Diversity, Equity
and Inclusion

Our DEI Aspirations

Diversity, equity and inclusion (DEI) is a core value at FirstEnergy that we believe will help us better serve our customers, improve operational performance, spark innovation, and provide a rewarding, equitable and inclusive work experience for all employees. A diverse workforce ensures we bring a wealth of knowledge and experience to our doors, while inclusion creates the atmosphere and tools needed to unlock that knowledge and experience. Recognizing and leveraging the unique strengths that each of us brings to the workplace makes us a more innovative and resilient company.

Since beginning our DEI journey in 2015, and forming a Diversity, Equity & Inclusion Council, we have taken numerous steps toward achieving our vision for a more diverse, equitable and inclusive FirstEnergy. We’re proud of the actions we’ve taken, but we strongly believe we have much more work ahead of us.

Our vision for DEI at FirstEnergy includes the following objectives:

Oversight and Accountability

High-level oversight of diversity, equity and inclusion belongs to our Corporate Governance and Corporate Responsibility Committee. To align with our companywide focus, our Board is committed to a policy of inclusiveness and actively seeks a diverse slate of candidates for director positions. The Board also has a goal to maintain a Board composition of at least 30% diverse members (by gender, race and ethnicity) for the foreseeable future. To read more about our Board’s focus on diversity, please see the Proxy Statement.

Our DEI Council (which provides regular reports to the Corporate Governance and Corporate Responsibility Committee) aims to enhance workforce diversity, create an inclusive work environment, and provide oversight and guidance for FirstEnergy's integrated diversity, equity and inclusion strategy. Our DEI team, with director-level management, is responsible for developing and executing our companywide initiatives.

DEI Accountability

We tie compensation for leadership to DEI through our key performance indicators (KPIs) and Short-Term Incentive Program (STIP). Our DEI KPI, introduced in 2018, supports our commitment by increasing leadership accountability for DEI efforts. Managers and above have 15% of their STIP weighted on the DEI KPI, which considers 3 factors: the percentage of diverse professional hires, the number of diverse succession plan candidates and improvements in key measures of inclusion in our annual DEI Employee Survey. In 2021, we broadened the KPI to include supervisors, whose DEI KPI is tied to the survey at 5%.

Building a Diverse Team

When our team reflects the diversity of the communities we serve, we can better understand and meet our customers’ needs. With this in mind, we’re taking decisive steps to accelerate the diversity of our workforce. In January 2021, we announced an aspirational goal to achieve a 30% increase from our 2020 baseline in the number of racially and ethnically diverse employees by 2025—both companywide and at the supervisor-and-above leadership level. Visit our Talent Management and Employee Development page for details on the recruiting and hiring practices critical to achieving our goal.

Our goal is to achieve a 30% increase from our 2020 baseline in the number of racially and ethnically diverse employees and leaders by 2025.
Pie chart depicting FirstEnergy’s racially and ethnically diverse population at 10% compared to the labor market in our footprint at 14%.FirstEnergy’s goal is to increase our racially and ethnically diverse employees and leaders by 30% through 2025.
Leadership is defined as supervisor and above positions. Racially/ethnically diverse refers to American Indian or Alaska Native, Asian, Black or African American, Hispanic or Latino, and Native Hawaiian or Other Pacific Islander. Demographic information is based on employee voluntary self-identification.

Fostering an
Inclusive Environment

We want to create a rewarding work environment where innovative ideas are welcomed, and all employees are treated with respect and motivated to contribute to FirstEnergy’s progress. In turn, this inclusive environment will help us achieve excellence in our operations and provide superior value to our customers, investors and other stakeholders.

Our annual Diversity, Equity & Inclusion Employee Survey captures our employees’ perspectives on our company’s efforts in this critical area. Their responses measure our progress in advancing a culture of inclusion and belonging and help drive our initiatives for improvement.

Key inclusion efforts include:

FirstEnergy MOSaic: A FirstEnergy Employee Business Resource Group Serves as a resource to FirstEnergy’s people of color and their allies and seeks to further strengthen recruitment, development and advocacy of people of color.
FirstEnergy Veterans & Allies: A FirstEnergy Employee Business Resource Group Strives to positively influence the organizational culture by ensuring the hiring and development of veterans.
FirstEnergy Women in Leadership: A FirstEnergy Employee Business Resource Group Develops current and future women leaders for senior management positions and addresses the challenges of work-life balance.
Alternate Current: A FirstEnergy EBRG for LGBTQ+ and their Allies Strives to enhance the health and well-being of the LGBTQ+ community within FirstEnergy by providing a safe and supportive environment through a partnership between corporate leadership, community members and participating employees.
THRIVE Supporting Employee Abilities: A FirstEnergy Employee Business Resource GroupServes as a resource for mental wellness and advocates for employees with physical and mental disabilities and major illnesses, as well as family members and friends who support and assist them. The group is committed to fostering an inclusive work environment where employees of all abilities are empowered to be authentic, valued and respected.
FirstEnergy Helping Women GROW: A FirstEnergy Employee Business Resource Group Ensures the professional and personal development of women in our customer contact centers and develops women leaders across the company through mentorship opportunities.
Family Network: A FirstEnergy EBRG for Parents, Caregivers and Allies Provides workplace support to foster balance between career and family, while raising awareness of issues facing caregivers and taking steps to positively change our culture around caregiving.
In 2020, more than 2,000 employees participated in Speak Up Sessions on racial equity and social justice, following the murder of George Floyd. And in the first quarter of 2021, more than 800 employees participated in the second iteration of our Speak Up Sessions, which was focused on advancing allyship in the workplace.

Supporting Social Justice
in Our Communities

‚ÄčOur employees are passionate about a range of diversity, equity and inclusion issues, and we believe that it’s imperative for us to engage with those issues. Without social justice, especially in the form of racial equity, many of our employees, customers and neighbors may not experience the same level of trust, psychological safety and comfort in their personal and professional lives. With this in mind, we have taken the following steps to support social justice in our communities:

These efforts will evolve and be enhanced as the world around us continues to change.

DEI Recognition

Bloomberg

Gender-Equality Index

Diversity Inc.

Top Utilities List, Top Philanthropy List and ESG List

GI Jobs Military Friendly Employer

Silver recognition

National Organization on Disability

Leading Disability Employer

Forbes

Best Employers for Diversity
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