![Advancing Diversity, <br>Equity & Inclusion](../../files/CE23_Header_Social.jpg)
Advancing Diversity,
Equity & Inclusion
Advancing Diversity,
Equity & Inclusion
![](../../files/CE23_Intro_DEI.jpg)
Overview
Con Edison is committed to the principles of diversity, equity and inclusion. We aim to foster a culture in which our many backgrounds, experiences, and perspectives are accepted, valued, and respected. A diverse and inclusive company is a robust and thriving company, where everyone is able to reach their full potential.
Download ReportAdvancing Diversity, Equity and Inclusion
Our corporate-wide DEI vision, mission, and strategy focuses 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 our diverse and inclusive workforce. This framework is designed to cause company leaders and employees to work together to implement measures that prioritize a proactive and ongoing effort to promote a positive work culture where we are tapping the full talent of our workforce and creating an environment that nurtures all employees’ development Our goal is to create and sustain an environment where employees are psychologically safe and thriving.
In 2023, we completed our second biennial “Culture of Inclusion” Survey. The survey highlighted improvement in our overall inclusion score and emphasized impartiality as one of our strengths. A sense of belonging – a key driver of inclusion – again rated high, at 84%. Psychological safety – the belief that one can speak up and openly, and another factor in inclusion – came through as an area where still more could be done. Pay and benefits was and is top of mind for most employees as it is in the broader society. We have already implemented changes towards improvement, and we will remain focused on this area through continuing review of our compensation structure. We also responded by creating classes for field workers as well as managers at different levels, including executives. This is key to building momentum towards an even greater transformation of our corporate culture. It 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. We are focused on providing leaders with the right tools and resources needed to support their leadership, including providing programs in leading with courage, psychological safety and speaking up for inclusion.
Building a more equitable workplace requires that we track and measure our results, and that we are always exploring new ways to improve our performance. Data helps us identify existing gaps and also areas where we excel. 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 assist 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
Download ReportDiversity
2018 |
2019 |
2020 |
2021 |
2022 |
2023 |
|
---|---|---|---|---|---|---|
Total workforce |
14,955 |
14,596 |
14,063 |
13,871 |
14,319 |
14,592 |
Management |
6,424 |
6,394 |
6,317 |
6,287 |
6,333 |
6,328 |
Union |
8,531 |
8,202 |
7,746 |
7,584 |
7,986 |
8,264 |
People of Color in the workforce |
7,220 |
7,080 |
6,892 |
6,890 |
7,398 |
7,821 |
People of Color share |
48% |
49% |
49% |
50% |
52% |
54% |
Women in the workforce |
3,179 |
3,123 |
3,083 |
3,036 |
3,239 |
3,386 |
Women share |
21% |
21% |
22% |
22% |
23% |
23% |
General Managers, Directors and Above |
270 |
282 |
255 |
287 |
285 |
224 |
People of Color in GMs, Directors and Above |
78 |
80 |
73 |
85 |
88 |
85 |
People of Color Share |
28% |
28% |
29% |
30% |
31% |
38% |
Women in GMs, Directors and Above |
84 |
89 |
79 |
98 |
95 |
86 |
Women Share |
31% |
32% |
31% |
34% |
33% |
38% |