2001 Triple Bottom Line Report - BC Hydro

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E M P L O Y E E I N I T I A T I V E S SAP INITIATIVE OBJECTIVE(S) KEY MILESTONE(S) ACTION(S) TO DATE Employee Involvement in Sustainability Support and expand the creative energy, capability and commitment of employees that will enable BC Hydro to become a sustainable energy company. P L A N N I N G A N D C O N S U L T A T I O N 2002 Electricity Plan Develop a preferred set of energy options to meet our customers’ needs for electricity beyond 2006. Support BC Hydro’s strategic objective to maintain public consent to operate by involving interested parties in exploring electricity supply choices and associated tradeoffs such as cost of supply. Determine baseline levels of employee awareness, understanding and engagement of sustainability. Identify the need and develop targets and measures. Develop tools to support the development of ideas by employees. Report on preferred energy options to meet long-term electricity needs, incorporating broadly based public consultation. T R I P L E B O T T O M L I N E A P P E N D I C E S | 7 9 Project plan prepared. Baseline survey prepared. Sustainability website development underway. SAP INITIATIVE OBJECTIVE(S) KEY MILESTONE(S) ACTION(S) TO DATE Project plan developed. Consultative plan designed with input gathered from key individuals. Public values collection preparation. Demand/Supply balance analyzed. Possible resource options scoped.
P E R F O R M A N C E M E A S U R E S S O C I A L I N D I C A T O R S 1. BC HYDRO’ S WORKFORCE PROFILE COMPARED TO B. C . LABOUR FORCE DEMOGRAPHIC PROFILE BY PER CENT BC HYDRO B.C. LABOUR FORCE Under 20 (Echo) 1 6 20 – 34 (Post Boomers) 16 34 35 – 44 (Boomers) 24 28 45 – 53 (Boomers) 36 23 54 – 60 (WWII) 18 6 60+ (Depression Babies) 5 4 BC Hydro shares the demographic profile common to many organizations in B.C., to a greater degree than most: BC Hydro’s workforce is older, the baby boom generation is more dominant, the retirement bulge will come earlier and the cumulative effect of retirement will be greater. Source: PAHR May 2000, 1999 Strategic Projections Inc. 2. DIVERSITY OF WORKFORCE B.C. TOTAL PER CENT BC HYDRO B.C. POPULATION WORKFORCE Women 33 51 47 Visible Minorities 13 18 16 Aboriginal People 2 4 3 People with Disabilities 4 8 7 3. TRENDS IN REPRESENTATION OF FOUR GROUPS TRACKED IN SENIOR AND UPPER LEVEL POSITIONS PER CENT MAY 1996 SEPTEMBER 2000 Women 15 20 Visible Minorities 16 17 Aboriginal People 1 1 People with Disabilities 4 3 4. AVERAGE SALARY OF THE DESIGNATED GROUP AS A PERCENTAGE OF THE AVERAGE SALARY OF THE NON- DESIGNATED GROUP REGULAR EMPLOYEES TEMPORARY EMPLOYEES PER CENT MAY 1996 SEPTEMBER 2000 PER CENT MAY 1996 SEPTEMBER 2000 Women 76 81 Women 72 78 Visible Minorities 104 102 Visible Minorities 92 90 Aboriginal People 94 93 Aboriginal People 92 101 People with Disabilities 98 98 People with Disabilities 101 94 5. PROPORTIONS OF YOUTH HIRED AMONG TOTAL, BY GROUPS TRACKED FISCAL YEAR PER CENT 1998/1999 1999/2000 Women 51 44 Visible Minorities 16 19 Aboriginal People 2 1 People with Disabilities 1 1 T R I P L E B O T T O M L I N E A P P E N D I C E S | 8 0
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E X E C U T I V E S U M M A R Y BC
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C O M M I T M E N T The decision to
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SCHOLARSHIPS We provided scholarshi
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2001 Triple Bottom Line Report - BC Hydro

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