Edison International’s commitment to DEI is longstanding. It is integral to our company values, and we know that when we integrate DEI across our business we are best-positioned to accelerate a clean energy future. We have made progress in increasing diverse representation across our company, and we use data insights and employee feedback to continuously improve in building and maintaining a psychologically safe work environment where all our team members can thrive.
2021 at a Glance
SCE also provides a consolidated EEO-1 report with detailed information on workforce diversity by race, ethnicity and gender over a three-year period.
Our DEI Commitments
Our efforts to advance DEI throughout Edison International and the communities we serve are guided by 10 commitments, which we established in 2020. In 2021, we implemented each of the 10 commitments, most of which initially focused on our Black colleagues and community. Many of the commitments will be expanded in 2022 and beyond to our broader employee population, to further our efforts to embrace all forms of diversity, including age, disability, race, ethnicity, gender, LGBTQ+, religion, veteran status and diversity of thought, and to support all of our team members, partners and communities.
GREATER DATA TRANSPARENCY / DASHBOARD
- Create an officer-level dashboard for continued visibility
- Provide transparency through the DEI Report
INCLUSION & CULTURAL LITERACY TRAINING
- Expand current training to include content on antiracism and microaggressions for all employees
TALENT ACCELERATOR
- Accelerate the talent movement by pairing officers with high-potential talent; start with Black employees with plans to expand the initiative in 2022
TALENT PIPELINE
- Increase Black scholarship awardees and internships
CAREER COUNSELING
- Engage career counseling vendors to help employees navigate their careers at Edison International
ASSESSMENT FOR POTENTIAL BIAS IN HR / ETHICS PROCESSES
- Engage an external third party to assess key HR/ethics policies and processes for potential biases and suggest improvements based on findings
GREATER DATA TRANSPARENCY
- Issue annual Economic Impact Report to capture contributions of supplier diversity spend (e.g., jobs, wages, taxes)
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Issue Community Impact Report to provide details of corporate philanthropic giving
INDUSTRY/EXTERNAL PARTNERSHIP & ALLYSHIP
- Join the American Association of Blacks in Energy (AABE) Energy Equity campaign
- Commit incremental $1 million shareholder funding over next five years to advance racial equity in our communities
EDISON INTERNATIONAL LINEWORKER SCHOLARSHIP PROGRAM
- Commit $1 million shareholder funding to pilot a four-year annual scholarship program supporting lineworker students to expand diversity in the skilled craft workforce pipeline, with an initial focus on attracting Black participants
MARKETPLACE DEVELOPMENT & SUPPLIER DIVERSITY
- Commission marketplace study to assess availability of diverse businesses in procurement categories where we have needs
- Use findings to inform access and spend targets, with an emphasis on Black-owned businesses