Attraction

Con Edison continues to stand out as an employer of choice. We offer exciting career opportunities in an environment that prioritizes training and coaching and extends support at every level. In 2023, 1,677 new employees joined the company – the highest level of hiring the company has experienced in 50 years. Our new hires consisted of a broadly diverse population which included 33 percent women (the highest number of women hired in recorded history) and 69 percent people of color.

Our talent acquisition strategies are designed to attract and engage candidates from many sources, including job fairs, social media, professional industry associations, military organizations, partnerships with educational institutions, and relationships with state and local agencies. Our partnerships are important because they enable us to develop a diverse pipeline of top candidates throughout our recruiting footprint. Our collaborations with Nontraditional Employment for Women (NEW), Hour Children and Helmets to Hardhats are key resources in helping us attract women to non-traditional jobs. We also work with community, nonprofit, and professional groups, including the Society of Women Engineers (SWE), National Society of Black Engineers (NSBE), Society of Hispanic Professional Engineers (SHPE), Reform Brooklyn, Kips Bay Boys & Girls Club Event, Brooklyn Clean Energy Career Summit, National Urban League, New Women New Yorkers, LAESA-SHPE City College Foundation, Black Young Professional (BYP) Network, Hire New York, Workforce 1 Industrial & Transportation, West Point Transition Assistance, State Senator sponsored job fairs and American Association of Blacks in Energy (AABE). We partnered with the neurodiverse community through Opportunities for a Better Tomorrow, A Chance at Life Tech, and Tech Kids Unlimited. We also partnered with Bottomless Closet, CodePath, Summer Youth Employment Program (SYEP), Ladders for Leaders, with several New York City Career and Technical High Schools to support curriculum development and develop strong school-to-industry pipelines.

It’s an exciting time to join the Con Edison team as we are serving an essential role in the transition into the clean energy future. Through our Leadership Development Program (LDP), recent college graduates gain leadership skills and practical hands-on experience to promote critical thinking and analysis. Our 2023 LDP cohort had 50 percent women and 69 percent people of color.

Veterans continue to be an important part of our talent pipeline. In 2023, we hired about 80 veterans and current members of the National Guard and Reserves. At the national level, Con Edison is an active member of Veterans in Energy and we have continued to partner with the Veterans Administration to market career opportunities to disabled veterans. We continue to cultivate our network of veteran strategic partners to help build and support our veteran pipeline that includes The Soldier for Life, Ft Dix, Ft Drum NY, Camp Humphries, Korea, Fleet and Family Services (US Navy and Marine Corps) Groton CT, and Newport RI, Airman for Life (US Air Force) Yokota, Japan, NYC and NYS Department of Military Affairs, The Wounded Warrior Project, and US Military Reserve Centers in the Tri-State Area.

In 2023, among other awards, Con Edison was recognized for its veteran hiring efforts in the Military Times – “Best for Vets” designation for the sixth year in a row, US Veterans Magazine “Best of the Best Award” for the fifth year in a row, Vets Index 2023 “Four Star Award” for the third year in a row, and Employer Support of the Guard and Reserve, presented “Seven Seals” awards to our Senior Vice President of CECONY, and the President and CEO of O&R. The company’s active and growing employee resource group, Veterans of Con Edison, continues to positively impact our work in attracting veterans to our team.

The Company’s unionized workforce is governed by three different collective bargaining agreements, which afford our employees highly competitive wages and benefits and numerous opportunities for advancement. In partnership with our unions, the Company promotes a culture of safety and quality of life through joint labor-management committees and other initiatives.

A Brighter Future.Con Edison employs more than 14,000 employees. Meet some of them here.

Development & Retention

We care about our employees, and we are committed to their success. We make it a priority to help them enhance their skills and knowledge to propel their growth and career development, including honing leadership competencies, attending continuing education classes, and providing tuition reimbursement.

Helping our employees reach their full potential has long been a priority, and our dedicated training campuses and robust tuition aid program reflect our commitment to the development and career advancement of our workforce.  

One of the ways Con Edison emphasizes the importance of employees focusing on their career aspirations and professional development is through Individual Development Plans (IDP). We encourage employees to collaborate with their managers in creating formal plans that outline their individual development goals and the action steps necessary to achieve them. For several years Con Edison’s key performance indicators (KPIs) have included a goal for > 85% of all employees on succession plans to have IDPs. An IDP workshops is offered to guide employees through every stage of this process.

