diversity - Con Edison

DIVERSITY
Annual Report 2009
“Even though you might be different from
who I am, we can all still work together
to keep the lights on.”
Noricia Anderson
Junior Designer
Electric Operations
employee since June 2006
DIVERSITY
The Way We Work
We wish to thank the employees
of Con Edison of New York and
Orange and Rockland Utilities
whose images appear in this
report. They portray the diversity
of backgrounds, ethnicities,
cultures, lifestyles, and beliefs that
makes Con Edison, Inc. such a rich
community. We thank them for
shining the light on themselves and
celebrating the light each employee
brings to the workplace, as well as
the light Con Edison brings to the
larger community.
Cover photo: Pavithra Rajan
“I like a lot of light. At
home I take lights for
granted — especially
with small kids, they
always turn lights on.
The house is all lit
up all the time. To be
more efficient would
be a better way.”
Corrado Giuga
LNG Plant Operator
Gas Operations
employee since December 2005
CONTENTS
5 Message from the Director
23 Corporate Recognition
6 Executive Summary
26 Employee Recognition
8 Con Edison of New York
33 Supplier Diversity
9 Orange and Rockland
Utilities
37 Strategic Partnerships
38 Focus on Diversity
10 Recruiting a Diverse
Workforce
43 Executive Profile:
Elizabeth Moore
18 Training
3
Message from the Director
I am delighted to present the 2009 Diversity Annual
Report, which highlights several key initiatives undertaken
or completed by Con Edison of New York and Orange and
Rockland Utilities in the areas of diversity, inclusion, and equal
employment opportunity.
Christine Osuji
Director, Equal Employment
Opportunity Affairs
Despite a year of economic difficulties, we remained steadfast
in our commitment to inclusion and diversity. With a hiring
reduction in effect for much of the year, we made progress
in promoting workforce diversity and laying the foundation
for sustained progress in 2010. Nearly 60 percent of the
employees hired by Con Edison of New York in 2009 were
minorities, and 40 percent were women. We also continue
to increase the percentage of both minorities and women
advancing into senior management positions.
We recognize the importance of supplier diversity in
our procurement programs and reached out to cultivate
relationships with women- and minority-owned businesses.
In 2009, our Supplier Diversity program awarded sizable
contracts to diverse vendors. Through our Strategic
Partnerships program, we supported more than 100 nonprofit
organizations that focus on diversity.
I also report on the outstanding achievements and
contributions of our greatest asset — our employees — who
are spotlighted throughout the report. Either on their own or
under company sponsorship, our employees brought resources
— their time, talent, and energy — to the community to help
address public concerns.
As the report demonstrates, we continue to make strides in
our overall business strategy to build and sustain a top-notch
workforce that reflects the social, cultural, and racial diversity
of the communities we serve. Much has been accomplished
in the past year, but there is more to be done. I look forward
to continuing our journey and deepening Con Edison’s
commitment to inclusion and diversity in the future.
5
Executive Summary
Con Edison, Inc. embraces the principles of diversity, inclusion, and equal employment
opportunity. We work hard to recruit, retain, and develop talented employees who reflect
the diverse communities we serve. The company’s efforts in 2009 again demonstrate our
commitment to achieving these goals. Our key accomplishments in 2009 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 significantly increasing the number of participants in our Women in the Field seminars
that support women in nontraditional careers
n using a theater group to engage employees about fostering a corporate culture of
dignity, respect, and inclusiveness
For the second year in a row, Con Edison of New York topped the list of DiversityInc
magazine’s ranking of utility companies for our commitment to diversity. Once again, our
employees received awards for achievement in professional, civic, and volunteer activities,
including the Harlem YMCA National Salute to Black Achievers in Industry Award and the
YWCA of the City of New York’s Academy of Women Leaders Salute.
Although Con Edison of New York’s total number of employees decreased, we recruited
and maintained a diverse workforce. The percentage of minorities increased from 44 to
45. The percentage of women increased slightly.
Our Growth Opportunities for Leadership Development (GOLD) program, the company’s
college-recruitment program, once again attracted many talented minorities and women.
In 2009, 37 minorities and 31 women became GOLD associates.
The number and percentage of minorities and women in upper-management positions at
Con Edison of New York again reached record highs. In 2009, the percentage of minorities
at the band-4 level and above rose to 25 percent, up from 22 the year before. Women in
these senior leadership positions rose to 27 percent, up from 26 the previous year.
Through a creative performance by an acting troupe, we increased awareness of diversity
among Orange and Rockland Utilities (O&R) employees and community leaders. The
performance, followed by an engaging discussion, offered insights on how to build and
embrace cultural and generational diversity and create a more inclusive workplace.
