diversity - Con Edison

DIVERSITY Equal Employment
Opportunity Affairs
2008 Annual Report
DIVERSITY
DIVERSITY
The Way We Work
Marlyn Castagno
Administrative Clerk,
East River Station
employee since February 2007
CONTENTS
5 Letter to the Chairman
26 Corporate Recognition
6 Executive Summary
27 Employee Recognition
8 Con Edison of New York
34 Supplier Diversity Program
8 Orange and Rockland
Utilities
36 Strategic Partnerships
38 Focus on Diversity
10 Recruiting a Diverse
Workforce
45 Executive Profile:
Edwin J. Ortiz
21 Compliance
23 Training Programs
3
Letter to the Chairman
Dear Mr. Burke:
I am pleased to present the 2008 Diversity Annual Report, which highlights the
achievements of Con Edison of New York and Orange and Rockland Utilities in
the areas of diversity, inclusion, and equal employment opportunity.
We work hard to build and sustain a top-notch workforce that reflects the social,
cultural, and racial diversity of the communities we serve. The election of Barack
Obama as president of the United States marks the progress we have made
as a country and invigorates the company’s commitment to breaking down
employment barriers and reaching out to all people.
We achieved great success last year in recruiting, retaining, and developing
talented and diverse employees at all levels. More than half of the employees
Con Edison of New York hired in 2008 were minorities, and 26 percent were
women. Our educational and professional development programs also reflect
our efforts: of the employees who participated in the Tuition-Aid program, more
than half were minorities, and 29 percent were women. We also continued to
deliver diversity training and coaching to foster a culture that embraces an
inclusive workforce.
In addition to promoting diversity internally, we advocate the social, cultural,
and economic vitality of our communities through our Supplier Diversity and
Strategic Partnerships programs. Through our Strategic Partnerships program,
we support more than 100 nonprofit organizations that focus on diversity.
We continue to be recognized as a national leader in diversity. DiversityInc,
the leading magazine on diversity in business, named Con Edison of New
York number one in its new ranking of utility companies for promoting and
encouraging diversity.
We celebrate our achievements, yet we are keenly aware that we have more
to do. Even in challenging economic times, we will always be committed to a
workplace where all employees feel welcomed, respected, and valued.
Sincerely,
Christine A. Osuji
Director
Equal Employment Opportunity Affairs
5
Executive Summary
Con Edison, Inc., embraces the principles of diversity, inclusion, and equal opportunity.
We work hard to recruit, retain, and develop talented employees who reflect the
diverse communities we serve, and are committed to a workplace where all employees
can realize their full potential.
Our successes in 2008 include:
n earning recognition as the top utility company for promoting and encouraging diversity
n increasing the number of minorities and women in the workforce
n advancing minority and women leaders into upper-management positions
n expanding the number of mentors in the Corporate Executive Mentoring
Program
n conducting monthly breakfast sessions with women in nontraditional positions
n increasing attention to work-life balance issues and creating flexible work options
n hosting the Rockland County Naturalization Ceremony for U.S. Citizenship in
Spring Valley
n launching new company-wide online diversity training for more than 12,500
employees
We were recognized again in 2008 for our commitment to diversity. DiversityInc
magazine, the leading magazine on diversity in business, ranked Con Edison of New
York number one in its new ranking of top utility companies for promoting and
encouraging diversity. Nine of our employees received awards from community and
business organizations for achievement in professional, civic, and volunteer activities.
We continue to fulfill our goal to increase minority and women representation in
the workforce. At Con Edison of New York, the percentage of minority employees
increased to 44, and the percentage of women increased to 17. We will remain
steadfast in our focus on women and minority hires.
As a result of our aggressive hiring efforts for Con Edison of New York, we recruited
more than 1,400 new employees in 2008, of whom 56 percent were minorities and
26 percent were women. Our college-recruitment efforts also paid off: of the college
graduates we hired into the Growth Opportunities for Leadership Development
(GOLD) program, 58 percent were minorities and 29 percent were women. We also
increased minority promotions by four percent.
In 2008, Con Edison of New York also increased diversity in upper-management
positions. Minorities and women accounted for more than 60 percent of the promotions
6
at the band-4 level and above. The percentage of minorities in band-4 positions and
above increased from 20 to 22. The percentage of women at the senior level also
advanced to 26, the highest ever. Diversity among corporate officers also grew. The
percentage of minority officers grew by 6 percent, increasing to 24, and the percentage
of women officers rose from 26 to 29.
Orange and Rockland Utilities (0&R) increased minority representation in its
workforce from 13 to 14 percent in 2008. Women made up 23 percent of O&R’s
workforce. O&R hosted its first Rockland County Naturalization Ceremony for U.S.
Citizenship in Spring Valley, one example of how the company is working to attract
a broad applicant pool.
Diversity education and training are key tenets in our strategy of providing all
employees with the knowledge and skills necessary to foster a diverse and inclusive
environment. In 2008, we launched company-wide online training in equal-employment
opportunity and workplace-harassment prevention for more than 12,500 employees.
As our employees are becoming more diverse, we are taking steps to address work-life
balance issues. We have launched pilot programs for flexible work options, including
compressed work schedules, flexible arrival and departure times, and telecommuting.
Successfully addressing work-life balance issues will help us expand our recruitment
pool and retain an even more talented and diverse workforce in the future.
We continue to recognize the importance of supplier diversity in our procurement
programs and reach out to cultivate relationships with women- and minority-owned
businesses. In 2008, we awarded more than $305 million in contracts to minority- and
women-owned businesses.
7
Con Edison of New York
In 2008, Con Edison of New York’s workforce grew from 13,774 to 14,309. We hired
1,475 employees, of whom 56 percent were minorities (Table 2, page 10, and Table 11,
page 12), and 26 percent were women (Table 6, page 11, and Table 11, page 12).
Minority representation, as part of the total workforce, increased from 43 to 44
percent. The number of minority employees rose to 6,313. (Table 1, page 10, and Table
10, page 12).
Throughout the company, the number of promotions increased from 1,711 to 1,903. The
percentage of promotions earned by minorities increased to 50 percent: a total of 942
minority employees were promoted (Table 3, page 10, and Table 12, page 15).
The company again set a record for minorities in upper-management positions.
