Application WGEA Employer of Choice for Gender Equality Alcoa of Australia Limited

Transcription

1 Application WGEA Employer of Choice for Gender Equality Alcoa of Australia Limited

2 Introduction The WGEA Employer of Choice for Gender Equality citation is designed to encourage, recognise and promote active commitment to achieving gender equality in Australian workplaces. This document is a record of the responses your organisation has provided in your WGEA Employer of Choice for Gender Equality citation application and the related responses from your compliance report for The WGEA Employer of Choice for Gender Equality citation replaces the EOWA Employer of Choice for Women citation which, since its introduction in 2001, has succeeded in differentiating recipients by ensuring public recognition for their efforts in the area of equal opportunity for women in Australian workplaces. Commencing in 2014, the new citation is strategically aligned with the Workplace Gender Equality Act 2012 (Act), reflecting the change in focus of the legislation to promote and improve gender equality for both women and men, while recognising the historically disadvantaged position of women in the workplace. The citation is a leading practice recognition program that is separate to compliance with the Act, and applications are confidential. This citation recognises that gender equality is increasingly critical to an organisation s success and is viewed as a baseline feature of well-managed and leading organisations. Research shows that groups with diverse perspectives and flexibility in thinking almost always outperform homogenous groups, leading to higher levels of creativity, innovation and organisational agility. The criteria were developed in consultation with leading academics in workplace gender equality and current citation holders. They reflect the areas of focus of those organisations which have elevated gender equality as a business imperative, moving beyond compliance and leading the way with sustainable and measurable outcomes in gender performance. The WGEA Employer of Choice for Gender Equality citation will provide recipients with significant differentiation in a competitive marketplace. Used in recruitment and other promotional materials, the citation provides public recognition of an organisation s focus on gender equality, which supports its ability to attract and retain the best possible talent to build a high performance workforce and reduce the costs of employee turnover. The citation is also an excellent driver of change within an organisation.

3 Criterion 1 Leadership, accountability Overview and focus Overview This criterion assesses an organisation s overall strategies, policies and processes to achieve gender equality. It recognises that creating a workplace culture in which women and men are equally represented, valued and rewarded requires: leadership from the CEO, executive team and senior managers accountability for improvement through performance measures and organisational focus on this as a business priority. This criterion considers the way an organisation reflects the following factors: Leadership Leaders believe in, advocate for and role model gender equality and must set clear expectations for others to follow. Accountability Accountability is embedded throughout the organisation. Results are often most effectively achieved when accountability is linked directly to remuneration outcomes. Focus Gender equality is recognised as a priority within an organisation s overall operational strategy. Gender equality initiatives and desired outcomes are clearly articulated, measured and reported. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 3

4 1. This prerequisite relates to question 1 in your compliance report If you have answered YES to question 1.10 ONLY in your compliance report (ie that you only have a formal policy and strategy in place in relation to gender equality overall), you must confirm that the overall gender equality policy and strategy covers all the areas in questions 1.1 to 1.8 of your compliance report (that is, recruitment, retention, performance management processes, promotions, talent identification/identification of high potentials, succession planning, training and development and resignations):, our overall gender equality policy and strategy covers all the areas in questions 1.1 to 1.8 in our compliance report We answered YES to having individual policies and strategies in place for questions 1.1 to 1.8 in our compliance report 2. All managers in your organisation are required to entrench flexible working for their employees. Please confirm this occurs., all managers are required to entrench flexible working for their employees Please provide details on how this occurs: We ensure flexible working is entrenched in a number of ways. These include: - The Flexible Work policy is published on the company intranet and made available to all employees. All employees are eligible to request flexible work arrangements. All managers are responsible for ensuring the Flexible Work policy is utilised to support employees work/life balance. - A register of best practice flexible work arrangements and parental leave returns has been implemented to support Managers in entrenching flexibility across all locations. The Flexible Work Register provides examples of actual current working arrangements and practices to support success. - Training/education sessions are provided to Managers. - A Managers Guide to Flexible Work Arrangements is provided to all managers and published on the company intranet. - A series of flexible work success stories stories has been communicated to all employees via our all employee electronic newsletter (Australian Update) - Site HR consultants are trained to coach and support managers on flexible work arrangements and parental leave return-to-work processes. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 4

