Transcription
Edison International 2020 Diversity, Equity &Inclusion Report
AT EDISON INTERNATIONAL,WE’RE POWERED BYOUR DIFFERENCES.Our unwavering commitment to diversity,equity & inclusion (DEI) reflects the richdiversity of the areas in which we serve.It’s our belief that the ability to lead thetransformation of the electric power industrytoward a clean energy future relies on thediversity of our team and a society thatenables all people to thrive. With our annualDiversity, Equity & Inclusion Report, we’reexcited to share the progress, challengesand steps we’re taking to empower ourcommunities and to build an even moreinclusive workplace for our 13,000 team members.
IN THIS REPORT1INTRODUCTION1Diversity, Equity& Inclusion atEdison International7LEADINGBY LISTENING13DIVERSIFYINGOUR WORKPLACE22BUILDINGA CULTURE OFINCLUSION27SCALINGOUR EFFORTS31APPENDIX2Perspectives FromOur Leadership3Our Approach in 20205Holding OurselvesAccountableAbout Edison InternationalEdison International (“EIX”) is one of the nation’s largest electric utility holding companies, providing safe, clean and reliable energy and energy services through its independentcompanies. EIX is the holding company of Southern California Edison Company (“SCE”), a rate-regulated electric utility that supplies electric energy to approximately 15 millionpeople in a 50,000-square-mile area within Central, Coastal and Southern California. EIX also owns Edison Energy*, a global energy advisory company delivering comprehensive,data-driven energy solutions to commercial, institutional and industrial users to meet their cost, sustainability and risk goals.*Edison Energy is not the same company as Southern California Edison, the utility, and Edison Energy is not regulated by the California Public Utilities Commission.
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTDIVERSITY, EQUITY & INCLUSION AT EDISON INTERNATIONALWe work continuously to embed DEI into our company’s culture, programs, processes and policies. Here’s a snapshotof where we are today and where we’re headed in the future.GlobalIntroductionPowered by ourdifferences1, 2Employees’feedback shapesour actions69.9%Leadingby ListeningTotal WorkforceDiversity3DiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendix Listening Tours Pulse Surveys Employee-based BusinessResource Groups (BRGs) Self ID Campaigns and more60.7%32.0%Racially or LGBTQ We’re creating a cultureof belonging81%of employeesfeel included92%say they are proudto work at EdisonInternationalConnectivity andcollaboration aboundWe’re focused on whatmore we can do12 Committing to greater transparencywith our DEI reportemployee-basedBRGs50 90 listening sessionsin 2020advocacy and community-basedorganization partners1 Culture Congress Building a holistic safety culture thatputs DEI front and center Taking action to improve the employeeexperience beginning with our Blackteam members
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTPERSPECTIVES FROMOUR LEADERSHIPOur DEI efforts in 2020 were amplified by both the COVID-19 pandemic’s disproportionateeffects on racially and ethnically diverse communities and the heightened focus on socialand racial justice felt all over the world. We focused on:GlobalIntroduction increasing transparency about what we’ve accomplished and what challenges remain listening to and understanding employee experiences so we can prioritize the issuesthey care about most accelerating programs that increase inclusion and equity within our company, communitiesand supplier base providing equal opportunities for women in our workplace, with a goal of gender parityin executive roles by 2030 creating a workplace where employees feel free to be themselves, take risks and speakup without fear of negative consequencesLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendixAt Edison International, we know that diversity, equity & inclusion(DEI) lead to innovation, creativity and collaboration. We have a highlydiverse team that brings unique perspectives, skills and strengthsto work every day. When we embrace these attributes, we are bestpositioned to accelerate a clean energy future and deliver superiorvalue to customers and shareholders.Being transparent about wherewe are is a critical step increating