Customer & Community

Talent Attraction, Development & Retention

We continually look at who we are, how we work and how we engage with each other to make sure we are valuing the talents, skills, backgrounds and experiences of our diverse and inclusive team. We regularly examine and strengthen our policies and procedures, especially those related to our talent-management processes.

In an effort to attract, develop and retain a diverse and inclusive workforce, we accomplished the following in 2017:

• strategically recruited women in non-traditional careers, veterans, and people with disabilities by forming new partnerships and programs such as STEM education mentorship with Big Brothers Big Sisters; Nassau Community College’s URGENT Women to train women seeking careers in energy; and the U.S. Army’s Soldier for Life, which provides veterans the resources to learn necessary skills for natural gas jobs
• increased Veterans of Con Edison membership from 100 to more than 325 in just one year, and participated in the 2017 Veterans in Energy Summit in Washington, D.C.
• created groups like Moms ON IT, Dads Matter, and the Well Baby Care Program, as well as expanded access to lactation rooms at work locations to help parents balance work and family
• continued to support the development of a diverse and inclusive workplace by offering tuition reimbursement, internal and external training to enhance job-related skills, mentoring and coaching, career counseling workshops, and online career management resources
• continued to offer conflict management resources that include mediation, training, and coaching to empower employees to accept responsibility for their own performance and their relationships with others

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Con Edison, Inc. Minorities and Women in the Workplace

Share of Promotions

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