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Diversity at Con Edison

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recruiting diverse employees

To recruit diverse candidates, Con Edison uses the Internet, targeted job fairs, and partnerships with academic institutions, professional industry associations, military organizations, specialty firms, and other organizations. We continue to target colleges and universities to reach a talented pool of potential employees ready to grow, lead, and innovate into the future.


We continue to use social media such as Facebook, Twitter, LinkedIn, Indeed, and other social networks to recruit people from diverse backgrounds.

In 2014, we used's Diversity Job Network to engage active job seekers through 50 diversity social-network sites such as Black Planet, MiGente, and AsianAve. These sites connect us with African-American, Latino, and Asian-American job seekers.

Con Edison of New York and Orange and Rockland Utilities continued to use and (The Retired Enlisted Association) to attract people with military service. We also used (Hire Disability Solutions) and to expand our efforts to recruit candidates with disabilities.

In 2014, the competitive energy businesses used LinkedIn's Professional Diversity Network. This network, which has 2.5 million members and is engaged with 4,000 employers across the country, includes the following diversity sites:

  • Asian Career Network
  • Women's Career Channel
  • Pro Able (for people with disabilities)
  • Professional Diversity Network
  • Out Professional Network (for lesbian, gay, bisexual, and transgender job seekers)
  • Military 2 Career
  • A Mighty River (for African-American professionals)
  • IHispano

The competitive energy businesses participated in RecruitMilitary, a veterans' job fair. Con Edison Solutions and Con Edison Energy partnered with Ability Beyond to offer employment opportunities. Ability Beyond is a national leader in supporting people with disabilities.

Job Fairs

Con Edison of New York attracted a diverse pool of candidates by participating in job fairs hosted by local educational institutions and agencies, such as The City University of New York, State University of New York, and Westchester Community College.

Con Edison of New York also took part in college-sponsored career fairs including the National Society of Black Engineers and the Society of Hispanic Professional Engineers fairs at Rensselaer Polytechnic Institute. We focus on schools within the metropolitan area to engage a diverse population of talented candidates.

We continued to increase our efforts in 2014 to recruit more veterans and former service members. Con Edison, Inc. joined the Center for Energy Workforce Development (CEWD), a nonprofit organization formed by the electric and natural gas industry to create the next generation of energy workers. As part of our CEWD membership, we became a member of the Troops to Energy Jobs initiative to recruit veterans.

We participated in Governor Cuomo's Veterans and Military Families Summit to help create a coordinated, statewide effort to place veterans in utility jobs. We attended the annual CEWD Mid-Atlantic/Northeast Regional Meeting held at the Edison Electric Institute to share best practices for recruiting and hiring veterans into utility jobs. We also attended the Congressional Veterans Job Caucus – Veterans Employment Forum in Washington, D.C., to hear from veterans about the challenges of transitioning to civilian employment and share best practices to support veterans' employment.

We are a member of the 100,000 Jobs Mission Coalition, a consortium of military-friendly companies. Veterans who visit the coalition site can explore Con Edison job listings.

In 2014, Con Edison participated in the Hiring Our Heroes job fair hosted by the U.S. Chamber of Commerce, the Armed Forces, and various local veterans' organizations.

We expanded our partnership with the National Action Council for Minorities in Engineering (NACME) STEM Integration Model program. We actively support NACME's engineering students by promoting the Growth Opportunities for Leadership Development (GOLD) Program, engineering job opportunities, and internships.

To attract more women to nontraditional jobs, we continued to increase our partnerships with Nontraditional Employment for Women (NEW), Hour Children, Hostos Community College, and Helmets to Hardhats. Through this effort, we have increased the percentage of women in stock-handler positions. We continued to partner with organizations such as the Society of Women Engineers, American Association of Blacks in Energy, and IEEE to attract a diverse population of engineers and GOLD candidates.

Con Edison participated in a gay, lesbian, bisexual, and transgender career fair called Out to Work in Manhattan.

To support education in science, technology, engineering, and math (STEM), Con Edison of New York partnered with National Grid, the New York City Department of Education, and LaGuardia Community College to create Energy Tech High School, a career technical high school to prepare teenagers for work in the utility industry. Students have an opportunity to earn a high school, associate's, or bachelor's degree. The school opened in Queens in September 2013 with a freshman class of 118 students. The 2014 freshman class has 122 students. The student base is broad and diverse. Orange and Rockland Utilities participated in college and job fairs to reach potential candidates with the technical skills necessary to fill its “hard-to-fill” positions. We participated in seven job fairs, four of which were diversity fairs, and five college fairs.

To increase the number of women in nontraditional jobs, Orange and Rockland Utilities continued its partnership with the Society of Women Engineers (SWE). In addition to attending the SWE annual conference, we posted opportunities and reviewed resumes of SWE members at the SWE career center. Orange and Rockland's Multi-Cultural Advisory Committee worked with Human Resources on several initiatives throughout the year, including the launch of a pilot program called Fostering Trust, Diversity and Inclusion in the Workplace and its annual signature event, Faces of O&R.


Con Edison of New York offers college students an opportunity to gain work experience as they learn about the company's varied operations and career opportunities. Of last year's 95 students, more than 50 percent were minorities and more than 50 percent were women. Since 2010, 366 students have become co-op interns. More than 60 percent were minorities, and more than 40 percent were women.


We recruit high-caliber, recent college graduates from diverse backgrounds to be part of our GOLD program. These young people learn about the company's core businesses and services through a series of hands-on job assignments, training, review processes, and individualized mentoring. The program provides these potential future leaders with a wide business- and technical-knowledge base. The associates take away practical experience and a comprehensive understanding of operational performance and its impact on all of our stakeholders.

The GOLD program continues to be a successful strategy for recruiting minorities and women. Of the 40 GOLD associates in 2014, 55 percent were minorities and 45 percent were women.


2013 Diversity Report
Recruiting a Diverse Workforce: Learn More
Women in Non-Traditional Jobs: Learn More

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