6
6
“Light lights
people’s lives.
It opens up your
world to see
people, things,
what you live for.
Without light, it’s
as if we are just
blind.”
Pavithra Rajan
Associate Analyst
Electric Engineering
employee since June 2009
7
7
Con Edison of New York
Our workforce decreased in 2009, from 14,309 to 14,185. Minority representation increased
as a percentage of the total workforce from 44 to 45. The number of minority employees
rose to 6,341 (tables 1 and 10). The percentage of women increased from 16.5 percent to 17.1
percent, with the number of women employees increasing to 2,419 (tables 5 and 10).
We hired 509 employees in 2009, 966 fewer than last year. Of these, 59 percent were
minorities (tables 2 and 11). The percentage of women hired increased substantially, from
26 percent in 2008 to 40 percent in 2009 (tables 6 and 11).
The total number of promotions decreased from 1,903 to 1,425. The percentage of promotions
earned by minorities decreased from 49 to 48 percent (tables 3 and 12). The percentage of
women promoted decreased as well, from 15 percent in 2008 to 13 percent in 2009 (tables 7
and 12).
A new record was set for minorities in upper-management positions, increasing the
percentage from 22 to 25 percent (table 4). The percentage of women at band-4 and above
positions increased from 26 to 27 percent (table 8).
The representation of minority and women officers are the highest in the company’s history.
Among the new hires in 2009 were the first minority president of Con Edison of New York, Craig
Ivey, and the first minority woman general counsel, Elizabeth Moore. The number of minority
officers increased from 10 to 13, increasing the percentage from 24 to 31. The percentage of
female officers increased from 29 to 31 with their number rising from 12 to 13 (table 9).
Multicultural Advisory Committee
Back row, left to right:
Paul Hackett, Pearl Turner,
Helen Outlaw, Kwame Lewis,
Reynaldo Diaz, Suzanne Sweeney
Front row, left to right:
Melissa Swinton-Ghafoor,
Juliane Lasaponara, Krystyna Romas,
Laurie Sanchez, Donna Garces
Missing from photo:
Michele Brooks-Stewart,
Michael Grant, Patricia Seaman
8
Orange and Rockland Utilities
Minority representation in the O&R ranks continued to increase. O&R’s workforce totaled
1,062 at the end of 2009, 15 percent of which were minorities and 24 percent women
(table 13). The company attracted new diverse talent through several initiatives, including
forging alliances with local organizations.
As part of its ongoing outreach efforts, O&R’s Multicultural Advisory Committee
hosted its second meet-and-greet session at O&R’s Middletown site, giving
employees an opportunity to learn more about the committee’s mission and
accomplishments.
Throughout the year, the committee participated in the annual Ethics Roundtable
Discussion with the O&R Ethics Office and Con Edison of New York’s ombudsman, and
attended the National Association for the Advancement of Colored People’s (NAACP)
100-year celebration, held at Rockland Community College.
The committee hosted its second Diversity Playhouse, along with O&R’s Business Ethics
Council. The Performance Plus acting troupe created dramatic vignettes related to real
workplace issues and challenges to illustrate how certain behaviors can elicit different
responses. Following the performance, the audience engaged in a lively conversation
about ways to embrace cultural and generational diversity and became more aware of
how diversity can impact the workplace.
9
Unless otherwise indicated, all tables reflect Con Edison of New York data.
Table 1: Minorities in the Workforce
Year
2005
2006
2007
2008
2009
Total
13,145
13,441
13,774
14,309
14,185
Minority
5,286
40.2%
5,576
41.5%
5,882
42.7%
6,313
44.1%
6,341
44.7%
Table 2: Minority Hires
Year
Total
2005
1,487
2006
1,282
2007
1,314
2008
1,475
2009
509
751
648
676
831
301
Table 3: Minority Promotions
Year
Total
2005
1,274
2006
1,638
2007
1,711
2008
1,903
2009
1,425
Minority
513
40.3%
705
43.0%
785
45.9%
942
49.5%
687
48.2%
Minority
50.5%
50.5%
51.4%
56.3%
59.1%
Table 4: Minorities in Upper-Management
Positions Salary Band 4 and Above
Year
2005
2006
2007
2008
2009
Total
179
176
173
183
184
30
33
34
40
45
Minority
16.8%
18.8%
19.7%
21.9%
24.5%
O&R continues to celebrate success
by hosting the annual Employee
Power Luncheon. Employees had an
opportunity to hear Edwin J. Ortiz, vice
president, Customer Service, share his
personal and professional experiences
and how they shaped his career.
