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2016 Diversity and Inclusion Report NJR’s Commitment to Diversity and Inclusion

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2016 Diversity and Inclusion Report NJR’s Commitment to Diversity and Inclusion

At New Jersey Resources (NJR), “we believe diversity, inclusion and employee

engagement are integral to our vision, strategy, Commitment to Stakeholders

and business success. Additionally, respect for co-workers and concern for others

is equally important. Fostering an environment that values diversity and ethics

helps create an inclusive organization where we embrace, leverage and respect

the differences of our employees, customers and the communities where we live,

work and serve.” ~ NJR Diversity and Inclusion Council

Dear Stakeholders,

Diversity and Inclusion are a constant at New Jersey Resources and equal a better, stronger company. They are part of the company’s philosophy and play a critical role in our success, and link us with the communities we serve. To that end, we help foster a collaborative workplace where a broad spectrum of perspectives, backgrounds and experiences encourage creativity that sparks new ideas and improves the way we do business every day. We work diligently to ensure there are no artificial barriers that limit success — providing a place where people feel valued and are encouraged to wholly participate and reach their full potential.

Laurence Downes Chairman and Chief Executive Officer

Rhonda Figueroa Corporate Diversity Officer

 

DiversityINCLUSION

“Diversity is being invited to the party. INCLUSION is being asked to dance.~ Vernā Myers

Enhancing Stakeholder Value Through Three Pillars of Diversity and InclusionOur deliberate and intentional efforts to achieve a diverse and inclusive environment span across three pillars — workforce and workplace, customers and community and suppliers. We focus on harnessing ideas and solutions, creating a culture of collaboration, strengthening our position as an “Employer of Choice” among industry peers, reinforcing our footprint and brand in the communities we serve as well as enhancing our business performance.

STAKEHOLDER VALUESworkforce and

workplacecustomers and

communitysuppliers

79%Taking ActionDiversity and inclusion are essential to our success. These unique business traits create a collaborative environment for us that values open participation where different ideas and perspectives help us overcome challenges and achieve our goals. It means taking the necessary action to ensure a sustainable organization that is transparent, communicative and engaging.

Last year, in our efforts to enhance current practices, and identify new ways to build on our success and drive an innovative agenda, we established the position of Corporate Diversity Officer (CDO). The CDO along with members of the Diversity and Inclusion team drive NJR’s integrated diversity and inclusion strategy that aligns with our Commitment to Stakeholders (CTS) — for the benefit of our employees, customers, communities and suppliers, alike.

Our determination to seek out, listen to and leverage the voices of our diverse constituency is ongoing, with new programs designed to advance our endeavors. And to keep us on track, NJR’s Diversity Scorecard provides a cross-functional view of our efforts, establishing clear targets and measuring our success.

of customers surveyed

agree New Jersey

Natural Gas treats all

customers with dignity

and respect

o Of customers surveyed, 79 percent agree New Jersey Natural Gas treats all customers with dignity and respect.

o Today’s workforce is made up of five distinct generations — Traditionalists, Baby Boomers, Generation X, Millennials and Generation Z.

o Employee engagement scored an overall 84 percent.

o Approximately 75 percent of employees participated in at least one Diversity and Inclusion training program.

o Employees rate NJR’s Diversity and Inclusion programs 4.5 out of 5 stars.

o The inaugural Leadership Development for Early Career Women program graduated 21 women employees.

o Two new workshops introduced company-wide — Managing and Understanding Unconscious Bias, Generational Insights.

o Nearly 1,800 nonprofit organizations benefitted from financial and in-kind donations.

o Members of NJR’s management team serve on the board of directors on more than 62 local nonprofit organizations.

o More than 5,000 employee volunteer hours committed to making a difference in local communities.

o Over 180 nonprofit organizations benefitted from NJR’s employee charity drive.

o 7 percent year-over-year increase in all-time high total spend with diverse suppliers.

A Workplace for All We are over 1,000 employees strong, and the emphasis on our talented team is greater than ever as we embrace and leverage the contributions of our employees — the foundation for our collective success. Their skills and dedication are reflected in the company’s receptiveness and continued performance as an organization.

It’s important our workforce represents the communities we serve, working together toward a common goal. As an organization, we recognize how the workplace is changing. Our commitment to diversity is consistent with and subject to the non-discrimination section of our Equal Employment Opportunity Policy.