Six minorities were promoted to band-4 and above positions, increasing minority
representation from 20 to 22 percent (Table 4, page 10).
The number of women in the company increased from 2,172 to 2,362, as did the
percentage, from 16 to 17. (Table 5, page 11, and Table 10, page 12). The percentage of
promotions going to women increased from 14 to 15 (Table 7, page 11, and Table 12,
page 15). Four women were promoted to upper-management positions, increasing the
percentage of women at this level from 24 to 26 (Table 8, page 11).
The number of minority and women officers reached the highest level ever in 2008.
The percentage of minority officers increased from 18 to 24, and the percentage of
female officers increased from 26 to 29. (Table 9, page 11).
Orange and Rockland Utilities
Minority representation in the O&R workforce continued to increase. O&R’s workforce
totaled 1,075 at the end of 2008, of which 14 percent were minorities and 23 percent
were women (Table 13, page 15). The company focused on attracting new diverse
talent through several initiatives, including forging alliances with local organizations.
As part of its ongoing outreach, O&R’s 12-member Multicultural Advisory Committee
hosted a meet-and-greet session at O&R’s Blooming Grove Operations Center, which
gave employees an opportunity to learn more about the committee and its mission
and accomplishments. The event targeted employees who, because they typically work
off-hour shifts, may have been precluded from participating in other committee events.
Throughout the year, the committee participated in various events, including a careeropportunity lecture for electric-construction students at the Board of Cooperative
Educational Services in Orange County; Annual Multicultural Festival and Puerto Rican
Day Parade in Haverstraw; Civil Rights Hall of Fame induction ceremony in Rockland
8
Walter Taylor
General Utility Worker,
Manhattan Electric
Construction
employee since May 2007
Unless otherwise indicated, all tables reflect Con Edison of
New York data.
Table 1: Minorities in the Workforce
Year
2004
2005
2006
2007
2008
Total
12,672
13,145
13,441
13,774
14,309
Minority
4,903
38.7%
5,286
40.2%
5,576
41.5%
5,882
42.7%
6,313
44.1%
Table 2: Minority Hires
Year
Total
2004
935
2005
1,487
2006
1,282
2007
1,314
2008
1,475
452
751
648
676
831
Table 3: Minority Promotions
Year
Total
2004
1,059
2005
1,274
2006
1,638
2007
1,711
2008
1,903
Minority
460
43.4%
513
40.3%
705
43.0%
785
45.9%
942
49.5%
Minority
48.3%
50.5%
50.5%
51.4%
56.3%
Table 4: Minorities in Upper-Management
Positions Salary Band 4 and Above
10
Year
2004
2005
2006
2007
2008
Total
176
179
176
173
183
Minority
30
17.0%
30
16.8%
33
18.8%
34
19.7%
40
21.9%
County; and Rockland County Human Rights Commission
seminars.
O&R hosted the Rockland County Naturalization Ceremony
for U.S. Citizenship in Spring Valley. During this momentous
occasion, the Multicultural Advisory Committee provided
information about itself and discussed career opportunities with
attendees.
O&R’s fourth annual Employee Power Luncheon was attended
by more than 60 employees, who had an opportunity to hear
John Banks, vice president, Government Relations, talk about
his personal and professional experiences and how they shaped
his career.
The committee hosted its first Diversity Playhouse, which
featured actors from the training company Performance Plus.
The troupe created dramatic vignettes related to real workplace
issues and challenges and illustrated how certain behaviors can
elicit different responses. The forum offered employees tools to
build and embrace cultural and generational diversity. After the
performance, the audience engaged in passionate discussion
about the issues presented and displayed greater awareness of
how diversity can have a profound impact on the workplace.
Recruiting a Diverse Workforce
The company’s recruitment strategies continue to succeed.
Last year, 56 percent of all new hires were minorities and 26
percent were women (Table 2, left, and Table 6, right). To recruit
talented women and minorities, we use the Internet, job fairs,
and professional search firms. We also help develop potential
applicants by supporting groups that provide skills training.
The Internet was the primary means of marketing career
opportunities to diverse populations. Posting jobs through
leading sites, such as HotJobs.com, Careerbuilder.com, and
Monster.com, allowed us to reach diverse audiences in technical
fields by linking to a broad range of diversity Web sites. These
sites include AmericasJobExchange.com, DisabilityJobs.com,
GayJobs.org, WomensLinkWorldwide.org, netip.org (Network of
Indian Professionals), AsianAmericans.com, AfricanAmericans.
com, MinorityJobsite.com, DiversityJobsite.com, nafe.com
(National Association for Female Executives), GayWork.com,
HispanicOnline.com, and NAACP.org.
Con Edison of New York also posted jobs on the Society for
Human Resource Management Web site, which links to a
broad array of professional associations, including those that
focus on Native Americans, people with disabilities, Asian/
Pacific Americans, African-Americans, and Hispanics. We also
participated in the American Association of Blacks in Energy
annual conference.
Table 5: Women in the Workforce
Year
2004
2005
2006
2007
2008
Total
12,672
13,145
13,441
13,774
14,309
1,931
2,032
2,125
2,172
2,362
Women
15.2%
15.5%
15.8%
15.8%
16.5%
158
281
277
258
379
Women
16.9%
18.9%
21.6%
19.6%
25.7%
Table 6: Women Hires
Our participation in job fairs in 2008 introduced us to a diverse
pool of qualified applicants. These fairs were sponsored by the
New York State Department of Labor, NEW, Women for Hire,
Greenwich Village-Chelsea Chamber of Commerce, Dress for
Success, CAREERS & the disABLED magazine, The New York
Times, and several City University of New York campuses,
including the College of Staten Island, and York, Baruch, Medgar
Evers, City, Queens, and Brooklyn colleges.
Con Edison of NewYork also took part in several collegesponsored career fairs outside New York City, including the
National Society of Black Engineers and the Society of Hispanic
Professional Engineers at Rensselaer Polytechnic Institute.
We attended career fairs at historically black colleges and
universities, including Morehouse and Spelman colleges, and
Clark Atlanta and Morgan State universities.
We also participated in an engineering career fair sponsored by
The Society of Women Engineers in Baltimore, Maryland, and
another sponsored by the American Association of Blacks in
Energy in Houston, Texas.