Recruiting a
Diverse Workforce
The company’s recruitment strategies
continue to succeed. Last year, 59
percent of all new hires were minorities
and 40 percent were women (tables 2
and 6). We use the Internet, job fairs,
and professional search firms to recruit
talented women and minorities. We
also develop potential applicants by
supporting organizations dedicated to
skills training.
Web-based job postings are the most
significant way we market career
opportunities to diverse populations.
Leading Web 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.
The 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, Asian/Pacific Americans,
African-Americans, Hispanics, and
people with disabilities.
10
“Well, Times Square
needs Con Edison,
and that feels good.
Driving down 42nd
Street in my truck
feels good.”
Henrietta Gerhard
Mechanic A
Electric Operations
employee since January 2006
11
“The light I bring to people, in my role in Strategic
Partnerships, is that we enable communities,
through philanthropy, to provide programs and
ideas to the people we serve.”
Walter Shay
Public Affairs Manager
Public Affairs
employee since May 1977
12
Table 5: Women in the Workforce
We were introduced to a diverse
pool of qualified candidates by
participating in job fairs. The fairs
were sponsored by Women for Hire,
the American Association of Blacks
in Energy, CAREERS & the disABLED
magazine, and City University of New
York campuses, including the College
of Staten Island, Baruch, Medgar Evers,
Queens, and Brooklyn colleges, and
the College of Technology. We also
participated in the New York State
Department of Labor’s veterans’
career fair.
Con Edison of New York also took
part in college-sponsored career fairs
outside New York City, including the
National Society of Black Engineers and
the Society of Hispanic Professional
Engineers fairs at Rensselaer
Polytechnic Institute. We attended a
career fair at Morgan State University, a
historically black university, and others
sponsored by universities with diverse
student populations, including Rutgers,
The State University of New Jersey,
and Binghamton University and the
University at Buffalo. We also took part
in the American Association of Blacks
in Energy annual conference in Orlando,
Florida.
We continued to work with Sairam
Consultants, a diversity search firm
specializing in structural engineering,
civil engineering, and construction
management; Buckner & Associates,
an executive search firm specializing
in diversity; and Workplace Diversity,
LLC, a minority-owned employment
company that targets diverse
employees.
Year
2005
2006
2007
2008
2009
Total
13,145
13,441
13,774
14,309
14,185
2,032
2,125
2,172
2,362
2,419
Women
15.5%
15.8%
15.8%
16.5%
17.1%
281
277
258
379
202
Women
18.9%
21.6%
19.6%
25.7%
39.7%
Table 6: Women Hires
Year
2005
2006
2007
2008
2009
Total
1,487
1,282
1,314
1,475
509
Table 7: Women Promotions
Year
2005
2006
2007
2008
2009
Total
1,274
1,638
1,711
1,903
1,425
Women
165
217
240
276
186
13.0%
13.2%
14.0%
14.5%
13.1%
Table 8: Women in Upper-Management
Positions Salary Band 4 and Above
Year
2005
2006
2007
2008
2009
Total
179
176
173
183
184
Table 9: Women and Minorities
Officer Positions
Year
Total
Women
2005
43
9
20.9%
2006
39
10
25.6%
2007
38
10
26.3%
2008
42
12
28.6%
2009
42
13
31.0%
Women
39
40
41
47
49
21.8%
22.7%
23.7%
25.7%
26.6%
in
Minorities
6
14.0%
6
15.4%
7
18.4%
10
23.8%
13
31.0%
To increase women hires, we again
partnered with Nontraditional
Employment for Women (NEW), a
nonprofit organization that prepares
women for work in traditionally male
jobs. NEW has trained most of the
women “hard hats” in New York City and
13
Table 10: Total
Women
Minority
Black
Asian
Native American
Hispanic
Caucasian
Pacific Islander
Two or more races
Total workforce
Workforce 2005
2005 2,032 15.50%
5,286 40.21%
2,870 21.83%
675 5.13%
6 0.05%
1,735 13.20%
7,859 59.79%
— —
— —
13,145
– 2009
2006 2,125 15.81%
5,576 41.48%
2,981 22.18%
742 5.52%
10 0.07%
1,843 13.71%
7,865 58.52%
— —
— —
13,441
Table 11: Total Hires 2005 – 2009
2005 2006
Women
281 18.9%
277 21.6%
Minority
751 50.5%
648 50.5%
Black
375 25.2%
319 24.9%
Asian
109 7.3%
115 9.0%
Native American
1 0.1%
2 0.1%
Hispanic
266 17.9%
212 16.5%
Caucasian
736 49.5%
634 49.5%
Pacific Islander
— —
— —
Two or more races
— —
— —
Total hires
1,487
1,282
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
2009
2,419 17.05%
6,341 44.70%
3,077 21.68%
885 6.24%
17 0.12%
2,248 15.85%
7,844 55.30%
8 0.06%
106 0.75%
14,185
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
2009
202 39.7%
301 59.1%
110 21.6%
53 10.4%
0
0.0%
132 25.9%
208 40.9%
0
0.0%
6
1.2%
509
has been a model for national programs. The Learning Center trained 253 women enrolled
with NEW in 2009. The women learned basic electricity, carpentry, and plumbing, and
received an introduction to transmission and distribution systems, as well as leadership
and management development. Since 2000, NEW has helped us hire 77 women, and we
remain committed to this productive relationship.
