Diversity and Inclusion
Diversity and inclusion are integral to how we do business at PG&E. We strive to ensure that our employees always feel safe on the job, that they can bring their whole selves to work, that their voices and ideas are heard, and that their backgrounds and perspectives are valued.
On this page:
(Skip to main navigation)Our Approach
PG&E’s efforts to foster a diverse and inclusive culture and workforce are led by our Chief Diversity Officer, with support from the senior leadership team. A Diversity Council—composed of PG&E officers, diversity champions from each line of business, and Employee Resource Group (ERG) leaders—meets to inform PG&E’s diversity and inclusion strategy. Each line of business has a Workforce Diversity Champion and annual Workforce Diversity Action Plan with goals tailored to that organization.
The Compliance and Public Policy 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.
In addition, PG&E regularly recognizes employees who embody our diversity and inclusion principles, culminating each year with the Diversity and Inclusion Award, which honors employees for demonstrating inclusive leadership. Our ERGs continue to be at the forefront of PG&E’s diversity and inclusion efforts, as they have been for more than 40 years.
We also support professional organizations and have internal engineering network groups affiliated with the Society of Hispanic Professional Engineers, the Society of Women Engineers and the National Society of Black Engineers.
2018 Milestones
In 2018, we continued to make progress implementing our diversity and inclusion strategy and furthering our workforce development programs. Highlights included:
- Increased engagement in our ERGs. Our ERGs continued to grow, with approximately 5,500 members participating across 27 chapters throughout the service area. Almost one-third of all ERG members are also members of more than one ERG. More than half of PG&E’s officers are executive sponsors to one or more ERG. In 2018, PG&E’s newest ERG, MEENA, was created for employees representing the Middle East, Europe and North Africa.
- Spurred access to higher education. Our ERGs awarded a record $340,000 in scholarships to 142 students, ranging from $1,000 to $10,000 per scholarship. Since 1989, more than $5 million in scholarships have been awarded to thousands of recipients.
- Created an enterprise-wide diversity campaign called “It Starts with Why,” which encouraged all employees to share their personal stories of why they’re passionate about diversity and inclusion. More than 250 employees participated in the campaign in 2018.
- Expanded the diversity and inclusion conversation. We hosted an all-day workshop for more than 50 young women in the San Francisco Bay Area, exposing them to science, technology, engineering and math (STEM) topics.
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. PG&E’s workforce statistics by race, ethnicity and gender for 2016 to 2018 are below.
| EEOC Category | 2016 | 2017 | 2018 |
|---|---|---|---|
| Women | 28.4% | 27.6% | 27.5% |
| Officials and Managers | 33.6% | 33.1% | 33.9% |
| Professionals | 34.5% | 34.8% | 34.6% |
| Technicians | 18.6% | 19.1% | 18.7% |
| Administrative Support Workers | 72.0% | 70.7% | 71.0% |
| Craft Workers | 2.4% | 2.5% | 2.7% |
| Operatives | 4.0% | 3.4% | 3.7% |
| Laborers and Helpers | 12.0% | 10.8% | 11.5% |
| Service Workers | 8.0% | 8.4% | 8.1% |
| Ethnic Minorities | 42.7% | 43.3% | 43.9% |
| Officials and Managers | 32.6% | 33.2% | 35.3% |
| Professionals | 44.9% | 44.8% | 45.4% |
| Technicians | 39.6% | 43.9% | 44.1% |
| Administrative Support Workers | 62.4% | 63.4% | 64.0% |
| Craft Workers | 33.0% | 33.9% | 34.3% |
| Operatives | 39.3% | 39.2% | 41.8% |
| Laborers and Helpers | 48.2% | 53.0% | 53.4% |
| Service Workers | 34.7% | 34.6% | 35.9% |
| Minority Groups | |||
| American Indian or Alaskan Native | 1.2% | 1.2% | 1.2% |
| Asian | 14.7% | 14.3% | 14.4% |
| Black/African American | 6.4% | 6.4% | 6.5% |
| Hispanic/Latino | 17.6% | 18.1% | 18.4% |
| Native Hawaiian or Pacific Islander | 0.5% | 0.6% | 0.6% |
| Two or more races | 2.3% | 2.8% | 2.9% |
- PG&E Corporation EEO-1 Report, as of December 1, 2018 (for 2016 as of July 1)
| Category | PG&E | U.S. Energy Company Average Footnote 1 |
|---|---|---|
| Women | 26.9% | 25.5% |
| Ethnic Minorities | 43.2% | 24.9% |
- 1. Source: 2015 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