Employee &
Social Indicators
Printable Version 
Community investment of more than
$15 million in 2020
The sustainability indicators listed on this page are dated as of December 31, 2020 except as otherwise noted. Please use this document for comparative purposes as historical data has been updated in some instances.
| 2020 | 2019 | 2018 | |
|---|---|---|---|
| Number and geographical location of employees | |||
| Total number of employees | 9,000 | 9,000 | 8,800 |
| Percentage employed in Canada | 53% | 52% | 52% |
| Percentage employed in Caribbean | 5% | 5% | 5% |
| Percentage employed in U.S. | 42% | 43% | 43% |
| Diversity | |||
| Employee¹ Diversity | |||
| Percentage of male employees | 69% | 69% | 69% |
| Percentage of female employees | 31% | 31% | 31% |
| Percentage of employees that are minorities² (U.S. utilities only) | 27% | 27% | 27% |
| Percentage of employees with disabilities³ (U.S. utilities only) | 4% | 4% | 4% |
| Percentage of employees that are veterans⁴ (U.S. utilities only) | 9% | 10% | 9% |
| Management⁵ Diversity | |||
| Percentage of male management | 66% | 66% | 67% |
| Percentage of female management | 34% | 34% | 33% |
| Percentage of management that are minorities² (U.S. utilities only) | 15% | 15% | 14% |
| Percentage of management with disabilities³ (U.S. utilities only) | 4% | 4% | 4% |
| Percentage of management that are veterans⁴ (U.S. utilities only) | 5% | 5% | 4% |
| Executive⁶ Diversity | |||
| Percentage of male executives | 67% | 69% | 68% |
| Percentage of female executives | 33% | 31% | 32% |
| Percentage of executive that are minorities² (U.S. utilities only) | 11% | 5% | 6% |
| Percentage of executive with disabilities³ (U.S. utilities only) | 0% | 0% | 0% |
| Percentage of executive that are veterans⁴ (U.S. utilities only) | 5% | 5% | 6% |
| Demographics | |||
| Employees¹ | |||
| Percentage of employees under 30 | 10% | 11% | 11% |
| Percentage of employees 30 - 50 | 56% | 54% | 53% |
| Percentage of employees over 50 | 34% | 35% | 36% |
| Average age of employees | 44 | 44 | * |
| Management⁵ | |||
| Percentage of employees under 30 | 5% | 6% | 6% |
| Percentage of employees 30 - 50 | 60% | 57% | 57% |
| Percentage of employees over 50 | 35% | 37% | 37% |
| Executives⁶ | |||
| Percentage of executives 30 - 50 | 41% | 45% | 47% |
| Percentage of executives over 50 | 59% | 55% | 53% |
| Turnover, retention and retirement | |||
| Annual voluntary full-time employee turnover⁷ (as % of total full-time workforce) | 2% | 3% | 3% |
| Annual involuntary full-time employee turnover⁸ (as % of total full-time workforce) | 1% | 1% | 1% |
| Annual retirement rate (as % of total full-time workforce) | 2% | 2% | 3% |
| Average years of employment for full time employees | 12.0 years | 12.0 years | 12.3 years |
| Percentage of full-time employees eligible to retire as of end of year (New) | 3.0% | 3.1% | 3.4% |
| Percentage of full-time employees eligible to retire in 5 years | 9.4% | 9.3% | 9.9% |
| Percentage of full-time employees eligible to retire in 10 years | 19.6% | 19.8% | 20.9% |
| Hiring | |||
| Percentage of job vacancies filled by existing employees | 59% | 55% | 57% |
| Percentage of job vacancies filled by new employees | 41% | 45% | 43% |
| Percentage of job vacancies filled by males | 67% | 64% | 69% |
| Percentage of job vacancies filled by females | 33% | 36% | 31% |
| Percentage of job vacancies filled by minorities² (U.S. utilities only) | 27% | 27% | 22% |
| Percentage of job vacancies filled by persons with disabilities³ (U.S. utilities only) | 3% | 2% | 3% |
| Percentage of job vacancies filled by veterans⁴ (U.S. utilities only) | 8% | 8% | 8% |
| Employee¹ Training | |||
| Total employee training spend ($M) (New) | $15.3 | $18.3 | * |
| Total spend per employee (New) | $1,704 | $2,039 | * |
| Total employee training hours (New) | 157,715 | 185,163 | * |
| Total hours per employee (New) | 19 hours | 22 hours | * |
| Annual Performance Appraisals | |||
| Percentage of full-time employees1 that received an annual performance appraisal (New) | 71% | 74% | * |
| Benefits⁹ | |||
| Percentage of full-time employees that are eligible to receive Disability Coverage¹⁰ | 98.1% | 98.1% | 98.0% |
| Percentage of full-time employees that are eligible to receive Employee and Family Assistance | 100% | 100% | 100% |
