Lines to Everyone. Kids stack colorful beads in a new Southern Company day care center. Making Southern Company a great place to work helps fulfill work force planning requirements. Click to play as Executive Vice President Alan Martin outlines work force planning.
To be fulfilled, successful, and productive, we all need a workplace where we have a voice, feel valued and respected, and have opportunities to grow, advance, and make a difference.
Having a Voice
An inclusive work environment is one where all employees, regardless of their differences, feel welcomed, valued, respected, and engaged. More in Diversity and Inclusion »
Feeling Valued
Our culture is founded on Southern Style, our focus on safety, and our commitment to creating an open and trusting workplace. These values grow as we work together, solve problems, confront challenges, and celebrate successes. It is this culture that will enable us to continue our growth and success as changes impact on our customers, work force, and workplace.
Opportunities to Grow
The more than 26,000 employees who come to work at Southern Company have resources to support and encourage professional development. We offer individual and group mentoring programs, leadership and high-potential assessments, performance management, tuition reimbursement, and development courses. We offer a comprehensive compensation package, including base salary, short- and long-term incentives, pension and savings plans, and healthcare and wellness programs. More in Benefits »
Find additional information on community and volunteer work at Southern Company. »
Top Work Force Challenges Facing Southern Company
- Target Zero: Working every day, on every job, safely
- Representation: Reflecting rapidly changing demographics of the labor force marketplace in promotion and new hire rates
- Recruitment: Replacing near-term retirements of long-tenured employees in significant numbers
Stakeholder View:
Work Force Challenges
"Companies need to take on issues of race and gender first. An organization's management of diversity can be defined and judged in absolute metrics, most easily with human-capital statistics. Race and gender are the most dominant centers of discrimination.
"Your standards for unquestionable trust, total commitment and superior performance easily fit into a diversity message. You're ahead of many organizations because it's already in your culture."
Luke Visconti, partner and co-founder of DiversityInc
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