greater accountability.Going forward, as part of our broader DEI efforts, we will initially emphasize our supportof Black colleagues to improve their employee experience, which ultimately benefits ourentire workforce and communities.We’ve made progress in our efforts to build a more diverse and inclusive culture whereemployees know they belong. We remain committed to making even more meaningfulchange in the future.We are proud to present Edison International’s annual Diversity, Equity & Inclusion Report,which we believe is one of the most comprehensive sets of corporate DEI data available.We trust you will learn more in the pages that follow about our progress and challenges,and the steps we take to make our company a more inclusive workplace.Pedro J. Pizarro (left)President &Chief Executive Officer, EIX2Kevin M. Payne (center)President &Chief Executive Officer, SCEJacqueline Trapp (right)SVP & Chief Human Resources Officer,EIX and SCE
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTOUR APPROACH IN 2020Edison International celebrates the unique experiences and perspectivesof our team members, who come together to help us accelerate a cleanenergy future, better serve our customers and play an active role withinthe diverse communities around us.GlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendix3Throughout our history, we’ve taken steps to build a positive, equitable and inclusive environmentfor all employees and to create opportunities in our communities. In spite of new challengespresented by COVID-19, 2020 was a year in which our focus on DEI increased, due to thedisproportionate effects on communities of color, as well as the killings of George Floyd,Breonna Taylor, Ahmaud Arbery and others. We are unwavering in our commitment to doour part to eliminate systemic racism.We commit to: L isten to our employees, suppliersand communities U nderstand and gain insights fromdata and personal experiences A ct by focusing our resources onthe areas that will provide thegreatest impact
EDISONINTERNATIONALIn 2020 our DEI efforts focused on:2020 DIVERSITY,EQUITY & INCLUSIONREPORTGaining actionable insightsfrom data and personalemployee experiencesGlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendixFocusing our efforts and financialresources on the areas that willprovide the greatest impact inour communitiesRemaining steadfast inadvancing equity and inclusionfor all, while increasingour focus on opportunitiesfor Black colleagues andcommunities through newand existing initiativesIncreasing transparency andaccountability by sharingdetailed data on our workforce,suppliers and communityinvestment in an August 2020public disclosure4To remain transparent and accountable, we’ve also committed tosharing detailed data on our workforce, suppliers and communityinvestments, as outlined on pages 15–17—one of the mostcomprehensive sets of DEI data in our industry and beyond1.Governance & TransparencyWe believe it is important to fully integrate DEI into the business witha C-suite executive who has the ultimate authority and responsibilityto continue the progress we’ve made in representation, pay, access andemployee sentiment. Our Chief Human Resources Officer has executiveresponsibility for DEI. We have a dedicated Diversity & Inclusion (D&I)team within Human Resources responsible for the development,leadership and execution of strategies, programs, tools and processes tobuild and sustain a culture of equity, inclusion and belonging at Edison. TheD&I team provides thought leadership and collaborates with their internalpartners across the company to advance DEI initiatives. Additionally, ourrobust network of BRGs amplifies the voices of our diverse employees andfosters connectivity and collaboration across all levels.Initiatives to expand diversity throughout our organization are overseenby our Board of Directors and led by our senior leadership. Currently,7 of Edison International’s 11 Board members are diverse in terms ofgender, race, ethnicity and/or LGBTQ identification, including four women.We are working to increase the racial and ethnic diversity of our leaders,and last year we met that goal through a year-over-year increase of 0.6%with an overall race and ethnic diversity of 49.4%.
