In a rapidly evolving world, a diverse workforce is one of our company’s greatest strengths.
We don’t wait for good candidates to come to us; we seek them out through multiple channels to ensure a recruiting pool that is both broad and deep.
We recruit potential employees from all walks of life, and we focus on recruiting and retaining top diverse talent through a variety of outreach efforts and a robust intern-to-employee pipeline.
To make sure we seek out a broad spectrum of qualified applicants, our recruitment efforts focus on four key areas:
- Educational institutions (e.g., trade schools, career & technical education centers, junior colleges, and universities);
- The military (e.g., armed forces transition offices, veterans’ representatives);
- Talent-pipeline organizations (e.g., the Center for Energy Workforce Development, the Society of Hispanic Professional Engineers, Society of Women Engineers, National Society of Black Engineers, community organizations); and
- Employment branding (e.g., through social media and employee resource groups).
We consider diversity in the workplace both a moral imperative and a competitive advantage. From 2016 through 2020, through commitment and intentional focus, we increased our diverse hiring by 13.4 percentage points, bringing our diverse workforce percentage to 34.6 as of year-end 2020. The company is committed to increasing diverse representation by 1 percentage point per year until we reach at least 40%. In 2020, nearly 50% of our new hires were diverse.
Technical and Military Recruitment
More than half the jobs at Dominion Energy require no college degree, so we work with career and
technical-education high schools to fill them. We also work with community colleges and community
organizations such as Goodwill Industries to help develop trained individuals for positions at our
Because of their leadership skills, mission and safety-oriented focus, attention to detail, and ability to work well inteams, we also make a special effort to recruit veterans — who make up one out of five new hires. Wehave established relationships with state departments of veterans’ affairs, military installations,representatives of the National Guard and Reserves, and other veteran-service organizations, and offera variety of benefits to those who served, including scholarships and more than 50 G.I.-Bill-approved on-the-job training and apprenticeship programs.
Our internship program provides another prolific source of company talent. Historically, more than 70% of our interns return for multiple summers, and 75% of our seniors receive offers of employment. In 2020, we offered full-time jobs to 95 of our 2020 senior student employees — more than 75%. Ninety of them accepted.
Diversity Student Conference
In 2019, we launched an annual Diversity Student Conference, a three-day conference where diverse students learn about our company and the future of energy, and explore career opportunities within the industry. In 2020, we welcomed 125 college students from 72 colleges and universities and 26 U.S. states and territories, including Puerto Rico. Of those who received an offer, four out of five accepted.
We rely on workforce input to design workspaces that meet employees’ needs for comfort, convenience, and
efficiency. For example, our headquarters on Canal Street in Richmond, Virginia, is designed to improve
employee morale, boost productivity, and sustain the company’s competitiveness in tight labor markets.
To those ends, it provides amenities such as a rooftop garden, a fitness center, focus rooms, break rooms,
and ergonomic workstations.
In 2020, we adjusted to the coronavirus pandemic by adopting a work-from-home policy for about one-third of our workforce. Lessons learned from that period are being reviewed with an eye toward flexibility regarding work schedules and telecommuting.