Mentoring is an important component of Con Edison’s development of leaders. Our corporate and executive mentoring programs provide opportunities to connect senior leaders with newer or less experienced leaders to share insights and professional guidance, while also growing important networks across the company. The 2023 executive mentoring program included 104 participants, with 25 mentors and 79 mentees. The 2023 corporate mentoring program included 188 participants, with 41 mentors and 147 mentees. Con Edison’s TEAM and LEAD programs support employees who are transitioning from union roles to supervisory positions. In 2023, 517 TEAM participants and 59 LEAD participants were partnered with mentors who are experienced employees to help them in their development and growth. Con Edison’s Leadership Development Program is a comprehensive, 18-month rotational program that introduces recent college graduates to the dynamic world of energy. In 2023, each of the 54 leadership development program participants were partnered with both peer mentors and experienced mentors to support their successful transition into the Company.

We understand the critical role that sponsorship plays in career development and advancement. In 2021 we launched our Executive Sponsorship Program, a 24-month experience designed for high potential leaders. The program supports high participation among women and people of color. Providing underrepresented groups with executive connections is an important step in our efforts to develop our employees and build a broadly diverse and inclusive leadership team. We successfully concluded this pilot program in 2023 and launched the second cohort for the executive sponsorship program that will continue into 2025, supporting 25 sponsorship pairs (for a total of 50 participants across every major organization in Con Edison.)

Our comprehensive leadership and professional development portfolio of programs and classes provides employees with the opportunity to develop key competencies to empower their leadership development and professional skills. To encourage wide spread career development, our suite of career management resources includes internal and external training to enhance job knowledge, career development workshops, and a robust online career management site. Our career development series features a variety of classes to support employee career planning and mobility.

Our leadership curriculum is designed to improve the ability of managers to lead employees effectively and inclusively, handle problems creatively, and shepherd teams to elevated performance. In 2023, more than 9,000 employees attended our leadership and career development programs and continue to benefit from an array of tools, assessments and resources that assist with their professional development.

The Company strives to promote a culture where employees are supported in navigating conflict.  Con Edison’s Conflict Management team provides a safe place where employees can seek advice and support around conflict.  The team provides workshops and training on developing conflict competency with individual employees, small groups, and teams to foster understanding and map pathways forward in a manner that is founded in respect, inclusion, and psychological safety.

With 2023 turnover at approximately 6.7 percent, our historically low annual turnover rate continues. We attribute these results to our persistent focus on diversity, equity and inclusion, employee development, and commitment to fostering a culture where everyone feels welcomed and valued.

Skills Training

 Our workforce must have the right skills, knowledge, and capabilities to work in a safe manner while meeting the needs of our customers. To achieve this goal, we provide continuous state-of-the-art training and development to our employees in a wide variety of areas. The company offers robust technical training programs in electric, gas, steam, engineering, transmission, customer operations, and driver training. These programs maintain our employee skills, knowledge, and performance are maintained at the highest standards. The Learning Center (TLC), situated in Long Island City, fosters a culture of continuous improvement, centered on safety, operational excellence, diversity, equity and inclusion, and enhancing the customer experience.

With safety as our key business priority, we partner with our operating organizations to strengthen their focus on a zero-harm culture. The guiding principles for operational excellence are integrated into our curriculum and highlight the need to respect the complexity, power, and unforgiving nature of our energy systems and encourage all to manage them safely. This effort includes a focus on Human Performance Improvement (HPI) tools, psychological safety, and cyber security awareness.

In 2023, our digital learning transformation continued to flourish and impact learning at Con Edison. The opportunity to leverage technology enhances curriculum content and provides employees with a richer learning experience. Our expanding digital portfolio incorporates various assets, including the addition of 72 digital tools and 13 virtual classes over the past year, to strengthen the learning environment.

In 2023, TLC collaborated with internal business partners and stakeholders to meet the high-volume demand for training and testing by safely and successfully training and testing 341 new entry-level utility workers. Our Purposeful Field Visit (PFV) program supports efforts to enhance the learning experience, using insights from actual events to assess potential gaps in training curriculum, and provides opportunities for real-time constructive feedback.

Training Effectiveness Committees are the liaison between operating areas and TLC; they serve to enhance, improve, and sustain quality and consistency in training. Regular meetings with subject matter experts from various operating groups allow for collective review of training activities, including curriculum, new policies and procedures, annual goals, career paths, and assessments to ensure consistency, relevance, and effectiveness in required training.

In 2023, our digital learning transformation continued to flourish and impact learning at Con Edison. The opportunity to leverage technology enhances curriculum content and provides employees with a richer learning experience. Our expanding digital portfolio incorporates various assets, including the addition of 72 digital tools and 13 virtual classes over the past year, to strengthen the learning environment.

Our strategic focus on developing our people benefits our employees and helps us attract and retain a diverse and inclusive workforce at all levels.

Training

	2018	2019	2020	2021	2022	2023
Hours of instructor-led, skill-based and leadership training	544,557	543,706	497,602	527,101	613,414	683,765
Hours of eLearning	132,490	121,861	159,318	149,809	157,823	164,718
Employees taking advantage of tuition aid	572	575	538	485	405	404