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About This Report
This report represents Dominion Energy’s effort to share our performance on diversity, equity, and inclusion.
The report focuses on the activities of Dominion Energy and the Dominion Energy Charitable Foundation in 2022. Where relevant or helpful for context, it includes historical or forward-looking information.
The report highlights workforce representation broken down by race/ethnicity and gender. The company also discloses our EEO –1 Component 1 Form data in the report.
Changes in workforce representation data related to demographics, hiring, and departures reflect both strategic workforce policies and practices and the results of mergers, acquisitions, and divestitures unconnected to DE&I efforts.
Definitions
| Term | Definition |
|---|---|
| AIP Bonus Payouts | Payouts available to non-union employees and through most of our union agreements that 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 or Latino, Native Hawaiian or Other Pacific Islander, or Two or More Races. |
| Diverse Spend | Procurement funds disbursed to a business in one or more of the following categories: Disability-owned, HUBZone, LGBT-owned, Minority-owned, Service-disabled-veteran-owned, Small disadvantaged, Veteran-owned or Women-owned. |
| Diversity | The collection of differences and similarities (e.g., race/ethnicity, individual characteristics, values, beliefs, life experiences, culture, preferences, and abilities). |
| EEO –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, 2022, EEO-1 requires the count of employees’ payroll reporting between October 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. |
| Leadership | Employees who are supervisors, managers, directors, or executives. |
| 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 maintains 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 white. |
| 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 five 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. |
| 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 or Latino, 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 | Labor Market Availability | This information reflects the availability of the working-age population within a reasonable recruitment area. Census information was provided by the American Community Survey (ACS) 2014-2018 EEO Tablesopens in a new window using occupation codes that align with the jobs held by our employee population. The reasonable recruitment area for executives is the entire United States; for leaders/individual contributors, availability was calculated using information from local MSAs/counties based on work location. |
| 5 | People in our Communities | The population of the counties in Dominion Energy’s service area. Data is based off the County Population by Characteristics from the Census Bureau website. |
| 6 | Executive Representation | Employees who are directors or executives. |
| 7 | Leadership Representation | Employees who are managers or supervisors. |
| 8 | Hires | External hires only; excludes interns. |
| 9 | Diverse Hiring Rate | 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, for any reason. Excludes interns and divestitures. |
| 12 | Separation Rate | Calculation = # of Separations / Year End Headcount |
| 13 | Voluntary Resignation | An employee departure by voluntary termination of employment. Does not include terminations due to retirement, death, long-term disability, or company-sponsored voluntary separation or retirement programs. Does not include intern terminations. |
| 14 | Voluntary Resignation Rate | Calculation = # of Voluntary Resignations / Year End Headcount |