Corporate Responsibility and Sustainability Report 2020

Our Approach

Through regular reviews of programs offered in the market and best practices from other companies, PG&E continues to focus on a prevention-first approach that seeks to improve employee health by identifying and treating issues before they start. We believe in a comprehensive approach to wellness, which encompasses physical, emotional and financial health—and we are prioritizing preventive efforts in all three areas.

This includes:

• PG&E’s medical plan, and health and wellness programs, which provide comprehensive care and service options designed to promote the overall health of our workforce, including preventive services.
• The Employee Assistance Program (EAP), which offers employees options to help them manage life’s demands at work and at home, from confidential counseling to referrals for local legal, financial and other services.
• Our Peer Volunteer Program, which promotes a culture of openness, acceptance and recovery, with PG&E employees who are in long-term recovery from substance use disorders―or who have lived with a loved one with an alcohol or substance use issue―assisting others who need help.
• A wide range of services to help employees manage their finances and plan for the future, including free access to a financial advisor, life and accident insurance, 401(k) and retiree benefit plans.

2019 Milestones

Highlights included the following:

• Continued our on-site health clinic presence. Employees increased their use of the PG&E Health Center at our corporate headquarters, which offers comprehensive primary care health services and occupational health services. We also operate two smaller clinics in the field specifically for work-related injury care. In addition, we have an on-site occupational health clinic at our Diablo Canyon Power Plant.
• Conducted an opioid awareness communications campaign to raise employee consciousness around the epidemic and provide actionable steps employees can take, including safe disposal of excess and/or expired prescriptions.
• Supported employees through the wildfire season with over 600 EAP management consultations, 230 training sessions, and a nearly 15 percent utilization rate, more than three times higher than the national average.
• Continued consistent participation in our Industrial Athlete program, with increased partnership and participation with grassroots safety leads in all lines of business.
• Maintained employee annual Health Screening participation rates at over 80 percent, which allows employees to learn of any chronic health risks and to take action on any identified issues.
• Launched a new online Health and Wellness portal and app to support employee wellbeing. With daily reminders and tips aimed at improving healthy habits, employees have access to free digital and telephonic health management tools and resources, including a telephonic tobacco cessation program, health risk assessment, nutrition guide, sleep guide, wellbeing training and general health coaching.
• Provided onsite health coaching at select office locations, making services more accessible and convenient to employees. Health coaches work with employees on topics such as lifestyle/stress management, nutrition and tobacco cessation.
• Continued to grow and support our Wellness Ambassador Network. More than 340 employees have volunteered to serve as local resources who foster a culture of health at their workplace, and drive awareness and participation in PG&E’s health and wellness programs.

Measuring Progress

The percentage of employees unavailable due to health for the last three years is as follows:

• 1. Percentage of full-time employees unavailable for work due to long term or short-term health reasons, as measured by total workdays lost for the entire year.¹