PG&E Corporate Responsibility and Sustainability Report 2021

COVID-19 Response

Diversity, Equity and Inclusion

The year 2020 was a watershed for addressing issues of social justice and racial inequity. At PG&E, we are committed to fostering a culture where diversity, equity and inclusion are integrated into all that we do. This includes ensuring that our coworkers always feel safe on the job, that their voices and ideas are heard and that everyone experiences a sense of belonging at PG&E. We also remain focused on representing the broad diversity of the communities we serve.

Our diversity journey is guided by the voices of our people, the issues of our communities and our vision of a bright and sustainable future. This includes a recent effort where a team of coworkers has kickstarted open and transparent dialogues within PG&E on diversity, equity and inclusion.

PG&E has been leading on diversity, equity and inclusion for almost two decades:

  • Inclusion has been foundational to our approach to leadership development within PG&E since 2006
  • We have embraced transparency by publishing our workforce demographics since 2003
  • PG&E Corporation was the first in our industry to achieve 100% in the Corporate Equality Index
  • PG&E Corporation was the first in the Fortune 500 with a Latina CEO
  • We have included diversity, equity and inclusion as part of our employee engagement measures since 2009

Our Approach

PG&E’s efforts to foster a diverse, equitable and inclusive culture and workforce are led by the Utility’s Chief Diversity Officer, with support from the senior leadership team.

The People and Compensation Committee of PG&E Corporation’s Board of Directors reviews our diversity and inclusion practices and performance. This oversight helps ensure that diversity and inclusion principles are embedded throughout the lifecycle of our talent management programs.

Within PG&E, we convene a Diversity Council to improve diversity, inclusion, equity and cultural understanding across PG&E by identifying key opportunities, collaborating and implementing diversity initiatives, and leveraging organizational resources to foster a culture of inclusion and belonging at PG&E to meet our business objectives. The Council is comprised of senior leaders, champions and representatives of PG&E’s Employee Networks.

Key elements of our approach include engaging employees from day one, targeted employee development to level the playing field for diverse talent, an ongoing commitment to diversity among our leadership team, and furthering cultural understanding and role-modeling inclusion. In addition, our Employee Resource Groups continue to be at the forefront of PG&E’s diversity and inclusion efforts, as they have been for close to 50 years.

Coworker Experience

From day one at PG&E, we ground all coworkers in our commitment to and definitions of diversity, equity and inclusion at new employee orientation. In 2020, we added the term equity to our approach, to more fully describe our values:

  • Diversity is characterized by all the ways in which we are different. It is present in our job functions, work styles, experiences and ideas. Diversity cultivates new perspectives and innovation, which enable us to better serve our customers, fellow coworkers and shareholders.
  • Equity seeks to provide fair treatment, access, opportunity and advancement for all people, while at the same time identifying and eliminating barriers that have prevented the full participation of some groups.
  • Inclusion is the process of leveraging the power of our coworkers’ individual uniqueness to achieve our business strategies and goals, be better corporate citizens and be the best in the industry.

Self-Identification

As a federal government contractor, Pacific Gas and Electric Company is required by law to provide equal employment opportunity to individuals with disabilities and veterans. To do this, we must ask applicants if they have ever served in the armed forces, have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our coworkers to update their information at least every five years.

In late 2020, we asked coworkers to help share their stories on why it is important to them to be counted and shared these in a video for all coworkers. As a result of this campaign, we saw a significant increase in individuals who self-identified as individuals with a disability and veterans.

Employee Resource Groups and Engineering Networks

PG&E’s Employee Network Groups (PDF) date back five decades. Today, our Employee Resource Groups (ERGs) and Engineering Network Groups (ENGs) promote our business objectives and support a culture of diversity, equity and inclusion by:

  • Fostering employee belonging
  • Supporting an environment of inclusion that values and respects diversity in our workforce
  • Promoting positive relationships with the communities and customers we serve

These network groups help create an environment where every coworker can feel welcome and contribute to our overall business success. They assist in welcoming and mentoring new coworkers; provide professional and career workshops; host social networking events; and offer community support, scholarships and an environment for collaboration.

ERG and ENG members come from every level and job function and participate across 27 chapters throughout our service area. Forty percent of all ERG members are members of more than one ERG. More than half of PG&E’s officers are executive sponsors who serve as an advisor, mentor and advocate to one or more network group.

Each year, our ERGs and ENGs support community organizations through charitable contributions and volunteerism. While these groups began as grassroots organizations, they have evolved into being groups that create awareness and educate our workforce about culture and experiences. In turn, they also inform our diversity, equity and inclusion efforts at PG&E.

