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Our Workplace Governance
and Oversight

Ensuring our workplace processes support the desired culture and strategy begins with our Board of Directors and the Office of the Chief Executive. Our Board and its committees set the tone for the company, holding senior management accountable for building our unique corporate culture. The Personnel Committee of the Board establishes priorities and reviews performance on a range of topics. It oversees our incentive plan design and administers our executive compensation plans to incentivize the behaviors and outcomes that support achievement of our corporate objectives. Annually, it reviews executive performance, development, and succession plans to align a high-performing executive team with the company’s priorities. The Personnel Committee also oversees our performance through regular briefings on a wide variety of human resources topics including our safety culture and performance; our organizational health; and our diversity, inclusion, and belonging initiatives and performance.

Other committees of the Board oversee other key aspects of our culture. For example, the Audit Committee reviews reports on our ethics and compliance training and performance, as well as regular reports on calls made to our ethics line and related investigations. To maximize the sharing of information and facilitate the participation of all Board members in these discussions, our Board schedules its regular committee meetings in a manner such that all directors can attend.

The Office of the Chief Executive, which includes the Chief Human Resources Officer, ensures annual business plans are designed to support our talent objectives, reviews workforce-related metrics, and regularly discusses the development, succession planning, and performance of their direct reports and other company officers.

Our human resources mission is to build leadership and organizational capacity and capability with speed, quality, and agility to enable our evolution to the premier utility.

Our people approach extends across employee lifecycle practices — from talent attraction, recruitment, onboarding, and retention to separation — with a diversity, inclusion, and belonging lens embedded in all practices. A dedicated reporting and analytics team routinely collects and reports DIB analytics ensuring visibility into trends and early identification of issues. Our human resources policies, programs, compensation, and benefits are regularly benchmarked to ensure alignment with the market and are also subject to internal and external audits to validate compliance with laws and regulations. Human resources policies fall under the jurisdiction of the Corporate Compliance Committee.

Our people ascribe to Entergy’s values, including above all to act with integrity. We expect our employees and contractors to behave lawfully in every aspect of our business, with the Code of Entegrity offering direction toward conducting business ethically and fairly. Each year, all employees must complete related training, and all non-bargaining employees annually acknowledge their review of the Code.

Entergy’s management teams, Ethics and Compliance team, the nuclear Employee Concerns program, and the Entergy Ethics Line are available to offer guidance and raise concerns. Concerns are treated with respect and confidentiality, and we do not tolerate retaliation for asking a question or reporting potential violations of law or Entergy policies.

Our human resources mission is to build leadership and organizational capacity and capability with speed, quality, and agility to enable our evolution to the premier utility.

Employee Lifecycle With Entergy

Attraction

  • Employment brand

Recruitment

  • Workforce planning
  • Process improvement
  • Coordinated sourcing
  • New skills hiring

Onboarding

  • Pre-hire
  • Post-hire

Retention:
Development

  • Talent management
  • Leadership development
  • Technical training
  • Performance coaching

Retention:
Engagement

  • Total rewards
  • Organizational health
  • Safety and wellness
  • Employee-driven excellence
  • Continuous improvement

Separation

  • Succession planning
  • Employee absorption
  • Attrition deep dives
  • Knowledge management