FirstEnergy’s commitment to Diversity, Equity and Inclusion (DEI) was the focus of a recent news article in Forbes.

The article, which also features McDonalds and Ovia Health, looks at the increased awareness around DEI in corporations since George Floyd’s unlawful death in May 2020.

In the article, Chris Walker, senior vice president, Chief Human Resources Officer & Corporate Services, shared, “We have been on our DEI journey for several years and it’s our goal to weave DEI into the fabric and culture of our organization.”

The article highlights how compensation for leadership is tied 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. The DEI KPI, which was weighted as 10% of the STIP in 2018 and raised to 15% in 2019 for managers and above, considers three factors: the number of diverse professional hires, the number of diverse succession plan candidates and improvements in certain key measures of our annual D&I Employee Survey. This year, the KPI was broadened to include supervisors whose DEI KPI is tied to the survey at 5%.

This KPI is about making our workforce even stronger than we are today. We achieve it by following a transparent, consistent and inclusive recruiting, interviewing and selection processes to ensure we identify and hire the best candidate for the job — and support their development and growth.​

Chris said that she sees the DEI KPI program as key to supporting business strategies, mission, goals, values and behaviors. Moreover, she recognizes that leadership buy-in is critical to the success of any DEI initiative, and believes that “leaders will more readily support the goals if they understand the big picture and the benefits of a more diverse and inclusive organization.”

Read the Forbes article*.

Read more about FirstEnergy’s recruiting enhancements and processes. ​

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