This note was sent to our teams across Edison International and
Southern California Edison today. Diversity, Equity and Inclusion
are core areas of focus for Edison, and it is important that we are
transparent about where we are and where we are going.
As you heard in today’s company meetings, the Edison leadership
team is unwavering in our commitment to diversity, equity and
inclusion. Our goal is to create a positive, equitable and
inclusive work environment for all team members and build increased
opportunities in the diverse communities we serve.
We thank those of you who joined today’s livestreams, where we
shared with you detailed data on our workforce and the status of
our business partners and our community investment, which adds to
the information we already make public, such as the data derived
from our annual SCE EEO-1 report (U.S. Equal Employment Opportunity
Commission) and Supplier Diversity Report.
Being transparent about where we are is a critical step in
creating greater accountability and identifying those areas where
we can improve. While we are not aware of other companies that have
shared this new level of detailed information about their workforce
and hiring, we believe it is the right thing to do.
We recognize the progress we’ve made to date and remain
committed to making even more meaningful change. Going forward, and
as part of our broader diversity, equity and inclusion initiative,
we will initially focus on supporting our Black colleagues to
improve their employee experience. Likewise, we will place added
attention on the Black communities we serve. We are confident that
improving the employee experience for our Black team members will
ultimately benefit our entire workforce and our communities.
To create our path forward, we took a simple and purposeful
“listen, understand and act” approach.
Listen to our employees, business partners and
communities.
Over the past year, we gained a greater understanding of the
experiences of our Black team members through a series of
facilitated discussions with Networkers, our employee Business
Resource Group dedicated to our Black employee experience. In
addition, through our internal survey, we track employee sentiment
on trust, engagement, the work itself, growth and development and
inclusion.
We also listen to our communities through employee participation
on local nonprofit boards as well as government boards and
engagement with our philanthropic partners.
Understand and gain insights from the data and what we heard from
employees’ personal experiences and our broader
community.
We sought to understand several key areas.
Representation: We are a diverse workforce. Of the more
than 13,000 women and men of Edison International and Southern
California Edison, nearly 70% are female and/or racially diverse.
We continue to see improvement over the last three years in female
and racially diverse representation at all levels of the company.
More can be done to increase female representation in leader roles.
We are at or above labor market availability (based on the most
recent 2010 census) for all levels of the company. In addition to
labor market availability, we also look at the composition of the
communities we serve. Over the long run, our efforts can contribute
to changes in labor market availability that better reflect the
communities we serve.
Pay: Generally, employees in the same roles receive equal
pay for equal work. As in broader society, group-wide average pay
for female, Black and Hispanic employees is less, due to lower
representation in higher-paying jobs.
Access: Our hiring decision-makers (recruiters, hiring
managers and interview panels) are diverse. Because of low turnover
and a robust competition for open positions, there are limited
opportunities for job promotions.
Culture and Employee Sentiment: We have a strong culture
and positive work environment. We have identified a need to improve
our team members’ overall experience, particularly as it relates to
our leaders’ ability to prioritize, communicate and focus on growth
and development.
For the last three years, our employee sentiment survey results
generally show positive trends for all employees, except in
inclusion for Black employees, which also was confirmed in our
listening sessions.
Community Building: After more than 130 years, we are
deeply embedded in the communities we serve. Last year, our
shareholders invested $23 million to support nonprofits,
predominantly in SCE’s service area, with 80% focused on programs
for diverse and underserved communities. SCE also spent more than
$2 billion with more than 650 diverse suppliers, representing 40%
of total annual corporate spend of $5.5 billion.
Act by
focusing our resources on the areas that will provide the greatest
impact
Today, we also shared a series of actions we will take, in
addition to the programs we already have in place, to address
multiple aspects of diversity, equity and inclusion.
To help make the employee experience better for all team
members, beginning with an emphasis on supporting our Black
coworkers, we will create a dashboard for officers to provide
greater accountability. In addition, we will offer programs to
enhance cultural literacy through additional training; talent
acceleration for high-potential employees by pairing them with
officers; talent pipeline building with expanded scholarships and
internships; career counseling and a third-party audit of our
HR/Ethics policies and processes will inform the development of the
programs.
To advance racial and economic equity in our communities, we
will provide additional transparency about our charitable
contributions and supplier diversity spending; pilot a new,
four-year $1 million ($250,000 annually) scholarship program to
increase diversity in the skilled craft workforce pipeline
initially focused on attracting Black participants; commit $1
million in charitable funds over the next five years to advance
racial equity in our communities; and undertake a study of diverse
businesses that are available to provide goods or services to
SCE.
This work to better understand diversity, equity and inclusion
at Edison and in our communities will serve as a catalyst for
further change and discussion around this critically important
topic, which is key to our collective future success. Recognizing
that transparency is a foundation we can continue to build on, we
plan to share this information externally and with all of you every
year through our Sustainability Report or other vehicles.
We encourage you to review the detailed information we shared
with you today here.
Thank you for your commitment to each other and our communities
as One Edison.
Pedro J. Pizarro, Edison International President and
Chief Executive Officer Kevin Payne, SCE President and Chief
Executive Officer Jacqueline Trapp, Edison International and
SCE Senior Vice President and Chief Human Resources Officer
View source
version on businesswire.com: https://www.businesswire.com/news/home/20200826005240/en/
Jeff Monford, 626-476-8120,
Jeffrey.T.Monford@EdisonIntl.com
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