XCEL ENERGY RECRUITING DIVERSITY LEADERSHIP LOCATIONS EMPLOYMENT CONTACT/EXPERIENCED HIRE CONTACT THE STATS

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1 XCEL ENERGY 414 Nicollet Mall Minneapolis, MN Phone: (612) Fax: (612) LOCATIONS Minneapolis, MN (HQ) Colorado Michigan Minnesota New Mexico North Dakota South Dakota Texas Wisconsin DIVERSITY LEADERSHIP Helena Haynes-Carter Director of Diversity Mark Sauerbrey Diversity Consultant EMPLOYMENT CONTACT/EXPERIENCED HIRE CONTACT Simon Riordan Recruiter, Internships & Campus Relations THE STATS Total in the U.S. Total outside the U.S. Total worldwide Number of employees Revenue (billions) 12,130 $9+ 12,100 $9+ RECRUITING Please list the schools/types of schools at which you recruit. Private schools Public state schools Hispanic-serving institutions (HSIs) Other predominantly minority and/or women s colleges Do you have any special outreach efforts directed to encourage minority students and graduates to consider your firm? Hold a reception for minority students Advertise in minority student association publication(s) or other minority-focused publications Participate in/host minority student job fair(s) or other minority-focused job events Sponsor minority student association events Firm s employees participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Mentoring programs Pre-college and pipeline programs Post positions on minority job boards Sponsorship of multicultural events and job fairs What activities does the firm undertake to attract minority and? Partner programs with women and minority associations Participate at minority job fairs Seek referrals from other employees Utilize online job services Mentoring programs Pre-college and pipeline programs Post positions on diversity job boards Promote diversity and diverse workplace in collateral and on website Sponsorship of multicultural events and job fairs Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. What activities does the firm undertake to recruit/intern at the high school level? Offer internships 282

2 Scholarships: Funded by the Foundation to schools with the geographic footprint of the company territory and vary based on application Mentorship programs ENGINEERING INTERNSHIPS & CO-OPS INROADS Internships Deadline for application: Varies; see website Website for internship/co-op information: is a proud partner with INROADS. Founded in 1970, INROADS, Inc. is the nation s oldest, most successful nonprofit leadership development and placement organization for outstanding ethnically diverse college students. Since 1994, the Princeton Review has consistently named INROADS, with its rigorous process, one of America s Top Ten Internships. and INROADS have benefited one another through placement of students within our company, both in Denver and Minneapolis. College Recruiting Deadline for application: Varies; see website Pay: $10 to $21/hour (between high school and college/graduate level) Website for internship/co-op information: (follow the Career Opportunities sidebar link to Internships and College Recruiting ) has established relationships with selected high schools, colleges and universities in the West and Midwest, where our representatives recruit engineering students for internships and full-time positions. In addition to attending career fairs, we conduct on-campus interviews and information sessions. We continue to expand our recruiting efforts to include schools that offer programs in marketing and energy finance, and MBA degrees. In our ongoing efforts to recruit diverse candidates, partners with national and local chapters of the National Society for Black Engineers (NSBE), the Society of Hispanic Professional Engineers (SHPE) and the Society of Women Engineers (SWE). In the past, has recruited interns from the following high schools and universities: Brush High School Colorado School of Mines Colorado State University Colorado State University-Fort Collins Colorado State University-Pueblo Denver Public Schools (CO) Public Schools in Minnesota (St. Paul, Minneapolis, Becker) Amarillo Independent School District (TX) Colorado Area Public Schools (Denver, Pueblo, Grand Junction, Thornton, Brighton, Boulder, Ft. Collins, Sterling, Adams County Commissioners of Education) Eau Claire Public Schools (WI) Minnesota State Universities North Dakota State University Northwestern University University of Colorado at Denver University of Colorado-Boulder University of Minnesota system University of St. Thomas West Texas A&M Hamline University New Mexico State University Regis University (Co.) Texas Technological University South Plains College Amarillo College University of Wisconsin system Michigan Technological University University of North Dakota South Dakota State University Red Rocks Community College Examples of areas in which interns work are: Risk operations Accounting/finance Engineering (electrical, mechanical, civil, nuclear, chemical) Control center Nuclear asset management/project management Drafting and environmental services ENGINEERING SCHOLARSHIPS Foundation Deadline for application for the scholarship program: February Scholarship award amount: Ranges from $1,000 to $9,000 per school/program Website for scholarship: (Company Community: foundation@xcelenergy.com Please find detailed information online: on/pages/online_grant_application_process.aspx Does your company collaborate with any minority-support organizations like National Action Council for Minorities in Engineering and the National Academy Foundation in arranging scholarships/internship opportunities? Colorado Association of Black Professional Engineers and Scientists Girls Incorporated of Metro Denver Society of Women Engineers Rocky Mountain Section YouthCARE United Negro College Fund, Inc. Black Data Processing Associates-Twin Cities Chapter MIGIZI Communications, Inc. Visit Vault at for insider company profiles, expert advice, career message boards, expert resume reviews, the Vault Job Board and more. 283