Table 8: Women in Upper-Management
Positions Salary Band 4 and Above
The military provides an applicant pool rich in diversity. Our
business partnership with Bradley-Morris, a professional search
firm specializing in placing military personnel, allows us to tap
into this diverse market. In 2008, Con Edison of New York hired
two minorities from Bradley-Morris: one as an engineer and the
other as an operating supervisor. Over the four-year partnership
with Bradley-Morris, we have hired 14 minorities and seven
women, predominantly in first-line supervisor and engineer
positions. Some filled technical positions such as electrical
technicians and operating mechanics.
We strengthened our business partnership with Sairam
Consultants, a diversity search firm specializing in structural
Year
2004
2005
2006
2007
2008
Total
935
1,487
1,282
1,314
1,475
Table 7: Women Promotions
Year
2004
2005
2006
2007
2008
Year
2004
2005
2006
2007
2008
Total
1,059
1,274
1,638
1,711
1,903
Total
176
179
176
173
183
Table 9: Women and Minorities
Officer Positions
Year
Total
Women
2004
43
9
20.9%
2005
43
9
20.9%
2006
39
10
25.6%
2007
38
10
26.3%
2008
42
12
28.6%
Women
151
165
217
240
276
14.3%
13.0%
13.2%
14.0%
14.5%
Women
38
39
40
41
47
21.6%
21.8%
22.7%
23.7%
25.7%
in
Minorities
7
16.3%
6
14.0%
6
15.4%
7
18.4%
10
23.8%
11
Table 10: Total Workforce 2004 – 2008
2004
2005 2006 Women
1,931 15.24% 2,032 15.50% 2,125 15.81%
Minority
4,903 38.70% 5,286 40.21% 5,576 41.48%
Black
2,715 21.43% 2,870 21.83% 2,981 22.18%
Asian
603 4.76% 675 5.13%
742 5.52%
Native American
6 0.05%
6 0.05%
10 0.07%
Hispanic
1,579 12.46% 1,735 13.20% 1,843 13.71%
Caucasian
7,769 61.30% 7,859 59.79% 7,865 58.52%
Pacific Islander — — —
Two or more races — — —
Total workforce 12,672
13,145
13,441
2007
2,172 15.77%
5,882 42.70%
3,003 21.80%
781 5.67%
12 0.09%
1,994 14.47%
7,892 57.30%
4 0.03%
88 0.64%
13,744
2008
2,362 16.51%
6,313 44.12%
3,134 21.90%
858 6.00%
15 0.10%
2,199 15.37%
7,996 55.88%
8 0.06%
99 0.69%
14,309
Table 11: Total Hires 2004 – 2008
2004 2005 2006
Women
158 16.9%
281 18.9%
277 21.6%
Minority
452 48.3%
751 50.5%
648 50.5%
Black
250 26.7%
375 25.2%
319 24.9%
Asian
63 6.7%
109 7.3%
115 9.0%
Native American
0 0.0%
1 0.1%
2 0.1%
Hispanic
139 14.9%
266 17.9%
212 16.5%
Caucasian
483 51.7%
736 49.5%
634 49.5%
Pacific Islander — — —
Two or more races — — —
Total hires
935
1,487
1,282
2007
258 19.6%
676 51.4%
305 23.2%
102 7.8%
3 0.2%
256 19.5%
638 48.6%
0 0.0%
10 0.7%
1,314
2008
379 25.7%
831 56.3%
342 23.2%
137 9.3%
4 0.3%
326 22.1%
644 43.7%
4 0.3%
18 1.2%
1,475
and civil engineering, and construction
management, through whom we hired
a woman junior designer and two
minorities: one as a senior specialist, and
the other as a junior designer. We also
maintained our business relationship
with Buckner & Associates, an executive
search firm specializing in diversity, and
started a new business partnership with
minority-owned employment company,
Workplace Diversity, LLC, which targets
diverse employees, and posted jobs on
its Web site.
To increase women hires, we
strengthened our partnership with
Nontraditional Employment for Women
(NEW), a nonprofit organization
that prepares women for work in
construction and other traditionally
male jobs. NEW has trained most of
the women “hard hats” in New York
City and has been a model for national
programs. The Learning Center trained
203 women enrolled with NEW in
2008. These women learned basic
electricity, carpentry, and plumbing
and received an introduction to
transmission and distribution systems.
The Learning Center also conducted
courses in leadership and management
development.
We hired 15 women from NEW — 10
as general utility workers, four as
customer field representatives, and
one as a junior electrical technician.
We have hired 77 women through
NEW since 2000, and will continue this
productive relationship.
12
We strengthened our business
partnership with Bronx Community
College Project HIRE, a 20-week,
occupational skills training and
Richard N. Brenseke
Operating Supervisor, Brooklyn
and Queens Underground and
Equipment
employee since December 1977
development program that provides
men and women with practical skills
to re-enter jobs in the construction
trades. In 2008, Con Edison of New
York hired two minority Project HIRE
graduates as general utility workers.
We also continued our partnerships
with the South Bronx Overall Economic
Development Corporation and
Long Island City-based East River
Development Alliance, both of which
provide job training.
We established a new business
partnership with Center for Family Life,
which provides skills training to the
residents of Sunset Park, Brooklyn. In
2008, Con Edison of New York hired a
minority customer field representative
through the center. Last year we also
established a relationship with One
Stop Career Center, a Queens-based
organization that offers skills training,
job placement, and career counseling.
Con Edison of New York hired a minority
general utility worker as a result of this
new relationship.
Table 12: Total Promotions 2004 – 2008
2004 2005 2006
Women
151 14.3%
165 13.0%
217 13.2%
Minority
460 43.4%
513 40.3%
705 43.0%
Black
218 20.6%
260 20.4%
356 21.7%
Asian
71 6.7%
69 5.4%
80 4.9%
Native American
1 0.1%
1 0.1%
1 0.1%
Hispanic
170 16.0%
183 14.4%
268 16.3%
Caucasian
599 56.6%
761 59.7%
933 57.0%
Pacific Islander — — —
Two or more races — — —
Total promotions 1,059
1,274
1,638
Table 13: Con Edison, Inc., Total Workforce
Total
Con Edison of New York
14,309
Orange and Rockland Utilities
Competitive energy businesses
Total
1,075
2007
240 14.0%
785 45.9%
374 21.9%
104 6.1%
0 0.0%
302 17.7%
926 54.1%
0 0.0%
5 0.3%
1,711
Minority
6,313 44.1%
148 13.8%
2008
276 14.5%
942 49.5%
496 26.1%
116 6.1%
2 0.1%
318 16.7%
961 50.5%
1 0.1%
9 0.5%
1,903
Women
2,362 16.5%
248
23.1%
262
68
26.0%
97
37.0%
15,646
6,529
41.7%
2,707
17.3%
Where appropriate, compliance reports filed with government enforcement agencies included statistical data from all subsidiaries. This table shows the
representation of minorities and women in the Con Edison, Inc., workforce as of December 31, 2008.
