Diversity and Inclusion


Number of employees engaged in PG&E’s ten Employee Resource Groups, which drive an inclusive culture within PG&E and serve our communities

We believe that embracing a diversity of ideas and perspectives spurs innovation, strengthens our business operations and enables us to better anticipate, understand and respond to the needs of our customers, who live in some of the most diverse communities in the nation. Simply put, our commitment to diversity and inclusion is core to our values and essential to the success of our business.

Key Activities and Highlights

Led by Pacific Gas and Electric Company’s Chief Diversity Officer, with the support of the senior leadership team, we continue to work to build an inclusive culture and a diverse workforce. A Diversity Council made up of PG&E officers and Employee Resource Group leaders meets regularly to review elements of PG&E’s overall diversity and inclusion strategy and guide meaningful implementation in the business. At the Board level, the Public Policy Committee of PG&E Corporation’s Board of Directors regularly reviews our diversity and inclusion practices and performance.

“Everyday Inclusion” poster and Chinese website

“Everyday Inclusion” posters displayed internally at PG&E reinforce the idea that including people is the key to building trust and creating a culture where everyone contributes. (top)

PG&E’s website is available in Chinese. (bottom)

In 2012, we continued to embed diversity and inclusion principles and processes into the full “lifecycle” of our workforce planning—from initial workforce development and recruiting to performance management to career and leadership development.

Examples included:

  • Providing career opportunities for veterans. For example, recruiting veterans is an area of focus for our PowerPathway™ program, and we have a Veterans Employee Resource Group that now numbers more than 600 members. In fact, Pacific Gas and Electric Company was named by G.I. Jobs Magazine as one of the Top 100 Military Friendly employers.
  • Expanding workforce development initiatives for women. This included partnering with Tradeswomen Inc., an organization that supports women in skilled craft jobs, to offer training courses to prepare women for careers in gas and electric construction.
  • Offering an Inclusion Leadership Workshop for PG&E leaders to strengthen collaboration within our lines of business.

We also engaged and educated our employees through an “Everyday Inclusion” internal campaign at our facilities. For example, one poster showcased our partnership with The Arc of San Francisco, a nonprofit that places adults with developmental disabilities with business and education partners who provide training and employment opportunities. In 2012, PG&E hosted six interns from The Arc—twice as many as in 2011.

We continued to expand the ways in which we reach out to our diverse customers, including creating a Twitter account and website in Chinese.

We also continued to recognize our employees for their achievements in promoting diversity, and received recognition from third parties on everything from our inclusive culture to our commitment to diversity within our supply chain.

Our Employee Resource Groups

For more than 25 years, PG&E’s Employee Resource Groups (ERGs) have helped drive an inclusive culture by leveraging the experiences, backgrounds and perspectives of our employees. ERGs provide opportunities for employees to develop their careers, grow as leaders and increase their involvement in the local community. Our ERGs organize workshops, programs and networking events; offer scholarships to local students; and actively support PG&E’s volunteer culture.

PG&E’s ten ERGs are: Access Network (people with disabilities); BEA ERG (Black); InspirAsian, Samahan (Filipino); Latino; Legacy (tenured employees); NuEnergy (new to the workforce or PG&E); PrideNetwork (LGBT); Veterans; and Women’s Network. The Veterans ERG is our newest and was added in 2012.

More than 3,000 employees, or about 15 percent of our workforce, participate in the groups, which saw increased engagement with PG&E’s senior leadership and growing involvement from employees in field locations in 2012.

ERGs are working together in innovative ways, including:

  • Promoting a mentoring program to share knowledge between long-time employees and recent new hires.
  • Awarding more than $300,000 in scholarships to about 160 college-bound and returning college students in 2012. Since the inception of the scholarship program in 1989, our ERGs have provided more than $3 million to recipients throughout Northern and Central California.
  • Giving back to the community through food, clothing, school supply and backpack drives, as well as providing basic necessities to veterans. ERG members participated in more than 250 community events in 2012, including the annual AIDS Walk, Chinese New Year and Pistahan Parades, and international disaster relief efforts.
  • Working with nonprofit and trade organizations to share information with customers on PG&E services and programs. This included information on programs such as the California Alternate Rates for Energy (CARE) and emergency preparedness—often in multiple languages.

Measuring Progress

As one measure of our performance on diversity and inclusion, we track employee responses to three questions on an employee survey that asks if PG&E supports an environment where diversity is valued and inclusion is practiced. In 2012, 71 percent of employees responded favorably to the questions—an increase from 66 percent in 2011.

We use this information to guide specific plans and activities that reinforce our diversity and inclusion commitments. Learn more about our broader employee engagement efforts.

Our Diverse Workforce

PG&E’s workforce statistics by race, ethnicity and gender for 2010 to 2012 are presented in the table below, using Equal Employment Opportunity Commission (EEOC) definitions. PG&E also reports workforce statistics to the California Public Utilities Commission annually through a consolidated report compiled by the California Utilities Diversity Council.

Representation of Women and Minorities in PG&E’s Workforce, 2010 – 2012
EEOC Category 2010 2011 2012
Women 28.2% 28.5% 28.4%
Officials and Managers 30.9% 31.7% 32.4%
Professionals 35.8% 36.1% 34.9%
Technicians 18.3% 18.8% 18.3%
Administrative Support Workers 70.1% 71.0% 72.5%
Craft Workers 2.6% 2.6% 2.6%
Operatives 15.9% 13.3% 12.6%
Laborers and Helpers 8.3% 8.1% 7.9%
Service Workers 12.6% 10.8% 9.9%
Minorities 38.8% 39.2% 39.8%
Officials and Managers 27.7% 27.8% 30.8%
Professionals 40.3% 41.0% 41.2%
Technicians 36.7% 37.9% 37.3%
Administrative Support Workers 55.9% 57.1% 58.5%
Craft Workers 30.2% 30.4% 31.0%
Operatives 41.8% 41.6% 39.5%
Laborers and Helpers 46.7% 43.9% 44.3%
Service Workers 29.3% 29.3% 30.7%

Source: PG&E Corporation EEO-1 Report, as of July 1, 2012

The percentage of women and minorities in PG&E’s workforce continues to trend above the national average for utility-based entities.

Comparison of PG&E’s Representation of Women and Minorities with the National Utility Average
Category PG&E National Gas and Electric Utility Average
Women 28.4% 25.3%
Minorities 39.8% 23.9%

Source: U.S. Equal Employment Opportunity Commission 2011 EEO-1 Survey

Representation of Minority Groups in PG&E’s Workforce, 2010 – 2012
Category 2010 2011 2012
American Indian or Alaskan Native 1.7% 1.6% 1.5%
Asian 14.4% 14.7% 14.4%
Black/African American 6.6% 6.5% 6.5%
Hispanic/Latino 15.4% 15.4% 15.9%
Native Hawaiian or Pacific Islander 0.2% 0.2% 0.3%
Two or More Races 0.6% 0.9% 1.2%

Equal Employment Opportunity and Affirmative Action

PG&E has a long-standing commitment to employment policies and practices that meet the highest legal and ethical standards. We are also committed to ensuring these policies and practices deliver results. 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, gender expression, genetic information or any other factor that is not related to the job.

We are deeply committed to maintaining a workplace that is free from harassment and discrimination. 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 covered 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). PG&E’s 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 help ensure that full support is given to equal employment opportunity for all employees. Our affirmative action programs are also tools to help us develop a diverse workforce prepared to meet the challenges of the future.