5 3. Your organisation must have a group, committee or council responsible for the implementation and oversight of your organisation s formal gender equality strategy or policies that support gender equality, with representation from senior management level or above. Please confirm this is in place: - please provide the name of the group/committee/council: Australian Inclusion Steering Committee 3.1. Please provide the job title of the Chair of this group/committee/council: Chairman and Managing Director, Alcoa of Australia 3.2. Please list the job titles of all members (other than the Chair) of this group/committee/council: Director HR & Corporate Affairs, Alcoa Refining and Australia Region Talent Manager, Alcoa Refining and Australia Region General Manager, WA Refining Operations Vice President, Technology & Manufacturing, Alcoa Refining President, Alcoa Mining Director, Research & Development, Alcoa Refining Talent Manager, Alcoa Mining Senior Communications Advisor Corporate Financial Controller WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 5

6 4. Your organisation s CEO (or equivalent) must be a visible champion of gender equality in the following areas. By providing information as requested, you are confirming each requirement has been met Your CEO (or equivalent) must have communicated your formal gender equality strategy/ies that support gender equality outlined in question 1, to all workers in the last 12 months. Please confirm this has taken place and provide details on how it occurred: The following note from the Chairman and Managing Director, Michael Parker, was published in our electronic newsletter, Australian Update, on 20th July 2016 A note from Michael Parker: workplace equality : I am pleased to let you know that Alcoa will apply for Employer of Choice for Gender Equality status from the Workplace Gender Equality Agency. If successful, this will be our 15th year as an Employer of Choice in this important area. Personally, I believe being awarded Employer of Choice status is a good indicator of how well we are performing for gender equality and where we can improve. I am very committed to building on gender equality at Alcoa. I believe it s not only the right thing to do, but it also helps us grow our business as we attract and retain the best talent. There has been a lot going on this year to further improve our diversity and inclusion. You can read about these actions in the Gender Strategy and Gender Diversity Policy. (links provided) I encourage you to read these documents and send your feedback to Narelle MacFarlane. As part of CEO s for Gender Equity and as the Chair of the Pay Parity Reference Group, which brings Western Australian leaders together to build real, workable solutions to business, I m motivated by the opportunities we all have to make a difference. I hope you will join me in this journey Your CEO (or equivalent) must have made a statement in the last 12 months to all workers confirming she/he is committed to achieving gender equality in your workplace. Please provide the statement and information on how it was made: The Chairman and Managing Director sent the following to all employees on 8 March, Celebrating International Women s Day "Today people around the world are celebrating the social, economic, cultural and political achievement of women and in doing so are promoting gender parity. There s no doubting there has been much progress toward closing the gender gap, however the most recent World Economic Forum prediction indicates gender parity will not be achieved until This means no one reading this message and, for most of us, none of our children will live in a time when globally women have the same opportunities as men, receive the same rewards for their efforts as men and are treated as equals to men. Quite frankly I find this astounding. I think we can be proud about our progress toward gender equality at Alcoa; the number of women in leadership roles has increased, we have created a work environment that consistently attracts new mums back to work after parental leave and many outstanding women work in all corners of our business. This was evidenced just last Friday when three Alcoa employees Yvonne Fahey (Mining), Suzan Drake- Brockman (Kwinana Refinery) and Sharon Eyer (Technology Development Group) - were finalists in the Chamber of Minerals and Energy Women in Resources Awards. My special congratulations go to Yvonne and Suzan who were winners of the Outstanding Operator/Technician/Trade Woman in Resources and People s Choice awards respectively. It s widely acknowledged that building a team inclusive of a wide range of different perspectives adds to innovation, creativity and overall productivity in the workplace which is good for business. But workplace diversity is about more than productivity. For me it goes to the heart of our values and is about treating WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 6

7 every member of our team with dignity and respect. I am well aware we still have some way to go to achieve true gender equality at Alcoa and so as we celebrate International Women s Day 2016 I pledge to continue to do all I can to create an inclusive and flexible workplace culture. Meanwhile, I challenge you to play a leadership role within your sphere of influence to advance gender equality at work and in the community. Every action counts - from helping women and girls to achieve their ambitions to challenging gender bias and recognising the contributions of men and women equally together we can make a difference. " Extract from all employee electronic newsletter (Australian Update, 22/12/2015), titled, Australian Mum s Prove they know Best "We have a strong commitment to equity, diversity and inclusion, and to being a company that attracts, retains and develops talented people," said Alcoa of Australia's Chairman and Managing Director, and President of Refining Michael Parker. "We have a particular focus on gender equity and we have policies focused on attracting mums back to work after they've been on maternity leave." Alcoa cites its flexible work arrangements policy and leadership commitment as critical to its status as an employer of choice. The company provides job share and working from home arrangements, part-time options, technology to assist with remote access, roster flexibility, leisure days and extended sick leave. "A culture that embraces diversity of experience, skill, thought and background is best placed to attract and retain the best talent into the future", said Parker. "And that is exactly the kind of culture Alcoa continues to build, though we still have a way to go on our journey." "I am proud that our culture has evolved to better support women in the workplace. It all comes down to leadership - it's got to be part of the fabric and integrated into everything that we do." 4.3. Your CEO (or equivalent), or a member of your governing body/board, has made a public EXTERNAL statement in the last 12 months demonstrating her/his commitment to achieving gender equality. Please provide the statement and information on how it was made: Quote from Michael Parker on the CEO's for Gender Equity website - "It s proven and compelling companies with gender equity outperform. At Alcoa, we are committed to making gender invisible for pay, performance and career advancement. Gender inequality should be a relic of the past." Michael Parker Chairman and Managing Director Alcoa of Australia Limited The following three articles were published in the Harvey-Waroona Reporter newspaper. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 7

8 'Alcoa Attracts Mum s Back to Work Every Time 13/11/15. We have a strong commitment to equity, diversity and inclusion, and to being a company that attracts, retains and develops talented people. Said Alcoa of Australia s Chairman and Managing Director, Michael Parker. We have a particular focus on gender equity and we have policies focussed on attracting mums back to work after they ve been on maternity leave. Alcoa cites it s flexible work arrangements policy and leadership commitment as critical to its status as an employer of choice. The company provides job share and working from home arrangements, part time options and technology to assist with remote access, roster flexibility, leisure days and extended sick leave. A culture that embraces diversity of experience, skill, thought and background is best placed to attract and retain the best talent into the future, said Mr Parker. And that is exactly the kind of culture Alcoa continues to build, though we still have a long way to go on our journey. As a predominately male dominated, blue collar workplace, I am proud that our culture has evolved to better support women in the workplace. It all comes down to leadership-it s got to be part of our DNA and integrated into everything that we do. Top Alcoa Women Recognised 10 March 2016 Alcoa of Australia Managing Director Michael Parker congratulated Yvonne and Suzan on their win. These two women are outstanding individuals and a great example of what can be achieved with drive and determination, this is a very deserving recognition. Michael said. As a business we stand the best chance of attracting and retaining the best people by providing an environment where diversity of gender and thought is encouraged. This remains a central component of our talent management and recruitment strategies. Mum s the Word for Job Equality Harvey Reporter Newspaper 24/11/15. Extract: '...Michael Parker, said the company was committed to equality, diversity and inclusion and to attracting, retaining and developing talented people...' In April 2016 Michael Parker was a guest speaker at the Women in Civil Annual Breakfast. Speaking on behalf of CEOs for Gender Equity, Michael delivered a speech titled Alcoa Stands Up for Gender Equality and challenged the audience to think about what they could do to make or support change to gender equity in their organisations. He cited Alcoa s flexible work arrangements as a good example of how the company is supporting gender equity. Our most notable achievements are: the 100% success rate over the past three years for our female employees returning from maternity leave; achieving the Employer of Choice for Gender Equality citation for 14 consecutive years; and seeing our female employees achieving in a range of industry and academic awards, such as three finalists and two winners in the Chamber of Minerals and Energy Women in Resources Awards. We want to significantly increase female participation in our business from the operator level through to senior leadership, Michael said. To help us get there we have a number of initiatives in the pipeline that we will be rolling out. These include The Women in Operations program to support development in line roles Individual talent planning for high potential women Unconscious Bias training into all our locations WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 8