High School Weekly Co-op
Program
Con Edison of New York offers New
York City high school students work
opportunities that add a practical
dimension to the skills learned in the
classroom. Students benefit from
career development and teamwork
experiences.
In 2008, 10 students, including six
minorities, accepted engineering-related
positions through the High School
Weekly Co-Op program. Since 2004,
63 students have participated in the
15
Table 14: High School Weekly Co-Op Program
Year
Total
Minority
Women
2004
11
6
54.5%
3
27.3%
2005
15
13
86.7%
2
13.3%
2006
14
9
64.3%
3
21.4%
2007
13
8
61.5%
3
23.1%
2008
10
6
60.0%
0
0.0%
Total
63
42
66.7%
11
17.5%
Table 15: Co-Op Intern Program
Year
Total
Minority
2004
32
16
50.0%
2005
62
36
58.1%
2006
51
35
68.6%
2007
26
16
61.5%
2008
49
28
57.1%
Total
220
131
59.5%
Women
4
12.5%
15
24.2%
11
21.6%
7
26.9%
14
28.6%
51
23.2%
Table 16: Summer Intern Program
Year
Total
Minority
Women
2004
56
32
57.1%
21
37.5%
2005
90
52
57.8%
27
30.0%
2006
90
53
58.9%
19
21.1%
2007
149
83
55.7%
31
20.8%
2008
136
62
45.6%
30
22.1%
Total
521
282
54.1%
128
24.6%
Table 17: GOLD Program
Year
Total
Minority
2004
38
20
52.6%
2005
59
31
52.5%
2006
61
42
68.9%
2007
48
28
58.3%
2008
66
38
57.6%
Total
272
159
58.5%
program, 67 percent of which were minorities, and 18 percent
were women (Table 14, left).
Co-Op Intern Program
Our Co-Op Intern program gives college students, many of
them former summer interns, the opportunity to supplement
their studies with practical work experience while in college. Of
last year’s 49 interns, 57 percent were minorities and 29 percent
were women. Since 2004, 220 students have become co-op
interns, 60 percent of which were minorities, and 23 percent
were women (Table 15, left).
Summer Intern Program
Our summer internships for high school and college students
bring textbook knowledge to real-world settings. We look
for students with high energy, strong intellect, and a thirst
for learning. After graduating, many qualify for our Growth
Opportunities for Leadership Development (GOLD) program.
Students who study engineering, environmental science,
information technology, or a field of business, such as
accounting or finance, make ideal candidates.
In 2008, 136 interns came to work for the company: 46 percent
were minorities and 22 percent were women. Since 2004,
521 students have benefited from the program, including 282
minorities and 128 women (Table 16, left).
GOLD Program
Women
16
42.1%
17
28.8%
22
36.1%
13
27.1%
19
28.8%
87
32.0%
We mentor high-caliber college graduates for positions of
increasing responsibility and leadership over an 18-month
period through our Growth Opportunities for Leadership
Development (GOLD) program. The GOLD associates tackle
challenging supervisory and project-based jobs through
rotating assignments that give them insight into company
operations. Upon completion, participants are poised to
advance into management. In the past eight years, we have
hired 128 GOLD associates from the Co-Op and Summer
Intern programs.
GOLD continues to be a successful way to recruit and retain
minorities and women. In 2008, 66 college graduates —
38 minorities and 19 women — became GOLD associates
(Table 17, left).
16
Kerry L. McCormack
Mechanic B, Manhattan
Electric Construction
employee since April 2007
Torrie T. Alburg
General Utility Worker,
Electric Construction Networks
employee since January 2008
Since 2004, we have hired 272 GOLD associates, 59 percent
of which were minorities, and 32 percent were women (Table
17, page 16). We have retained 79 percent of all our GOLD
associates in management ranks at Con Edison of New York
(Table 18, right).
Table 18: GOLD Program
Five-Year Retention Study
Year
Total
Minority
2004
Program participants
38
20
Women
16
Active as of 12/31/2008
27
14
10
Roundtable Luncheons with Kevin Burke
Retention rate
71.1%
70.0%
62.5%
Con Edison, Inc., Chairman, President, and Chief Executive
Officer Kevin Burke recognizes that a high-quality, diverse
workforce begins with commitment from the top. One of the
ways Mr. Burke demonstrates his commitment is by sponsoring
a monthly “lunch with the CEO.” These luncheons provide an
opportunity for diverse employees to communicate with Mr.
Burke in an informal setting, network with each other, and
learn about issues and challenges facing the company. Among
other things, the discussions address career-advancement
possibilities, new energy policies, and current events that affect
the utility industry.
2005
Program participants
59
31
17
Active as of 12/31/2008
40
22
10
Retention rate
67.8%
71.0%
58.8%
2006
Program participants
61
42
22
Active as of 12/31/2008
44
27
16
Retention rate
72.1%
64.3%
72.7%
2007
Program participants
48
28
13
Active as of 12/31/2008
40
24
12
Retention rate
83.3%
85.7%
92.3%
2008
Program participants
66
38
19
Active as of 12/31/2008
63
36
18
Retention rate
95.5%
94.7%
94.7%
272
1 59
87
Active as of 12/31/2008
2 14
123
66
Retention rate
78.7%
77.4%
75.9%
Five-Year Summary
Program participants
19
Jeanette Grant
Senior Office Assistant,
Real Estate
employee since September 1981
Training Programs
EEOA initiated a Strategic Diversity training program in 2008 to help managers
identify and implement diversity initiatives that will help build a more diverse and
inclusive workplace. A total of 331 employees took the training: 279 from Con Edison of
New York and 52 from O&R.
