About This Report

This report represents Dominion Energy’s effort to share our performance on diversity, equity, and inclusion.

In doing so, we want to transparently illustrate what’s working and identify gaps we need to address.

The report focuses on the activities of Dominion Energy and the Dominion Energy Charitable Foundation through 2020. Where relevant or helpful for context, it includes historical information.

The report highlights workforce representation broken down by race/ethnicity and gender. The company also discloses our EEO-1 Form data within the report.

Changes in workforce representation data related to demographics, hiring, and departures reflect both deliberate workforce policies and the results of mergers, acquisitions, and divestitures unconnected to DE&I efforts.

Definitions

Term Definition
AIP Bonus Payouts Available to non-union employees and through most of our union agreements and are distributed when the company meets certain financial, operating, and stewardship targets. Payment levels depend in part on meeting safety, environmental, and DE&I goals, which are equally weighted in AIP calculations
Ally Any person who actively promotes and aspires to advance the culture of inclusion
Asian A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam
Black or African American A person having origins in any of the black racial groups of Africa
Disability A physical or mental impairment that substantially limits one or more major life activities
Disability-owned businesses  A business that is owned, operated, managed, and controlled (51% or more) by a person(s) with a disability
Diverse Employees who identify their gender as female and/or their race/ethnicity as American Indian or Alaskan Native, Asian, Black or African American, Hispanic, Native Hawaiian or Other Pacific Islander or Two or More Races and Undeclared Female
Diversity The collection of differences and similarities (e.g., race/ethnicity, individual characteristics, values, beliefs, life experiences, culture, preferences, and abilities)
EEOC 1 Component 1 Federal annual data collection and reporting regulation that requires all private-sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit demographic workforce data, including data by race/ethnicity, sex, and job categories. The filing is required under section 709(c) of Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e-8(c), and 29 CFR 1602.7-.14 and 41 CFR 60-1.7(a). Unlike our workforce representation data, which is a headcount as of December 31, 2020, EEO-1 requires the count of employees paid between 12/1 and December 31 of the reporting year, which may differ
Employee Engagement Survey A biannual survey that measures employee engagement and experiences across varied workplace dimensions
Equity The outcome we achieve when we remove barriers and provide the opportunities and resources needed to level the playing field
Ethnicity Ethnic background or affiliation
Gender The socially constructed concepts of masculinity and femininity. For statistical reporting purposes, either male or female
Hispanic or Latino A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race
HUBZone businesses A business operating in a historically underutilized business zone where at least 35% of employees reside. Must meet all the necessary HUBZone criteria of the Small Business Administration (SBA)
Inclusion The intentional action of all employees contributing to the company’s success by supporting and respecting others so that all can bring their full selves to work
LGBT-owned businesses  A business that is owned, operated, managed, and controlled (51% or more) by an LGBT person or persons
LGBTQ+ Acronym used to signify Lesbian, Gay, Bisexual, Transgender, Queer, Questioning, Intersex, Gender-Nonconforming, Nonbinary, and Asexual people collectively
Military Veterans Any employee who had served in the U.S. Armed Forces, whether in active duty, National Guard, or Reserves
Minority-owned businesses  A business, regardless of size, that is owned, managed, and controlled (51% or more) by one or more African Americans, Hispanic Americans, Native Americans, Asian-Pacific Americans, and Asian-Indian Americans, or another ethnic minority
Native American or Alaska Native
A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.
Native Hawaiian or Pacific Islander
A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands
Non-Diverse Employees who identify their gender as male and their race as either white or undeclared
Race Any one of the groups that humans are often divided into based on physical traits regarded as common among people of shared ancestry.
Service-disabled-veteran-owned businesses  A business, regardless of size, that is owned, managed, and controlled (51% or more) by one or more individuals with a service-connected disability
Small disadvantaged businesses 
A business that is owned, managed, and controlled (51% or more) by one or more individuals who are both socially and economically disadvantaged
Sustainability How we ensure the company’s long-term success by excelling today in the areas that matter most to our stakeholders: (1) Delivering clean, reliable, and affordable energy; (2) Protecting the environment; (3) Serving customers and communities; (4) Empowering our employees
Two or More Races All persons who identify with more than one of the above five races (White, Black or African American, Native Hawaiian or Pacific Islander, Asian, Native American or Alaska Native). For the purposes of this group, identifying as Hispanic or Latino and only one of the listed 5 race groups does NOT qualify
Veteran-owned businesses  A business, regardless of size, that is owned, managed, and controlled (51% or more) by one or more veterans
White A person having origins in any of the original peoples of Europe, the Middle East, or North Africa
Woman-owned businesses  A business, regardless of size, that is owned, managed, and controlled (51% or more) by one or more women
Annotations
Annotation Term Definition
1 Workforce Representation The headcount of our workforce as of the end of a year (12/31) with breakdowns by race/ethnicity and gender.  Includes all employees, including leaders and executives.  Excludes interns
2 Minorities Employees who identify race/ethnicity as American Indian or Alaskan Native, Asian, Black or African American, Hispanic, Native Hawaiian or Other Pacific Islander or Two or More Races
3 Other Employees who disclose their race as American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, or Two or More Races
4 Undeclared Employees who chose not to disclose their race/ethnicity. They were given this option starting in 2018
5 Labor Market Availability Labor market availability is based on the size of the working-age population within a given area (based on the latest census - 2010), with an occupational census code that aligns with the skills of our employee population. Relevant availability is national for executives and local for leaders and individual contributors, based on where we typically source candidates. Data collected by third- party partner Biddle Consulting Group, Inc.
6 People in our Communities The population the counties in DE’s service area. Data is based off the 2019 estimates on BLS' QuickFacts website
7 Leadership Employees who are supervisors, managers, directors, or executives
8 Hires External hires only; excludes interns
9 Diverse Hiring Percent Calculation = # of Diverse Hires / Total Hires
10 Promotion A title change into a new job with increased responsibility, scope, and/or impact that meets one or more of the following criteria: * Progression to a higher level in an existing job series or within a job family (such as Engineer I to Engineer II or Senior Accountant to Lead Accountant) * Advancement into a higher job category (such as from Supervisor to Manager) * Higher incentive tier and/or * Significant increase in market range (typically at least 10% or greater)
11 Separation An employee departure by resignation, involuntary termination, or retirement. Excludes interns
12 Resignation An employee departure by voluntary termination. Does not include retirements or intern terminations
13 Resignation Rate Calculation = # of Resignations / Year End Headcount
14 Turnover An employee departure from the company including voluntary terminations (resignations), involuntary terminations and retirements. Excludes interns
15 Turnover Rate Calculation = # of Resignations, Involuntary Terminations and Retirements / Year End Headcount