Duke Energy maintains a diverse, inclusive work environment built on teamwork and collaboration.

Strengthening Our Culture of Diversity and Inclusion

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Duke Energy continues its commitment to build a diverse workforce that mirrors the communities it serves and is strengthening a culture of inclusion where employees and customers feel respected and valued throughout the company. This intentional effort not only applies to today; but is a sustainable part of our culture for the next generation workforce.

Increasing the percentage of underrepresented employee groups, specifically females and minorities, is a Duke Energy priority. In fact, the company has an aspirational goal to increase the percentage of females and minorities in its workforce to 25 percent and 20 percent, respectively, by year‑end 2020. Achieving these goals will require a balanced commitment to hiring external talent and continuing to develop and promote from within.

Duke Energy has teams dedicated to recruiting diverse talent as external hiring opportunities arise. While always hiring the most qualified candidates, regardless of background, the company makes a strong effort to ensure diverse populations are aware of job opportunities when they are available.

Duke Energy representatives attend career events at historically black colleges and universities, military bases, professional societies and community events as one of the company’s many strategies to directly reach out to diverse talent and potential employees.

Strengthening a culture of inclusion takes every employee within the company understanding their part in making each other feel welcomed, respected, heard and valued for the perspectives they bring to the company.

Our Employee Resource Groups (ERGs) and Diversity and Inclusion (D&I) councils help the company understand, and value the differences among employees, customers and communities and help foster an inclusive environment.

The company’s D&I councils are embedded across the company in various business units. These councils focus on specific diversity and inclusion needs of the business and help drive inclusion deeper into the employee experience.

Strengthening a culture of inclusion takes every employee within the company understanding their part in making each other feel welcomed, respected, heard and valued for the perspectives they bring to the company.

Duke Energy has eight ERGs and numerous departmental D&I councils. They provide cultural awareness, learning and development opportunities, scholarships, represent the company at community events, recruiting assistance, professional development and business support:

  • Advocates for African Americans (A3) – attract, develop, engage and retain African American employees
  • Business Women’s Network (BWN) – professional development, personal enrichment for working women; with a focus on challenges women face in the workplace
  • disABILITY Outreach and Inclusion – empowerment and inclusion for individuals with disabilities; focusing on disability awareness through education, networking, community outreach
  • Latinos Energizing Diversity (LED) – attract and engage Latino employees by creating an engaging environment where the Latino culture is embraced by all employees
  • New to Duke (N2D) – integrate new employees to strengthen engagement and increase employee retention
  • Together We Stand (TWS) – enable our veterans to celebrate their shared service, effectively employing the skills of veterans, and make our communications stronger by supporting internal/ external veterans’ initiatives
  • We Are One for LGBT Equality (WeR1) – increase awareness and understanding of issues impacting LGBT employees and allies and maintain and encourage a work environment that is inclusive and supportive of all employees
  • Asian Inclusion Network (AIN) – this is a newly created ERG for attracting and engaging Asian employees

Membership for ERGs is open to all Duke Energy full or part-time employees regardless of race, ethnicity or cultural background. Approximately 6,000 Duke Energy employees participate in one or more ERGs, and numerous employees also participate in their departmental D&I councils.

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