Problem

Pacific Gas and Electric Company (PG&E) was facing a challenge in filling hard-to-fill roles within the company. The company needed to attract diverse candidates for these roles and provide training programs to develop their skills. However, PG&E lacked a comprehensive recruitment strategy and an inclusive work culture that would foster diversity.

The lack of diversity in the workforce was affecting the company's performance, as it hindered innovation and creativity. Moreover, PG&E was losing out on potential talent due to its inability to attract diverse candidates for these roles.

Solution

We developed a campaign-driven workforce development initiative that aimed at attracting diverse talent and providing training programs for hard-to-fill roles. Our team consisted of a strategist who developed recruitment strategies, a recruitment lead who executed tailored recruitment strategies, and a DEI trainer who conducted training programs to foster an inclusive work culture.

The recruitment strategy involved targeted outreach efforts through social media platforms, job fairs, and partnerships with community organizations. We also implemented unconscious bias training for hiring managers to ensure fair hiring practices. Additionally, we provided training programs for new hires to develop their skills and prepare them for their roles.

Impact

Achieved a 30% reduction in time-to-fill for critical positions and improved workforce diversity by 25%.
Enhanced employee retention rates and fostered a more inclusive work culture, positioning PGE as an employer of choice for diverse talent.
Improved public perception following an uptick in adverse press.

"We have seen a dramatic increase in overall applicants and in our hard to fill roles."

TEAM

Rashida K. - Enterprise Strategist - Led the campaign development and implementation of recruitment strategies and oversaw project implementation.
- Oversaw the development of targeted outreach efforts through social media platforms, job fairs, and partnerships with community organizations.
- Implemented unconscious bias training for hiring managers to ensure fair hiring practices.
Recruitment Lead - Executed tailored recruitment strategies to attract diverse candidates.
- Developed targeted outreach efforts through social media platforms, job fairs, and partnerships with community organizations.
- Conducted interviews and provided feedback to hiring managers.
DEI Trainer - Conducted training programs to foster an inclusive work culture.
- Developed training programs for new hires to develop their skills and prepare them for their roles.
- Conducted unconscious bias training for hiring managers to ensure fair hiring practices.

PG&E Boosts Diversity, Reduces Hiring Time by 22%