In 2008, more than 12,500 employees successfully completed a new company-wide
online training program focused on EEO and workplace harassment prevention: 11,905
Con Edison of New York employees and 642 O&R employees completed this training.
The online approach also allowed employees to take the training at their convenience.
Last year, 1,951 employees received EEO-awareness and sexual harassment-prevention
training, including 1,409 during new-hire orientation: 1,126 union and 283 management
employees. Employees are presented with the company’s EEO policies and procedures
as well as federal, state, and local laws and regulations. This training allows employees
to develop the skills they need to foster an inclusive environment and understand their
responsibilities under the EEO policy and the law.
Supervisory Skills, the orientation program for new supervisors, and First Line on the
Future, a training program for line supervisors, incorporate EEO awareness. These
sessions teach employees to take an active role in ensuring a discrimination-free
workplace.
Sexual harassment education — another key component of the training programs
— helps employees identify and address sexually harassing behavior, prevent it, and
know when to file a complaint. EEOA also participated in On Trial, On Target, a training
program for supervisors of on-trial employees.
Diversity Web Site
Our Diversity at Con Edison Web site received more than 45,000 hits in 2008, a 96
percent increase from 2007. This site demonstrates the company’s commitment to and
celebration of diversity in our service area and workplace. The attractive, user-friendly
site offers detailed descriptions of the company’s Supplier Diversity program and
includes recognitions we have received for promoting equal opportunity.
EEOA Web Site
The internal EEOA Web site intranet/eeo continues to be an effective resource through
which employees can file internal complaints and submit a form to self-identify their
race or ethnicity and whether they are a veteran or disabled. The site also posts news
23
of significant awards given to employees and the company. Close to 17,000 visitors
accessed this site in 2008, an increase of 31 percent from 2007.
Also available on the EEOA site are:
n message from the chairman
n policies on EEO, sexual harassment, veterans, and people with disabilities
n EEOA’s mission and goals
n diversity training programs
n EEO annual reports
n EEOA director’s profile and information about EEOA staff
n self-identification form for veterans and people with disabilities
n self-identification form for race/ethnicity
Tuition-Aid Program
The Tuition-Aid program (Table 21, below) reimburses eligible employees who study
to enhance their careers. Employees qualify for up to 100-percent reimbursement of
tuition costs after successfully completing a degree.
In 2008, 691 employees took advantage of tuition aid, of which 57 percent were
minorities and 29 percent were women.
Table 21: Employee Tuition-Aid Program
Year
Total
Minority
2004
381
191
50.1%
2005
446
241
54.0%
2006
469
253
53.9%
2007
571
320
56.0%
2008
691
394
57.0%
24
Women
101
122
131
172
203
26.5%
27.4%
27.9%
30.1%
29.4%
Seema D. Kulthe
System Analyst, Information Resources
employee since May 2007
Corporate Recognition
diversityinc MAGAZINE ranks CON EDISON OF NEW YORK number one
among utilities
DiversityInc magazine has named Con Edison of New York number one in its new
ranking of utility companies for promoting and encouraging diversity. The company
has been a consistent high performer in the publication’s annual Top 50 Companies for
Diversity rankings. DiversityInc formed the new utility-specific ranking to recognize the
primarily regional makeup of utility workforces and customer bases relative to other
industries. The magazine found us to be particularly strong in workforce and supplier
diversity.
CON EDISON OF NEW YORK EARNS HONORABLE MENTION IN LATINA STYLE
MAGAZINE
Con Edison of New York earned an honorable mention in Latina Style magazine’s Top
50 List. Companies are selected for the number of Hispanic women on the board
of directors, educational opportunities, benefits, job retraining, affinity groups, and
forums targeting women’s issues.
26
Employee Recognition
LIVING OUR VALUES AWARD
The Living Our Values (LOV) Award is the most prestigious honor we bestow on employees.
LOV recognizes employees who personify our corporate values of service, honesty, concern,
courtesy, excellence, and teamwork, at work and at home.
2008 LOV recipients
Sarrina R. Banks
Patrick G. McHugh
Manager
Gas Operations
Con Edison of New York
General Manager
Substation Operations
Con Edison of New York
Roberta G. Doremus
Kathleen M. McMahon
Senior Operations
Administrative
Coordinator
Substation Operations
O&R
Specialist
Gas Operations
Con Edison of New York
Stephen G. McCready
Carl L. Williams
Manager
Electric Operations
O&R
Commercial Technical
Representative
Central Operations
Con Edison of New York
27
LIMA A. JONES AND DENISE P. REID
HONORED AS BLACK ACHIEVERS
More 2008 Award Recipients
Won Choe
Asian American
Business Development
Center Outstanding
50 Asian Americans in
Business Award
Nicole Malliotakis
Staten Island Economic
Development Corporation
20 Under 40 Leadership
Award
Carol Ann Conslato
The Queens Courier
Top 10 Women in
Business Award
Sterling D. Phillips
New York City
Council Proclamation
Lima A. Jones and Denise P. Reid were
honored as Con Edison of New York’s
2008 Black Achievers at the Harlem
YMCA National Salute to Black Achievers
in Industry Awards Dinner. The Harlem
YMCA grants this honor each year
to industry leaders for outstanding
professional achievement and exemplary
community service. The award, founded
in 1971 at the Harlem YMCA, has become
a national project with more than 4,000
honorees.
Ms. Jones joined Con Edison of New York
in 1987 as a production technician and
is currently a section manager in Gas
Engineering. She holds a Bachelor of
Science in chemistry from York College.
Nelson Gomez
ASPIRA Association
Hispanic Corporate
Achiever Award
Denise P. Reid
Harlem YMCA
Black Achievers
in Industry Award
Lima A. Jones
Harlem YMCA
Black Achievers
in Industry Award
Phyllis White-Thorne
NAACP Admiral’s
Award
Ms. Reid joined the utility in 1990 as
an assistant computer analyst and is
currently systems manager in Information
Resources. She holds a Bachelor of
Business Administration in computer
information systems and a Master of
Business in accountancy from Baruch
College. Ms. Reid is licensed in New York
State as a Certified Public Accountant.
NELSON GOMEZ NAMED HISPANIC
CORPORATE ACHIEVER
Nelson Gomez was named Con Edison
of New York’s Hispanic Corporate
Achiever for 2008 at the annual Circle of
Achievers’ luncheon sponsored by the
ASPIRA Association, a national nonprofit
organization that fosters the social
advancement of the Latino community.
