Skip to Content

The Power of Diversity at Edison International

Edison International's commitment to DEI is longstanding, and it is integral to our company values. With DEI integrated throughout our business, and ownership and accountability by each organizational unit, we can accelerate a clean energy future — one that is just and inclusive. Through data insights and employee feedback, we continuously work to increase diverse representation across the company and to build and maintain a psychologically safe culture where all team members can thrive.

 

2022 at a Glance

Workforce diversity 71.4%
Organizational Unit 16 DEI Action Plans
Business Resource Groups 12
STEM scholarships $3.4M+
Men Advocating Real Change 17 Dialogue Teams
Philanthropic funding $20M

SCE also provides a consolidated EEO-1 report with detailed information on workforce diversity by race, ethnicity and gender over a three-year period.

EVOLUTION OF DEI AT EDISON INTERNATIONAL

Our ongoing work to advance DEI throughout Edison International and the communities we serve is guided by commitments to transparency, listening and accountability. We have implemented, refined and expanded several programs to support psychological safety, an inclusive workplace, professional growth and community health for our 13,000 employees, the suppliers with whom we spend $2.42 billion annually, and 600+ community partners.

We do our best work when we feel we belong. The clean energy transition requires the best from all of us and will only be successful if we make it equitable for everyone. The following programs highlight our ongoing commitments to DEI both internally and externally.

GREATER DATA TRANSPARENCY / DASHBOARD

  • Maintain an officer-level dashboard for continued visibility
  • Provide continued transparency through the annual DEI Report

CREATING A CULTURE OF INCLUSION

  • Offer voluntary education to all employees

TALENT ACCELERATOR

  • Accelerate the talent movement by pairing officers with high-potential talent; program began with a focus on Black employees and expanded to a broader community of underrepresented talent in 2022

TALENT PIPELINE

  • Increase Black scholarship awardees and internships; expand to a broader community of underrepresented talent in 2023

MAINTAIN DATA TRANSPARENCY

  • Issue annual Community & Economic Impact to provide details of corporate philanthropic giving and capture contributions of supplier diversity spend (e.g., jobs, wages, taxes)

INDUSTRY/EXTERNAL PARTNERSHIP & ALLYSHIP

  • Continue building partnerships through a five-year, $1 million shareholder funding program to advance racial equity in our communities

EDISON INTERNATIONAL LINEWORKER SCHOLARSHIP PROGRAM

  • Continue annual four-year $1 million scholarship program to expand diversity in the skilled craft workforce pipeline
  • Support newly hired scholars, including through the SCE Lineworker Navigator Program, which pairs each new lineworker with an experienced lineworker to increase focus on safety and retention

MARKETPLACE DEVELOPMENT & SUPPLIER DIVERSITY

  • Established a 50% or higher diverse supplier participation goal for RFPs, ensuring greater inclusion of diverse firms in our RFP sourcing activities
Back to top