Diversity and Inclusion
In 2009, PG&E was ranked second on DiversityInc’s list of Top Regional Utilities. The company also was named one of the magazine’s Top 10 Companies for Supplier Diversity nationally.PG&E’s combined workforce of approximately 20,000 individuals represents a wide range of backgrounds, cultures and experiences. We embrace this diversity and seek to foster and strengthen the unique culture it creates. We strive to build and develop a workforce that reflects the wide array of customers we serve, which allows us to improve our understanding of—and better meet—their needs.
Under the leadership of our Chief Diversity Officer, we are working to better coordinate and leverage our workforce, supplier diversity and community initiatives to benefit employees and customers. In addition, a Diversity and Inclusion Steering Committee, comprised of diverse leaders from across the company, provides regular feedback to the Diversity and Inclusion Department to ensure that our actions are meeting the needs of the company.
While we continue to make strong progress, we recognize the need for continued improvement. As one important measure, we fell short on our target for employee engagement on diversity and inclusion, as measured by an annual employee survey. We are incorporating this feedback and enhancing our commitment moving forward to strengthen a culture of diversity and inclusion within PG&E.
- We conducted full-day workshops for 1,400 supervisors to build a shared understanding of what diversity and inclusion means for PG&E. We also offered e-learning refresher modules for leaders who had already taken the course—reinforcing the importance of incorporating diversity and inclusion considerations into their daily work and that of their teams.
- We created a Workforce Diversity and Inclusion Champion network to help individual lines of business advance diversity and inclusion within their groups. The network is helping to foster an inclusive work environment by increasing outreach and diversity and inclusion awareness throughout the lines of business and sharing best practices within the company.
- We expanded our employee mentoring program. Research has shown mentoring is one of the most effective tools for advancing women and minorities in the workplace. With more than 1,400 employees involved, the program is enabling employees to build critical leadership skills and grow their professional network within the company.
In 2010, we will continue to embed diversity and inclusion principles and processes into hiring and career development activities and expand learning programs. The Workforce Diversity and Inclusion Champion network will also continue to spearhead diversity and inclusion action plans tailored for the company's lines of business.
Using Equal Employment Opportunity Commission (EEOC) definitions, workforce statistics by race, ethnicity and gender for 2007 to 2009 are presented in the table below. The statistics for 2009 show a slight increase among women and minorities.
Representation of Women and Minorities in PG&E's Workforce, 2007 – 2009
| EEOC Category | 2007 | 2008 | 2009 |
|---|---|---|---|
| Women | 27.3% | 27.5% | 27.9% |
| Officials and Managers | 26.0% | 27.5% | 27.4% |
| Professionals | 37.8% | 38.5% | 38.8% |
| Technicians | 16.3% | 16.7% | 17.5% |
| Administrative Support Workers | 66.0% | 68.4% | 69.2% |
| Craft Workers | 2.6% | 2.7% | 2.6% |
| Operatives | 10.2% | 12.2% | 13.1% |
| Laborers and Helpers | 7.5% | 7.5% | 8.6% |
| Service Workers | 7.1% | 8.1% | 8.2% |
| Minorities | 37.1% | 38.0% | 38.6% |
| Officials and Managers | 27.4% | 28.1% | 29.1% |
| Professionals | 39.5% | 41.9% | 42.6% |
| Technicians | 37.5% | 36.8% | 37.1% |
| Administrative Support Workers | 52.1% | 54.2% | 55.4% |
| Craft Workers | 29.1% | 29.8% | 30.2% |
| Operatives | 39.6% | 40.9% | 41.5% |
| Laborers and Helpers | 43.2% | 43.6% | 44.6% |
| Service Workers | 25.5% | 26.8% | 27.3% |
Source: PG&E Corporation EEO-1 Report, as of July 1, 2009
The percentage of women and minorities in PG&E's workforce continues to trend above the national average.
Comparison of PG&E's Representation of Women and Minorities with the National Utility Average
| Category | PG&E | National Gas and Electric Utility Average1 |
|---|---|---|
| Women | 27.9% | 25.1% |
| Minorities | 38.6% | 22.2% |
1 All U.S. utility companies. Source: U.S. Equal Employment Opportunity Commission 2007 EEO-1 Survey
Representation of PG&E’s Minority Workforce, 2007 – 2009
| Category | 2007 | 2008 | 2009 |
|---|---|---|---|
| Asian/Pacific Islander | 13.9% | 14.2% | 14.5% |
| Black/African American | 7.0% | 7.0% | 6.8% |
| Hispanic/Latino | 14.3% | 14.9% | 15.1% |
| Native American | 1.8% | 1.8% | 1.7% |
The Diversity and Inclusion Steering Committee, comprised of senior leaders and employees representing a diverse cross-section of employees across the company, reviews our progress on a regular basis. Additionally, we report workforce diversity statistics to the CPUC annually through a consolidated report compiled by the California Utilities Diversity Council.
We are deeply committed to maintaining a workplace that is free from harassment and discrimination for all employees. It is our policy that all employees have equal opportunities for jobs, training and promotions, regardless of race, color, national origin, ancestry, sex, age, religion, physical or mental disability, medical condition, veteran status, marital status, pregnancy, sexual orientation, gender identity, genetic information or any other factor that is not related to the job.
As a federal contractor, PG&E has a legal mandate to take affirmative action to provide equal opportunity in employment by eliminating artificial barriers to the recruitment, hiring and promotion of qualified individuals, especially minorities, women, individuals with disabilities and special veterans. 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 ensure that our full support will be given to the equal employment opportunity for all employees.
Our affirmative action programs are also important in supporting the company's efforts to develop a workforce capable of meeting the challenges of the future. In an increasingly competitive environment, and with the changing demographics of California and the nation, it is critical that we capture the contributions of a diverse and highly qualified workforce.
Last year, PG&E Corporation or Pacific Gas and Electric Company were recognized by:
- Human Rights Campaign—received a perfect score of 100 on its Corporate Equality Index and earned its Corporate Equality Award
- DiversityInc—ranked third on the list of the "Top 5 Regional Utilities for Diversity" and eighth among the "Top 10 Companies for Supplier Diversity"
- Out & Equal—2009 Signs of Courage Advocacy Award for workplace courage and leadership in supporting marriage equality by opposing Proposition 8, California's "Marriage Protection Act"
- Black Enterprise magazine—listed as one of its "40 Best Companies for Diversity"
- Hispanic Business magazine—ranked tenth on its "Top 60 Diversity Elite Companies for Hispanics"
- The Arc of San Francisco—2009 Employer of the Year
- Olive Tree Publishing, Inc (publisher of Black EOE Journal, Hispanic Network Magazine and Professional Woman's Magazine)—named PG&E "Best of the Best" for providing the best career opportunities for minorities
- National Society of Hispanic MBAs—2009 Ultimate Hispanic Executive Award for PG&E's vice president of Community Relations
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