We maintained our partnerships with Bronx Community College Project HIRE, an
occupational skills training and development program that gives men and women
practical skills to re-enter jobs in the construction trades, and with the South Bronx
Overall Economic Development Corporation and the East River Development Alliance,
both of which offer job training.
14
“Light is clarity. It’s not just the
act of being able to see. It’s much
more than just energy.”
Stephanie Bailey
Director, Information Resources
Shared Services
employee since March 2009
Table 12: Total Promotions 2005 – 2009
2005 2006
Women
165 13.0%
217 13.2%
Minority
513 40.3%
705 43.0%
Black
260 20.4%
356 21.7%
Asian
69 5.4%
80
4.9%
Native American
1 0.1%
1
0.1%
Hispanic
183 14.4%
268 16.3%
Caucasian
761 59.7%
933 57.0%
Pacific Islander
— —
— —
Two or more races
— —
— —
Total promotions
1,274
1,638
Table 13: Con Edison, Inc. Total Workforce
Total
Con Edison of New York
14,185
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
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
Minority
6,341
44.7%
2009
186 13.1%
687 48.2%
349 24.5%
81
5.7%
0
0.0%
246 17.2%
738 51.8%
1
0.1%
10
0.7%
1,425
Women
2,419
17.1%
Orange and Rockland Utilities
1,062
160 15.1%
253
23.8%
Competitive energy businesses
279
75
26.9%
103
36.9%
15,526
6,576
42.4%
2,775
17.9%
Total
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, 2009.
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. Of last
year’s 56 interns, 79 percent were minorities and 23 percent were women. Since 2005,
244 students have become co-op interns, 65 percent of whom were minorities, and 25
percent women (table 14).
Table 14: Co-Op Intern Program
Year
Total
Minority
2005
62
36
58.1%
2006
51
35
68.6%
2007
26
16
61.5%
2008
49
28
57.1%
2009
56
44
78.6%
Total
244
159
65.2%
Women
15
24.2%
11
21.6%
7
26.9%
14
28.6%
13
23.2%
60
24.6%
Table 15: GOLD Program
Year
Total
Minority
2005
59
31
52.5%
2006
61
42
68.9%
2007
48
28
58.3%
2008
66
38
57.6%
2009
70
37
52.9%
Total
304
176
57.9%
Women
17
28.8%
22
36.1%
13
27.1%
19
28.8%
31
44.3%
102
33.6%
17
Table 16: GOLD Program
Five-Year Retention Study
Year
Total
Minority
2005
Program participants
59
31
GOLD PROGRAM
Women
17
Active as of 12/31/2009
37
20
10
Retention rate
62.7%
64.5%
58.8%
2006
Program participants
61
42
22
Active as of 12/31/2009
44
27
16
Retention rate
72.1%
64.3%
72.7%
2007
Program participants
48
28
13
Active as of 12/31/2009
40
24
12
Retention rate
83.3%
85.7%
92.3%
2008
Program participants
66
38
19
Active as of 12/31/2009
48
25
15
Retention rate
72.7%
65.8%
78.9%
2009
Program participants
70
37
31
Active as of 12/31/2009
69
36
30
Retention rate
98.6%
97.3%
96.8%
Five-Year Summary
Program participants
304
176
102
Active as of 12/31/2009 238
132
83
Retention rate
78.3%
75.0%
81.4%
We mentor high-caliber college
graduates for leadership positions
for 18 months 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. GOLD
continues to be a successful way to
recruit and retain minorities and women.
In 2009, 70 college graduates — 37
minorities and 31 women — became
GOLD associates (table 15).