28
Marlon J. Kalloo
Engineering Supervisor,
Public Improvement/
Engineering
employee since June 2005
Roland Laroza
Mechanic B, Manhattan
Electric Construction
employee since April 2007
Mr. Gomez joined the company in January 1975 and held positions of increasing
responsibility before assuming the position of section manager, Shared Services,
at O&R.
Mr. Gomez holds a Bachelor of Science in management from Mercy College and a
Bachelor of Science in economics from the City University of New York. He also
holds a Master of Science in energy management and a certificate of environmental
management from the New York Institute of Technology.
WON CHOE NAMED OUTSTANDING ASIAN AMERICAN IN BUSINESS
Won Choe, section manager, Electric Operations, was honored as one of the 2008
Outstanding 50 Asian Americans in Business by the Asian American Business
Development Center, a nonprofit organization that promotes the achievements and
contributions of Asian Americans.
Formerly a U.S. Navy officer, Mr. Choe joined the company in 2001 as an electrical
distribution engineer and has held various management positions in electric
construction and engineering. He served as department manager in Electrical
Distribution Engineering, where he was charged with public safety, and is now
responsible for the maintenance and construction of the underground distribution
infrastructure in Brooklyn.
Mr. Choe holds a Bachelor of Science in nuclear engineering from Rensselaer
Polytechnic Institute and is completing a Master of Business Administration at
Fordham University. He came to the company through our military recruitment partner
Bradley-Morris.
PHYLLIS White-THORNE RECEIVES NAACP ADMIRAL’S AWARD
The New York branch of the National Association for the Advancement of Colored
People (NAACP) presented its 2008 Admiral’s Award to Phyllis White-Thorne, public
affairs manager, Brooklyn Public Affairs. The award is bestowed “for services above
and beyond the call of duty on the stormy waters of racial and civil injustices.”
Ms. White-Thorne has received many citations for her outstanding community service
including the Harlem YMCA’s Black Achievers in Industry award, Channel Thirteen/
WNET New York’s Community Leadership award, and recognitions from Goodwill
Industries and The Black American Heritage Foundation. She is also a 1994 recipient of
the company’s prestigious LOV award.
Ms. White-Thorne, who has worked for Con Edison of New York since 1971, has
a Bachelor of Science in business from Iona College, and a Master of Science in
organizational leadership from Mercy College.
31
Serena O. Lee
Project Manager, Research
and Development
employee since July 1990
STERLING D. PHILLIPS HONORED FOR COMMUNITY ACTIVISM
The New York City Council honored Sterling D. Phillips, senior substation operator,
Central Operations, with a proclamation citing his good works in the community. A
native of Trinidad and Tobago, Mr. Phillips is president of the Trinidad and Tobago
Alliance, an umbrella organization of community-based organizations in North
America. He received the honor at a celebration of the 46th anniversary of the
independence of Trinidad and Tobago.
CAROL ANN CONSLATO HONORED AS TOP WOMaN IN BUSINESS
The Queens Courier named Carol Ann Conslato, director, Queens Public Affairs, as one
of its annual Top 10 Women in Business honorees. The honorees are recognized for
their professional success and commitment to their communities.
NICOLE MALLIOTAKIS RECEIVES 20 UNDER 40 LEADERSHIP AWARD
Public Affairs Manager Nicole Malliotakis was honored at the first-ever 20 Under 40
Leadership Awards by the Staten Island Economic Development Corporation. The
award honors recipients for contributing to the borough’s economic growth and
improving the quality of life for businesses and residents.
33
Supplier Diversity Program
The Supplier Diversity program for Con Edison of New York and O&R aims to increase
business relationships with minority- and women-owned businesses and help them
compete and grow. Over the years, the program has helped about 450 businesses
develop and expand. The program seeks to add new businesses in technical,
environmental, and safety services.
In 2008, the program spent more than $305 million. We developed stronger business
partnerships in areas of construction, chemicals, and information technology, and will
continue to identify new and nontraditional opportunities for minority- and womenowned businesses.
We awarded sizable contracts to diverse vendors in 2008:
n $10-million contract to a minority-owned contractor for demolition work at the
74th Street Generating Station’s turbine hall
n three-year, $4-million contract to a minority-owned business for storage servers on
an as-needed basis, which will save the company $120,000 over three years
n $3.5-million contract to a minority-owned construction company for the
installation of a 24-inch steel gas main in the Bronx
n $2.5-million contract to a woman-owned business for the purchase and installation
of a steel-truss, prefabricated utility bridge and conduit system
n $2-million contract to a minority-owned contractor to replace a chiller system at
The Learning Center
n $1.6-million contract to a new minority woman-owned vendor to customize the
customer operations retail access information system, transportation customer
information system, and the new electronic data interchange testing system
n more than $9 million in contracts to various minority-owned businesses for fuel
supply
Our Supplier Diversity program continues to encourage suppliers to think “green” and
provide a diversified, cost-effective line of environmentally sustainable products and
services. We host and attend numerous events and programs in conjunction with many
civic organizations and government agencies. These events provide opportunities for
minority- and women-owned businesses to network with major corporations.
Our Supplier Diversity program received awards last year from the New York and New
Jersey Minority Supplier Development Council, New York State Association of Minority
Contractors, Women Presidents’ Educational Organization, Selective Internship
Program, and Supplier Diversity Development Council.
34
Pension Fund Managers
The company continues to hire outside managers to invest its pension funds. A fund
manager’s performance is evaluated based upon predetermined benchmarks. At the
close of 2008, two minority fund managers handled $150 million of the small-cap and
large-cap equity funds for the pension fund.
Bond Underwriters
We employed four minority underwriting firms in 2008. Two minority firms were on
each underwriting team for the Con Edison of New York Series 2008A and 2008B,
each of $600 million. Two minority firms were among the underwriters for the
$600-million Con Edison of New York Series 2008C debenture.
Commercial Banks
The company maintained deposit relationships with two minority-owned banks
in 2008.
Insurance Brokers
In 2008, the company placed some of its corporate insurance through two minority
insurance brokers. One broker has handled our business travel/employee crime
insurance policy since 1985. Another minority insurance brokerage firm placed our
insurance programs for lease obligations at 30 Flatbush Avenue, as well as some
special railroad liability coverage.
