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Diversity, equity, inclusion and belonging

Industry Goal: Ensure That Diversity, Equity, and Inclusion (DEI) Are Driven From the Top.

EEI-Recommended Action:

Share Your Diversity and Inclusion Strategic Roadmap: Create a diversity council or leader within the organization who is responsible for advancing the DEI agenda and who will work closely with the CEO, the C-suite, and the board of directors in driving action to cultivate inclusive culture and talent and to provide updates on progress.

What Black Hills Energy is doing:

In support of our DEI efforts, our chief HR officer (CHRO) is responsible for advancing the DEI agenda and works closely with the CEO, C-Suite, and the board of directors. The Compensation Committee of the board of directors has direct oversight of our DEI strategy. We also created a new Manager of Diversity position to provide dedicated support and have developed a “Diversity Roadmap” of strategies, objectives and actions to guide and strengthen our diversity efforts for the next three years.

Industry Goal: Remove Barriers to Entry by Expanding and Broadening the Pool of Diverse Candidates

EEI-Recommended Action:

Eliminate Biases and Provide a More Inclusive Work Environment: Adopt policies and practices that address unconscious bias in hiring, interviewing, and training with the goal of promoting broader representation of diverse genders and people of color within the workforce. Focus efforts on development, mentoring, and sponsorship programs to retain and advance diverse talent.

What Black Hills Energy is doing:

To help attract, retain and develop diverse employees, we created additional Employee Resource Groups (ERGs) that provide support and development tools for diverse employees. Our ERGs work to foster inclusion and belonging and provide programming (e.g., a company-sponsored development conference, mentoring circles, career development workshops, among others).

EEI-Recommended Action:

Reassess Job Requirements: Identify a common industry set of critical skills for the future lineworker. Rethink how roles and responsibilities are defined using a DEI lens. Use these efforts to better inform position descriptions and to define physical requirements, critical skills, and knowledge needed for the current and future workforce.

What Black Hills Energy is doing:

We are updating job descriptions to identify and remove language that may be a barrier to diverse applicants and creating a stronger focus on transferrable skills when evaluating candidates for all jobs.

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