Diversity, Equity and Inclusion

Our Diversity Programs

Ameren has implemented many best-in-class diversity programs for fostering a culture of respect, and outreach initiatives to improve the quality of life in the communities we serve. These programs are overseen by our Vice President of Diversity, Equity and Inclusion, who serves as our Chief Diversity Officer.

Our diversity training programs include Diversity, Equity and Inclusion Leaders Academy, Extraordinary Leaders Program, and Discussions Across Differences, to name a few.

• Multiple Employee Resource Groups (ERGs) provide a forum for discussion and exploration of cultural differences, networking and professional development, and an avenue to help welcome new employees. See a full list of our ERGs.
• Mentoring and reverse mentoring programs foster learning from each other. More than 2,000 co-workers participate in our Mentoring and Connection Community.
• We proudly sponsor over 150 co-workers in McKinsey’s Management Accelerator, part of a newly created Black Leadership Academy.
• Read about other DE&I training programs in our Annual Diversity & Inclusion Report.

We also have a robust supplier diversity program in place, which has enabled Ameren to devote 25% of our total spending with diverse suppliers. Diversity programs within our communities include:

• $10 million pledged over the next 5 years to nonprofits working for racial equity and opportunity.
• Hosted the virtual 2020 DE&I Summit: The Courage to Live Your Values event with over 600 community leaders and co-workers to deliver best-in-class learning and engagement experiences.
• Partnership with University of Missouri St. Louis in DE&I Accelerator to empower diverse business start-ups from underrepresented communities.
• Co-lead local Inclusion and Diversity Task Force to empower the business community towards inclusive economic growth and prosperity.

Recruiting a Diverse Workforce

Part of leading the way to a sustainable energy future is building a diverse workforce pipeline and fostering an interest in STEM and technical fields among prospective co-workers. These include:

• Local and national partnerships established to increase the strength and sustainability of our talent pipelines for underrepresented and under-resourced individuals, including partnerships with the armed services, community-based organizations focused on employability, secondary education, local advocacy organizations and collegiate institutes.
• Particular focus on Minority Serving Institutes (MSIs), specifically Historically Black Colleges and Universities and Hispanic Serving Institutions, which are critical to Ameren's collegiate pipeline and commitment to diversity, equity and inclusion.
• A local partnership with North and South Technical High Schools in St. Louis through the Ameren Skilled Craft Education Program to build a diverse pipeline of talent.
• Recruiting and attracting top diverse intern and co-op students through our Collegiate Program with a focus on developing a pipeline for STEM and corporate roles.
• A new partnership with Hiring Our Heroes Corporate Fellowship Program. Hiring Our Heroes, established in 2015, connects transitioning service members to employment opportunities. \
• Opportunities for mid-career professionals to return to a career after voluntarily leaving the workforce through our Bright Return Program.

Ameren follows an anti-discrimination policy in the hiring of new employees and upholds fair and equal treatment of all people in our workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ethnicity, age, disability, genetic information, military service or status, pregnancy, marital status, sexual orientation, gender identity or expression, or any other class, trait, or status protected by law.

Learn more about how Ameren promotes diversity, equity and inclusion.