Table 22: Supplier Diversity Program Expenditures ($ millions)
Year
Goods/Services
Fuel
2004
160.6
13.7
2005
227.6
4.5
2006
243.9
2.4
2007
270.1
0.0
2008
296.1
9.0
Total
174.3
232.1
246.3
270.1
305.1
35
Strategic Partnerships
Through our Strategic Partnerships program, we continue a long-established tradition
of contributing to and promoting the diverse social, cultural, and economic vitality of
our service area. We offer financial or in-kind support to nonprofit organizations whose
activities advance strong, vibrant, and stable communities. The groups are carefully
selected based on their ability to use education, training, and special programs and
events to enrich the quality of life for all New Yorkers.
The following organizations exemplify our commitment to supporting diversity and
inclusiveness in our communities.
Abyssinian Development Corporation
The Abyssinian Development Corporation (ADC) is a comprehensive community and
economic development corporation dedicated to building the human, social, and
physical capital in Harlem. To execute its mission, ADC leverages all of its investments
in the Harlem community and employs more than 100 people.
A longtime supporter of ADC, Con Edison of New York focuses its giving on three
areas: senior-citizen programs with a range of services from case management and
referrals to recreational activities; a civic engagement unit that organizes residents to
support quality-of-life issues; and programs that promote quality public education and
partner with Harlem public schools.
Chinatown Partnership Local Development Corporation
The Chinatown Partnership was formed after 9/11 to bring residents, business owners,
and community groups together to rebuild Chinatown, preserve the neighborhood’s
unique culture, and ensure its vitality in the future.
The partnership focuses on neighborhood improvements, arts and culture, and
economic development. It engages the community, leads efforts to improve the
neighborhood’s physical environment, and provides opportunities and services for
local businesses and entrepreneurs.
We are a leading supporter of the Chinatown Partnership’s major fundraising event,
Taste of Chinatown, which benefits the partnership’s programs.
Dominico-American Society
The Dominico-American Society works to meet the educational, social, and cultural needs
of the Latino community. Based in Queens, the society offers courses in English as a
second language, general educational development (GED) preparation, civics/citizenship,
and computers, and helps its student find jobs. It also provides workshops and seminars
on immigration, health and nutrition, family budgeting, and domestic violence.
36
Kwame L. Lewis
Operating Supervisor, O&R
Control Center Operations
employee since June 2005
We support the society’s after-school tutoring program for elementary-school
students and computer courses for children and adults, which are conducted in both
Spanish and English.
Young Women’s Christian Association of the City of New York
Since 1870, the Young Women’s Christian Association of the City of New York (YWCANYC) has pioneered social change through innovative programs that improve the lives
of women, girls, and families in New York City. The YWCA-NYC is the city’s only major
human-services provider founded, governed, and administered by and for women.
Each year, the YWCA-NYC serves more than 50,000 New Yorkers — about 85 percent
of whom are women — through a combination of free community-service programs
and fee-based membership programs.
Con Edison of New York has supported the YWCA-NYC Academy of Women Leaders’
annual Salute to Women Leaders Luncheon since 1978. One of the largest of its kind in
the nation, the luncheon celebrates the advancement of women. Twenty-four
Con Edison employees have been inducted into the academy since its inception.
Focus on Diversity
In 2008, Con Edison of New York and O&R launched the Corporate Mentoring Program
for Women in Nontraditional Careers (WINC). This new dynamic mentoring program
provides support to union women in field positions. WINC provides each mentee with
an opportunity to connect with experienced management or union employees who
mentor and help them build successful careers in the company.
We celebrate diversity throughout the year. In February, we paid tribute to Black
History Month; in March, Women’s History Month; and in June, Lesbian, Gay, Bisexual,
and Transgender (LGBT) Month. We highlighted the significant contributions to society
made by people of African heritage, women of all races, and the LGBT community.
Announcements were displayed on the elevator screens at Irving Place and the
features appeared on the company’s intranet.
Senior Vice President Mary Jane McCartney continued to host the Women of Con
Edison information exchanges, which give employees an opportunity to network, gain
self-awareness tools, and learn about career advancement. Last year, three sessions
were held at The Learning Center: Energize Your New Year; Are You Getting It; and
Boosting Your Career with Education.
Senior Vice President Frances A. Resheske continued to support the advancement
of professional women by hosting bimonthly luncheons with women from all areas of
the company. These exchanges provided an opportunity for women throughout the
company to talk with each other and learn about each other’s work.
38
James A. Victorine
Senior Graphic Designer,
Public Affairs
employee since July 1981
39
Janet R. Fox
General Manager,
Gas Environmental and Safety
employee since March 1980
EEOA initiated a mentoring partnership with the New York City Mayor’s Office for
People with Disabilities. This partnership affords mentees tools for career advancement
and personal growth, and helps the company recruit people with disabilities.
EEOA launched the Corporate Strategic Diversity and Inclusion Awareness program in
2008. The program helps managers who participate in the hiring process to improve
their awareness of diversity issues and how they relate to our corporate values. More
than 300 managers participated in the first of a three-part series that continues
through 2009. In the series, managers learn methods to support and build on the
company’s commitment to embrace cultural differences and promote an inclusive
environment at all levels of the company.
41
Viktor Curanovic
Customer Field Representative,
Field Operations North
employee since June 2004
Con Edison of New York supported more than 100 ORGANIZATIONS WITH
DIVERSITY-INITIATIVE PROGRAMS IN 2008:
100 Hispanic Women, Inc.
Casita Maria, Inc.
Hong Kong Dragon Boat Festival In New
York, Inc.
Abyssinian Development Corporation
Catalyst
African American Men of Westchester
Chinese-American Planning Council, Inc.
African Voices Communications, Inc.
Coalition of Asian Pacific Americans
Indian-American Cultural Association of
Westchester
Agudath Israel of America
Colegio Dominicano de Periodistas
Institute for the Puerto Rican/Hispanic Elderly
American Association of Blacks in Energy –
New York Metropolitan Area Chapter
Comite Noviembre
Jewish Children’s Museum
Congressional Black Caucus Foundation, Inc.
Jewish Community Relations Council of
New York, Inc.
Instituto Arte Teatral Internacional, Inc.
