Dr. Victor (Vic) Baker, MBA, EILP, CMC

The energy utility companies have served as the face of resistance to fair employment for African Americans despite the liberal popularity of diversity management programs. This research is a case study of efficacy of Title VII’s impact on African American employees employed in the energy utility industry in the state of California. The case study relies on 201 employment discrimination complaints filed between 2014–2020 with the California Department of Fair Employment and Housing against the… Show more

The energy utility companies have served as the face of resistance to fair employment for African Americans despite the liberal popularity of diversity management programs. This research is a case study of efficacy of Title VII’s impact on African American employees employed in the energy utility industry in the state of California. The case study relies on 201 employment discrimination complaints filed between 2014–2020 with the California Department of Fair Employment and Housing against the four investment-owned utilities in California. The case study indicated that the majority of employment race-discrimination complaints are filed by African American employees. The aggregate reasons for complaints are consistent across all utility companies, with high rates of African American employees experiencing harassment, retaliation, and a lack of internal mobility. The analysis of the complaints revealed a lack of procedural accountability in (a) promoting, (b) employee evaluations, (c) harassment, and (d) expulsion across all utility companies. Furthermore, the inconsequential procedures designed to curve harassment and retaliation carelessly promote an acceptable culture of inequity. Each utility company’s diversity management programs dilute the focus of African American inequities in lieu of other despairing groups who are largely made up of the same salient racial and gender in-group. Moreover, utility companies are misrepresenting the success of diversity programs with a statistical aggregate that purposely misleads and often hides the inequity and lack of commitment towards African American employees. The author contends that the progress of diversity, equity, and inclusion for African American employees in energy utility companies in the most liberal and diverse states remains subjected to continuous social closure and statistical discrimination, resulting in inequitable hiring, mobility, harassment, and expulsion of the African American workforce. Show less

Transformed company from 100-year-old strategy and 1 patent to a reimagined focus on R&D, protecting SDG&E's intellectual property and developing new revenue streams. Established innovation consortium, obtained funding, and secured 8 new patents including nation’s first private company FAA approval for drone technology.

Re-energized supplier diversity program, moving team from the low end of the compliance spectrum to 38% with a greater than 5-fold increase in program revenue in 4 years. Earned recognition as #1 performer nationwide in supplier diversity, enabling C-level executives to strengthen brand differentiation and position organization for increased revenue.

Delivered 3-year reduction in expense leakage by restructuring vendor contracts and strengthening performance terms.

Directed transformation of division following a significant vacancy in executive leadership talent. Integrated siloed business units, created culture of collaboration, and lifted organization from #19 to #5 of 19 divisions in overall performance.

Inherited, rejuvenated, and salvaged high-profile project that had failed to launch over past 30 years. Successfully converted venture into new business that would become firm’s most profitable practice.