the Alcoa culture in support of a more diverse workforce. AWIN will strive to increase opportunities for all employees.
East Asian Alcoan Association (EAAA), Alcoa Technical Center
The EAAA has been active for 16 years in the Pittsburgh area. The mission of the association is to fully utilize the members’ language abilities and deep cultural understanding to help Alcoa businesses in Asia, primarily China. The members act as company ambassadors, hosting visiting Chinese delegates and Alcoa Asia joint ventures. The network also provides mentoring, career development, and social and networking events for its members.
Hispanics Actively Building Levels of Opportunity (HABLO), Davenport Works
HABLO is committed to diversity and will strive for the betterment of all Alcoa employees through hiring, education, community involvement, and an inclusive workforce that gives Alcoa a competitive advantage in the global market.
New Professionals Network (NPW), Davenport Works
This network, which consists of recent new hires from a cross-section of Davenport’s salaried departments, was created to assist with the retention of new hires, interns, and co-op students by helping these professionals feel valued and a part of the Alcoa community.
Support & Development Association (SDA), Warrick Operation
The purpose of this organization is to assist and support minority employees in their efforts to achieve equal employment, development, promotion, and retention opportunities within the company through the sharing of professional knowledge, skills, and experiences.
Case Studies
Alcoa Strives for Gender Equality in Iceland
Spanish Location Receives Certification for Work/Life Balance Support
Diversity on the Menu at Point Henry
Encouraging Work/Life Balance at Alcoa
Promoting Equal Opportunity in Australia
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