3 Achieve Mpls Texas Alliance for Minorities in Engineering (TAME) Women in Science Endeavors The EDGE Ralls ISD Mentoring Program AFFINITY GROUPS WIN: Women s Issues Network Vision statement: Together we serve employees, increasing opportunities to enhance their quality of life, making the workplace of choice a WIN-win for all. Mission statement: The Women s Interests Network (WIN) at improves the lives of women in tangible and sustainable ways to enrich the work environment for all employees. We help women help the business by facilitating development, supporting diversity and building collaborative relationships to increase employee satisfaction and become the leader in the advancement of women. WIL: Women s Issues Link Vision statement: Women are an integral part of powering the essentials of life. Mission statement: Identify and implement innovative ideas and strategies for recruiting, developing, promoting and retaining women in energy supply. In achieving our mission we seek to change the environment and culture in which we work and to realize our potential as employees, coworkers and members of the community. SAGE: Supportive Association of Gay, Lesbian, Bisexual, Transgender and Ally Employee Network Group Vision statement: Together we serve employees, increasing knowledge, understanding and inclusiveness to enhance s workplace performance and community relationships. Mission statement: SAGE shall work with to help the company become and remain a leader in the area of workforce diversity by addressing issue relating to sexual orientation. Xcelente Vision statement: We strive for excellence as an inclusive employee network dedicated to maximizing our individual potential and collective energy, serving our customers and the community, and aligning with the company s vision and mission. Mission statement: Enhancing the company s image through community support and involvement; engaging and sharing Latino culture through awareness, discussion and celebration; providing contacts, resources and training for professional development/mentoring; cultivating the success of the company s diversity and inclusion mission through engagement, retention and recruitment. SOURCE: Strategic Organization Utilizing Resources for Career Enhancement Retain an experienced minority employee base Provide minority employees career and social networking opportunities Continue exploring the creation an American Association of Blacks in Energy (AABE) state chapter ENTRY-LEVEL ENGINEERING PROGRAMS/FULL-TIME OPPORTUNITIES & ROTATIONAL PROGRAMS Management Systems Length of program: Ongoing Geographic location(s) of program: All locations There are several training programs within the management systems division: Learning & Development (training): The L&D organization supports employees through a wide range of development opportunities, ranging from traditional business skills and professional development classes to online learning opportunities. Organization Development (consulting and coaching): Organization Development (OD) provides consulting, coaching, mentoring and team development to leaders, individuals and teams. Leadership development: Leadership development is critical for Xcel Energy if we are to build an effective organization, meet customer expectations and achieve solid business results over time. This is an era for the company in which we have the challenge to leverage talent and resources to successfully compete in a marketplace rich with opportunity. To accomplish that, needs a growing base of leadership and an increased presence of leadership attitudes and behaviors throughout the organization. The coordinated leadership development efforts at, as depicted in the Leadership Development Framework, build on guiding principles, connect to the company s behavioral based competencies and abide by the leadership development training. Mentoring programs: sponsors mentoring programs to help employees learn and grow. Virtual classrooms: Provides education at via a phone and computer. Learning Management System (LMS): Manage your learning via the Learning Management System, an online educational program. IPAD (Individual Performance & Development) process: The Minimum Requirements Length of programs: Ongoing Geographic location(s) of program: All locations 284