Since 2005, we have hired 304 GOLD
associates, 58 percent of whom were
minorities, and 34 percent women (table
15); 78 percent of them have remained
with the company. Significantly, 75
percent of the minorities and 81 percent
of the women are continuing their
careers at Con Edison (table 16).
Training
EEOA initiated a Strategic Diversity
training program in 2009 to help
managers identify and implement
initiatives to contribute to a more diverse
and inclusive workplace. Employees from
the two utilities took the training.
In 2009, 1,467 employees from both
utilities successfully completed a
company-wide online training program,
Our Commitment to Diversity, which
focused on EEO and workplace
harassment prevention. Since its
inception in November 2008, more than
13,900 employees have completed this
training.
EEOA provided training to 498
newly hired union and management
employees. Employees are presented
18
“When I was holding
the lightbulbs, I said
this helps support
my family—not the
lightbulb in general,
but you know, when I
think of light, it’s close
to me, it’s Con Edison.”
Linda Gibbons
Senior Specialist
Customer Operations
employee since October 1994
“Light is a spectrum
of all the colors in the
rainbow. You need
all those colors to be
able to see everything
clearly that’s in front
of you.”
George Hoxworth
Engineer
Central Operations
employee since July 2006
with the company’s EEO policies and procedures as well as federal, state, and local laws
and regulations. This training allows employees to develop skills to foster an inclusive
environment and understand their responsibilities under the EEO policy and the law.
In addition, EEOA conducted presentations at training courses, such as Supervisory
Skills, an orientation program for new supervisors, First Line of the Future, for line
supervisors, and On Trial, On Target, for supervisors of union employees on probation.
The sessions give attendees a better understanding of the company’s Affirmative
Action/Equal Employment Opportunity and sexual harassment policies. At the
presentations, EEO facilitators dispel misconceptions associated with equal employment
opportunity, diversity, and affirmative action, and explain the legal framework governing
nondiscrimination in personnel actions and practices.
Working with Empire State Pride Agenda, a lesbian, gay, bisexual, and transgender civil
rights and advocacy group, EEOA provided gender-identity and gender-expression
training to educate employees about the use of appropriate terminology and pronouns,
restroom-access issues, and other ways to treat transgender colleagues and customers
with respect. EEOA also developed guidelines on gender transition to provide guidance
for employees.
DIVERSITY WEB SITE
Our Diversity at Con Edison Web site, dedicated to celebrating the diversity of our
workplace and service area, received nearly 30,000 hits in 2009. The attractive,
user-friendly site describes the company’s Supplier Diversity program and includes
recognitions the company has received for promoting equal opportunity.
EEOA WEB SITE
The internal EEOA Web site intranet/eeo continues to be an effective resource where
employees can file internal complaints and receive useful information about diversity at
Con Edison. The site also posts news about significant awards given to employees and
the company. This site received close to 14,000 hits in 2009.
Table 17: Employee Tuition-Aid Program
Year
Total
2005
446
2006
469
2007
571
2008
691
2009
742
Minority
241
253
320
394
438
Women
54.0%
53.9%
56.0%
57.0%
59.0%
122
131
172
203
212
27.4%
27.9%
30.1%
29.4%
28.6%
21
“Coming back from
Cambodia, where they
cut the light around
7:30 or 8:00 at night,
you fly in and you
see all the lights lit
up in New York City.
You keep that on. You
work at Con Edison,
and you feel proud.”
Roland Keo
Mechanic A
Central Operations
employee since March 2005
Also available on the EEOA site are:
n messages from company executives
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 staff information
n self-identification forms
TUITION-AID PROGRAM
The Tuition-Aid program reimburses eligible employees who return to school to enhance
their careers. Employees qualify for up to 100-percent reimbursement of tuition after
successfully completing a degree. In 2009, 742 employees took advantage of tuition aid,
of whom 59 percent were minorities and 29 percent were women (table 17).
Corporate Recognition
DIVERSITYINC NAMES CON EDISON OF NEW YORK TOP UTILITY
For the second year in a row, Con Edison of New York topped the list of DiversityInc
magazine’s ranking of utility companies for promoting and encouraging diversity. We
were found to be particularly strong in human capital, supplier diversity, and executive
commitment to promoting diversity.
CON EDISON OF NEW YORK SALUTED FOR SUPPORTING MILITARY
Con Edison of New York was recognized in 2009 by CivilianJobs.com as one of the
Most Valuable Employers for Military. The honor is based on surveys in which U.S-based
employers outlined their 2009 recruiting, training, and retention plans for military
members and veterans. Con Edison of New York has a rich history of recruiting militaryservice members — about 200 active employees are veterans or reservists.
