This past year taught Duke Energy a lot about listening and learning from our employees, customers and communities. It brought us closer together and furthered us along our journey to be more equitable, inclusive and transparent.
Duke Energy’s diversity and inclusion (D&I) foundation is built on these key priorities:
Learn more about the actions we are taking in each of these areas.
The culture, accountability and support for D&I starts at the top with our leadership team. We work hard to provide a culture that ensures employees feel welcomed, respected, heard and valued – and able to bring the best version of themselves to work every day. An empowered diverse workforce and inclusive workplace makes us a stronger company and provides a competitive advantage for connecting with the ever-changing needs of our customers and communities.
We believe transparency is an important part of our journey and our aspiration is to reach targets that are goal markers for D&I progress. We remain focused on our goals of increasing the representation of females and race/ethnicity in the workforce to 25 percent and 20 percent, respectively.
Our diversity data will continue to be noted in the Workforce Performance Metrics section of this report to follow our progress each year.
The events of 2020 once again illuminated the issue of systemic racism and inequity suffered by many Americans in the United States. Internally, we listened, learned and related to one another through more than 500 Pathways to Inclusion sessions. These conversations were also an opportunity for employees to share ways to make our workplace more inclusive.
These conversations sparked the formation of a new enterprise level Diversity and Inclusion (D&I) Council to reinforce the work of numerous existing business unit D&I Councils and help accelerate our progress on diversity and inclusion at Duke Energy.
Externally, the Duke Energy Foundation committed more than $2 million to social justice and racial equity organizations with $1 million in employee-directed grants. Employees from an employee-led resource group, Advocates for African Americans, and from company D&I Councils worked to identify local organizations. The company will continue to engage employees, local organizations and leaders to understand how to be a part of the long-term solutions our communities seek.
Much more work is needed to turn actions into results. We are committed to this journey and know that our success makes us stronger as a company and a community.