Publications

SUBCOMMIT TEES E M PLOYE E COU NT AN D RE PRES E NTATION Objective: » Evaluate the company's evolving workforce and propose actions to improve representation at all levels. Responsibilities: » Approve company guidance to ensure diversity of interview panels to promote an inclusive culture, minimize unconscious biases and ensure the best candidates are selected for job openings. » Continue to sharpen the focus on employee retention – specifically, employee populations experiencing disproportionate turnover rates. » Promote talent acquisition and talent management practices that lead to well-represented hiring pools. Subcommittee Members: » Jeff Peoples, Executive Vice President of Customer and Employee Services » Ashley Robine, Vice President of Public Relations » Terry Smiley, Vice President of Eastern Division » Houston Smith, Vice President of Governmental Affairs » Tequila Smith, Vice President of Charitable Giving; President of Alabama Power Foundation DIVE RS IT Y AN D INCLUS ION Objective: » Evaluate existing programs and explore new opportunities to improve the culture. Responsibilities: » Assess the company's composition with the specific intent of embracing what it means to be a diverse company. » Review workforce metrics that analyze the pipeline and progression of women of color. » Assess and guide Voice of the Employee survey content. » Create opportunities to gather feedback from individuals and groups of employees. » Identify best practices from industry leaders that have demonstrated success in creating diverse and inclusive workforces. » Engage in discussions of industry best practices related to LGBTQ inclusion. Subcommittee Members: » Houston Smith, Vice President of Governmental Affairs » Tequila Smith, Vice President of Charitable Giving; President of Alabama Power Foundation » Staci Brooks, Director of Digital Strategy and Communication » Brian George, Assistant Treasurer » Jill Stork, Division Area Manager » Alisa Summerville, Customer Service Center Director » Chris Miller, Plant Manager » R.B. Walker, Director of Legislative Affairs and Compliance. DISCIPLIN E AN D CONCE RNS Objective: » Establish a process to ensure fairness and equitable treatment in disciplinary maers. » Establish a process to identify trends among concerns cases and, where applicable, develop corrective responses. Responsibilities: » Review the company's Non-Punitive Discipline Policy to improve deficiencies related to conduct, job performance or aendance, as well as address survey results related to why employees might not feel comfortable sharing ideas, opinions, observations or concerns. Employee Count: Being informed of the number of people who work at Alabama Power on any given day and overseeing skill assessments and recruiting strategies. Workforce Representation: Understanding the gender and racial demographics within the company to identify where improvements can be made, especially where female and minority employees are underrepresented. A B O U T T H E C C I 1 0

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