Submitted by Edison International
Fostering better career opportunities for underrepresented talent has never been more important, and it requires strategic investment in the right workplace policies and programs. In 2022, SCE expanded on previous successes and launched new initiatives:
Working with team members from all backgrounds provides such a tremendous benefit to SCE and its culture. The work that we do each day is more fulfilling when our culture is inclusive.”
MUHAMMAD (MO) AL-AHMAR
Principal Manager, Asset Management & Wildfire Safety, SCE
Edison International also invests in education and training that provides employees with skills and resources to integrate DEI into their day-to-day interactions and decisions. In 2022, DEI elements were introduced in the following new course offerings:
In 2023, we are investing in leaders to develop a workforce capable of implementing Pathway 2045, SCE’s analysis of the necessary steps for California to achieve its greenhouse gas emissions-reduction goals, including storing and delivering clean energy, electrifying transportation and buildings, and carbon capture. We will accomplish this by providing them with the leadership knowledge, skills and capabilities that will pass on to the next generation of SCE employees.
Edison International company values; the Edison International leadership model; diversity, equity, inclusion and belonging; and safety leadership will be standalone courses and embedded into learning. The program will incorporate tools to boost performance, improve organizational dynamics and increase leadership power and influence in order to maximize leadership impact.
Ongoing SCE programs used to build DEI skills among employees in 2022 include:
Listening to Our Employees
We undertake a variety of initiatives to promote a culture of honest feedback and open dialogue. This includes quarterly pulse surveys of all Edison International and SCE employees.
Each quarter, a stratified sample of employees are surveyed for their thoughts on what’s going well and where the company can improve — resulting in feedback solicited from each employee once annually. The survey is administered by an external vendor to ensure confidentiality and anonymity. It covers important topics such as inclusion, trust and job satisfaction. In 2022, results show we are trending upwards
in key categories such as respect, work and comfortably voicing one’s opinion. As in 2021, surveys indicate there is room for improvement in the areas of recognition, collaboration and career growth and development for all employees. Each of these areas is being addressed through initiatives contained in OU DEI Action Plans.
Listening to employee sentiment is critical to our commitment to transparency and accountability in creating a diverse and inclusive work environment. In this way, we build and promote a culture where people feel free to speak up, and we identify those areas where we can continue to improve.”
NATALIE K. SCHILLING | Senior Vice President and Chief Human Resources Officer, Edison International and SCE
Edison International (NYSE:EIX), through its subsidiaries, is a generator and distributor of electric power and an investor in energy services and technologies, including renewable energy. Headquartered in Rosemead, Calif., Edison International is the parent company of Southern California Edison, one of the nation’s largest electric utilities.
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