Advancing Diversity,
Equity & Inclusion

At Con Edison, we are unwavering in our commitment to diversity, equity, and inclusion. Our vision is to be a company whose values and behaviors foster a culture of inclusion and respect for all. We know that a diverse and inclusive company is a stronger, more successful company that performs at the highest levels.

We began our Diversity, Equity and Inclusion (DEI) journey in 2015 with the launch of a corporate-wide DEI vision, mission, and strategy with a focus on four strategic goals: 1) ongoing learning and competency building; 2) inclusive and visible leadership support; 3) reviewing our systems, policies, and procedures to eliminate potential barriers to inclusion; and 4) celebrating and acknowledging the diversity of our workforce. This framework is designed to ensure that company leaders and employees work together to implement measures that prioritize diversity, equity and incluson organization-wide. Our goal is to promote a postive work culture where we are tapping the full talent of our workforce and creating an environment that will nurture our employees’ development and cultivate what is necessary for them to thrive in the future.

After 2020, implementation of our 14-Point Action Plan, and the completion of our first DEI Survey has helped us build momentum towards making even greater progress to transform our corporate culture. This involves backing up our commitments with action by implementing equitable practices, systems, policies, and processes that support and sustain engagement, fairness and belonging. It also means ensuring that our leaders can effectively develop and lead a diverse and inclusive workforce. To that end, we are focused on providing leaders with the right tools and resources needed to support their leadership, including providing programs in unconconscous bias, psychological safety and speaking up for inlcusion.

Building a more equitable workplace requires that we continuously track and measure our results, and that we are always exploring new ways to improve our performance. Leveraging data helps us identify existing gaps and also areas where we excel. Teams are becoming more diverse in representation, including our executive team. Our grassroots networks, such as Employee Resource Groups and Local DEI Councils serve as champions, facilitating critical conversations to increase awareness about cultural differences and to help with recruiting and career development efforts. Our initiatives have been successful, but the work continues and we remain committed to the journey.

Our people will always be our greatest strength—and the incredible range of culture, experience, and perspective makes the company stronger.

To learn more, read our Annual Diversity & Inclusion Report.