Social Indicators
Social Indicators
G4
|
TOPIC |
RESPONSE |
---|---|---|
EU19 |
Stakeholder participation in energy planning and infrastructure development |
We use a variety of collaborative processes and events to help plan and implement energy-related projects. |
EU20 |
Management of displacement impacts |
We avoid displacement of anyone to the extent feasible by careful planning during the siting phases of major projects. If displacement is unavoidable, we make fair compensation for any property transaction. |
EU21 |
Contingency planning for emergencies and recovery plans |
We have internal teams responsible for emergency preparedness and response. Operations groups engage in emergency and disaster response drills and planning. See more on our many programs to ensure safety and emergency preparedness. |
Community |
||
G4-SO1 |
Programs to assess and manage operational impacts on communities |
We engage a wide variety of stakeholders from the communities we serve. See Our Stakeholders and What Matters Most. |
Number of people displaced |
Displacement is very rare. See EU20 above. |
|
Corruption |
||
G4-SO3 |
Percent and number of business units analyzed for corruption risk |
All business units are subject to corruption risk analyses. |
G4-SO4 |
Percent of employees trained in anti-corruption policies and procedures |
All employees receive periodic training in anti-corruption policies and procedures through the Code of Business Ethics (CoBE) training. Newly hired employees are required to complete the CoBE training within 30 days of being hired. Employees who are likely to be involved in business dealings with foreign officials, who oversee third parties acting on behalf of the company in a foreign country or who travel to foreign countries on company business, receive comprehensive training on Foreign Corrupt Practices Act compliance and other anti-bribery provisions. |
G4-SO5, and G4-58 |
Actions taken in response to code of Ethics incidents |
Alleged violations of Duke Energy's Code of Business Ethics can be reported to the EthicsLine, an independent service that provides for anonymity, Human Resources or management. The following table shows annualized Duke Energy statistics for 2019, and comparisons to other companies using similar reporting tools. In 2019, Duke Energy received 2.3 reports per 100 employees related to breaches of our code of ethics. A benchmark of other utility companies using similar reporting tools reflects a median of 1.4 within a range of 0.3- 9.0 reports per 100 employees. Of the reports received in 2019, 44% were substantiated resulting in corrective action that may include verbal or written warnings, improvement plans, suspension from work with or without pay, or other disciplinary action up to and including termination of employment. ![]() |
Public Policy |
||
Public policy positions and participation in public policy development and lobbying |
We post perspectives on our external website and discuss political involvement in our Sustainability Report. |
|
G4-SO6 |
Total value of financial and in-kind contributions for political purposes |
Please see Encouraging Civic Participation in our Sustainability Report. More information on our political contributions is on our Political Participation webpage. |
Anti-Competitive Behavior |
||
G4-SO7 |
Number of legal actions for non-competitive behavior |
See our Form 10-K filed with the Securities and Exchange Commission (A search on the word "litigation" in this document leads to several references.) |
Compliance |
||
G4-SO8 |
Significant fines paid for non-compliance with regulations |
See our Form 10-K filed with the Securities and Exchange Commission (A search on the word "litigation" in this document leads to several references.) Also see the table entitled Environmental Regulatory Citations in the Environmental Performance Metrics section of our Sustainability Report. |