Diversity Champion: Karin Dahlman, Energy Director at Alcoa

In the latest instalment of HC Insider’s Diversity Champion series, we sat down with Karin Dahlman, an Energy Director at Alcoa. From her early days as a graduate trainee at Elkem, navigating diverse roles in corporate strategy, logistics, and marketing, to her current position as an Energy Director at Alcoa, Karin shares insights into her professional growth. 

Gain valuable insights into how Karin integrates principles of diversity and inclusion into sustainability initiatives and discover the lessons she learned during her leadership role at Women in Mining (WIM Switzerland). 

HC Insider: Could you share your professional journey leading up to your time at Alcoa? 

Karin Dahlman: I earned a Master's degree in Industrial Engineering and Management from Chalmers University of Technology in Sweden, complemented by a year studying Supply Chain Management in Singapore. My career commenced as a graduate trainee at Elkem, a Norwegian silicon and carbon producer that also housed a Norwegian aluminium segment at the time. Working on corporate strategy, logistics, and marketing activities both at the headquarters and plant level in Norway, as well as a stint at the Shanghai commercial office for six months, provided me with diverse experiences. Following this, my first permanent role was as a Business Analyst in the Aluminum Business Unit, coinciding with Alcoa's acquisition of the segment in early 2009. Notably, during this transition, I witnessed a significant shift in market dynamics—from signing my contract with Elkem with LME at $3300 to joining Alcoa with LME at $1300 upon my return from China. This early experience underscored the importance of embracing change in the business landscape.

HC Insider: What does your role at Alcoa involve? 

Karin: As an Energy Director, my role encompasses engaging in commercial activities related to power and gas contracts. Additionally, I lead a team of analysts dedicated to optimizing our corporate reporting and overseeing responsible sourcing standards. Having spent nearly nine years in customer-facing roles within the aluminum, alumina, and bauxite sectors, I was eager to leverage my expertise and explore a new field. The energy markets captivated my interest. 

HC Insider: What have been some of your career highlights? 

Karin: Assessing career highlights often requires a fair amount of hindsight, but looking back today, one standout achievement is undoubtedly the launch and development of Alcoa's green product portfolio, Sustana, featuring low carbon aluminum and alumina products. Beyond specific projects, many of my cherished memories are intertwined with the diverse mix of international individuals I've had the privilege to collaborate with—mentors, peers, team members, and business contacts. Their collective influence has not only shaped my professional growth but also contributed significantly to my personal development. Embracing such diverse perspectives has been pivotal in shaping my worldview, reinforcing the understanding that situations often unfold in multiple dimensions. 

HC Insider: Can you share some of the hurdles you've encountered throughout your career and the strategies you employed to overcome them? 

Karin: Even after 15 years with Alcoa, I have felt challenged most days in my career in some aspect, and that’s how I want it to be. I recall a piece of advice someone gave me during a period of struggle with something new: "Feeling frustrated? That's good, it's a sign of being in a learning process." This perspective has guided me throughout the years – continuously embracing challenges as opportunities for growth, taking incremental steps in the learning journey, and building meaningful connections with individuals who can offer guidance and support. It's a reciprocal process, and I make it a point to extend my time and assistance to others facing challenges, whether through formal mentoring or more informal interactions.   

A particularly challenging phase for me personally was coming back after my second maternity leave. I didn’t really expect it, because I thought the first leave was so easy, but it was just so much more work having a baby and a toddler compared to only having a baby, simultaneously, compounded by years of interrupted sleep. Unlike the first instance where I could power through and push harder on all fronts, I had to be more mindful about my health and learn to say no to non-essential commitments, both in my personal and professional life. It did help knowing that I was working for an employer with a long-term view in my capabilities. 

HC Insider: What key factors have played a crucial role in your career success? 

Karin: Certainly, I owe gratitude to a select few individuals, both those wielding direct influence over my career and those offering insightful guidance when sought. Beyond these connections, I would say my success lies in my openness to change and my willingness to venture beyond my comfort zone. Saying yes to new opportunities, even when unsure of the outcome, has been a defining trait. Life continues to unfold when you are indecisive and sometimes, taking the plunge is the better option. As someone entrenched in analytical fields, relying on my gut feeling in those pivotal moments has become a cornerstone. I make decisions based on my confidence in the people I'll collaborate with—direct managers, peers, and team members—as well as that instinct that tells you quite immediately how interested you are in the job. 

HC Insider: Given your extensive experience in marketing and strategy within the mining & metals industry, how have you seen the landscape evolve in terms of diversity and inclusion, and what steps do you think organizations can take to foster a more inclusive environment? 

Karin: It's funny that you ask this question because when I joined the Alcoa marketing team in 2012, I became the first woman on the team. When I left as Global Marketing Director in 2021, it was a team with predominantly women on the team. I can't say that I specifically sought out women when hiring, but being a woman myself seemed to make the team more accessible or perhaps led me to make subconscious decisions different from what a man might make. It's a bit unclear. I believe that role models play a significant role in paving the way for greater diversity. I've experienced this personally with a female role model in one of my previous managers, and I've heard similar sentiments from more junior female colleagues. 

To truly make strides in diversity and inclusion, there needs to be an acknowledgment that individuals may require varying forms of support in different life phases. In my experience with Alcoa, the emphasis has been on adopting a marathon view rather than a race. This approach extends beyond supporting women, recognizing the importance of supporting men in their roles as parents as well. While the industry is making commendable progress with numerous initiatives, such as the employee engagement groups Alcoa has championed for many years, there is a recognition that more attention is needed for queer and ethnic/racial minorities to foster a sense of belonging.  

Overcoming the industry's legacy reputation of being perceived as old-fashioned and less open in some areas than it is remains a challenge. Alcoa is actively working on expanding diverse recruitment by funding STEM summer camps and apprenticeships globally, aiming to provide the younger generation with an authentic glimpse into the contemporary workplace dynamics of our industry. 

HC Insider: As an Energy Director at Alcoa, sustainability strategy is a key aspect of your role. How do you integrate diversity and inclusion principles into your sustainability initiatives? 

Karin: This is a very interesting question. Alcoa has a solid responsible sourcing program run by the Procurement team, which scores all our suppliers on environmental, social and governance parameters. Currently, I am engaged in a comprehensive review to explore how we can further tailor and enhance these parameters to align with the unique landscape of energy contracts. Given the enduring nature of these contracts, spanning a decade or more, the social aspects are increasingly crucial, and ensuring the right approach is very important. 

HC Insider: Your leadership role at Women in Mining (WIM Switzerland) reflects a commitment to promoting diversity within the industry. Can you share some of the learnings you took away from your time at WIM? 

Karin: One prominent lesson, albeit somewhat disheartening, is that it is very hard to get activities like these going because of the pressure successful women in this industry are under. Successful women in our industry exude passion and experience, yet they grapple with substantial work pressures. They often hold demanding roles while, I dare say, still bearing a disproportionate share of family responsibilities, both immediate and extended, even when serving as the primary breadwinner. However, amidst these challenges, I've forged meaningful connections through this initiative—connections that have blossomed into friendships with remarkable women who continue to be a source of inspiration. There's a pervasive myth about women undermining each other but having spent five years at a technical university and 16 years in a male-dominated industry, I can confidently say that my experience contradicts this notion. The women I've encountered have consistently stood up for each other, providing genuine support in nearly every instance. I’d like to start dismantling this damaging and very incorrect myth that women are engaged in cutthroat competition.