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Diversity and Inclusion

The pulse of PG&E is the combined workforce of approximately 20,000 individuals representing a wide range of backgrounds, cultures and experiences. Among other advantages, this diversity strengthens and empowers us to anticipate, understand and respond more effectively to the needs of our 15 million customers in thousands of California communities.

While we have a diverse workforce, we recognize the need for continued improvement in this area, including among our senior leadership. We continue to enhance and monitor effective practices to attract, retain and develop diverse talent.

Last year, the Utility created a Chief Diversity Officer position, which reports to the Chief Operating Officer, to better coordinate our workforce, community and supplier diversity initiatives. A Diversity and Inclusion Steering Committee, comprising senior leaders and employees representing a cross-section of the company, reviews our progress on a regular basis and provides feedback to ensure that our actions are aligned with the needs of the company.

In 2008, we remained focused on our vision to promote an inclusive culture in our workforce:

• Every manager and principal within the company participated in a one-day workshop that provided a shared understanding of what diversity and inclusion means at PG&E. All company officers and directors completed the training the prior year, and we will offer the workshop to all supervisors in 2009.
• We began evaluating all company leaders, as part of the employee performance management process, on their efforts to “lead diversity and inclusion” at PG&E.
• We created a new team to focus on identifying, developing and recruiting a pipeline of diverse talent to join PG&E. Through partnerships with organizations such as the Society of Hispanic Professional Engineers, the National Black MBA Association and the American Indian Science and Engineering Society, we are working to discover, develop and champion outstanding diverse talent.

In 2009, we will continue to build upon this foundation by designating Workforce Diversity Champions to drive diversity initiatives for each department. These leaders will drive action plans, monitor performance and build awareness of diversity initiatives within their organizations. We will also continue to embed diversity and inclusion principles and processes into our hiring and career development activities.

Representation of Women and Minorities in PG&E’s Workforce, 2006–2008

Comparison of PG&E’s Representation of Women and Minorities with the National Utility Average

Representation of PG&E’s Minority Workforce, 2006–2008

Our Diverse Workforce

We continue to strive to increase the diversity of our workforce, with a goal of reaching levels of representation that reflect those of our diverse communities. Using Equal Employment Opportunity Commission (EEOC) definitions, workforce statistics for 2006 to 2008 are presented in the table above. The statistics for 2008 show a slight increase among minorities. PG&E’s minority workforce representation statistics for 2006 to 2008 are also provided.

Internal Monitoring

Not only has PG&E put in place policies and practices to attract and retain a diverse workforce, we are also ensuring that these efforts are delivering results. Both internal and external oversight help ensure that PG&E achieves its goal of fostering diversity and inclusion.

The Public Policy Committee of PG&E Corporation’s Board of Directors regularly reviews our diversity and inclusion practices and performance. Our Diversity and Inclusion Steering Committee, comprising senior leaders and employees representing a diverse mix from across the company, reviews our progress on a regular basis. Additionally, we report our workforce statistics to the CPUC on an annual basis. Reviewing our affirmative action progress, action-oriented programs and good-faith efforts provides key indicators of our performance—relative not only to legal requirements but also to our own expectations.

External Monitoring Through Government Audits

As a federal contractor, PG&E complies with the U.S. Department of Labor’s Office of Federal Contract Compliance Programs’ (OFCCP) requirement to maintain Affirmative Action Plans (AAPs). The company’s more than 45 AAPs are subject to potential audits by the OFCCP in any given year. These plans, along with our other diversity and inclusion initiatives, demonstrate our dedication to affirmative action and assure that our full support will be given to the equal employment opportunity for all employees, regardless of race, color, gender identity, sexual orientation, religion, national origin, age, disability and other protected groups as defined by the law. The OFCCP initiated an audit of one of the company’s AAPs at the end of 2008, which is still open as of March 2009. We have received satisfactory closures on OFCCP audits in previous years.

Recognition for Diversity and Inclusion

From employment to philanthropy and purchasing, our diversity commitment and accomplishments have been recognized repeatedly over the years by respected third-party evaluators. Most recently, PG&E Corporation or Pacific Gas and Electric Company have been recognized by:

• Black Enterprise magazine – listed as one of its "40 Best Companies for Diversity"
• Hispanic Business magazine – placed among its "Top 60 Diversity Elite Companies for Hispanics"
• Human Rights Campaign – received a perfect score of 100 on its Corporate Equality Index

Learn about PG&E's commitment to supplier diversity