9 Developing a Cultural Change Working Group; and Making Diversity and Inclusion a compulsory agenda item in our monthly Executive Lead Team meetings. Michael urged people to consider any number of low or no-cost ideas to help improve gender equity in the workplace, including Offer to be a mentor, or identify a mentor, for a female colleague Set up a networking opportunity to help women build their networks minate a woman for leadership training Assist in creating a career path towards promotion or additional responsibility Offer to help a woman develop a specific skill Ask employees for feedback on things that can be changed to make your workplace a better place 4.4. Your CEO (or equivalent) must have made a statement in the last 12 months to all workers within the organisation declaring her/his commitment to gender pay equity. Please provide the statement and information on how it was made: On 4 May 2016, an article was published in our electronic newsletter, Australian Update, about Michael Parker s speech to the Women in Civil Annual Breakfast. It included the following. Speaking on behalf of CEOs for Gender Equity (CGE), Michael challenged the audience to think about what they could do to make or support change to gender equity in their organisations. The goal of CEOs for Gender Equity is to achieve a zero pay gap with equal numbers of women and men in jobs across all WA sectors and enterprises. He discussed the CGE focus on pay and job equity, and advocacy and education. He also shared Alcoa s journey which still has a long way to go, including the progress achieved and the challenges that remain. Highlighting the WA gender pay gap as being the worst in the country at 24.9% (the national average is 17.3%) Michael said the gender pay gap was influenced by a number of interrelated work, family and societal factors, including stereotypes about the work women and men should do, and the way women and men should engage in the workforce. Alcoa s pay gap is 2.6% for base salary, and 10.1% for total remuneration, said Michael. This gap is mostly due to men being on shift and being in line leadership roles but put simply, any gender pay gap is unacceptable. The following quote appeared in a note from the Chairman and Managing Director, Michael Parker, published in our electronic newsletter, Australian Update, on 20th July A note from Michael Parker: workplace equality : I am pleased to let you know that Alcoa will apply for Employer of Choice for Gender Equality status from the Workplace Gender Equality Agency. If successful, this will be our 15th year as an Employer of Choice in this important area. Personally, I believe being awarded Employer of Choice status is a good indicator of how well we are performing for gender equality and where we can improve. I am very committed to building on gender equality at Alcoa. I believe it s not only the right thing to do, but it also helps us grow our business as we attract and retain the best talent. There has been a lot going on this year to further improve our diversity and inclusion. You can read about these actions in the Gender Strategy and Gender Diversity Policy. (links provided) I encourage you to read these documents and send your feedback to Narelle MacFarlane. As part of CEO s for Gender Equity and as the Chair of the Pay Parity Reference Group, which brings Western Australian leaders together to build real, workable solutions to business, I m motivated by the opportunities we all have to make a difference. I hope you will join me in this journey. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 9

10 On International Women s Day, Michael Parker sent an to all employees, saying, in part, Today people around the world are celebrating the social, economic, cultural and political achievement of women and in doing so are promoting gender parity. There s no doubting there has been much progress toward closing the gender gap, however the most recent World Economic Forum prediction indicates gender parity will not be achieved until Your CEO (or equivalent) must actively promote flexible working arrangements. Please provide details on how she/he does this: Michael s message on Work Blend Brochure published on company intranet "I truly believe that Alcoa s success, and future potential, is driven by engaged, motivated and empowered employees. Positive work-life balance options helps this and as a result, Alcoa offers numerous programs, initiatives and benefits that assist employees to manage competing priorities between work and life commitments, such as their job, business, hobbies, family and friends. Offering flexible work options make good business sense. It allows Alcoans to focus on applying themselves to their job, contribute to their fullest extent and in turn help drive and create the future of the company. As Chairman and Managing Director of Alcoa of Australia, I have a personal commitment to ensure that our business guides the way in gender equality. I am proud to lead a company that has been named an Employer of Choice for Gender Equality by the Federal Government s Workplace Gender Equality Agency for fourteen consecutive years. Critical to achieving this recognition has been the Alcoa s commitment to provide flexible work arrangements such as job share and working from home where practicable, part-time options, technology to assist with remote access, roster flexibility, leisure days and special leave - which you can read more about within this brochure!" All the best, stay safe. Michael Parker Chairman and Managing Director Alcoa of Australia Australian Update, Mums and Bubs Forum - June 16 - Flexible Work Arrangements in Operations Michael Parker, Alcoa of Australia Chairman and Managing Director, gave a business update on recovering markets, the upcoming company separation and spoke about the important role flexible work arrangements play in attracting and retaining women to the Alcoa workplace. Female representation in Alcoa is basically the same as it was 10 years ago so we need to move forward, Michael said. If we are going to attract and retain the best talent available, we must provide a workplace that offers flexible work arrangements for all employees. I think we are doing a pretty good job at this but we could do WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 10

