8 | ALABAMA POWER | COUNCIL ON CULTURE AND INCLUSION
SUBCOMMITTEES
EMPLOYEE COUNT
AND REPRESENTATION
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.
DIVERSITY AND INCLUSION
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.
