Diversity and Inclusion Initiatives

The heart of PG&E is a diverse workforce of roughly 20,000 individuals representing a wide range of backgrounds and life experiences. This diversity is a source of new and innovative ideas, and empowers us to anticipate, understand and respond better to the needs of our 15 million customers in thousands of California communities.

In 2007, we took our commitment to diversity and inclusion to the next level, with a number of new efforts:

  • We established a Diversity and Inclusion Steering Committee, comprised of company officers, leaders of our employee associations and representatives from various departments with a goal of fostering greater understanding of diversity and inclusion enterprisewide.
  • Every company officer and director attended a one-day facilitated workshop on diversity and inclusion. The workshops provided a forum for PG&E's leaders to reach a shared understanding of what diversity and inclusion means for PG&E today and into the future. We will offer the workshop for all managers in 2008.
  • We piloted a one-year enhanced mentoring program called "Common Quest" to help promote career development for high-potential diverse leaders.

To better coordinate and leverage our workforce, supplier and community diversity initiatives, this year, the Utility created a new chief diversity officer position, which reports to the Utility's CEO, and will co-lead our Diversity and Inclusion Steering Committee.

We are also communicating our vision and values widely so that all prospective job candidates understand the opportunities available at PG&E. Some examples of our 2007 efforts to foster a diverse workforce include:

  • Diversity Outreach to Colleges and Universities. To build a more diverse and qualified candidate pool, PG&E worked with leading organizations at the national, regional and local collegiate levels. This included sponsoring and attending more than a dozen events associated with the National Society of Black Engineers, Society of Hispanic Professional Engineers, Society of Women Engineers and National Association of Black Accountants. These events, and many other efforts, have contributed to approximately 65 percent of the 110 full-time new college undergraduate hires in 2007 being minority candidates.
  • Math Engineering and Sciences Achievement Program (MESA). MESA is a recognized leader in developing tomorrow's engineering, technology and management leaders from California's educationally disadvantaged student populations. In 2007, PG&E hosted the 4th Annual MESA Engineering Program Leadership Conference, which brought together 140 students from across California to network with industry professionals and participate in workshops on effective leadership, résumé writing, communications and other skill-building training. PG&E also sponsored two MESA scholarship recipients at Sacramento State University, part of a statewide professional development program.
  • MBA Leadership Program. PG&E recruits graduates from MBA programs at top business schools that are not only academically distinguished, but also are known for their diverse student bodies. The program puts MBA graduates on an accelerated track through a series of rotational assignments—bringing a diversity of thought to PG&E by sharing and integrating their experiences from previous careers and academic disciplines. In addition to campus visits by more than 60 officers and directors, we collaborated with student clubs at six campuses to sponsor conferences for diverse groups. Eighteen MBA hires (eight men, ten women) will be joining PG&E in the fall of 2008, adding to the program's 25 current and graduating members.

Harnessing the Power of Diversity

PG&E's seven employee associations help to leverage and celebrate the power of our increasingly diverse workforce. With more than 1,500 participating employees, the Asian, Black, Filipino, Hispanic, Pacific Services Employee Associations, along with the PrideNetwork and Women's Network, are a vital part of our company.

Employee association leaders play an important role in fostering diversity and inclusion at PG&E, as ambassadors, role models and change agents. For example, the associations will continue to sponsor a successful mentoring program that was piloted in 2007. This program is designed to assist employees at all career levels who request help with enhancing their skills.

PG&E's employee associations have also been active providers of charitable giving and volunteer time. Last year, approximately $170,000 in scholarships was awarded to 91 honorees, and substantial time was volunteered assisting, tutoring and mentoring. To date, the associations have provided more than $1 million in scholarships to qualified students.

The associations work together on joint activities such as the month-long celebration of diversity in 2007. Throughout September, more than 1,000 employees attended various events, including the presentation of PG&E's annual President's Diversity Champion Awards. Each employee association also organizes activities specific to its membership, including panels on career development and leadership skills, important scholarship program fundraisers and networking events.

PG&E's employee associations not only cultivate new perspectives and innovation, but also advance our vision of a workforce that reflects our diverse communities.

In 2007, Nicole Harris earned the President's Diversity Champion Award for her tireless commitment to promoting diversity and inclusion, not just at PG&E, but across many other areas of her life.

 

PG&E's strategic approach to a culture of diversity and inclusion is a critical part of our values and the way we approach each person every day. Using Equal Employment Opportunity Commission (EEOC) definitions, workforce statistics for 2005 to 2007 are presented in the table below. The statistics for 2007 show a slight increase among women and minorities.

PG&E's minority workforce representation statistics for 2005 to 2007 are provided in the table to the right.

Workforce Representation
 
2007
2006
2005
Asian
14%
14%
13%
Black
7%
7%
7%
Hispanic
15%
14%
14%
Native American
2%
2%
2%
Representation of Women and Minorities in Workforce, 2005-2007
EEOC Category
2005
2006
2007
Women
26%
26%
28%
Officials and Managers
27%
27%
27%
Professionals
35%
36%
38%
Technicians
15%
16%
17%
Minority
35%
36%
37%
Officials and Managers
25%
26%
28%
Professionals
38%
39%
41%
Technicians
32%
32%
36%

Comparison of PG&E's Representation of Women and Minorities with the National Utility Average
Category
PG&E
National Electric
Utility Average
National Gas and
Electric Utility Average
Women
  28%
        28%
                25%
Minorities
  37%
        22%
                21%

Monitoring Results

PG&E is not only putting 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 encouraging an environment that fosters diversity and inclusion.

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. The Public Policy Committee of PG&E Corporation's Board of Directors regularly reviews our equal employment opportunity and affirmative action policies and performance. Ongoing internal oversight 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 42 Affirmative Action Plans (AAPs) each year to ensure that we are pursuing the appropriate policies and programs to attract and retain a workforce that reflects 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 42 AAPs are subject to potential audits by the OFCCP in any given year. In 2007, the OFCCP did not schedule any audits of the company's AAPs. We have received satisfactory closures on audits in previous years.

Recognition for Diversity

Our commitment and accomplishments regarding diversity in a variety of areas, such as employment, marketing, philanthropy and purchasing 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 magazine—placed among its top 100┬ácompanies
  • Hispanic Business magazine — placed among its top 60 companies for Hispanics
  • Human Rights Campaign — rated "100" on its Corporate Equality Index
  • Professional Business Women of California Pacesetter Award — ranked among the Top 10 companies
  • San Francisco Business Times — recognition for two of the 100 most influential women in business in the Bay Area
  • 12th Annual African American Excellence in Business Awards — recognized three employees as part of "101+ Black Men Making A Difference In The Community"

Learn about PG&E's commitment to supplier diversity.

Learn more about how we are meeting the needs of our diverse communities.