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTHOLDING OURSELVES ACCOUNTABLEIn 2020 Edison International made 10 commitments to advance DEI throughout the company andthe communities we serve.COMMITMENTGlobalIntroductionLeadingby ListeningACCOMPLISHMENTS AND NEXT STEPSINTERNALGreater Data Transparency/Dashboard Data shared through our 2020 DEI update and this report Share data regarding representation, pay, turnover andemployee sentiment Create and deploy standard people metrics dashboard in 2021 Create officer-level dashboard for continued visibilityDiversifyingOur WorkplaceInclusion & Cultural Literacy Training Expand current training to include content on anti-racismand microaggressions Train all employees in 2021 and monitor for expected increasein Inclusion Index of employee sentiment survey over thefollowing yearBuildinga Cultureof InclusionTalent Accelerator First assignments determined in 2020 Accelerate talent movement by pairing officers with highpotential talent (start with Black managers with plans toexpand the initiative) Track and measure results by employee development over thenext two to three yearsTalent Pipeline Measure success rate of converting more Black interns andscholars to full-time employeesScalingOur Efforts Increase Black scholarship awardees and internshipsAppendixCareer Counseling Hire career counselors to help employees navigate their careersat Edison International, starting with a pilot for the Networkersmembership, our BRG supporting our Black employeesAudit for Potential Bias in HR/Ethics Processes Engage external third party to audit HR and ethics policies andprocesses for biases, such as racial and gender, and improvethese based on findings5Note: Exclusive of Edison Energy commitments. Hired new career counselor and established pilot programin 2020 Create metrics to determine efficacy of career counselorprogram and impact on employee career paths over18-36 months Complete audits of three key HR/ethics processes by endof 2021
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTCommitments continuedCOMMITMENTACCOMPLISHMENTS AND NEXT STEPSEXTERNALGlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceGreater Data Transparency Issue annual economic impact report in 2021 Issue annual economic impact report highlightingcontributions of supplier diversity spend (e.g., jobs,wages and taxes) Issue annual community impact report in 2021 Issue annual community impact report providing details ofphilanthropic contributions and featuring nonprofit partnersIndustry/External Partnership & Allyship Joined AABE Energy Equity as a partner in 2020 Join the American Association of Blacks in Energy (AABE)Energy Equity campaign Awarded initial 100,000 contribution to Black Equity Collectiveand 25,000 to African American Alliance Fund in 2020 Commit incremental 1 million shareholder funding over nextfive years to advance racial equity in our communitiesSkilled Craft Scholarship ProgramBuildinga Cultureof InclusionScalingOur EffortsAppendix6 Launch in 2021 Commit 1 million shareholder funding to pilot four-yearannual scholarship program supporting lineworker studentsto expand diversity in the skilled craft workforce pipeline, withan initial focus on attracting Black participantsMarketplace Development & Supplier Diversity Commission marketplace study to assess availability of diversebusinesses in procurement categories where we have needs Use findings to inform access and spend targets, with anemphasis on Black-owned businesses Issue study in 2021
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTGlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendixLEADING BY LISTENINGOur commitment to DEI begins with listening. No one is better positioned to shapeour DEI priorities than the employees who come to work at Edison each day. Formany years, we have gathered employee feedback through ongoing surveys andlistening sessions and taken action to address issues such as bullying, harassmentand poor behavior, to ensure we all can bring our best selves to work. By listeningto employees first and then responding, we are better able to represent their voicesand address the issues they care about most, in order to drive lasting change.7Where We Are Today23sentiment metricstracked by pulsesurveysGenerally positiveand improvingemployeesentiment; however,Black employeesfeel less includedthan others
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTGlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionOur Listening InitiativesEdison International undertakes a variety of initiatives to promote a culture of listening and open dialogue. Among many benefits, this helps us buildcohesive teams, effectively and quickly address team members’ concerns and better retain our talent. Recently, we hosted a series of heart-felt dialoguesamong our teams through facilitated discussions that include:ScalingOur EffortsAppendixSwitch,Engage &ConnectLeading withHeartSpace4DialogueQ1/2019Q4/20192018 Enterprisewide training toenhance safety culture Goal: To increase physical andpsychological safety8Leading withCourage onInclusionQ3/2020 Facilitated conversationsaddressing the topics of bullying,harassment and poor behavior. Focused on Edison International’svalues and guiding behaviors Goal: To further increase trustand psychological safety Series of conversations withBRGs, beginning with Networkers Focused on soliciting diverseviewpoints and feedback onprograms and practices Goal: To listen and understandthe experiences of our employees Enterprisewide,facilitated discussions Created safe-spaceconversations focused onrace and social justice Goal: To raise awareness ofunconscious bias and furtherbuild a culture of inclusion