Arthur D. Phillips Scholarship Fund
Asian American Business Development Center
Council of Jewish Organizations of
Flatbush, Inc.
Asian American Federation of New York
Dominican Women’s Development Center, Inc.
Korean American Counseling Center, Inc.
Asian Americans for Equality, Inc.
Dominico-American Society of Queens, Inc.
Latino Center on Aging
Asian Professional Extension, Inc.
DTM, Defining Trends in Latino Culture
Latino Commission on AIDS
Asian Women In Business
East Harlem Board of Tourism
Latino Job Service Employer Committee
ASPIRA of New York, Inc.
El Carnaval del Boulevard
Associated Black Charities
El Diario/La Prensa
League of Women Voters of the City of New
York Education Fund
Association of Minority Enterprises of New York
El Museo del Barrio
AYUDA for the Arts
Flamenco Vivo Carlota Santana
Ballet Hispanico of New York
Foundation For Ethnic Understanding, Inc.
Barnard College
Foundation for Filipino Artists, Inc.
Bronx Puerto Rican Day Parade, Inc.
Girl Scouts Council of Greater New York, Inc.
Brooklyn Chinese-American Association, Inc.
Hispanic Federation of New York City, Inc.
Caribbean American Chamber of Commerce
and Industry, Inc.
Hispanic Marketing Group
Jewish Museum
League of Women Voters of Westchester
Lewis H. Latimer Fund, Inc.
Martin Luther King Jr. Concert Series, Inc.
Museum of Chinese in America
Musica de Camara, Inc.
NAACP – New York Branch
NAACP ACT-SO Coalition of NYC Branches
43
NAACP Legal Defense and Education Fund
Puerto Rican Bar Association Scholarship
Fund
National Action Council For Minorities in
Engineering
Puerto Rican Family Institute, Inc.
National Association for Female Executives
Women’s Foundation
Puerto Rican Legal Defense and Education
Fund
National Association of Hispanic Journalists
Puerto Rican Traveling Theatre Company
National Council of Jewish Women, Inc.,
Brooklyn Section
Redhawk Indian Arts Council
Wien House (YM & YWHA)
Women’s City Club of New York, Inc.
Women’s Research and Education Fund
Regional Aid For Interim Needs, Inc.
National Hispanic Business Group
Resource Center for Community Development
National Urban Fellows, Inc.
New York Association of Black Journalists
New York State Assembly/Senate Puerto
Rican/Hispanic Task Force
San Juan Fiesta/Archdiocese of NY – Office of
Hispanic Affairs
Society of the Educational Arts, Inc./SEA
Spanish Theatre Repertory Co., Ltd.
New York State Association of Black and
Puerto Rican Legislators, Inc.
Teatro Circulo, Ltd.
New York Women’s Agenda
Thalia Spanish Theatre, Inc.
New York City Hispanic Chamber of
Commerce, Inc.
Thurgood Marshall College Fund
One Hundred Black Men, Inc.
Operation Exodus Inner City, Inc.
44
Tomchei Torah Chaim Birnbaum
Trey Whitfield Foundation Inc.
UJA-Federation of New York
Organization of Chinese Americans –
Westchester & Hudson Valley Chapter
United Negro College Fund
Professional Women in Construction
University of the West Indies
Promesa Foundation, Inc.
West Indian American Day Carnival
Association, Inc.
Young Women’s Christian Association of the
City of New York
Young Women’s Christian Association of
Yonkers
Executive Profile: Edwin J. Ortiz
Vice President, Customer Service, Orange and Rockland Utilities
From customer service representative
to vice president, Edwin J. Ortiz has
forged an inspiring career and worn
many hats in his almost 34 years at
Con Edison, Inc.
“The Con Edison utilities provide a
lot of opportunity,” Mr. Ortiz says. “A
person can essentially have three or
four different careers, yet still enjoy the
benefits of working for one company.”
Both O&R and Con Edison of New
York cultivate employee growth and
advancement. The company mission
includes a focus on employee needs
and helping them realize their full
potential. “We have a responsibility
to recognize the talents our people
have and help them develop and use
those talents,” he says. “Providing
people with the opportunity to
develop professionally is a win-win
approach. We get commitment and
good business results, and employees
develop skills that help them compete
and advance in their careers.”
“Our people do important work and
accept responsibility every day,” Mr.
Ortiz says. “Part of that responsibility
is to grow professionally. They can
do this by taking advantage of the
educational resources the companies
provide, participating in teams, and
working in a variety of positions.”
Working on teams, Mr. Ortiz
contributed to such projects as the
filing of rate-case testimony, the
O&R merger, creating unregulated
subsidiaries, and developing
safety initiatives. He also has been
a member of community and
professional organizations. Mr. Ortiz
cites these experiences and the
guidance of mentors as important
influences. “You can learn many
things by working with others,” he
says. “And experiences with outside
organizations add to the diverse
perspectives we all need to consider
in today’s business climate.” Mr. Ortiz
also has mentored both O&R and Con
Edison of New York employees.
One of the things the companies
do well is allow employees to move
between organizations and work in
different jobs. “Changing jobs gives
you a broader perspective. It helps
you develop new skills, cultivate
a network of peers, and improve
communication,” Mr. Ortiz says. “You
also gain an appreciation of the
people who work here.” He notes that
career opportunities are increasing as
employees retire or change positions,
and business needs change.
Fresh out of Manhattan College
with a Bachelor of Science in
psychology, Mr. Ortiz started as a
customer service representative. He
quickly rose to posts of increasing
responsibility, including director of
Employee Relations and general
manager in Central Field Services of
both Regional Operations and Stores
Operations. Before moving to O&R,
he served as general manager of
Gas Operations in the Bronx and in
Queens.
Taking advantage of the company’s
tuition reimbursement program, Mr.
Ortiz earned a Master of Science in
Industrial and Labor Relations from
Cornell University and Baruch College.
He earned a certificate in critical
resource management from the
University of Virginia’s Darden School
of Business and graduated from the
company’s Business Academy.
Born and raised in Washington
Heights, Manhattan, Mr. Ortiz is
chairman of the board of directors
of Covenant House New York, which
serves homeless, runaway, and at-risk
youth, and is also a member of the
Salvation Army Spring Valley advisory
board. He is married and has two
adult children.