Diversity and Inclusion

We seek to provide a trusting workplace that is safe, respectful and inclusive of all individuals and that reflects the diversity of the communities in which we operate.

Whether on the shop floor or in our offices, the intent of equality, diversity and inclusion is to ensure that everyone has access to the same opportunities and fair treatment while feeling valued and accepted. This is the foundation for an everyone culture, where employees feel empowered to build solutions through coaching and collaboration.

The most impactful actions are those that influence decisions at the local level. In 2019, our locations embarked on a variety of promising practices that included:

  • Willowdale mine in Western Australia: Limited opportunities for hiring made diversifying the mine’s workforce challenging until the location explored employee interest in job sharing. This arrangement was ideal for some employees transitioning to retirement and others who preferred part-time work.
  • Alcoa Fjareaál in Iceland: The location took a unique approach to addressing the #MeToo movement by holding gender-based meetings for all employees to discuss what makes a good workplace culture. The meetings resulted in a covenant among employees to individually commit to a good workplace culture within Alcoa Fjareaál. In addition, the location co-hosted an external conference on gender equality in the workplace in East Iceland.
  • Alcoa Brazil: Our operations in Brazil created an Executive Committee on Diversity, which brought governance and diversity initiatives to all sites in 2019. The sites conducted 11 workshops and panels involving approximately 700 employees, presented four videos on gender and LGBT+ inclusion, and distributed 15 internal and external communications that included emails and social media posts.
Alcoa Fjareaál employee

In 2019, we conducted our first global pay equity analysis for our salaried employees following best practice methodology with third-party analysis. In both measurements, parity is considered when the result is within 3 percentage points. Key findings include:

  • We have a 2 percent gender pay gap within specific pay band categories. This means women earn 98 percent of what men make in the same pay bands.
  • Our overall gender pay gap is 18 percent, with women earning 82 percent of what men earn when all salaried positions are compared globally. This gap reflects the lower representation of women in the top pay bands.
  • The overall gender pay gap is slightly less when looking more narrowly at our job band reporting groups:
    • Executive: 11 percent (favors men)
    • Professional: 14 percent (favors men)
    • Support: -14 percent (favors women)

We are committed to achieving gender balance across Alcoa and are working to address any exceptions and processes that have contributed to our 2 percent gap in specific pay band categories. We are also focused on defining long-term intentional actions to improve overall equity in earnings.

Our annual incentive compensation is linked to our leaders’ diversity performance. The 2019 target, which represented 10 percent of the incentive compensation formula, was to increase the percentage of our workforce that is female by 0.8 percentage points. While we fell short of the target by 0.4 percentage points, we did improve by 0.4 percentage points during the year.

2019 Global Women

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2019 Global Women

Diversity Indicator Percentage
Females on the Alcoa Corporation Board of Directors 33.3
Female share of total workforce 15.5
Females in all management positions 20.7
Females in junior management positions 16.2
Females in top management positions 43.5
Females in management positions in revenue-generating functions as a % of all such managers 29.8
Our global women calculation is based on all categories of employees, including full and part-time permanent, full and part-time apprentice, and graduate employees.

Case Study

    Catalysts for Change

    In our mines, refineries and offices throughout Australia, some 300 employee “catalysts” have pledged to promote the development of women, build networks, advocate for change and showcase the successes of women in the workplace.


    Read more >

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