Attracting Talent

To create a diverse and equitable workforce, we engage in many efforts to cast a wide net to attract and source top talent and build a more diverse talent pipeline. Those efforts include:

In 2022, we expanded our outreach and promotional activities. We renewed our national corporate sponsorships of the National Society of Black Engineers, the Society of Women Engineers, the Society of Hispanic Professional Engineers, and the Hispanic Association of Colleges and Universities (HACU) among others. We promote our open positions to these organizations and recruit their members. Further, our Talent Acquisition team engages with and sources talent from more than one dozen Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs). When seeking candidates for niche, hard-to-fill positions, the team makes extensive efforts to identify and recruit qualified individuals from underrepresented populations. Finally, in 2022, we added a Native Pathways internship program for Native Americans as well as “Skilled Trades Day” at our line worker training center in Lexington, South Carolina. For the latter event, 50 students from diverse schools across the Midlands area participated.

Reaching out to potential candidates is just the first step. Attracting talent also involves creating an inviting place to work. Dominion Energy does so through a variety of means, such as generous vacation, sick leave, and family leave policies; flexible work schedules where possible; opportunities for advancement; and competitive pay rates. Dominion Energy takes a total rewards approach to compensation, packaging a competitive base salary and incentive pay with robust health, paid leave and retirement benefits. Our compensation programs consider industry data as well as information about the broader labor market. We are committed to compensating employees fairly and equitably, and in accordance with all minimum wage, wage payment, overtime and work hours laws and negotiated collective bargaining agreements.

In addition, many of our work environments are designed not just for productivity but also for comfort and conviviality, as well as amenities such as fitness facilities, focus rooms, and nursing rooms for new parents.

We don’t wait for diverse job candidates to come to us; we pursue them through numerous avenues, including:

Diversity Sourcing and Workforce Development. Developing a skilled, diverse workforce is crucial to accomplishing our business goals. In 2022, we created new roles tasked with helping us do so. Those include a Workforce Development & Planning Coordinator who works with community stakeholders and industry organizations to expand our talent pool, and a Diversity Partnership & Sourcing Coordinator, who fosters relationships with HBCUs, HSIs, Tribal Colleges & Universities, and other minority-serving institutions, as well as diverse community, industry, and business organizations.

DiverseAbility Employment Program. In Richmond, Virginia, we continue to work with the Rehabilitation Research and Training Center at Virginia Commonwealth University to match our talent needs with the skills of individuals with neurocognitive conditions.

Summer Internship Program. In 2022, roughly half of our intern cohort represented a diverse community. Historically, we offer full-time employment upon graduation to about three out of four interning seniors. In 2022, three-fourths of those offered positions accepted.

Careers in Energy Diversity Student Conference. In 2022, 117 students from 24 states and territories (including Puerto Rico and the District of Columbia), representing 66 colleges or universities (including 12 HSIs and 14 HBCUs) and more than 38 majors, attended the conference. We offered internships to more than 45% of the attendees; 74% of the offers were accepted.

Building Hispanic Talent Initiative^SM. In 2022, we launched a three-year, $2-million program in partnership with HACU to improve equity in higher education. The Building Hispanic Talent Initiative^SM creates summer bridge programs to introduce Hispanic and Latino students to STEM careers and the energy industry, and to acclimate them to a university campus and the rigors of academic life. The initiative provides funding to seven institutions: Utah Valley University, Northern Virginia Community College, George Mason University, Sampson Community College, University of Connecticut at Stamford, University of Puerto Rico at Mayaguez, and University of North Carolina at Pembroke. The first year of the initiative was a success:

• 295 summer bridge students from 72 high schools were served
• 61% of those participants identified as Hispanic/Latino
• 88% were from minority groups underrepresented in higher education (i.e., Hispanic/Latino, Black/African American, and Native American)
• 68% will be first-generation college students
• Summer bridge programs exceeded their corresponding institutional Hispanic/Latino enrollment by an average of +32%
• 1,035 college credits were awarded to summer bridge participants through this initiative
• 3 in every 4 summer bridge participants indicated interest in entering a STEM related career field

HBCU Engagement Events. Through the Dominion Energy HBCU Promise^® and other avenues, we continued to support and engage with HBCUs. For example, we joined forces with Virginia State University in Petersburg, Virginia, to develop a Power and Energy Concentration for rising junior and senior engineering students. In October 2022, our CEO met with Virginia HBCU leaders to deepen the relationship between our company and their institutions.

Military Recruitment. Dominion Energy respects and values those who serve in our armed forces — not only for volunteering to keep America strong, safe, and secure, but also for the traits and skills they bring to the table as potential employees. Military veterans are value-driven, mission-focused, nimble-minded, and dauntless in the face of challenge. Having served in an institution with an exemplary commitment to DE&I, they are particularly well-suited to work in and lead diverse groups. We employ about 3,000 veterans — 17% of our workforce — and we continue to be an attractive employer to military spouses.

Our Military Fellowship Program provides service members the chance to work as interns before leaving the military. For the first time in 2022, we also brought aboard a Marine Corps officer through the Commandant’s Corporate Fellowship program. The officer was assigned to our cybersecurity division to exchange ideas and develop relationships in areas critical to the military and the utility industry.

In 2022, we celebrated the 10th anniversary of Troops to Energy Jobs. The initiative, which was spearheaded by Dominion Energy’s late Chair and CEO Tom Farrell, helps members of the armed forces transition to civilian life and find fruitful careers in our industry.

We foster diverse workforce development through a variety of ways. Among other things, we are working with the Hampton Roads Workforce Council, K-12 educators, community colleges, colleges and universities, North American Building Trades Union and its state affiliate, Virginia State Building Trades, and other partners throughout the nation to help train today’s workforce and the next generation of clean-energy employees. Since 2007, the company has been a member of the Center for Energy Workforce Development (CEWD) — a consortium of energy companies, unions, educators, and other partners dedicated to developing the workforce of the future. It is the driving force behind the Troops to Energy Jobs program that Dominion Energy helped launch in 2012.

In 2022, we became the inaugural partner with MajorClarity, a career- and college-readiness program, to develop an energy micro-credential for K-12 schools and supported the Virginia’s community-college system’s development of the Virginia Infrastructure Academy, which provides industry training credentials.