CON EDISON OF NEW YORK NAMED AMONG DIVERSITY ELITE BY
HISPANIC BUSINESS
Con Edison of New York ranks as one of the 60 most diverse companies in the United
States in Hispanic Business magazine’s Diversity Elite list for 2009. The company was
selected from among leading Fortune 500 firms, American subsidiaries of Global 500
companies, and large public and private organizations. Hispanic Business evaluates
excellence in governing board, leadership, and personnel; diversity recruitment; diversity
retention and promotion; marketing and community outreach; and supplier diversity.
23
CON EDISON, INC. HONORED AS a BEST OF THE BEST IN DIVERSITY BY THE BLACK
EOE JOURNAL
Con Edison, Inc. was named to The Black EOE Journal’s 2009 Best of the Best diversity
list in three categories: top energy, oil, and utility company, top supplier for African
Americans, and top diversity employer for African Americans. The business magazine,
which provides information for African Americans seeking corporate employment and
business opportunities, evaluates the country’s top diversity employers, supplier diversity
programs, colleges and universities, government agencies, and corporations by industry.
CON EDISON OF NEW YORK HAILED As TOP 50 EMPLOYER BY MINORITY ENGINEER
Con Edison of New York was ranked as a Top 50 Employer for 2009 by readers of
Minority Engineer magazine. Readers placed Con Edison of New York among companies
for which they would most like to work.
CON EDISON OF NEW YORK EARNS HONORABLE MENTION IN LATINA STYLE
For the second year in a row, Con Edison of New York earned an honorable mention in
Latina Style magazine’s Top 50 list of companies in the United States providing the best
career opportunities for Hispanic women.
24
“In certain areas
of our territory,
you won’t see a
light for miles. The
darkness changes
the perspective on
light, especially when
you’re out in a storm
in the middle of the
night.”
Edwin Molina
Engineer
Electric Operations
employee since March 2003
25
Employee Recognition
LIVING OUR VALUES AWARD
The Living Our Values (LOV) Award is the most prestigious honor Con Edison of New
York and O&R bestow on an employee. LOV recognizes employees who personify our
corporate values of service, honesty, concern, courtesy, excellence, and teamwork, at work
and at home.
2009 LOV AWARD RECIPIENTS
26
Steven Cocchiara
Nathaniel Howard
Outside Plant Mechanic A
Electric Operations
Senior Specialist
Gas Operations
Seda Steck
Vivian Shropshire
Senior Planning Analyst
Central Operations
Customer Field
Representative
Customer Operations
Edward Fitzgerald
Andy Woo
Chief Construction Inspector
Central Operations
Engineer
Electric Operations
More 2009 Award Recipients
Carlos Torres
Lore de la Bastide
Hispanic Business
Corporate Elite
YWCA Academy of
Women Leaders
Edward Naylor
Christine Osuji
Harlem YMCA
Black Achievers in
Industry
Harlem YMCA
Black Achievers
in Industry
Franklin Alvarez
Christopher Jones
ASPIRA Association
Hispanic Corporate
Achiever
Business Council of
Westchester
40 Under 40 Rising Star
Phyllis Minacapilli
Gurudatta Nadkarni
Summit School
Employer of the Year
Asian American Business
Development Center
Outstanding 50 Asian
Americans in Business
Nancy Shannon
The Queens Courier
Top Women in
Business
28
CARLOS TORRES NAMED ONE OF HISPANIC BUSINESS’ CORPORATE ELITE
Carlos Torres, vice president, Emergency Management, was named to Hispanic Business
magazine’s 2009 Corporate Elite list, which names successful executives of Fortune
500 companies. Mr. Torres, who has held his current post since June 2008, joined
the company in 1985 as a management intern and served in positions of increasing
responsibility in Gas Operations, Steam Operations, Manhattan and Bronx/Westchester
Electric Operations, Electric Operations Emergency Management, Construction
Services, and Emergency Management. Mr. Torres holds bachelor of science degrees in
mechanical engineering and engineering management, both from New Jersey Institute
of Technology’s Newark College of Engineering. He has completed the Siemens Power
Technologies International (PTI) Distribution Engineering course.
LORE DE LA BASTIDE HONORED AT YWCA’s ACADEMY OF WOMEN LEADERS
SALUTE LUNCH
Lore de la Bastide, vice president, Purchasing, was the Con Edison of New York recipient
at the 2009 YWCA of the City of New York’s Academy of Women Leaders Salute
luncheon. The salute offers an opportunity for companies to honor top women executives
for outstanding professional achievement, civic commitment, and leadership.
