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14 We are intentional about addressing discrimination and constantly looking for ways to improve. Reviewing data relating to issues raised by employees will be part of our efforts to foster an environment where behavioral expectations are clear. In 2019, we will: • Promote Concerns Program communications that reference how to submit a concern or provide feedback. • Provide Civil Treatment Training for all incoming employees and new leaders. • Develop an enrichment training plan designed for employees who have completed Civil Treatment Training. • Host Lunch & Learn events discussing key policy topics such as the Concerns Program, Our Values, preventing harassment, discrimination and retaliation. 2019 - Looking Forward What keeps people from speaking up when they have a concern or question? We reviewed reasons why employees might not share their ideas, opinions, observations and concerns. We learned the primary barrier is the perception that a concern will either result in a negative reaction or no response. These fears exist despite significant efforts and assurances that employees will not be retaliated against and their concern will be reviewed in a fair manner. We evaluated employee survey results and examined policies related to workplace discrimination and harassment. And as a result, we are exploring opportunities to expand two-way communication with our people on: • Applicable policies related to concerns. • Alabama Power's commitment against retaliation. Additionally, we analyzed the insights from concerns raised by employees to identify trends and develop strategies to resolve recurring issues. This is an ongoing process where we will continue to proactively view concerns and evaluate and address trends, as needed. 2018 Focus

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