Company: PCG-PB
Filing Date: 2025-02-13
Form Type: 10-K
Source: 0001004980-25-000010
Chunk: 113

Company: PG&E Corp
Filing Date: 2025-02-13
Form: 10-K
Item: Item 1
Chunk 113
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 and financial health.

All executive officer compensation is paid by PG&E Corporation.

25

Safety

The Utility’s strategy to deliver on safety outcomes focuses on employee, contractor, and public safety.  Identifying, eliminating and mitigating high-energy hazards remains a priority.  The Utility’s safety metrics include the number of actual serious incidents or fatalities (“SIF-A”) and high-energy events that could have resulted in a serious injury or fatality (“SIF-P”) where SIF-P rate measures events that could have resulted in a SIF-A per 200,000 hours worked.  In 2024, the Utility had seven SIF-A incidents, which resulted in zero fatalities and seven serious injuries, and a SIF-P rate of 0.05.  Additionally, the Utility measures DART (days away, restricted or transferred duty per 200,000 hours worked).  In 2024, the Utility’s DART was 0.7.  In particular, the Utility improved safety through the implementation of the Utility’s safety excellence management system and a focus on essential controls for high energy hazards. 

Diversity, Equity, Inclusion, and Belonging

PG&E Corporation’s and the Utility’s goal is to foster a diverse, equitable, and inclusive workforce culture where all employees find it enjoyable to work with and for PG&E Corporation and the Utility and feel they belong.  These efforts are led by PG&E Corporation’s and the Utility’s Executive Vice President, Chief People Officer, in partnership with the executive team.  The People and Compensation Committee of PG&E Corporation’s Board of Directors reviews the companies’ diversity, equity, inclusion, and belonging strategy, practices, and performance.

Key elements of PG&E Corporation’s and the Utility’s approach to diversity, equity, inclusion, and belonging include integrating inclusion and belonging into the employee experience with a focus on equity and interrupting bias in hiring, promotion, retention and compensation, heightened cultural awareness programming to encourage understanding and importance of inclusion and belonging, and integrating useful content into training, development, and performance support resources.

Additionally, the Utility’s 12 Employee Resource Groups and three Engineering Network Groups execute enterprise-wide employee programming, nominated employees lead efforts within their departments, and across the companies.  Specialized teams facilitate awareness, education and dialogue and support the groups at the enterprise level.

In 2024, women, minorities, and military veterans accounted for approximately 26%, 50%, and 7%, respectively, of total PG&E Corporation and Utility employees.  The Utility