Ms. de la Bastide joined the company in 1983 as a management intern. She has served as
a senior budget analyst, senior construction planner, senior accountant, section manager
in Central Credit, and general manager of Transportation Operations and Customer
Operations. Ms. de la Bastide earned a bachelor’s degree in accounting from St. Peters
College and is a 1996 recipient of the LOV Award.
Academy of Women Leaders Salute honorees are nominated by their corporations
and inducted into the YWCA of the City of New York’s Academy of Women Leaders, a
dynamic and distinguished network of more than 3,000 accomplished professionals.
CON EDISON OF NEW YORK EMPLOYEES RECEIVE NATIONAL BLACK
ACHIEVERS HONORS
Christine Osuji and Edward Naylor were honored at the 2009 Harlem YMCA National
Salute to Black Achievers in Industry Awards Dinner. Celebrating its 39th year, the award
recognizes industry leaders for outstanding professional achievement and exemplary
community service. The award was founded in 1971 at the Harlem YMCA and has since
become a national project with more than 4,000 honorees.
Ms. Osuji holds a bachelor’s degree in business administration from the State University of
New York at Buffalo and is a certified Senior Professional in Human Resources. She joined
Con Edison of New York in 2000 and has held positions of increasing responsibility in
Human Resources and Customer Operations. Ms. Osuji is currently the director of Equal
Employment Opportunity Affairs.
Edward Naylor joined Con Edison of New York in 2002 as an operating supervisor in Electric
Operations and is currently section manager in Distribution Engineering. He holds a bachelor’s
degree in psychology from Texas Southern University, and a dual master of arts in public
administration, and procurement and acquisition management from Webster University. In
addition, Mr. Naylor was a commissioned officer in the U.S. Army Corps of Engineers.
29
“Light is hope; it’s
energy; it’s life. You
don’t want to live
in the darkness.
Light brings hope.”
Louisa Yang
Customer Service Representative
Bilingual, Customer Operations
employee since January 2008
FRANKLIN ALVAREZ HONORED AS CON EDISON OF NEW YORK’S HISPANIC
CORPORATE ACHIEVER
Franklin Alvarez was named Con Edison of New York’s Hispanic Corporate Achiever
for 2009 at the annual Circle of Achievers reception sponsored by ASPIRA, a nonprofit
organization that fosters the social advancement of the Hispanic community.
Mr. Alvarez joined the company in January 1993. He currently serves as section
manager of computer applications in Construction. Mr. Alvarez volunteers his time
in his local community helping people assimilate into American life and promoting
cultural awareness. He is a financial contributor to the Search for Education, Elevation
and Knowledge (SEEK) program of The City College of New York, which helps
academically and economically challenged students. Mr. Alvarez holds a bachelor’s
degree in accounting information systems from Pace University and a master’s degree in
organizational leadership from Mercy College. He has been an adjunct professor at both
Mercy College and The College of Westchester.
CHRISTOPHER JONES NAMED a WESTCHESTER 40 UNDER 40 rising star
Con Edison of New York’s Christopher Jones, department manager, Bronx/Westchester
Electric Operations, was ranked among the Business Council of Westchester’s 40 Under
40 Rising Stars. The list honors professionals in Westchester County under the age of 40
who are making their mark. Mr. Jones holds a bachelor’s degree in electrical engineering
from the University of Newcastle in Australia. He is currently pursuing a master’s degree
in electrical engineering from Manhattan College.
PHYLLIS MINACAPILLI HAILED BY SUMMIT SCHOOL
Phyllis Minacapilli, senior executive secretary, received the Employer of the Year Award
from the Summit School in Queens.
The Summit School helps children with special needs develop the tools necessary for
success. The Employer of the Year Award is given to an individual who has supported
the school’s students over several years and is an active member of the organization’s
advisory board. Ms. Minacapilli holds a bachelor’s degree in business from the College of
Staten Island.
GURUDATTA NADKARNI HONORED BY ASIAN AMERICAN BUSINESS
DEVELOPMENT CENTER
Gurudatta Nadkarni, vice president, Strategic Planning, received the Asian American
Business Development Center’s Outstanding 50 Asian Americans in Business award.
Mr. Nadkarni joined the company in January 2008, and is responsible for all aspects of
the company’s strategic planning function. Before joining Con Edison of New York, Mr.
Nadkarni held positions at Duke Energy in corporate strategy/development, including
managing director of growth. He was also a management consultant at McKinsey &
31
“My parents are
Hispanic, and when I
go to the Dominican
Republic, you can be
without light for 24
hours. Here we know
we can depend on
Con Edison to give us
electricity.”