4 Please describe any other educational components of this program: All corporate-sponsored programs are funded by. In addition to the corporate-sponsored programs, does offer tuition reimbursement for degreed programs in higher education and certifications. The purpose of any performance management process is to help managers and employees identify and record the important items for the employee to work on during the year and rate the employee s contribution to the department objectively. The IPAD system, an eight-step process, provides a tracking tool to record progress for employees. STRATEGIC PLAN AND DIVERSITY LEADERSHIP What trends in your industry affect your corporate diversity goals, strategies and/or internal or external alliances? Workforce planning Functional affirmative action plans Underutilization reports Industry growth How does the firm s leadership communicate the importance of diversity to everyone at the firm? s CEO championed the development of s corporate diversity department. Once formed, corporate diversity amended s values to include a statement promoting a culture of diversity and inclusion plus added a corporate diversity policy, which was approved by s workforce council. has a corporate diversity strategic plan that communicates the importance of diversity and inclusion to employees, shareholders and customers. In addition, has a council on diversity and inclusion, which is comprised of 12 members including an executive sponsor, executive committee and corporate diversity liaison. It meets in person every quarter and twice a month via teleconferences. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal. How often does the firm s management review the firm s diversity progress/results? Quarterly and annually. How are the firm s diversity committee and/or firm management held accountable for achieving results? Diversity Corporate and operational company scorecards RETENTION & PROFESSIONAL DEVELOPMENT Develop and/or support internal employee affinity groups (e.g., minority or women networks within the firm) Increase/improve current work/life programs Work with minority and to develop career advancement plans Strengthen mentoring program for all employees, including minorities and women Professional skills development program, including minority and Please identify the specific steps you are taking to reduce the attrition rate of minority and. Develop and/or support internal employee affinity groups (e.g., minority or women networks within the firm) Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity Work with minority and to develop career advancement plans Strengthen mentoring program for all employees, including minorities and women Professional skills development program, including minority and Provide formal and informal mentoring opportunities to minority and What programs or initiatives have you found to be most successful in diversity recruitment and retention? The process is ongoing. DIVERSITY MISSION STATEMENT Corporate diversity creates a diverse and inclusive culture, which drives strategic advantage to ensure all employees feel valued and respected. The corporate diversity team contributes to the company s sustainability and competitive advantage by attracting, developing and retaining a diverse and inclusive workforce, and positioning the company as an employer of choice. Diversity is the essence of our work place: age, gender, ethnicity, sexual orientation, native language, geographic allegiance, race, education, background, and personality. Inclusion is the culture we build, welcoming our diversity and the opportunities that lie within the talent and knowledge Visit Vault at for insider company profiles, expert advice, career message boards, expert resume reviews, the Vault Job Board and more. 285

5 of our employees. Diversity exists while inclusion is our responsibility to ensure all employees feel valued and respected. Diversity exists: inclusion is my responsibility. ADDITIONAL INFORMATION promotes diversity and inclusion as a core value, as reflected in our code of conduct. At, diversity and inclusion extends beyond human resources policies and practices; diversity and inclusion is an integral part of who we are, how we operate and how we see our future. The integration of diversity and inclusion in our business plans is a key element that builds operational excellence. Diversity and inclusion advances the sustainability of our talent pool. We actively implement programs to attract, hire, retain and develop our talent to achieve marketplace success. We emphasize a policy of inclusion leading to higher employee satisfaction, engagement and opportunity, productivity and retention. We use industry best practices to help set our diversity and inclusion targets and the associated metrics, processes, policies and procedures. We are committed to employees impacting the business through the council on diversity and inclusion and employee network groups. Each group provides an open forum for idea exchange and action, as well as an opportunity to strengthen the linkage within our diverse communities. We support these programs because we believe diversity and inclusion enriches our organization and helps shape our future as a company and the future of all our employees. Our diversity and inclusion strategy programs reflect our commitment to fostering an inclusive workplace throughout. 286