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTGlobalIntroductionLeadingby Listening2020 Progress & What We LearnedA Focus on Our Black ColleaguesOur listening sessions and survey data revealedthat Black employees do not feel as included,valued and heard as members of other groups do.Recognizing the need to improve the employeeexperience for our Black colleagues, in 2019 weconducted 11 Space4Dialogue sessions throughour Networkers BRG. Facilitated by an externalexpert, these sessions aimed to gain a deeperunderstanding of the challenges Black employeesface in the workplace and how Edison Internationalcan better support them.During these candid conversations, we heardabout painful experiences that some of our Blackand other racially and ethnically diverse employeeshave had in the workplace that included: Perceptions that our DEI commitment goesin cycles and is not always consistent Feelings of symbolic inclusion versusactual inclusionDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendix9POWERED BY OUR DIFFERENCESCarolyn Policy EngagementCarolyn is a senior advisor on the Policy Engagement team and isresponsible for leading both internal and external engagementswith SCE's community partners, in particular communitiesespecially vulnerable to or affected by environmental damage.She also manages relationships with participants of the CleanEnergy Access Working Group. Carolyn is a passionate advocatefor women’s empowerment and leadership, earning a reputationas a master connector for having helped make connections amonghundreds of women based on their professional interests. Carolyn was thefirst Black President for Edison International’s Women’s Roundtable BRG,former President of Networkers and currently a strategic advisor. She alsoco-created the Space4Dialogue framework in 2016. Experiences of bias and insensitivity toemployees’ race Pockets of low-level effectiveness of managers Areas where “who you know” seemed tomatter more than performance Perceptions of being asked to do the work butnot being given the opportunity to move up Reported physical manifestations of stressand anxiety from racial battle fatigue Fear of speaking up Concerns that the HR and ethics teams areprotecting the company, rather thansupporting employeesWe are increasing efforts to make EdisonInternational a more inclusive and psychologicallysafe workplace for all employees. From thesediscussions, we created the DEI action plan thatwas released in August 2020. See page 5 for ourDEI commitments.
EDISONINTERNATIONALGathering Feedback Through Pulse Surveys2020 DIVERSITY,EQUITY & INCLUSIONREPORTWe conduct pulse surveys throughout the year,seeking input from each employee once annually,to understand what employees think is workingand where we can improve. This survey includesquestions pertaining to DEI and tracks employeesentiment on trust, engagement, the work itself,growth and development and inclusion. SpecificDEI statements include:GlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendix10 Edison International encourages andpromotes diversity of backgrounds, talentsand perspectives. I am treated with respect at work. I am comfortable voicing my ideas and opinions,even if they are different from others’.Employees have indicated that they are proud towork at Edison International and feel a strongalignment with the company’s strategy. We sawpositive year-over-year trends in 2020 amongalmost all employee groups and strengths inthe areas of trust, engagement and the workitself. However, the feeling of inclusion amongBlack employees decreased from 2019 to 2020.While concerning, we are optimistic that ongoingDEI efforts, as well as the commitments wemade in August 2020, will help to improvefeelings of inclusion in future years.Additionally, surveys indicate there is still workto do to improve growth and developmentopportunities for all employees. We believe thatemployee dissatisfaction around growth anddevelopment opportunities may be partiallyattributable to lower-than-benchmark turnoverrates within the company which makes it harder toadvance employees quickly. Our talent acceleratorand career counseling commitments (see page 5)are expected to improve these results.Additionally, employees and their managers worktogether to create employee development plansas part of our annual goal planning process.2020 Pulse Survey Key TakeawaysKey TakeawaysSupporting Evidence from Pulse (Employee Sentiment)Survey 42020EdisonInternational 42019EdisonInternational 52020Benchmark 6Employees are proud towork for the company andfeel a sense of alignmentbetween their work