PG&E Corporate Responsibility and Sustainability Report 2021

COVID-19 Response

Health and Wellness

We provide integrated solutions and programs that cover all aspects of the health and wellness of our coworkers, so our workforce can keep going strong and live healthier lives.

Our Approach

PG&E continues to focus on a prevention-first approach that seeks to improve coworker health by identifying and treating issues before they start. We believe in a comprehensive approach to wellness, which encompasses physical, emotional and financial health—and we prioritize preventive efforts in all three areas. We also continue to follow best practices from the industry and our peers.

This includes:

  • PG&E’s medical plan, and health and wellness programs, which provide comprehensive care and service options designed to promote the overall health of our workforce, including preventive services.
  • The Employee Assistance Program (EAP), which offers coworkers options to help them manage life’s demands at work and at home, from confidential counseling to referrals for legal, financial and other services.
  • Our Peer Volunteer Program, which promotes a culture of openness, acceptance and recovery, with PG&E coworkers who are in long-term recovery—from their own substance use disorder or that of a loved one―assisting others who need help.
  • A wide range of services to help coworkers manage their finances and plan for the future, including free access to a financial advisor, life and accident insurance, 401(k) and retiree benefit plans.

2020 Milestones

PG&E employees in an exercise class Due to the outbreak of COVID-19 and implementation of PG&E’s remote work guidance, many of the health and wellness programs moved to virtual or remote access to allow coworkers alternative access to services.

Highlights included the following:

Continued our on-site health clinic operations:

  • The PG&E Health Center at our corporate headquarters, which offers comprehensive primary care health services and occupational health services, remained open for coworkers and added virtual telehealth appointments. We also operate two smaller clinics in the field specifically for work-related injury care that leveraged more use of telemedicine. In addition, we have an on-site occupational health clinic at our Diablo Canyon Power Plant that continues to serve coworkers on site.

Increased emotional support services to coworkers and their families during the pandemic:

  • We provided ongoing COVID-19 communications and webinars on EAP services to support coworkers during the pandemic. Topics included working from home, stress, anxiety, depression, loneliness, financial difficulties and substance use disorders.
  • We launched a new committee under the Access Employee Resource Group focused on mental health, which has nearly 100 members, and held four PG&E-wide events on various mental health topics.
  • We held daily mindfulness meditation sessions virtually, and we incorporated psychological safety messaging into the safety briefings at the start of meetings.

Maintained coworker engagement in health and wellness programs:

  • We maintained Annual Health Screening participation rates at 80%, consistent with the prior year. Health screenings allow coworkers to learn of any chronic health risks and act on identified issues.
  • We increased enrollment to 17% for the online Health and Wellness portal and app launched in 2019. With daily reminders and tips aimed at improving healthy habits, coworkers have access to free digital and telephonic health management tools and resources.
  • We expanded dedicated virtual health coaching and wellness coordinator services to select office locations, making services accessible and convenient to coworkers working remotely during the pandemic. Health coaches work with coworkers on topics such as lifestyle/stress management, nutrition and tobacco cessation.

Measuring Progress

The percentage of employees unavailable due to health for the last three years is as follows:

Workforce Unavailable Due to HealthFootnote 1
2018 2019 2020
Workforce Unavailable Due to Health 7.9% 7.8% 6.3%
  • 1. Percentage of full-time employees unavailable for work due to long term or short-term health reasons, as measured by total workdays lost for the entire year.1