Avista has a long history of individual diversity, equity & inclusion (DEI) activities with some very successful programs over the years. The challenge lay in creating a strategy for unified and integrated DEI initiatives that were sustainable, transparent, and effective for recruiting and retaining a diverse workforce and effectively and efficiently engaging in our communities while serving diverse populations.

Strategic discussions on DEI began between Executive Leaders and the Board of Directors in 2019 and 2020. Efforts to develop and adopt a DEI Strategic Plan started in early 2020 and by late 2020, Avista created a development opportunity to temporarily work as the DEI Program Manager. This pilot position was successful, and a full-time position was added to HR to lead the employee portions of the DEI Strategic Plan late in 2021. Other internal groups launched efforts for supply chain and community relations in the Supplier Diversity and Community/Customers portions of our DEI Strategic Plan.

Work continued throughout 2021 and early 2022 to engage with internal stakeholders and leaders on the Strategic Plan, commitments, and tools needed to successfully roll-out to our people. We formally communicated the Equity, Inclusion & Diversity Strategic Plan to all employees and to the Board of Directors during the summer of 2022.

Given the intentional development of the Strategic Plan, Avista chose the acronym EID (Equity, Inclusion & Diversity), and the communication and resources were largely received very well. More importantly, employees seeing the commitments being built over the last two years began active engagement in strategies that were formalized in the plan including ERGs, committees, mentorship programs, employment pipeline programs, listen and learn sessions, and more. Avista is now well-underway in establishing a robust and integrated EID program, while helping employees develop and engage in crucial conversations.