Role-Modeling Inclusion

PG&E regularly recognizes coworkers who embody our diversity and inclusion principles, culminating each year with the Diversity and Inclusion Awards, which honor coworkers for demonstrating inclusive leadership.

2020 Milestones

Collage of diverse people and events In 2020, our coworkers continued to make progress on furthering diversity, equity and inclusion:

  • Leveraged ENGs for recruiting and retention. Our ENGs continued to grow, with approximately 1,200 members participating throughout our service area. During the year, the ENGs supported PG&E’s efforts to recruit and retain STEM talent at national conferences.
  • Spurred access to higher education. Our ERGs awarded a record $260,000 in scholarships to 126 students, ranging from $1,000 to $5,000 per scholarship. Since 1989, more than $5 million in scholarships have been awarded to thousands of recipients.
  • Celebrated the diversity of PG&E. PG&E celebrated nine heritage months during 2020—reflecting the many cultures and populations of our workforce. Months included Black History Month, Women’s History Month, Asian American and Pacific Islander Heritage Month, Pride (LGBT) Month, Hispanic Heritage Month and Disability Awareness Month, among others. To celebrate, ERGs held events, highlighted members of their communities and published articles to build awareness and participation in volunteer events and scholarship fundraisers.
  • Provided new learning resources. We introduced a new LinkedIn Learning platform to PG&E’s workforce with rich content related to diversity, equity and inclusion. A learning path was created to support one of our leadership attributes, Values Differences.
  • Adapted to a virtual environment. As a result of the COVID-19 pandemic, the work from home environment presented our network groups and coworkers with the challenge of executing activities previously offered in-person. The groups rose to the occasion by delivering close to 160 virtual events on topics such as art and culture, mental health, professional development, coworker contests and community service.
  • Kickstarted open and transparent dialogues on diversity, equity and inclusion. In response to the civil unrest in the summer of 2020, a team of former Employee Network leaders launched the Strategic Allies Leading Transparency (SALT) Task Force in order to help facilitate discussions on topics such as race, privilege, civil unrest, protests and immigration. Leaders within PG&E saw the impact and contributions of the SALT Task Force and asked them to take on an 18-month assignment to focus on this work. Since their inception, the team has facilitated open discussions and dialogues with leaders and teams at every level of the enterprise.

Measuring Progress

PG&E continues to employ a higher percentage of women and minorities in our workforce than the national average for gas and electric companies.

Benchmarking Workforce Demographics
Category PG&E U.S. Energy Company Average Footnote 1
Women 27.0% 25.5%
Ethnic Minorities 46.1% 24.9%
  • 1. Source: 2020 EEO-1 Reports: Combined Electric and Gas Utilities, U.S. Total. NAICS Code 2211—Electric Power Generation, Transmission & Distribution, U.S. NAICS Code 2212—Natural Gas Distribution, U.S. 2015 data is the most recent available.1

We also continue to pursue diversity among leadership positions—managers and above—through a combination of external hiring, internal promotions and lateral moves. In 2020, we focused on interventions in the recruiting process to raise awareness of manager-and-above job openings, increase our focus on diverse candidates and improve our interview and selection process. We report progress monthly and discuss organizational efforts in business process review sessions.

PG&E’s workforce statistics by race, ethnicity and gender for 2018 to 2020 are below.

PG&E Workforce Demographics, 2018 – 2020
EEOC Category 2018 2019 2020
Women 27.5% 26.8% 27.0%
Officials and Managers 33.9% 34.9% 33.2%
Professionals 34.6% 33.8% 34.3%
Technicians 18.7% 17.7% 17.5%
Administrative Support Workers 71.0% 71.8% 72.3%
Craft Workers 2.7% 2.9% 2.7%
Operatives 3.7% 2.9% 2.7%
Laborers and Helpers 11.5% 12.7% 11.7%
Service Workers 8.1% 7.7% 6.0%
Ethnic Minorities 43.9% 44.8% 46.1%
Officials and Managers 35.3% 36.0% 35.3%
Professionals 45.4% 46.2% 46.9%
Technicians 44.1% 44.5% 46.6%
Administrative Support Workers 64.0% 65.2% 66.6%
Craft Workers 34.3% 35.7% 36.4%
Operatives 41.8% 43.5% 43.9%
Laborers and Helpers 53.4% 55.4% 57.6%
Service Workers 35.9% 34.6% 32.9%
Minority Groups
American Indian or Alaskan Native 1.2% 1.2% 1.1%
Asian 14.4% 14.1% 14.4%
Black/African American 6.5% 6.5% 6.6%
Hispanic/Latino 18.4% 19.0% 19.7%
Native Hawaiian or Pacific Islander 0.6% 0.6% 0.7%
Two or more races 2.9% 3.3% 3.6%