PG&E Corporate Responsibility and Sustainability Report 2018

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Diversity and Inclusion

At PG&E, we recognize the importance of creating a culture where diversity and inclusion are valued principles of how we do business. That includes ensuring employees’ voices, ideas, backgrounds and perspectives are respected and heard and that they feel safe on the job so that they can excel. Doing so means that employees can bring creative thinking and problem-solving to our operations, which enables PG&E to better serve our customers and positions us for the future.

Our Approach

Governance Structures

PG&E’s efforts to foster a diverse and inclusive culture and workforce are led by our Chief Diversity Officer, with support from the senior leadership team. A Diversity Council—composed of PG&E officers, diversity champions from each line of business, and Employee Resource Group (ERG) leaders—meets to inform PG&E’s diversity and inclusion strategy. Each line of business has a Workforce Diversity Champion and annual Workforce Diversity Action Plan with goals tailored to that organization.

The Compliance and Public Policy Committee of PG&E Corporation’s Board of Directors reviews our diversity and inclusion practices and performance. This oversight helps ensure that diversity and inclusion principles are embedded throughout the life cycle of our talent management programs.

To that end, new PG&E leaders attend an Inclusion Leadership Workshop as part of our Leading Forward leadership development onboarding program. Materials on applying inclusive best practices are also available to all employees on PG&E’s intranet. PG&E regularly recognizes employees who embody our diversity and inclusion principles, culminating each year with the President’s Diversity Champion Awards, which honor employees for their outstanding achievements in the areas of diversity and inclusion.

Grassroots Involvement

Our ERGs have been at the forefront of PG&E’s diversity and inclusion efforts for more than 40 years. Through awareness campaigns, networking events, skills workshops that promote employee development, community service and volunteerism, our ERGs work tirelessly to promote and instill diversity and inclusion as values for every employee. In addition, each year, every ERG raises money for college scholarships for local students.

We also support professional organizations and have internal engineering network groups affiliated with the Society of Hispanic Professional Engineers, the Society of Women Engineers and the National Society of Black Engineers.

2017 Milestones

In 2017, we continued to make progress implementing our diversity and inclusion strategy and furthering our workforce development programs. Highlights included:

  • Increased engagement in our ERGs. Our ERGs continued to grow, with approximately 5,500 members participating across 27 chapters throughout the service area. Almost one-third of all ERG members are also members of more than one ERG. More than half of PG&E’s officers are executive sponsors to one or more ERG.
  • Spurred access to higher education. Our ERGs awarded a record $464,500 in scholarships to 182 students, ranging from $1,000 to $10,000 per scholarship. Since 1989, more than $5 million in scholarships have been awarded to thousands of recipients.
  • Expanded the diversity and inclusion conversation. PG&E brought attention to the growing voice of the transgender community at its annual “Out at Work” seminar, with a focus on what employers can do to recruit and retain transgender employees.
  • Received recognition from leading diversity advocates. For the 10th straight year, Pacific Gas and Electric Company was named as one of the top five gas and electric energy companies by DiversityInc, and earned 100 percent on the Human Rights Campaign’s annual Corporate Equality Index for the 15th consecutive year. PG&E Corporation was also named one of the 50 best companies for Latinas to work by LATINA Style Magazine. Additionally, Pacific Gas and Electric Company joined the Best for Vets list for 2017, ranking no. 23 in our second year taking part in the Military Times survey.

Measuring Progress

PG&E continues to employ a higher percentage of women and minorities in our workforce than the national average for gas and electric companies. PG&E’s workforce statistics by race, ethnicity and gender for 2015 to 2017 are below.

PG&E Workforce Demographics, 2015 – 2017
EEOC Category 2015 2016 2017
Women 28.1% 28.4% 27.6%
Officials and Managers 32.0% 33.6% 33.1%
Professionals 35.2% 34.5% 34.8%
Technicians 18.6% 18.6% 19.1%
Administrative Support Workers 71.8% 72.0% 70.7%
Craft Workers 2.6% 2.4% 2.5%
Operatives 4.8% 4.0% 3.4%
Laborers and Helpers 11.2% 12.0% 10.8%
Service Workers 10.3% 8.0% 8.4%
 
Ethnic Minorities 41.7% 42.7% 43.3%
Officials and Managers 32.0% 32.6% 33.2%
Professionals 43.8% 44.9% 44.8%
Technicians 39.4% 39.6% 43.9%
Administrative Support Workers 60.7% 62.4% 63.4%
Craft Workers 32.6% 33.0% 33.9%
Operatives 41.8% 39.3% 39.2%
Laborers and Helpers 48.1% 48.2% 53.0%
Service Workers 33.2% 34.7% 34.6%
 
Minority Groups
American Indian or Alaskan Native 1.3% 1.2% 1.2%
Asian 14.7% 14.7% 14.3%
Black/African American 6.3% 6.4% 6.4%
Hispanic/Latino 17.0% 17.6% 18.1%
Native Hawaiian or Pacific Islander 0.5% 0.5% 0.6%
Two or more races 1.9% 2.3% 2.8%
  • PG&E Corporation EEO-1 Report, as of December 1, 2017 (for 2015-2016 as of July 1)
Benchmarking Workforce Demographics
Category PG&E U.S. Energy Company Average Footnote 1
Women 27.6% 25.5%
Ethnic Minorities 43.3% 24.9%
  • 1. Source: 2015 EEO-1 Reports: Combined Electric and Gas Utilities, U.S. Total. NAICS Code 2211 - Electric Power Generation, Transmission & Distribution, U.S. NAICS Code 2212 – Natural Gas Distribution, U.S.1

Looking Ahead

PG&E remains focused on building a culture where all employees feel safe being themselves at work. To do so, we plan to further embed diversity and inclusion principles and tools within our business. We will continue to update our training materials to increase awareness of unconscious bias and how it can influence processes and practices. And we will work to exemplify the culture outlined in our new Mission, Vision and Culture framework.

We will also continue our focus on several key areas:

  • Growing careers by both developing and promoting employees from within PG&E and by reaching out to hire talent from our communities,
  • Fostering an inclusive culture where all employees contribute by raising ideas and concerns and listening with integrity and authenticity, and
  • Preparing our communities for careers in energy by developing talent locally.