Our goal is to attract, develop and retain a high-performing workforce of employees that draws from a wide variety of backgrounds, experiences, outlooks and perspectives. By creating a culture of inclusion and belonging through the employee experience, we’re empowering our employees to reach their full potential and show up to work every day and contribute to our mission of powering life for our customers and communities. We’re engaging with our communities to create sustainable value. We’re building stronger relationships, gaining insights to better understand all our stakeholders, improving our ability to recruit and retain the best talent, and creating higher performing, more inclusive teams. Different perspectives from our workforce make us smarter, stronger and more valuable to our customers, communities and each other.

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Our workforce

Powering life for our customers, communities and owners starts with focusing on our employees who are working every day to build the premier utility. The success of our company relies on a workforce that has the training, tools and direction to envision a better future and to make it a reality.

Our people approach extends across an employee’s lifecycle at Entergy — from talent attraction, recruitment, onboarding and retention. Entergy supports strengthening our partnerships with colleges and vocational-technical schools for a better pipeline of future talent while increasing employee engagement and overall organizational health for our current workforce. This strategy leads to greater innovation, problem-solving and a customer-centric mindset.

View Entergy's equal employment opportunity or EEO-1 consolidated report

A comprehensive and inclusive recruitment and hiring strategy

Our involvement in workforce development across Arkansas, Louisiana, Mississippi and Texas creates job opportunities for the communities in which we operate and serve. Our program’s focus begins with students and has ownership of state-based workforce development and talent attraction activities, including high school, college, community and industry-related programming. Programs range from general promotion of energy and science, technology, engineering and mathematics careers to technical training programs that produce graduates aligned with our staffing needs.

We have a comprehensive and inclusive recruitment and hiring strategy that includes college recruiting efforts and partnerships with community organizations and educational institutions.

Once students from our workforce development programs and candidates from our strategic pipeline programs become Entergy employees, the employee experience team focuses on retention, which is embedded in our workplace strategy. Through our custom and data-driven inclusion and belonging strategy, our programs focus on ensuring every employee is equipped with the right tools and resources to help them reach their greatest career potential.

Professional development

We provide our employees with foundational training and professional development, along with opportunities for career growth.

We also focus on talent already in the market, regardless of their industry experience. Our workforce pipeline team is building a stronger workforce through targeted recruitment and strategic pipeline programs.

Our internship program is a pipeline for entry-level talent and has produced more than 250 full-time Entergy employees in the past five years. We host spring, summer and fall sessions across all of our service territories. Opportunities range from internships to co-ops for students and full-time for recent graduates, and positions range from customer service and information technology to safety and security. Our summer intern program provides a mixture of on-site and hybrid positions to nearly 150 interns annually.

Employees have opportunities to develop professionally and make an impact by serving on advisory councils and boards, such as the Jefferson Parish Workforce Development Board, Southern University College of Science and Engineering Student Advisory Board, the Alcorn State University Advanced Technology Advisory Board, the Vicksburg Workforce Engagement Council and the Advisory Board for the National Utility Diversity Council..

Our workplace

In addition to our focus on hiring top-tier talent, we recognize the importance of creating an engaging and empowering culture.

We strive to maintain a work environment that is inclusive and recognizes the dignity and worth of every individual, regardless of individual characteristics. Our staffing and succession planning programs are focused on ensuring every employee, regardless of gender, race, sexual orientation, disability or any other protected characteristic, is equipped with the right tools and resources to help them reach their greatest career potential. Our discrimination and harassment prevention policy extends further than the law requires, prohibiting harassment, intimidation, coercion, bullying and other types of abusive conduct.

    Our employee practices and policies reflect Entergy’s respect for the human rights of all individuals and our commitment to the advancement and protection of human rights in all our operations. Our Human Rights Statement reflects the values by which we strive to operate as a business leader, employer and corporate citizen, and is aligned with the general principles for business enterprises set forth in the United Nations’ “Guiding Principles on Business and Human Rights” to comply with all applicable laws and to respect human rights.

    We believe healthy organizations value and use the full power of employees’ varied experiences and perspectives and actively work to create avenues to do so. Our employee resource groups are employee-led groups, open to all, that provide opportunities to connect with others who share similar interests and backgrounds. ERGs give groups of employees a voice to make a difference and are pathways through which employees can engage in the business, network, and grow and develop together.

    Entergy has 12 employee resource groups that comprise 2,400 members:

    • ABLE
    • A.D.M.I.N.
    • ASPIRE
    • Generational
    • Leadership
    • MOSAIC
    • Pride
    • SHINE
    • Trade, Craft, Shift
    • Veterans
    • VIDA
    • Women's

    Our organizational health

    We recognize that a healthy and engaged culture is central to achieving successful business results in a changing world with evolving customer expectations. Our inclusion and belonging strategy is to ensure everyone is empowered, included, equipped and encouraged to do their best work.

    Since 2014, employee feedback on Entergy’s Organizational Health Index survey has deepened our understanding of how the behaviors that employees see in the workplace impact our organizational health. Coordinated by an external third party, the OHI survey invites employees to weigh in on a series of indicators that reflect our progress for nine outcomes:

    • Direction
    • Leadership
    • Culture and climate
    • Accountability
    • Coordination and control
    • Capabilities
    • Motivation
    • Innovation and learning
    • External orientation

    The survey also includes Entergy-specific questions for leadership practices, safety, inclusion, and ethics and compliance.

    To build toward the premier utility, we continue to promote expectations for all employees and leaders at Entergy. Our expectations, first adopted in 2022, include employee behaviors that are essential for positive stakeholder outcomes:

    • Make customers more successful.
    • Innovate and continually improve.
    • Collaborate and share knowledge.
    • Be accountable for results.
    • Recognize and reward outcomes.

    Survey input also helps us develop an Inclusive Climate Assessment that addresses the overall state of inclusion at Entergy and is another way that we assess inclusion and belonging. Each member of our senior management team performs a “deep dive” into their organization’s Inclusive Climate Assessment data to identify trends and develop customized initiatives and solutions based on their team’s results.

    Our marketplace

    Our inclusion and belonging strategy is aligned with our corporate social responsibility strategy, which is designed to drive improvements in education and workforce development, poverty solutions and environmental programs.

    Key examples are the engagement and volunteerism of our employees and retirees, who are instrumental in achieving our philanthropic goals; our Entergy Scholars Program, which has been implemented at Southern University and Alcorn State University, provides students with mentors and career development sessions; and our participation in the National Association of State Energy Officials Roundtable on Clean Energy Workforce Development, Access and Inclusion.

    We’ve also embraced the United Nations Sustainable Development Goals and have identified primary areas that align most closely with our mission, philanthropic focus areas and overarching corporate strategy. Read more about our community actions and other corporate citizenship initiatives here.