11 more; especially in regards to getting better flexibility for people in operational roles. We need to challenge what is possible with flexible work arrangements by questioning resistance. There needs to be compromise on all sides and we need to be receptive to change. It s okay if it doesn t work, but if we don t try, we ve already failed, Michael said. Michael said it is important to share good news stories where flexible work arrangements are working well. He encouraged participants to have open and transparent conversations with their managers, to share concerns and ask questions". Resources People Industry Magazine, August 'Devotion to Diversity' Michael attends the majority of the Alcoa Women's Network meetings and openly shares his commitment to pay equity and flexible work practices in response to Q&A sessions from the attendees. Additionally, Michael acts as a role model and openly shares his personal commitments in a number of forums to ensure others are empowered to work flexibly. These are outlined in 4.6 below Please provide details on how your CEO (or equivalent) role models flexible working within the organisation: Michael actively promotes and role models flexible working. Actions have included the following. - Addressing Flexible work education sessions to Managers, with personal examples - Highlighting personal family support requirements at meetings - Openly encouraging others at employee forums and showcasing personal examples - His schedule is managed to accommodate the morning school run 4.7. Your CEO (or equivalent) must either chair the group, committee or council responsible for the implementation and oversight of your organisation s formal gender equality strategy that supports gender equality as outlined in question 1, OR has direct involvement with your organisation s gender equality programs. Please provide details on what she/he does in this regard: Michael Parker, Managing Director is the Chair of the Alcoa of Australia Inclusion Committee. The Committee meets between 4 to 6 times per year and is very active as sub groups, including a Gender Sub Committee, Inclusion Focus Groups and a Cultural Change Working Party. Additionally, Michael Parker is Lead on the Talent Committee, who meet monthly to discuss talent initiatives, including gender specific actions and strategies from the Policy, Strategy and A3 Talent Plan. In addition, Michael is - The Sponsor of the Mums & Bubs Forum. - Is on the CEO's for Gender Equity and is the Chair on for the Pay Parity Reference Group. - Is the Sponsor and attendee of the Alcoa Women's Network. - Sponsor of the Catalyst for Change for Gender Equity Initiative Please provide details on whether your CEO (or equivalent) participates in external knowledge sharing and public advocacy on gender equality and include the details of that participation. If your CEO (or equivalent) does not participate in these types of forums/advocacy, please explain why: As per above, Michael is on the CEO's for Gender Equity, and is the Chair of the Pay Parity Reference Group. Michael also meets with industry groups, such as the Chamber of Minerals and Energy. One example of this is Michael met with the CEO of the CME to advocate for a change to the Women in Resources Awards WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 11

12 to be more STEM focused. This change was implemented. Michael met with Libby Lyons to establish a connection and to understand further opportunities for Alcoa in regard to benchmarking with other 'like' organisations. As a result, Libby Lyons was invited to share her knowledge and insights to a Q&A forum at Alcoa with key leadership. Libby was able to provide a deep understanding to our Alcoa team of the real business case for gender equity and pay equity and some tools to support the Alcoa journey Please confirm the following (two options must be selected, ie either of the first two options AND the third option): Our organisation s current CEO (or equivalent) has been interviewed previously for the EOCGE citation. Our organisation s current CEO (or equivalent) has not been interviewed previously for the EOCGE citation and will participate in a 15 minute telephone interview with a senior advisor from WGEA. Your CEO (or equivalent) has/will advise all staff that your organisation is applying for the EOCGE citation If there are other ways in which your CEO (or equivalent) demonstrates her/his commitment to gender equality, please provide details: In addition to the activities outlined in 4.7 and 4.8 above, Michael also demonstrates his active commitment with the following. - Committed that gender diversity is a standing agenda item to Refining lead team meetings and cascaded this requirement to all lead teams across Australia - Challenged a number of hiring activities to get more women in the pool. - Agreed to chair the Pay Parity Reference group for CEO s for Gender Equity. - Mentors a female Manager. - Has a woman as his Executive Coach. - Invited the Compensation Director to present to the last Alcoa of Australia board meeting on gender and pay equity and committed to actions as a result. - Initiated conversations with colleagues on flexible work arrangements. - Attends and sponsors the Mums and Bubs forums. - Raised gender representation and pay equity at the Alcoa Inc global meeting in New York. - Sponsored a table at CEO's for Gender Equity breakfast, which will be attended by a number of CEOs. Australian of Year, and Diversity advocate, David Morrison is guest speaker. - Challenges a leader to increase gender representation on their team. - Participating in a 360 degree coaching with a upcoming female professional from our operations. - Providing his commitment to gender equity, pay parity and diversity and inclusion at the launch of the Alcoa Leadership Fundamentals Program (which is a residential key leadership program for upcoming Alcoa leaders). - Communicating his commitment to diversity and inclusion at all global 'Town Halls'. The Town Halls are held in all Alcoa locations globally where Michael talks in an open forum. - Communicating his commitment to pay parity and gender diversity on monthly 'Leadership Dialogue' teleconferences, which are for all Supervisor, Managers and Senior Executives in Alcoa globally. - Sponsored a Q&A forum with Libby Lyons and key Alcoa leadership. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 12