| Percentage of full-time employees that are eligible to participate in an Employee Stock Purchase Plan | 99.6% | 99.6% | 99.6% |
| Percentage of full-time employees that are eligible to receive Health Care Benefits¹⁰ | 100% | 100% | 100% |
| Percentage of full-time employees that are eligible to receive Life Insurance¹⁰ | 100% | 100% | 100% |
| Percentage of full-time employees that are eligible to participate in a Retirement Savings Plan | 97.9% | 97.8% | 97.7% |
| Percentage of full-time employees that are eligible to receive Wellness-related Perquisites¹¹ | 100% | 100% | 100% |
| Percentage of full-time employees that are eligible to receive paid sick leave (New) | 100% | 100% | 100% |
| Labour Management Relations | |||
| Total number of work stoppages | 0 | 0 | 0 |
| Annual grievance resolution rate without the use of arbitration (New) | 95.5% | 88.8% | 87.5% |
| Freedom of Association | |||
| Percentage of total workforce - unionized | 52% | 52% | 53% |
| Remuneration | |||
| Percentage of employees whose basic salary is above the local minimum wage | 100% | 100% | 100% |
| Median employee total annual compensation (New) | $136,349 | * | * |
| CEO-to-median pay ratio (New) | 74.5 | * | * |
| Economic Value Distributed ($M) | |||
| Costs paid for Energy Supply | 2,562 | 2,520 | 2,495 |
| Costs paid for Fleet, Materials and Services to top 10 suppliers at each utility | 1,240 | 1,233 | * |
| Costs paid for Finance Charges | 1,042 | 1,035 | 974 |
| Total amount paid to Shareholders in Dividends | 900 | 793 | 731 |
| Total amount paid in Employee Compensation | 1,454 | 1,352 | * |
| Total amount paid in Employee Payroll Taxes | 388 | 368 | * |
| Total amount paid in Property Taxes | 417 | 376 | * |
| Total amount paid in Carbon Taxes | 305 | 267 | * |
| Total amount paid in Excise/Sales Taxes | 315 | 323 | * |
| Other taxes paid | 29 | 18 | * |
| Community Donations ($M) | |||
| Arts & Culture | 0.6 | 1.2 | * |
| Biodiversity | 0.7 | 0.7 | * |
| Education | 2.1 | 3.0 | * |
| Environment & Safety | 0.9 | 2.9 | * |
| Health & Wellness | 1.1 | 1.6 | * |
| Small Businesses | 0.7 | 0.4 | * |
| Social Development | 3.4 | 2.1 | * |
| COVID-19 Support (New) | 5.0 | 0.0 | * |
| Other | 0.5 | 0.4 | * |
| Community Donations Total ($M) | 15.0 | 12.3 | 13.012 |
Notes:
(New) in the table above identifies new key performance indicators added this year.
The asterisks (“*“) in the table above indicate metrics added in recent years and historical data is not available.
The asterisks (“*“) in the table above indicate metrics added in recent years and historical data is not available.
(1)
An employee includes any individual who has a direct employment relationship with the company as of end of the calendar year.
(2)
An employee is considered a minority if they represent other ethnic/race groups within a country/state/province that differ in ethnicity/race/origin from the dominant ethnic/race group.
(3)
An employee is considered to have a disability if they have long-term physical, mental, intellectual or sensory impairments that may limit or restrict their movements, activities, or participation in the workplace.
(4)
An employee is considered a veteran if they are a former member of the armed forces.
(5)
An employee is considered management if they hold the position of Manager or Director.
(6)
An employee is considered executive if they hold the position of Vice President, Executive Vice President or President/CEO
(7)
Voluntary turnover includes an employee who leaves the company voluntarily (e.g., willingly chooses to resign their position), but excludes seasonal temporary employment.
(8)
Involuntary turnover includes an employee who leaves the company involuntarily (e.g., a position is terminated, an employee is dismissed or an employee dies).
(9)
The eligibility to receive these benefits may be dependant on completing a probation period, as applicable.
(10)
Employee eligibility may be impacted by insurance coverage terms (e.g., age or health of an employee).
(11)
Wellness-related perquisites include family leave, personal days-off, flexible working hours and location, and/or fitness/gym financial support.
(12)
2019 was the first year to breakdown community donations by category.