Engaging our teams

We are committed to making PG&E a joyous place to work—empowering coworkers to speak up and share their ideas and concerns; learn and grow in their careers; maintain wellness in their work and personal lives; and connect with communities where they live. 

Our investments in our people reflect our desire to retain and improve the experience of our workforce and are essential to meeting our climate, safety, and prosperity goals.

Our approach

To 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, and determine which programs are driving engagement and performance. This team also looks for ways we can reinforce the specific skills, behaviors, and virtues we want to cultivate in our current workforce and seek in future recruits. 
• Approximately 6,500 coworkers participate in our Employee Networks, each of which contributes to building a culture of inclusion and belonging where our coworkers feel known, loved, and proud.

PG&E values the strong partnerships we have built with our union partners—the International Brotherhood of Electrical Workers (IBEW) Local 1245, the Engineers and Scientists of California (ESC) IFPTE Local 20, and the Service Employees International Union (SEIU) United Service Workers West. Collectively, they represent approximately 62% of our workforce.

For well over half a century, PG&E has worked collaboratively with our union partners to establish and refine collective bargaining agreements that provide competitive wages, hours, and working conditions for our represented employees. Our agreements include multi-step grievance processes, complementing PG&E’s overall speak-up culture.

Health and wellness

PG&E focuses on a prevention-first approach to improve coworker health by identifying and treating issues before they start. We believe in a comprehensive approach to wellness, which encompasses physical, mental, and financial health, and we prioritize preventive efforts in all three areas. We also continue to follow best practices from the industry and our peers.

PG&E’s health and wellness efforts include: 

• 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 free preventive services.
• Employee Assistance Program, which offers coworkers options to help them manage life’s demands at work and at home, from confidential counseling to referrals for legal, financial, and other services.
• Peer Volunteer Program, which promotes a culture of openness, acceptance, and recovery, with PG&E coworkers who are in long-term recovery—from their own substance use disorder or that of a loved one.
• Financial Planning Services, that include free access to a financial advisor, life and accident insurance, a 401(k) plan, and retiree benefit pension plans.

Community Engagement

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

2024 milestones

Coworker engagement

• Led a yearly goal-setting process and conducted quarterly performance conversations between coworkers and supervisors to increase the frequency and effectiveness of feedback and coaching. These discussions also reinforced PG&E’s speak-up and safety culture. 
• Offered virtual and in-person volunteer options for coworkers, resulting in more than 2,800 volunteers participating in over 280 community events. 

Health and wellness

• Provided free annual health screenings to coworkers and enhanced our program to provide deeper insights and additional measures into heart disease and diabetes risks.  
• Promoted telemedicine through our Health Account Plan for eligible coworkers and their dependents for physical and mental health, allowing members to virtually meet with a board-certified doctor, psychiatrist, or licensed therapist. 
• Provided coworkers with a comprehensive health and wellness portal and digital app. Coworkers participated in step challenges, set and achieved goals with one-on-one health coaching, and received daily wellness tips. 
• Provided an onsite physical therapist (PT) intro event, where coworkers met in-person with PTs to discuss muscle and joint pain issues. 
• Offered a family support program for all coworkers with childcare and elder care discounts, priority placement, and tutoring and testing discounts. Summer camps, extracurricular programs, and after-school day care were also offered in select areas.
• Produced videos featuring senior leadership discussing mental health, to help reduce stigma and encourage coworkers to care for their own mental health.
• Added mental health emergency response to our enterprise first aid training to aid coworkers in staying safe during interactions with people who may be experiencing a mental health crisis.

Measuring progress

Launched in 2022, the Joy at Work survey is designed to help PG&E live our stands that it is enjoyable to work with and for PG&E, and that everyone and everything is always safe.