PSEG Making Strides in DEI Initiatives

Public Service Enterprise Group (PSEG) has released its second diversity, equity and inclusion report which details the progress the energy company has made between 2022 to 2023 in advancing not only an equitable workplace, but supporting DEI initiatives in the communities it serves.

PSEG’s efforts apply across all dimensions of diversity, including race, gender, disability, LGBTQ+ identity, generation, socio-economic status, education and all other traits and characteristics that make each person who they are.

According to Sheila Rostiac, PSEG’s chief human resources and diversity officer, the company is working to break down barriers to employment by carefully reviewing job descriptions to eliminate any unnecessary job requirements.

“We are working toward implementing innovative programs like our Pre-Apprentice Readiness Program (PREP), which would create new entry-level, skilled-trades roles. Once implemented, these efforts should broaden our applicant pool and create greater equity in the hiring process,” Rostiac said.

In 2023, PSEG launched two new programs — PSEG University and the Emerging Leaders Program — to complement its training and development curriculum. “Our investment in building a strong leadership pipeline of diverse talent is paying off; in 2022 and 2023, more than 80% of leadership roles were filled by internal candidates, of which 22% were women and 24% were racially and/or ethnically diverse,” Rostiac said.

Driving many of PSEG’s efforts, both inside and outside of the company, is its Office of DEI, which is supported by its employee business resource groups (EBRGs) and local inclusion teams (LITs).

Approximately 50 LITs help drive inclusion through PSEG’s business units and field locations. Through events and local communications, they support DEI awareness and appreciation, employee recognition, career growth and development, and volunteerism.

Meanwhile, the 12 enterprise-wide EBRGs create an open forum for employees who share a common identity and allies to meet and support one another in building community and sense of belonging. EBRG programs also offer personal, professional, and organizational support, as well as opportunities to help the local communities PSEG serves.

Additionally, the PSEG Foundation and PSEG have worked with a diverse network of thought leaders, community leaders and nonprofits to address deeply rooted barriers to social justice, equity and economic empowerment. The foundation awarded more than $8 million in 2022 to organizations aligned with its strategic pillars of environmental sustainability, social justice, equity and economic empowerment, and over $125 million in the past 25 years.

The report goes on to detail the company’s programs in place to advance various groups. For example, the PSEG Women-in-Skilled-Trades initiative recruits women for union-represented roles by partnering with external organizations, such as the Newark Workforce Development Board. PSEG women employees also serve as brand ambassadors and speak with female students at local high school and college recruiting events. Based on the company’s efforts, women in union-represented roles have increased by .8% since 2020.

Through its Neurodiversity Works program, PSEG also partners with external organizations to help qualified applicants living with neurodiverse conditions apply for careers at the company.

Overall, the representation of racially and/or ethnically diverse people at PSEG has increased 2.8% since 2019. This is 2.5% above the industry benchmark. In 2019, 26% of its workforce was racially and/or ethnically diverse, compared to 28.8% today.

Representation of women overall has increased by 0.4% since 2019, and is 6.8% below industry benchmark. Meanwhile, representation of racially and/or ethnically diverse people in management has increased 4.9% since 2019.

Meanwhile, the company’s corporate governance principles place great emphasis on board diversity, including a broad set of factors such as race, ethnicity, gender, background experience, leadership positions, skills, accomplishments, expertise, professional interests, personal qualities and other traits desirable for achieving an appropriate group of qualified individuals. As of December 1, 2023, PSEG’s board includes four women and three racially/ethnically diverse directors.

According to Ralph A. LaRossa, PSEG chair, president and CEO, “Our Inclusion for All strategy helps us achieve our talent goals. … We have made measurable progress, as [seen in the] report. While I am incredibly proud of what we have accomplished, there is more to do. To create meaningful change, we will continue our efforts to help ensure anyone who works here feels comfortable and included.”

The full report can be found here.

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