PG&E Corporate Responsibility and Sustainability Report 2021

COVID-19 Response

Engaging Our Teams

To build the workforce of the future, PG&E is cultivating an environment where coworkers are empowered to speak up about important issues; offer ideas for how to make PG&E a better place to work; learn and grow in their careers; and connect with the communities where they live.

Our Approach

To better engage our people, we have both executive-level and coworker-led initiatives and programs:

  • Our executive team meets regularly to discuss and evaluate the state of our talent, determine which programs are driving engagement and performance, and clarify the specific skills, behaviors and values we should cultivate in our current workforce and seek in future recruits.
  • Other initiatives focus on safety, wellness and environmental leadership. Approximately 5,500 coworkers participate in our Employee Resource Groups (ERGs), each of which contributes to building an inclusive culture where our coworkers’ voices are heard and valued.

Approximately 63% of PG&E employees are covered by collective bargaining agreements with three labor unions: the International Brotherhood of Electrical Workers (IBEW) Local 1245, the Engineers and Scientists of California/International Federation of Professional and Technical Engineers (ESC/IFPTE) Local 20, and the Service Employees International Union (SEIU) United Service Workers West. A negotiated labor agreement with each union establishes the compensation, benefits and other terms and conditions of employment.

We also support our coworkers’ efforts to engage with local nonprofit organizations that support our communities. This includes offering opportunities for coworkers to volunteer and make personal charitable contributions that are matched up to $1,000 per coworker or retiree per year by The PG&E Corporation Foundation.

2020 Milestones

    PG&E employees in a training class
  • Implemented upward feedback across PG&E, enabling coworkers to provide constructive feedback both to their direct supervisor and to leaders in their reporting structure. This tool is part of PG&E’s speak-up culture and encourages our leaders to grow and develop through direct insights.
  • Conducted quarterly performance conversations between coworkers and supervisors to increase the frequency and effectiveness of feedback and coaching. These discussions also support and reinforce PG&E’s speak-up and safety culture.
  • Developed innovative volunteer approaches to support local communities. Although COVID-19 required that we temporarily pause our longstanding tradition of in-person volunteering, we worked quickly to create a selection of virtual volunteering options for coworkers resulting in more than 700 volunteers participating in more than 17 home-based projects supporting the needs of 16 different community-based organizations.
  • Maintained and amplified use of the PG&E Spotlight app for all coworkers, a communications channel that allows all coworkers to access PG&E news and information when and where it’s convenient for them, via their personal or PG&E-issued mobile device.

Measuring Progress

PG&E conducts a biennial enterprise survey of coworker engagement, with the most recent survey conducted in 2020. The score from our 2020 biennial survey was 72%, with 63% of coworkers participating in the survey. The 2020 score exceeded both our 2018 results and our target of 68%, reflecting PG&E’s progress. Our next enterprise survey is scheduled to be conducted in 2022.

Coworker Survey Results
Year Score Footnote 1
2011 67%
2012 71%
2013 No survey
2014 76%
2015 No survey
2016 77%
2017 No survey
2018 68%
2019 No survey
2020 72%
  • 1. Refers to the percentage of favorable responses to questions that measure employee engagement.1

In 2020, coworkers contributed 15,500 volunteer hours to nonprofit organizations throughout California, despite limited availability to participate in volunteer programming due to the COVID-19 pandemic.

Employee Volunteer Hours
Year Target Actual
2011 28,875 32,585
2012 34,215 41,792
2013 43,050 47,855
2014 50,000 75,000
2015 79,000 87,000
2016 90,000 96,800
2017 91,000 95,009
2018 91,000 78,844
2019 N/A Footnote 1a 71,000
2020 N/A Footnote 1b 15,500 Footnote 2
  • 1. Coworker volunteerism is currently not being reported against an annual target; however, hours are tracked for awareness and reported in our annual reporting of coworker engagement.1a, 1b
  • 2. Participation in volunteer activities was reduced due to COVID-19 restrictions.2