13 5. Your organisation s gender equality strategy is incorporated into your broader business strategy and planning process. Please confirm this is the case. 6. Your organisation must evaluate its progress against your gender equality strategy at least every two years in the following ways. Please confirm this occurs (both options must be selected): Tracks progress against gender equality strategy internally Reports progress against gender equality strategy to the governing body/board and key management personnel 6.1. In addition to question 6, does your organisation report on the progress of its gender equality strategy to its workforce AND externally at least every two years? 7. This prerequisite relates to questions 2 and 2.3 in your compliance report which you have already answered so no additional responses are required. 8. Does your organisation have control over other governing bodies/boards and have control over appointments to those governing bodies/boards? t applicable because this organisation does not have control over other governing bodies/boards t applicable because this organisation does not have control over appointments to the other governing body/board appointments over which it has control 9. Please indicate whether any of the following are included in your (or other governing bodies/boards over which your organisation has control) formal selection policy or strategy (if your organisation does not have control over other governing bodies/boards, please select t applicable ): Identifying a potential female talent pool from which new members can be selected t applicable Analysing potential gender biases in the selection criteria and appointment process, for example, considering the requirement to have past governing body/board experience t applicable WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 13

14 A targeted succession plan t applicable 9.1. Please provide details of any other inclusions in your formal selection policy or strategy for governing body/board appointments that are designed to promote gender equality: The Board composition of Alcoa of Australia Limited is controlled by the company s two shareholders, Alcoa Inc and Alumina Limited. Alcoa Inc appoints three members to the Board and Alumina Limited, two. The appointments by Alcoa Inc are typically position based (e.g, the Managing Director and Chief Financial Officer of Alcoa of Australia) and we have a strategy in place to ensure our succession pipeline into these positions has strong gender equity representation. For example there are currently women in the succession plan for the Chief Financial Officer. Additionally, the Alcoa of Australia Retirement Plan (AARP) Board of Trustees consists of 6 Board Directors being 2 women and 4 men, 3 employer sponsors and 3 member elect. The last two employer sponsored appointment (2012 & 2015) have been women. The vast majority of employees are members of the AARP. 10. Does your organisation have a procurement plan or policy that requires suppliers to have a policy or strategy which includes gender equality principles? 11. Your organisation must analyse its systems and processes to identify gender bias in decision making in relation to the following. Please confirm this has occurred in all these areas by ticking all options below: Recruitment Training and development Promotions Talent identification/identification of high potentials Succession planning Provide details below of any other areas where your organisation analyses its systems and processes to identify gender bias in decision making: Employee recognition stock awards are assessed for distribution by gender to ensure fair representation by gender mix of organisation. The gender mix is reviewed by the Managing Director and Director of HR prior to submission. Our return to work process was analysed and improvements made to ensure there is a better help chain for Managers, support for flexible work practices by best practice sharing and a strong escalation process Our approvals process for the filling of appointments was analysed and now has a step that includes review by the HR Director this provides the opportunity to challenge any potential gender bias. Often, the appointment will be held subject to review of applicant pools and/or challenge to the recommendation WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 14

15 12. Your organisation must take action to eliminate gender biases identified in the analysis of your systems and processes and monitor and measure improvements and progress. Please provide details of actions taken: - Unconscious Bias Training to Recruitment Consultants, HR Lead teams and HR Consultants, Alcoa Lead Teams & Hiring Managers. - Recruitment Policy of all recruitment campaigns must have at least 2 females in applicant pool. - Global target of 30% of gender diverse applicants in 'slate' (applicant pool). - Guideline to have a female on all selection panels & encourage diverse panel members. - Performance ratings analysis by Talent Manager and Compensation Director to ensure no gender bias. - Compensation analysis by Compensation Director on all remuneration processes including, return to work, promotions, new hires, performance based increases. 13. Your organisation must analyse and compare the results of performance appraisals by gender. Please confirm this occurs. 14. Your organisation must analyse its promotions data by gender to compare how many female and male managers and non-managers, part-time and full-time, were promoted in the last 12 months. Please confirm this analysis has taken place? 15. Your organisation must analyse the number of resignations by gender to compare how many female and male managers and non-managers, part-time and full-time, resigned in the last 12 months. In the analysis of resignations, you must have: i) assessed whether females and males are leaving your organisation at comparable rates ii) assessed whether there are any differences between why females and males leave your organisation iii) taken actions to address issues identified. Please confirm all of the above has taken place? 16. Is remuneration linked to gender equality outcomes for the following categories of managers? Key management personnel only All managers (including key management personnel) WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 15