Today, our workforce is made up of five distinct generations — Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each is shaped by different life experiences, bringing distinctive skill sets and approaches to create a dynamic and harmonious workplace. At NJR, we value all generations and view them as stewards of our future success. Intellectual capital is a critical resource; and to capitalize on it, we must ensure knowledge is shared without boundaries. To that end, we have an open and trusting environment where, through succession planning, we provide employees with career development, training and lesson-learned programs to ensure sustained organizational performance.

But it doesn’t stop there. We continue our efforts to drive change to close the gap between shortages in talent of employees, and engage in good-faith efforts to meet our affirmative action goals. After all, diversity is not a one-and-done deal. It means treating these efforts like any other serious business imperative, allocating financial and human resources, implementing best practices, enhancing the hiring process and tracking our progress.

1026full and

part-time employees

o 33% are women

o 67% are men

o 53% union

o 47% non-union

Employee EngagementWe strive to ensure a workforce that is involved — where all employees are fully included, supported in developing new skills as well as recognized and appreciated for their contributions and achievements. Our Diversity and Inclusion programs are designed to encourage and engage employees. In our 2016 employee survey, employee engagement scored an overall 84 percent. Though this is a testament to creating an inclusive environment where employees are encouraged to harness their experiences and reach their full potential, we still have some work to do.

Our efforts continue to ensure our employees have the right knowledge, tools and mindset to succeed and continue our ongoing transformation as an organization.

84%employee engagement

Employee Development and Talent Management NJR recognizes the importance of cultivating future business leaders. To that end, we hold quarterly Leadership Forums throughout the year. These gatherings bring together employees with members of the management team and executive committee — designed to deliver results by building strong teams, driving innovation and working across boundaries to create thought leaders. Through NJR University, we offer professional development programs for the continued advancement of our full-time employees to help them reach their greatest potential. Programs include:

o New employee orientation

o Job skills training and certifications

o Employee and leadership development programs

o Executive coaching

o Career guidance

Moreover, our employees have access to a variety of training and development tools, including instructor led and online learning platforms designed to create and sustain change that fosters a more creative, inclusive, respectful and productive workforce and workplace. In fact, in 2016, approximately 75 percent of our employees participated in at least one Diversity and Inclusion training program.

New this year is the Leadership Development for Early Career Women program offered through the Rutgers School of Management and Labor Relations Center for Women and Work. As part of our commitment to leadership development, the six-month intensive program graduated 21 NJR women employees. Each received coaching and training on leadership development and career branding, implicit bias and cultural competency, work-life issues and social networks. In addition, they were provided with knowledge and tools they need to enhance their leadership skills and personal goals for advancement.

4.5 s

employees rate our

Diversity and Inclusion

programs 4.5 out

of 5 stars

NJR’S Diversity and Inclusion Council Our Diversity and Inclusion Council led by NJR’s CDO Rhonda Figueroa represents the diverse makeup of our company and the communities we serve, and aims to better understand and address the varied needs of employees, customers and community partners. Now in its 14th year, the Council is composed of employee volunteers from across the organization who are charged with advancing education and awareness, challenging attitudes, promoting organizational change and understanding differences and similarities through dialogue, training and sponsorship of learning initiatives.

In 2016, the Council provided workshops on current topics designed to bring light to the unique differences within the workplace and the importance of welcoming diverse perspectives including:

o Generational Insights — a workplace seminar intended to emphasize the differences among four generations in the workplace, and how to communicate effectively with each

o Inclusive Leadership — Managing and Understanding Unconscious Bias — an interactive workshop that explores how bias is formed, how it “shows up” in life and work and how to mitigate its impact in decision-making at work

o Women’s Leadership — focuses on career navigation and planning, work and life in an innovation economy and maximizing social networks to enhance leadership skills

The Council also held various events, including the Taste of Culture Cook-off, throughout the year. They provided the opportunity for employees to come together and learn about and appreciate different cultures, as well as embrace the diversity of our company.

Supporting Our CommunitiesOur service territory is as richly varied as the state itself, and NJR is particularly proud of our efforts to help nearly 1,800 nonprofit organizations in 2016 advance their mission in support of our efforts to create an inclusive and respectful climate. By supporting like-minded nonprofit organizations, we’re doing our share to make a positive impact on the communities we serve.

