Attracting Talented Employees
Achieving an inclusive culture starts with attracting and recruiting broadly diverse candidates who represent the vast diversity of the many communities we serve. Our strategy is to seek talented potential candidates from a variety of sources, including the Internet, targeted job fairs, partnerships with academic institutions, professional industry associations, the military, specialty firms, and other organizations. By partnering with colleges and universities, we tap into the talented pool of tomorrow – the next generation of employees who will help us lead, grow, and develop innovative and creative solutions for our customers today and into the future.
INTERNET AND SOCIAL MEDIA
The Internet and social media have become core elements of our recruiting strategy. These tools allow us to connect with candidates from a variety of backgrounds and experiences, including veterans, people with disabilities, and minorities. We use a variety of Internet and social-media networks including LinkedIn, Indeed, America's Job Exchange, Military.com, trea.org (The Retired Enlisted Association), HireDS.com (Hire Disability Solutions), and Abiliteen.com. Indeed alone attracts more than 200 million visitors a month with sites such as WomensJobList.com, Diversity-Jobs.com, Hispanic-Jobs.com, Militarybases.com, Asian-Jobs.com, and Goodwill.org within their network. Monster.com's Diversity Job Network offers us the opportunity to engage active job seekers through 50 diversity social-network sites such as Black Planet, MiGente, and AsianAve, connecting us with African-American, Latino, and Asian-American job seekers.
CAREER AND JOB FAIRS
Through participation in job fairs hosted by local educational institutions, such as The City University of New York, State University of New York, and Westchester Community College, Con Edison of New York is well positioned to engage students who may be interested in employment within the utility and energy industry.
The company also took part in college-sponsored career events like the National Society of Black Engineers and the Society of Hispanic Professional Engineers fairs at Rensselaer Polytechnic Institute. Orange and Rockland Utilities also participated in college and job fairs focused on diversity both in and out of the service territory. The company further developed partnerships with various institutions to create a potential pipeline of candidates with technical skills necessary for some of our "hard-to-fill" positions. In 2015, Orange and Rockland participated in a total of 17 job fairs, 11 diversity fairs, and 10 college events.
Strengthening our partnerships with veteran-serving organizations to create a hiring pipeline continues to be a priority.
Through our partnership with the Center for Energy Workforce Development (CEWD) and Troops to Energy Jobs, in collaboration with Joining Workforce Council and Downstream Initiative, Con Edison works with National Grid to create a natural gas "boot camp" for the northeast region. The boot camp pilot program will train transitioning veterans for entry level (general utility worker) and middle level mechanic positions to meet forecasted hiring needs over the next five years.
We proactively recruited veteran candidates for available job opportunities and launched a pilot program to increase the pipeline of veterans for union technical positions such as electrical technician and junior designer. These and other veteran-focused recruiting efforts have positively impacted the representation of veterans in our applicant pools.
We also continued our membership with the 100,000 Jobs Mission Coalition, a consortium of military-friendly companies where veterans who visit the coalition site can explore Con Edison job listings. Con Edison also participated in key strategic recruiting activities for veterans such as Veterans on Wall Street Symposium (VOWS), Troops to Energy Jobs Recruiting Fair at Fort Drum, and Hiring Our Heroes Expo. In 2015, Con Edison and Orange and Rockland jointly hired 945 employees, of which 6 percent are veterans. Our competitive energy businesses recruit veterans and former service members by attending veteran-focused job fairs through Orion International, which has placed more than 30,000 veterans in corporate positions nationwide.
External Diversity Partners
Working closely with a variety of diversity-related organizations helps us develop and nurture a pipeline of diverse potential employees for the future. These partnerships also help us connect with a broader group of talent, many of whom are difficult to attract through traditional channels.
In support of our ongoing commitment to education in science, technology, engineering, and math (STEM), we continue to partner with the National Action Council for Minorities in Engineering (NACME) STEM Integration Model program, National Grid, the New York City Board of Education, LaGuardia Community College, and Energy Tech High School (ETHS) – a career technical high school where students can obtain college credits and pursue an associate's degree, while learning utility-industry skills. We collaborate with school faculty to align college coursework with relevant technical skills and workplace competencies to create a utility-talent pipeline. These efforts have resulted in a significant realignment of LaGuardia Community College's course curriculum for an AAS degree in electrical technology and mechanical technology. In 2015, the City University of New York approved the proposed curriculum for 16 new courses in electrical technology and mechanical technology. Of the 119 students in the 2015 freshman class, 84 percent were minorities and 22 percent were women. The sophomore class of 118 students included 81 percent minorities and 25 percent women. The junior class of 95 students is made up of 74 percent minorities and 18 percent women.
Con Edison Solutions and Con Edison Energy hired employees from Ability Beyond, a not-for-profit organization founded in 1953 by a group of parents who wanted a better life for their children with disabilities.
To attract more women to nontraditional careers, we continue to collaborate with Nontraditional Employment for Women (NEW), Hour Children, Hostos Community College, and Helmets to Hardhats. Our efforts have resulted in an increased number of women in the positions of general utility worker in Electric Operations, mechanic in Gas Operations Construction, and mechanic in Gas Distribution Services.
Orange and Rockland Utilities also worked to increase the number of women in nontraditional jobs by continuing 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.
Con Edison of New York offers college and high school students an opportunity to gain valuable work experience as they learn about the company's varied operations and career opportunities. In 2015, Con Edison hired 114 co-op interns, of which 71 percent were minorities and 41 percent were women.
Con Edison's summer intern program is yet another opportunity to provide a diverse group of students with exposure to the company and potential career opportunities. In 2015, we hired 123 summer interns of which nearly 40 percent were minorities and 42 percent were women.
Growth Opportunities for Leadership Development (GOLD) Program
Our GOLD Program introduces recent college graduates to the dynamic utility industry in a unique training environment that encourages critical thinking, initiative, and open communication. We recruit ambitious early-career professionals from a variety of schools to begin their leadership journey at Con Edison. We partnered with organizations such as the Society of Women Engineers, American Association of Blacks in Energy (AABE), and IEEE (Institute of Electrical and Electronics Engineers) to attract a diverse population of engineers and GOLD candidates. In 2015, we recruited 36 management associates into the GOLD Program, of which 61 percent were minorities and 39 percent were women.
We recently launched the Hiring College Graduates Pilot Program to recruit a diverse group of college graduates into management positions, specifically into the new "entry professional" title. In 2015, we hired eight entry-level professionals of which 25 percent were women and 75 percent were minorities.