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Workforce Diversity and Initiatives
PG&E operates in the most diverse state in the nation. It is our fundamental belief that the remarkable range of backgrounds and life experiences of California's citizens has made it one of the most innovative economies in the world and a leader on the important business, social and environmental matters of the day. And it is this belief that inspires us to foster rich diversity among our employee team; meaningful diversity allows us to achieve our vision of being the leading utility in the United States.
In 2006, PG&E's senior management team reviewed our overall approach to securing the most capable, highly skilled and diverse workforce possible. We recognize that for us to become the company we want to be, we will need an employee team that is composed of individuals who have the confidence and capabilities to work anywhere, do anything and yet choose to be at PG&E. Attracting and nurturing this kind of talent requires the creation of a culture and environment that encourages employees to realize their full potential and produce results beyond expectations. Pursuing a strategy that enhances, fosters and celebrates diversity is critical to realizing this vision.
The strategy developed by our senior management team is based on five key drivers:
To support this strategy, we are developing and implementing programs and policies to maintain and enhance diversity at PG&E, in all facets of the organization; ensure that all members of our employee team recognize the importance of a diverse workforce and understand how they contribute to realizing this goal; and prepare the workforce of tomorrow. And, we are communicating our vision and values widely so that all prospective candidates understand the opportunities available at PG&E. For example, PG&E was
honored to participate in the 2006 Net Impact conference, hosted by the Kellogg School of Management. The Net Impact conference brings together close to 1,000 MBA students from over 90 MBA programs to hear from leading businesses, academics and NGOs about corporate responsibility in today's workplace. PG&E provided insight into how our renewable energy programs help to create a sustainable energy future for both California and the nation, as well as the responsibility companies have to ensure that the communities they serve are both healthy and vibrant. |
Some other examples of programs, policies and initiatives to foster a diverse workforce include:
This strategic approach to creating and maintaining a diverse, highly
skilled workforce increases our success in representing the communities
we serve. As of the end of 2006, PG&E employed approximately 19,700
people. Using Equal Employment Opportunity Commission (EEOC)
definitions, PG&E's workforce statistics for 2004, 2005 and 2006
are presented in the following table. The statistics for 2006 are
generally consistent with those from 2005.
| EEOC Category | 2004 | 2005 | 2006 |
| Women | 26% | 26% | 26% |
| Officials and Managers | 26% | 27% | 27% |
| Professionals | 35% | 35% | 36% |
| Technicians | 16% | 15% | 16% |
| Minority | 35% | 35% | 36% |
| Officials and Managers | 23% | 25% | 26% |
| Professionals | 36% | 38% | 39% |
| Technicians | 31% | 32% | 32% |
Comparison of PG&E’s Representation of Women and Minorities to the National Utility Average
| Category | PG&E | National Utility Average1 |
| Women | 26% | 25% |
| Minorities | 36% | 20% |
With respect to individual minority representations, PG&E's workforce statistics for 2004, 2005 and 200 are provided in the table below.
Workforce Representation| 2004 | 2005 | 2006 | |
| Asian | 13% | 13% | 14% |
| Black | 7% | 7% | 7% |
| Hispanic | 13% | 14% | 14% |
| Native American | 2% | 2% | 2% |
Monitoring Results
PG&E is committed not only to putting in place the appropriate policies and networks to attract and retain a diverse workforce, but also to ensuring that implementation of its programs and policies is working. Both internal and external oversight help ensure that PG&E achieves its goal of encouraging diversity.
Internal Monitoring
PG&E has a long-standing commitment to maintain employment policies and practices that meet the highest legal and ethical standards of excellence. Review of our equal employment opportunity and affirmative action policies and performance is one of the roles of the Public Policy Committee of PG&E Corporation's Board of Directors. Ongoing internal oversight that results from the monitoring of our employment practices and procedures helps ensure that our actions are aligned with our high standards of ethical behavior. Reviewing our affirmative action progress, action-oriented programs and good-faith efforts provides key indicators of our compliance—not only with legal requirements but also with our own expectations. For example, PG&E develops and reviews more than 40 Affirmative Action Plans (AAPs) each year to ensure that we are pursuing the appropriate policies and programs to attract and maintain a workforce that is reflective of the communities we serve.
External Monitoring Through Government Audits
The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) is responsible for auditing the AAP results of federal contractors, such as the Utility. The company's more than 40 AAPs are subject to potential audits by the OFCCP in any given year. In 2006, the OFCCP initiated audits of six of these AAPs. We have received satisfactory closures on all six of these compliance reviews.
As a result of our efforts and achievements in creating and maintaining a diverse workforce and making PG&E a great place to work, we received the following awards and recognition in 2006: