We strive to find ways, big and small, to appreciate the value in our differences.
We value the different perspectives, experiences and backgrounds our people possess, as we work together with a unified purpose. We work to maintain an open and inclusive work environment where business results are achieved through the skills, abilities and talents of our diverse workforce.
Females as Percentage
25% Female – 2,244
Minority as Percentage
40% Minority – 3,580
Race/Ethnicity as Percentage of Workforce (2022)
AMERICAN INDIAN/ALASKAN NATIVE
NATIVE HAWAIIAN OR PACIFIC ISLANDER
TWO OR MORE RACES
As of December 31, 2022
Workforce diversity data and statistics are based on source information from CenterPoint Energy’s EEO-1 reports, which are posted on our website after being filed. The Equal Employment Opportunity Commission 2022 reporting deadline was postponed and tentatively scheduled for the fall of 2023.
We are working to increase workforce diversity and retention by:
- Advancing efforts for attracting and retaining diverse students through outreach to Historically Black Colleges and Universities and Hispanic Serving Institutions.
- Promoting CenterPoint Energy on college campuses to create awareness of our offerings to engineering, finance and technical occupations. We offer internships, co-ops and entry-level job opportunities throughout the company.
- Supporting best practices for promoting workforce diversity through our recruitment process, and actively recruiting and hiring veterans and individuals with disabilities.
Our College Recruiting program partners with a wide array of student organizations at schools throughout our footprint. These partnerships provide opportunities for us to engage with a diverse mix of students as they plan their professional careers. Some of these organizations include:
- Ascend Pan-Asian Leaders
- Asian Business Student Association
- Collegiate Association for Women in Construction
- Construction Student Association
- Hispanic Business Student Association
- Human Rights Campaign
- National Association of Black Accountants
- National Society of Black Engineers
- Society of Hispanic Professional Engineers
- Texas Diversity Council
We are increasing leadership diversity by:
- Utilizing talent review, succession planning and performance management outputs.
- Promoting leadership, mentorship and support as a way to grow and motivate diverse leaders.
- Reporting by Employee Resource Group leads on progress on various issues relevant to the groups.
- Employees at all levels of the company contribute to achieving these goals.
- Leveraging diverse interview panels for candidate interviews to represent our workforce diversity when we interview prospective new hires for opportunities across our company.