16 Criterion 2 Learning and development Overview This criterion assesses an organisation s learning and development strategies, policies and processes aimed at building capability throughout the organisation, as well as having career development and leadership programs in place for women and men. 17. Your organisation must have a policy or strategy that includes learning and development (including leadership and/or career development training) for women and men. Please confirm this is in place: 18. Your organisation must include learning and development in the annual performance and development plans of all workers. Please confirm this is included: WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 16

17 19. Your organisation must track how many women and men have participated in the following forms of learning and development in the past 12 months to ensure there is gender equality in accessing learning and development. Please confirm this has occurred by ticking both options below: Leadership development training/education Career development training/education Does your organisation track how many women and men have participated in the following forms of learning and development in the past 12 months to ensure there is gender equality in accessing training and development? Formal sponsorship or mentoring program Formal succession plan Women s leadership networks Please provide details of any other forms of learning and development where your organisation tracks the number of women and men who have participated: n/a 20. Please indicate if your organisation provides training/awareness programs on gender equality to: Managers only All workers (including managers) Other, provide details: - Unconscious Bias Training to Lead Teams at site & Hiring Managers/Recruiters/HR Consultants. - Front Line Supervisor awareness sessions on Gender equality. - Selected Lead teams awareness sessions that include Managers. - Alcoa Women's Network forums. - Catalyst for Change initiative presentations to Lead Teams and other groups. - Inclusion Training (contains gender equity) to employees via online package. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 17

18 Criterion 23 Learning Gender remuneration and development gap Overview This criterion assesses an organisation s policies, strategies and processes to address gender remuneration equity and show progress in closing any gender remuneration gaps over time. Gender remuneration gaps can occur either at a like-for-like and/or on an overall organisation-wide basis as explained below. Like-for-like gender remuneration gaps Like-for-like gaps are pay gaps between women and men undertaking work of equal or comparable value (comparing job to job at the same performance standard), for example, comparing two senior engineers in the same organisation. Overall organisation-wide gender remuneration gap The organisation-wide gender pay gap is the difference between the average remuneration of women and the average remuneration of men across the organisation. This gap is largely due to occupational segregation where men are often in higher paid roles and women in lower paid roles. This can reflect a range of structural and cultural barriers that inhibit women from undertaking higher paying roles, including gender stereotypes about men s work and women s work and the undervaluing, hence underpayment, of work traditionally carried out by women. An analysis that assesses the value of roles in terms of skills, knowledge, responsibility, effort and working conditions, often reveals that female-dominated roles are undervalued when compared with roles of similar skills, knowledge, responsibility, effort and working conditions that are traditionally held by men. When this analysis is carried out, and action is taken to appropriately remunerate work of equal or comparable value (rather than just within the same occupational level), it can have a positive impact on closing an organisation s overall gender remuneration gap. Closing the gender remuneration gap requires organisations to take a multi-faceted approach, which is captured in each of the elements of this criterion. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 18

19 21. This prerequisite relates to questions 3, 3.1, 3.2 and 3.3 in your compliance report which you have already answered so no additional responses are required Is your organisation s CEO (or equivalent) a WGEA Pay Equity Ambassador? 22. This prerequisite partly relates to questions 4 and 4.01 in your compliance report. Additionally, please confirm that your gender remuneration gap analysis has been undertaken on a like-for-like and an organisation-wide basis: 23. Your organisation s gender remuneration gap analysis must include analysis of the following aspects of remuneration by gender. Please confirm this has occurred by ticking all options below: Base salary Total remuneration Starting salaries Please indicate if your organisation s gender remuneration gap analysis includes any of the following: Annual salary increases by gender Salaries on promotion by gender If your remuneration gap analysis includes other areas not covered above, please provide details: As part of our return to work process, the Compensation Director analyses base salary and total compensation and adjusts as required to ensure no gap exists. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 19

20 24. This prerequisite relates to question 4.1 in your compliance report which you have already answered so, unless you selected " unexplainable or unjustifiable gaps identified" which requires additional information in question 24(a), no additional responses are required. 24(a). If you selected unexplainable or unjustifiable gaps identified to whether you have taken actions as a result of your gender remuneration gap analysis in your compliance report, please provide details on how you came to this conclusion and why any gaps are explainable or justifiable below: n/a Has your organisation conducted leadership and/or career development training as an action to address any gender remuneration gaps identified through your analysis? 25. Women and men on primary carer s leave must be included in your organisation s annual reviews of salaries and annual bonus payments. Please confirm this occurs: 26. Does your organisation make superannuation contributions to workers on paid primary carer s leave? 27. Has your organisation conducted a formal gender inclusive job evaluation and grading process to ensure jobs are fully and fairly described without gender bias? 28. Has your organisation undertaken a skills evaluation of award-based occupations in your organisation in the last three years, using a formal process such as the Spotlight tool for job evaluation? t applicable because there are no award-based occupations in the organisation WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 20