1800nonprofit organizations

helped to advance their

mission in support of

our efforts to create an

inclusive and respectful

climate in 2016

Lead for Diversity For the past 10 years, we have sponsored students from area high schools to attend Lead for Diversity — a yearlong initiative through the American Conference on Diversity that begins with a summer residential retreat experience. The program brings together New Jersey high school students to engage in experiential workshops and small group discussions that lead to a plan of action specific to promoting diversity and inclusion in their school or district. The action plan they create has the potential to reach the entire student population.

Management Community LeadershipMembers of our management team serve as board members on 64 local nonprofit organizations, lending their expertise and continuing to support our mission of fostering community engagement. Through their involvement, they are able to gain a first-hand perspective into the needs of the communities we serve.

Project VentureWorking with Big Brothers Big Sisters, NJR employee volunteers (Bigs) mentor students (Littles) from Asbury Park and Lakewood middle schools, sharing valuable insight into the working world and helping them build skills necessary for academic success and beyond. Each year these employees and students take part in Project Venture, sharing their experiences, as well as participating in sessions on topics such as money management, cyber bullying, nutrition and exercise, fire safety and interviewing skills.

Project Venture Bigs and Littles

600$

000Employee Volunteerism and Community SupportEach year, our employees and retirees — along with friends and families — give their time and energy to support community efforts that allow residents to live fuller, more rewarding lives. Through our Volunteers Inspiring Service in Our Neighborhoods (VISION) program and NJRYou Days, our employees are passionate about working at the grassroots level to create a lasting change. From local beach cleanups to restoring community centers, in 2016 employee volunteers spent over 5,000 hours participating in community endeavors that benefited local organizations.

The Conserve to Preserve Foundation actively supports the revitalization and growth of the communities we serve and partners with local organizations to power a brighter future. As part of our total community contributions, the Foundation donated over $600,000 to community organizations in 2016.

Through these and other volunteer initiatives, we create solid connections with our customers and community organizations — year after year.

donated to community

organizations in 2016

That spirit of giving back is also reflected in our corporate contributions, dedicating financial donations, in-kind contributions and other resources to bring about positive change. Whether contributing to social services programs or youth clubs, we are proud to support those who help so many of our neighbors.

NJR employees lend a hand at our annual NJRYou Days volunteer initiative.

Donor Choice Employee Charity Drive While hundreds of our volunteers participate in community events throughout the year, our Donor Choice Employee Charity Drive provides an opportunity for employees to give to the causes they care about most. Administered by the United Way of Monmouth and Ocean Counties, employees contribute directly to their favorite nonprofit organizations. For the 2016-2017 campaign, our employees contributed more than $150,000 to over 250 nonprofit organizations with a 100 percent dollar for-dollar company match.

Awards and RecognitionsCommunity partners recognize our commitment to customer service and advance change for our customers, employees and the communities we serve — a true testament to our team’s dedication. o Girl Scouts of the Jersey Shore Phenomenal Women Under 40: A member of

the NJR Diversity and Inclusion Council was honored for her passion in advancing the power of role models

o Tu Sello Latino: NJR was recognized for its support of the Latino community

o Diversity and Inclusion Professionals certificate from the Cornell University School of Industrial and Labor Relations: Awarded to our CDO for completing the program, further providing her with the tools and resources to advance our efforts in the workplace

Supplier DiversityToday, every market is diverse with multiple segments. That’s why we’re cultivating relationships with businesses that represent our workforce, customers and the communities we serve. By engaging with traditionally under-utilized business (such as minority-owned, woman-owned and service-disabled veteran-owned) to source products and services, we’re further diversifying our supplier base while adding value, creating growth, generating cost-saving opportunities and fueling innovation.

With a supplier base of more than 350 veteran, women and minority-owned businesses, NJR continues to identify and develop strong associations with small and diverse business enterprises. By working with these suppliers, NJR can tap into new, creative solutions, add value to our daily operations and provide suppliers with an equal opportunity to grow their business.

350veteran, women

and minority-owned

businesses

Here’s a snapshot of our 2016 efforts:

year-over-year increase in

spending with diverse suppliersat an all-time high

retention rate with diverse

business enterprises

total spend with New Jersey

businesses

7% 90% 70%

DiversityINCLUSION

Our commitment extends beyond our walls into the communities we proudly serve. Diversity enriches our culture. Inclusion enhances our success. Together, these values give us

strength to foster a resilient workforce and community. More importantly, they create a culture of empowerment

among our team that drives transformation, fosters innovation and new ideas, enriches our community and

contributes to economic growth for all our stakeholders.