and thecompany’s strategy“I am proud to work for Edison International” is our highestscoring item92%85%78%“I can see a clear link between my work and Edison’sstrategic objectives” is the third-highest-scoring item87%71%70%Leaders can do better atmotivating employees“I receive appropriate recognition when I do a good job” isthe third-lowest-scoring item65%56%60%Leaders do not alwaysinvest in driving employeegrowth and developmentIn the Growth and Development category, ”My immediateleader helps me in my career development” is our greatestarea of opportunity67%66%—In the Growth and Development category, “I receivefeedback that helps me improve my performance” is oursecond-lowest-scoring item69%60%71%Source: Sample from 2019 and 2020 Pulse Survey data for EIX and SCE and 2020 Pulse Survey data for Edison Energy; scores 70% and higher for Pulse are generally seen as strengths; 2020 Qualtrics Utility Benchmark
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTPositive Trend in Sentiment Across Almost All CategoriesMore needs to be done to increase inclusion for Black employeesTrustEngagementThe Work ItselfGlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendix11Growth and DevelopmentInclusion 7
EDISONINTERNATIONALImproving Pay Equity2020 DIVERSITY,EQUITY & INCLUSIONREPORTIn 2016, we signed the Obama Administration’sWhite House Equal Pay Pledge to underscoreour commitment to helping reduce the nationalpay gap. We recognize our role in ensuring payequity, and we are committed to doing our partto level the playing field. Our 2020 analysisconfirmed that, on average, employees in thesame role receive equal pay for equal work.GlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsPOWERED BY OUR DIFFERENCESJenny Scientific Mitigation and RestorationJenny is a scientific advisor for the Mitigation and RestorationSection in SCE’s Environmental Services Department. In thisrole, she was a project manager responsible for leading thecompany’s most prominent habitat recovery projects. Shemanaged the final construction phase of the largest kelpreef in North America, consisting of 200 additional acres ofartificial reef constructed as mitigation for the operation of SanOnofre Nuclear Generating Station. She oversaw the recovery ofexpansive terrestrial habitats, including woodlands in the Angeles National Forestand riparian forests and native scrub habitat throughout the service territory.Because of the hazardous environmental conditions of this work, she led arigorous contractor safety program on her projects to avoid serious injuriesand/or fatalities. Jenny is a member of our Women’s Roundtable BRG.However, we know that to achieve comparablepay for people in the same group but differentroles, more must be done to diversify therepresentation in those roles. For example,for women to have equal pay to men, we willneed more women in traditionally male-heldroles and vice versa.Pay Equity 8 for Employeesin the Same RolePay Comparison 8 for Employeesin the Same GroupPay for employees in the same role doing the samework compared across groups (e.g., female comparedto male, racially/ethnically diverse compared to white)Pay for all employees within a group compared to allemployees in another group (e.g., female comparedto male, racially/ethnically diverse compared to white) 1.00Appendix 0.99 0.99 0.99 0.99 0.84Female12AsianBlackHispanicFemaleAsian 0.87 0.85BlackHispanicDisparity in pay comparison for employees in the same group are driven by representation rather than a pay gap. For these groups,underrepresentation in higher-paying roles drives the lower pay ratio.
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTGlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsDIVERSIFYING OURWORKPLACEAppendixTransforming the electric power industry to help create a cleanenergy future takes all kinds of talent, backgrounds, identitiesand experiences working together. That’s why it’s critical wehave a workforce that represents the broad diversity of thecustomers and communities we serve. It is equally importantthat our work environment reflect our values. We embrace allforms of diversity, including age, disability, race, ethnicity, gender,LGBTQ , religion, veteran status and diversity of thought—allof which is seen in today’s Edison International workforce.13Where We Are TodayNearly70%workforce diversity(female and/orracially or ethnicallydiverse)Goal to reach fullgender parity forexecutive positionsby 2030Workforce diversitygenerally meetsor exceeds labormarket availabilityat all levelsLeveraging our richhistory with our BRGsto listen to theirexperiences and tapinto their networks tobuild a pipeline ofdiverse talent
