Diversity and Inclusion

Diversity and inclusion are core values at PG&E, and we consider them essential to our success. An inclusive culture spurs innovation and strengthens our business operations. Embracing a diversity of ideas and perspectives helps us better anticipate and respond to the needs of our customers. When our employees reflect the diverse communities we serve, we are building a better PG&E—and a better California—for the long term.

Our Approach

Governance Structures

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 protected veterans.

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.

The Compliance and Public Policy Committee of PG&E Corporation’s Board of Directors regularly reviews our diversity and inclusion practices and performance. The goal of this oversight is to ensure that our diversity and inclusion principles are embedded throughout the life cycle of our talent management programs—from initial workforce development and recruiting to performance management and career and leadership development.

All PG&E leaders attend an Inclusion Leadership Workshop as part of their development, and inclusion learning materials are available for all employees. Each year, PG&E recognizes outstanding achievements in the areas of diversity and inclusion through the President’s Diversity Champion Awards.

Grassroots Engagement

PG&E’s ERG scholarships can be a talent pipeline

Each year, PG&E’s ERGs donate hundreds of thousands of dollars in scholarships to help local students attend or return to college. In some cases, these scholarships can be an important step in creating a diverse talent pipeline for PG&E. Some examples include:

  • Elisabeth SumElisabeth Sum, who received a scholarship from PG&E’s Asian ERG, interned with us and then became a business finance analyst with PG&E after graduation.
  • Laila HassenLaila Hassen, who received a scholarship from PG&E’s Women’s Network and then became a PG&E intern in gas transmission integrity management in 2014.
(Photos by Tony Khing)

For more than 40 years, our Employee Resource Groups (ERGs) have helped create 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. Nearly 5,000 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. In addition, over 30 percent of ERG members hold membership in more than one ERG.

We also support organizations such as the Society of Hispanic Professional Engineers, the Society of Women Engineers, the National Society of Black Engineers, The Arc San Francisco and Out & Equal Workplace Advocates through collaboration and sponsorship of key events.

PG&E’s Employee Resource Groups

  • Access Network (supporters of, and people with, disabilities)
  • Black
  • Asian
  • Samahan (Filipino)
  • Latino
  • Legacy (tenured employees)
  • NuEnergy (new to the workforce or to PG&E)
  • PrideNetwork (LGBT and allies)
  • Veterans
  • Women’s Network

2014 Milestones

In 2014, we continued working to build a diverse and inclusive workforce at all levels within PG&E. Highlights included the following:

  • Continued to integrate diversity into our talent management strategy. Workforce development programs, such as PowerPathway, prioritize diversity, as do our career development, leadership opportunities and succession planning efforts.
  • Increased engagement in our ERGs. ERG membership continues to grow, reinforcing the importance of these groups in career development, leadership and fostering a culture of inclusion. For example, PrideNetwork has grown its base of LGBT allies through an award-winning program, engaging more than 600 employees as allies in 2014.
  • Helped improve access to higher education. Our ERGs and the Pacific Service Employees Association awarded $316,000 in scholarships to 157 college-bound and returning students in 2014 and $429,000 to 176 students in 2015. Over the past decade, PG&E’s ERGs have provided nearly $3.7 million in scholarships to students in our diverse communities.
  • Earned top rankings from leading diversity advocates. We continued to earn recognition for our diversity commitment and results, including our efforts to integrate veterans and those who have faced long-term unemployment into our workforce. Additionally, we consistently receive top rankings by DiversityInc Magazine and the Human Rights Campaign’s annual Corporate Equality Index.

Measuring Progress

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 2012 to 2014 are below.

PG&E Workforce Demographics, 2012 – 2014
EEOC Category 2012 2013 2014
Women 28.4% 28.3% 28.2%
Officials and Managers 32.4% 31.9% 32.2%
Professionals 34.9% 34.8% 35.0%
Technicians 18.3% 18.4% 18.7%
Administrative Support Workers 72.5% 74.7% 72.3%
Craft Workers 2.6% 4.0% 2.7%
Operatives1 12.6% 12.9% 3.4%
Laborers and Helpers 7.9% 6.6% 9.2%
Service Workers 9.9% 11.3% 9.7%
Ethnic Minorities 39.8% 40.4% 41.1%
Officials and Managers 30.8% 30.1% 31.3%
Professionals 41.2% 42.3% 42.5%
Technicians 37.3% 37.9% 41.9%
Administrative Support Workers 58.5% 59.7% 59.7%
Craft Workers 31.0% 32.3% 31.9%
Operatives 39.5% 37.8% 33.3%
Laborers and Helpers 44.3% 45.8% 47.7%
Service Workers 30.7% 31.7% 32.2%
Minority Groups
American Indian or Alaskan Native 1.5% 1.4% 1.4%
Asian 14.4% 14.5% 14.6%
Black/African American 6.5% 6.4% 6.3%
Hispanic/Latino 15.9% 16.3% 16.7%
Native Hawaiian or Pacific Islander 0.3% 0.4% 0.4%
Two or more races 1.2% 1.5% 1.7%
  • 1 Census code remapping in 2014 shifted some positions previously categorized in the Operatives to the Laborers and Helpers job category.
  • Source: PG&E Corporation EEO-1 Report, as of July 1, 2014.
Benchmarking Workforce Demographics
Category PG&E U.S. Utility Average1
Women 28.2% 25.6%
Ethnic Minorities 41.1% 24.6%
  • 1 Source: U.S. Equal Employment Opportunity Commission, Job Patterns for Minorities and Women in Private industry (EEO-1) 2013 Tables.

As one measure of our performance on diversity and inclusion, our biennial employee survey asks employees if they believe PG&E supports an environment in which diversity is valued and inclusion is practiced. In 2014, 70 percent of employees responded favorably to these questions. While this fell short of our target, the response indicates that our programs are having an impact on our employees’ day-to-day experiences.

Looking Ahead

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

In 2015, we plan to expand departmental efforts to increase diversity in workforce development and recruiting, with an 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 his or her organization to help create a culture of diversity and inclusion by building awareness and demonstrating inclusive behaviors.

Additionally, our ERG programs will continue to provide opportunities for employees to build their careers, make an impact at PG&E and connect with the communities we support.







Economic Vitality