SOURCE: Edison InternationalSUMMARY:
Our success as a company is rooted in the work of our people. We’re building a culture where everyone is encouraged to bring their whole self to work and where our teams are empowered to innovate today for the challenges of tomorrow.DESCRIPTION:
Achieve gender parity in senior operating roles by 2030
2030 goal: Full gender parity (50/50) in senior operating roles
Innovation happens when diverse minds come together. Diverse and inclusive workplaces lead to better business decisions and an environment where every employee feels supported and empowered. That’s why we’re committed to developing a team that reflects the broad diversity of the customers and communities we serve and to creating an environment that reflects our values.
Inclusion starts with our leaders. We are expanding diversity throughout our organization, including our Board of Directors and senior leadership. Our 2019 annual performance incentive award was based in part on increasing diversity of our executive and management populations. We met that goal through a year-over-year increase of 1.6% and have expanded our 2020 goal to include a broader set of managers. To support these efforts, we offer leaders the training and tools they need to ensure diverse representation throughout their teams.
While championing diversity may start at leadership, it must also be supported by the voices of our employees. In 2019, we created the Culture Congress, a cross-departmental, cross-functional group of employees who are identifying and helping advance key areas of improvement for our company’s culture. To underscore our commitment to inclusion, we are pleased to be part of the CEO Action for Diversity & Inclusion™ campaign, pledging to advance diversity and inclusion in the workplace, along with the Paradigm for Parity, a coalition of organizations committed to addressing the gender gap in corporate leadership positions by 2030.
1 Our Diversity & Inclusion goals reflect the commitment Edison International made to Paradigm for Parity in 2016.
2 4.61% self-identify as protected veterans, who are classified as a “disabled veteran”, “recently separated veteran”, “active duty wartime or campaign badge veteran” or “armed forces service medal veteran.” The remaining 1.07% self-identify as veteran (non-protected).
Tweet me: .@EdisonIntl credits its success to a work culture where everyone is encouraged to bring their whole self to work and where its teams are empowered to innovate today for the challenges of tomorrow. learn more about this diverse and inclusive culture: https://bit.ly/2WL8teu @SCE
KEYWORDS: NYSE:EIX, Edison International, Southern California Edison, SCE, Edison International 2019 Sustainability Report