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTProgress & HighlightsOur Diverse WorkforceGlobalIntroductionLeadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendix14We’re committed to an inclusive workplace thatempowers diverse talent. One way we measurethe effectiveness of our efforts is by regularlytracking employee demographic data, as wellas new hires and turnover rates, by age, race,ethnicity and gender.Additionally, employees are periodically invited toparticipate in a voluntary Self ID survey throughwhich they can self-identify against metrics thatinclude gender beyond the binary choice offemale/male, sexual orientation, veteran anddisability status.POWERED BY OUR DIFFERENCESNicole Customer Programs and ServicesAs vice president of customer programs and services,Nicole plays a key role in advancing SCE’s Pathway2045 vision, with responsibilities that include buildingelectrification, transportation electrification, energyefficiency, demand response, customer-sited distributedenergy, customer experience, marketing and digitalcommunications. Nicole is a passionate advocate forDEI within the company.Edison International is committed to buildinga workforce that reflects the diversity of thecommunities we serve. When we bring togetherdiverse talent, we meet the unique needs of ourcustomers better, empower our communities andbuild an even more inclusive workplace for ourteam members. Overall, we see positive trends inracially and ethnically diverse representation atall levels, with representation generally meeting orexceeding labor market availability. When EdisonInternational exceeds labor market availability, itmeans the diversity of our workforce generallyexceeds the diversity of the pool of availabletalent we recruit from.36.1%34.0%of executives are female andare racially or ethnically diverse
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTGlobalIntroductionLeadingby ListeningPhoto taken before COVID-19DiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsAppendix15Positive Trends in Female & Diverse RepresentationWe have seen an increase in workforce diversity for the past three years.Female RepresentationRacially/Ethnically Diverse RepresentationCURRENTINTERNAL TREND 10CURRENTINTERNAL TREND 10GroupEdisonIntl.Labor1 YearMarketAvailability 123 YearGroupEdisonIntl.Labor1 YearMarketAvailability 123 YearExecutives36.1%36.4%(national) 1.4% 9.5%Executives34.0%20.4%(national) 0.0% 4.5%Leaders26.0%28.0%(local) 1.4% 2.7%Leaders49.4%46.5%(local) 0.6% 3.7%AllWorkforce 932.0%31.5%(local) 0.7% 1.4%AllWorkforce 960.7%47.6%(local) 1.3% 3.7%Note: The Department of Labor requires companies to compare their workforce to labor market availability, based on the latest census (currently 2010) of qualified talent for various positions.Source: Edison International, SCE and Edison Energy data as of 12/31/2020, excludes interns and employees on leaves of absence. Edison Energy data was not included in the prior diversity data updates, but is included in thisreport. The effect of adding Edison Energy data is relatively small because of their small numbers. It had a slight effect on the executive numbers because of the smaller population.
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTDiverse Representation Generally Meets or Exceeds Labor Market AvailabilityWe compare the diverse representation of our workforce against labor market availability and the composition of the communities we serve. Labor marketavailability is calculated by taking the latest census data to give a sense of the reporting working-age population in a local or national area, depending onoccupational census codes that align with the skills of our employees 11. Relevant availability for executives is national but local for leaders and workforce, basedon where we typically source candidates. Comparisons are helpful in determining where we might address larger societal issues, such as socioeconomicfactors that can limit access to higher education, through grantmaking or community programs.Executives 13GlobalIntroductionLeadingby ck6.1%HispanicDiversifyingOur WorkplaceOther16WhiteBuildinga Cultureof InclusionScalingOur s14GroupEdisonInternationalLocalAvailability %Black6.1%5.2%7.0%10.9%7.2%40.0% 15Hispanic26.1%25.8%40.0%153.4%1.8%3.0%Other 164.5%2.4%3.0%66.0%79.6%39.0%50.6%53.5%39.0%All Workforce (including executives and .0% 6Leaders 13OurCommunities14White
EDISONINTERNATIONAL2020 DIVERSITY,EQUITY & INCLUSIONREPORTA Diverse Workforce From Many Different PerspectivesBy Tenure0-5 Years 15.0% 5-10 Years 11.6%0-5 Years 8.1% 5-10 Years 9.7%0-5 Years 26.1% 5-10 Years 14.8%GlobalIntroduction 10 Years 73.5% 10 Years 82.1% 10 Years 59.1%Leadingby ListeningDiversifyingOur WorkplaceBuildinga Cultureof InclusionScalingOur EffortsExecutiveLeaderWorkforceBy Generation 17Traditionalist 0.0%Traditionalist 0.0%Boomer 35.4%Boomer 29.3%Traditionalist 0.1%Boomer 21.2%Gen X 43.9%AppendixGen X 54.6%Gen X 60.5%Millennials 32.9%Millennials 4.1%Gen Z 0.0%ExecutiveNote: Numbers in charts may not sum to 100% due to rounding.17Millennials 16.2%Gen Z 0.0%Gen Z 1.9%LeaderWorkforce
EDISONINTERNATIONALA Focus on Gender Parity2020 DIVERSITY,EQUITY & INCLUSIONREPORTRepresenting 32% of the workforce, women play a large part in oursuccess. Among many other roles, our female t
EIX is the holding company of Southern California Edison Company ("SCE"), a rate-regulated electric utility that supplies electric energy to approximately 15 million people in a 50,000-square-mile area within Central, Coastal and Southern California. EIX also owns Edison Energy *, a global energy advisory company delivering comprehensive,
