Diversity & Inclusion

4,300Number of employees—about 20% of our workforce—engaged in Employee Resource Groups, which drive an inclusive culture within PG&E

Promoting an inclusive and diverse workforce spurs innovation and strengthens our business operations. It also enables us to better anticipate 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.

Our Approach

Governance Structures

Led by Pacific Gas and Electric Company’s Chief Diversity Officer and supported by the senior leadership team, we continuously work to build an inclusive culture and a diverse workforce. A Diversity Council made up of PG&E officers and Employee Resource Group (ERG) leaders meets regularly to review elements of PG&E’s overall diversity and inclusion strategy and guide meaningful implementation in the business.

Equal Employment Opportunity and Affirmative Action

Our approach to diversity and inclusion is rooted in our Equal Employment Opportunity Policy, which prohibits discrimination on the basis 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. As a federal contractor, PG&E is required 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.

The Public Policy Committee of PG&E Corporation’s Board of Directors regularly reviews our diversity and inclusion practices and performance. Importantly, our diversity and inclusion principles are embedded in the full lifecycle of our talent management programs—from initial workforce development and recruiting to performance management and career and leadership development.

Engaging Our Employees

For more than 40 years, PG&E’s 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. Just over 4,300 employees, or about 20 percent of our workforce, participate in ERGs and more than half of PG&E’s officers serve as executive sponsor of an ERG.

Annually, PG&E recognizes outstanding achievements in the areas of diversity and inclusion through the President’s Diversity Champion Awards. All leaders attend an Inclusion Leadership Workshop and additional learning is available for all our employees. We also support organizations such as the Society of Hispanic Professional Engineers, Society of Women Engineers, the National Society of Black Engineers and Out & Equal Workplace Advocates through collaborations and sponsorship of key events.

PG&E’s Latino Employees Host Youth Achievement Camp

Thirty-seven Central Valley students hiked, fished, planted trees and spent nights around a campfire during a weekend camp organized by PG&E’s Latino Employee Resource Group. Most of the children had never been to a camp or experienced fishing or riding in a boat. The event was designed to give students a greater appreciation for the environment and boost self-confidence.

(Photos by Jose Zepeda)
PG&E’s Employee Resource Groups
  • Access Network (supporters of and people with disabilities)
  • Black ERG
  • InspirAsian
  • Samahan (Filipino)
  • Latino
  • Legacy (tenured employees)
  • NuEnergy (new to the workforce or to PG&E)
  • PrideNetwork (LGBT and allies)
  • Veterans
  • Women’s Network

2013 Milestones

In 2013, we continued working to build a diverse and inclusive workforce at all levels within PG&E. Highlights include:

“I’m an Ally” Campaign

Among the many employees supporting the effort is Tony Earley, Chairman of the Board, Chief Executive Officer and President of PG&E Corporation.

A growing number of employees have signed on as “allies” to PG&E’s lesbian, gay, bisexual and transgender employees. The PrideNetwork Employee Resource Group has led the initiative, which includes a poster campaign that allows individual employees and leaders to show their support, regardless of their own sexual orientation or gender identity.

  • Continued to integrate diversity into our talent management strategy. Workforce development programs, such as PowerPathway, prioritize diversity as well as career development, leadership opportunities and succession planning.
  • Increased engagement in our ERGs. Within the past five years, ERG membership has more than doubled, reinforcing the importance of these groups in career development, leadership and fostering a culture of inclusion. For example, the Veterans ERG has grown to more than 700 employees since being established in 2011.
  • Helped improve access to higher education. Our ERGs and the Pacific Service Employees Association awarded $319,000 in scholarships to 175 college-bound and returning students in 2013 and $317,000 to 157 students in 2014. Over the past decade, PG&E’s ERGs have provided more than $3.5 million in scholarships to more than a thousand students in our diverse communities.
  • Earned top rankings from leading diversity advocates. We continued to receive praise for our diversity commitment and results, including our efforts to integrate veterans and those who face long-term unemployment into our workforce. We continue to receive top rankings by DiversityInc Magazine and the Human Rights Campaign’s annual Corporate Equality Index.

In recent years, we have stepped up efforts to recruit and retain veterans and help them adapt their military skills into successful careers in energy. We have also focused on helping women grow their careers within PG&E.

Measuring Progress

As one measure of our performance on diversity and inclusion, we ask employees if they believe PG&E supports an environment where diversity is valued and inclusion is practiced. In 2012, the most recent year the biannual survey was issued, 71 percent of employees responded favorably, which was about three points higher than the prior year.

As in years past, the percentage of women and minorities in PG&E’s workforce continues to trend above the national average for utilities. PG&E’s workforce statistics by race, ethnicity and gender for 2011 to 2013 are below.

PG&E Workforce Demographics, 2011 – 2013
EEOC Category 2011 2012 2013
Women 28.5% 28.4% 28.3%
Officials and Managers 31.7% 32.4% 31.9%
Professionals 36.1% 34.9% 34.8%
Technicians 18.8% 18.3% 18.4%
Administrative Support Workers 71.0% 72.5% 74.7%
Craft Workers 2.6% 2.6% 4.0%
Operatives 13.3% 12.6% 12.9%
Laborers and Helpers 8.1% 7.9% 6.6%
Service Workers 10.8% 9.9% 11.3%
Ethnic Minorities 39.2% 39.8% 40.4%
Officials and Managers 27.8% 30.8% 30.1%
Professionals 41.0% 41.2% 42.3%
Technicians 37.9% 37.3% 37.9%
Administrative Support Workers 57.1% 58.5% 59.7%
Craft Workers 30.4% 31.0% 32.3%
Operatives 41.6% 39.5% 37.8%
Laborers and Helpers 43.9% 44.3% 45.8%
Service Workers 29.3% 30.7% 31.7%
Minority Groups
American Indian or Alaskan Native 1.6% 1.5% 1.4%
Asian 14.7% 14.4% 14.5%
Black/African American 6.5% 6.5% 6.4%
Hispanic/Latino 15.4% 15.9% 16.3%
Native Hawaiian or Pacific Islander 0.2% 0.3% 0.4%
Two or more races 0.9% 1.2% 1.5%
Source: PG&E Corporation EEO-1 Report, as of July 1, 2013.
Benchmarking Diversity
1 Source: U.S. Equal Employment Opportunity Commission 2012 EEO-1 Survey

PG&E’s Employee Resource Groups help improve access to higher education.

Looking Ahead

Our efforts are focused on providing an environment where all our employees are poised for growth and excellence.

In 2014, we plan to expand line of business efforts to increase diversity in workforce development and recruiting, with a continued emphasis on bringing more minorities, women, people with disabilities and veterans into our workforce. Each line of business continues to have a Workforce Diversity Champion who works from within the organization to help create a culture of diversity and inclusion. The ERG’s programs will continue to provide opportunities for employees to build their careers and connect with the communities we are privileged to support.

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