Diversity and Opportunity

Equal Employment Opportunity
Discrimination has no place at PPL. We open doors to qualified, motivated and enthusiastic candidates for employment and remove barriers to their personal and professional development. No one is refused employment at PPL based on race, color, age, sex, religion, national origin, veteran status, sexual orientation or disability.

PPL also is committed to affirmative action — providing enhanced opportunities for the hiring and advancement of women, minorities and people with disabilities.

PPL policy prohibits personnel decisions and harassing conduct of employees based on race, color, age, sex, religion, national origin, veteran status, sexual orientation or disability. Acts prohibited by the company include, but are not limited to epithets, slurs, stereotyping, threatening, intimidating or hostile acts, and written or graphic material that denigrates or shows hostility to any individual or group.

Each year, PPL reports workforce diversity data for affiliate companies in the U.S. to the U.S. Department of Labor.

Recruiting Candidates for Positions in the U.S.
PPL uses a variety of recruitment sources to seek qualified minority and female applicants for all job vacancies in its affiliate companies in the U.S. These sources include the PPL Web site, Internet job boards, newspaper advertisements and external recruitment agencies.

The structured and formalized college relations program includes networking with professional associations such as the National Society of Black Engineers (NSBE), the Society of Women Engineers (SWE) and the Society of Hispanic Professional Engineers (SHPE). PPL has participated in diversity career fairs and has, in the past, been involved with INROADS, a nonprofit career development organization committed to placing talented minority students in business and industry.

PPL Diversity Council
An environment where all employees feel included and valued creates greater commitment and motivation, making PPL a stronger company. PPL recognizes the diverse skills and talents of our employees and builds a culture where each individual can succeed without regard to differences.

To support that commitment, PPL has a Diversity Council to develop methods and policies that:

• Create a fully inclusive workplace to leverage the talents of all employees.
• Address diversity across all groups, including management.
• Engage employee groups for input on policies and practices.
• Promote individual development.
• Measure progress toward a more diverse workforce.

Business Resource Groups within PPL provide a means for employees with similar interests to work on projects and issues that interest them and PPL, offer personal development opportunities and pursue community outreach. The chartered Business Resource Groups as of Jan. 1, 2007, are:

• African-American Business Resource Group
• Christian Business Resource Group
• Community of Volunteers
• Gay and Lesbian Organization in the Workplace
• Latino Business Resource Group
• PPL Women's Network

Western Power Distribution (WPD) Policy on Equal Opportunity
Western Power Distribution is committed to a policy of equality in opportunity in its employment practices. The aim of this policy is to ensure that no job applicant or employee receives less favorable treatment on the grounds of sex, marital status, race (including color, nationality or ethnic or national origins), disability or other conditions not justified in law or relevant to performance of the job. WPD selects, promotes and treats individuals according to their abilities and merits and the requirements of the job. Employees are given equal opportunity and training, where appropriate, to show their ability and progress within the organization.

WPD meets the provisions and requirements of the U.K.'s Sex Discrimination Act and Race Relations Act, the Equal Pay Act and the Disability Discrimination Act. The Resources & External Affairs Director has overall responsibility for this policy.

Latin American Hiring Policy
Hiring is based on merit, qualifications and competency. Hiring decisions are made without reference to sex, race, religion, creed, color, age, national origin, ancestry, ethnicity, marital status, sexual orientation or preference, mental or physical capacity, union membership, public opinion, nationality or class origin. This policy also governs promotions, transfers, assignments and compensation.

Employees may report any incident of discrimination to their immediate supervisor, Human Resources management or the Ethics coordinator.

Employee Benefits beyond Legally Mandated
In the U.S., beyond legally required Social Security and unemployment compensation taxes, and workers' compensation insurance, PPL companies provide comprehensive benefit programs including medical, dental and life insurance; retirement benefit; and retirement savings programs to employees, eligible retirees and their dependents.

 This page addresses the following GRI indicators: 2.9, 2.18, 3.14 and HR4