Employee Experience

Diversity and Inclusion

What you should know
Diversity and inclusion are important to our company. They not only affect our bottom line, they are an integral part of our core value of One Dominion Energy — our term for teamwork. We want our employees to show up as their authentic selves so they can build a community where differences are celebrated and perspectives are broadened.
On this page

Bringing People Together

Diverse group of employee interns.

Research has repeatedly demonstrated that companies with diverse workforces perform better over time. But while that fact is noteworthy, how we treat people does not depend on dollars and cents. Dominion Energy considers diversity important not only from a business perspective, but also from an ethical perspective: Everyone has the right to be treated with dignity, respect, and fairness — and everyone has a duty to treat others that same way.

A diverse workforce also ensures that business decisions will be filtered through a rich variety of perspectives — raising internal awareness of how Dominion Energy’s activities could affect communities of color, the elderly, veterans, indigenous peoples, low-income individuals, individuals with disabilities and many others.

“Our business units spread light and warmth across the country, in the literal sense. Our business culture should spread the light and warmth of inclusion and tolerance. We should promote diversity and respect at every opportunity.”

CEO Tom Farrell

The company promotes diversity at every level within the organization through diversity councils at both the executive and business-unit level. It also sponsors employee resource groups (ERGs) to create a better sense of community and provide professional development opportunities for diverse employees. Our annual incentive plan for all leaders and employees includes diversity awareness and training goals.

These efforts have received national recognition; in August of 2018 Forbes magazine listed Dominion Energy among the top 300 companies considered the best places to work for women, as measured by employee voting and the diversity of both “boards [of directors] and executive ranks.” In September of 2018, Forbes listed the company among the best 200 companies for diversity. (For more recognition of our diversity efforts, see the Awards listings in the About Us section of this report.)

Employee Resource Groups

Dominion Energy’s ERGs bring together employees with shared backgrounds, interests or perspectives to create a sense of community. In 2018, we had six ERGs for women, African-Americans, Latinos, LGBTQIA employees, veterans and young professionals. Every ERG is open to all employees. The groups focus on community outreach, recruitment, networking, professional development, education, the exchange of ideas and support. They also improve employee engagement and raise awareness of potential barriers to creating a diverse workplace.

Members of the company's Women's Resource Group.

The Executive Diversity Council is a management committee whose members represent each business unit and are appointed by the CEO of Dominion Energy. It designs and oversees the company’s diversity and inclusion strategy, and monitors corporate performance against marketplace benchmarks and best practices.

In addition to the Executive Diversity Council, each of Dominion Energy’s business units has established its own diversity council. While each business-unit council takes its own approach, they all share a mission to ensure consistency and align with the corporate diversity and inclusion strategy.

To further demonstrate and reinforce our commitment to diversity and inclusion, Tom Farrell, chairman, president and chief executive officer, is one of 400 CEOs of the world’s leading companies to join the CEO Action for Diversity & Inclusion Initiative. Dominion Energy also is a signatory to the Edison Electric Institute’s (EEI) Diversity and Inclusion Commitment, which seeks to improve the industry’s diverse representation.

While the company is proud of its work in this area, we are eager to do more. For instance, our ERGs can be a rich source of employment referrals, but we have not yet tapped the full potential of such connections.

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