21 Criterion 4 Flexible working arrangements and other initiatives aimed at supporting women and men including for those with family or caring responsibilities Overview This criterion assesses an organisation s policies, strategies and processes to encourage the use of flexible working arrangements 1 for women and men at all levels of the organisation. This criterion recognises that access to, and utilisation of, flexible working arrangements for both women and men - drive gender equality for individuals in combining their work and caring responsibilities. It enables those with caring responsibilities to remain in the paid workforce and continue to have opportunities for growth, development and promotion. Parental leave Any government scheme that funds parental leave at the full salary of all workers for at least eight weeks (minimum requirement for the citation) will mean the prerequisite for employers to pay parental leave for primary carers will be met. Employers will be expected to meet any prerequisites not included in a government funded scheme. For example, if a cap on payments under a government funded scheme is introduced, Employers of Choice for Gender Equality will need to pay the eight weeks of parental leave to those primary carers excluded from the government funded scheme. WGEA will advise employers what is expected if and when changes to the current government funded scheme comes into effect. 1 Definition of flexible working arrangements is the ability of workers to make choices influencing when, where and for how long they engage in work-related roles (Hill, Grzymacz, Allen, Blanchard, Matz-Coast, Shulkin and Pitt-Catsouphes, 2008). WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 21

22 29. This prerequisite relates to question 10 in your compliance report which you have already answered so no additional response is required & 31. Your organisation must provide a minimum of eight weeks employer funded paid parental leave for primary carers who are permanent employees (at full pay). The eligibility period to access your employer funded paid parental leave for primary carers (of eight weeks), and secondary carers must be 12 months or less. Please confirm these provisions are in place: YES, the eligibility period to access eight weeks of employer funded paid parental leave for primary carers, and to access secondary carer s leave, is no more than 12 months. Please provide details on what the eligibility period is: Does your organisation require workers to return from parental leave to access any component for the employer funded parental leave payment? 33. There must be no requirement for a worker to reimburse any portion of their employer funded paid parental leave regardless of whether or not they return from parental leave. Please confirm this is the case: 34. Your organisation must actively encourage men to take parental leave. Please provide details on what is done in this regard: Feature article in the Australian Update on Parental leave of two men who have taken parental leave in weekly update and highlighting the newly updated Parental Leave Policy. Policy has recently been updated with a separate section on Paternity/Partner leave for easier interpretation for our male employees. HR Induction outlines the entitlement as part of conditions. Education sessions to Managers included parental leave entitlements for men and women. HR Consultants actively discuss entitlements with male employees who they are aware of having family responsibilities. 35. This prerequisite relates to question 7 in your compliance report which you have already answered so no additional response is required. 36. This prerequisite relates to questions 11 through to 11.2 in your compliance report which you have already answered so no additional responses are required. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 22

23 37. Your organisation must have a keep-in-touch program or process in place for workers on paid and unpaid parental leave. Please confirm this is in place: 38. Your organisation must have on-boarding support for workers returning from primary carer s leave. Please confirm this is in place: 39. Your organisation must track the number of women and men returning from parental leave. Please confirm this occurs: 40. Your organisation must consider workers on parental leave (paid and unpaid) for promotion. Please confirm this occurs: Does your organisation track promotions of women and men in the following ways? The number of women and men promoted during parental leave (paid or unpaid) The promotion rate for employees who are pregnant The promotion rate of employees who are working flexibly (including part-time) on return from parental leave WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 23

24 41. This pre-requisite relates to question 8 in your compliance report which you have already answered so no additional response is required Does your organisation track the number of women and men exiting the organisation (including dismissals and redundancies) in the following circumstances? Within one year after returning from parental leave One to two years after returning from parental leave Those who are working flexibly (including part-time) on return from parental leave In the case of women, when pregnant 42. Your organisation must seek to understand the reasons why workers do not return from parental leave and whether the reasons are related to any of the gender equality indicators. Please confirm this occurs: 43. Your organisation must track the reasons women and men who return from parental leave do not return to their original role and to which role they return. Please confirm this occurs: 44. This prerequisite relates to questions 9 and 9.1 in your compliance report which you have already answered so no additional response is required. 45. This prerequisite relates to question 14 in your compliance report which you have already answered so no additional response is required. WGEA Employer of Choice for Gender Equality: application; Alcoa of Australia Limited 24