Susana Valette
Supervisor
Central Operations
employee since July 2005
Company, and a senior research scientist at International Paper. Mr. Nadkarni earned
a master of business administration with honors in finance and marketing from the
University of Chicago and a doctorate in physics from Carnegie Mellon University. He is
a member of the board of directors of the Museum of the City of New York.
The Outstanding 50 Asian Americans in Business award program highlights the
contributions and achievements of Asian American entrepreneurs and business
professionals in the United States.
NANCY SHANNON WINS QUEENS COURIER HONOR
Nancy Shannon, director, EH&S, was among the honorees at the Queens Courier seventhannual Top Women in Business Networking Awards Dinner, recognizing women who have
demonstrated outstanding leadership within their business and local communities.
Nancy Shannon joined Con Edison of New York in 1989 and is currently responsible for
managing the company’s EH&S programs, which includes developing and maintaining the
company’s EH&S procedures, training, and communications, and managing the company’s
EH&S risk-management program and information-management systems. Ms. Shannon has
a bachelor of science in business administration from St. John’s University.
Supplier Diversity
The Supplier Diversity program for Con Edison of New York and O&R continues to
develop solid business relationships with vendors, local community organizations, and
city and state agencies. Expenditures in 2009 to minority- and women-owned businesses
were more than $278 million. While this figure represents a decline from 2008 due to the
reductions in company spending driven by the recession, we surpassed our goal for 2009
and demonstrated continued growth in areas such as fuel (table 18).
In 2009, we worked hard to expand our minority- and women-owned business
relationships. Some successes include:
n three-year, $17.6-million contract with a minority-owned software-house supplier
n $750,000 painting contract with a woman-owned business
n $4.3-million contract with a minority-owned business for stray-voltage work
n $11.9-million in contracts with a minority-owned business for several construction
projects, including installing a new roof at the 59th Street station and a refractory
replacement at the East River Station
n $1-million O&R contract with a minority-owned business for technology services
We also partnered with a woman-owned business on electronic data interface testing
software. The software was developed for Con Edison of New York, but we agreed to
allow the vendor to offer the software to other utilities. A licensing agreement requires
that the vendor share revenue generated from the sale of the application.
33
Table 18: Supplier Diversity Program Expenditures ($ millions)
Year
2005
2006
2007
2008
2009
Goods/Services
227.6
243.9
270.1
296.1
264.0
Fuel
4.5
2.4
0.0
9.0
14.8
Total
232.1
246.3
270.1
305.1
278.8
The Supplier Diversity staff attended several educational workshops and seminars in
2009 to create awareness about our program and meet new vendors. Con Edison of New
York also hosted the annual Regional Alliance for Small Contractors’ clearinghouse, which
was attended by more than 375 people.
Our Supplier Diversity program received recognition for its work from, among others, the
New York and New Jersey Minority Supplier Development Council, Women Presidents’
Educational Organization, and the Regional Alliance for Small Contractors.
PENSION FUND MANAGERS
The company continues to hire outside managers to invest its pension funds. At the close
of 2009, two minority fund managers handled $112 million of the small-cap and $215
million of the large-cap equity funds for the pension fund.
BOND UNDERWRITERS
We employed four minority underwriting firms in 2009. Two minority firms were on each
underwriting team for the Con Edison of New York Series 2009A, 275 million debenture,
and 2009B, $475 million debenture. 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 2009.
INSURANCE BROKERS
In 2009, the company placed a portion of its corporate insurance through two minority
brokers. Since 1985, one broker has handled our business travel/employee crime insurance
policy. Another minority insurance brokerage firm holds our insurance programs for lease
obligations at 30 Flatbush Avenue, as well as other special railroad liability coverage.
34
“It’s amazing how
there’s millions of wires
underground in the
city — that just a flick of
the light switch and you
have lights.”
Joseph Boyles
Senior Substation Operator
Central Operations
employee since November 1999
35
“I was born and raised here and spent all my life
here — and I walk around the city at night and
see all the lights and the buildings lit up, and it’s a
happy feeling, a very happy feeling.”
Anthony Medina
Senior Analyst
Central Operations
employee since February 1970
Strategic Partnerships
Through our Strategic Partnerships program, we offer financial or in-kind support to nonprofit
groups whose activities advance strong, vibrant communities. The following organizations
exemplify our commitment to supporting diversity and inclusiveness in our service area.
Alianza Dominicana
Alianza Dominicana’s mission is to strengthen communities by developing and
implementing model social and economic development programs for people in need.
The group promotes leadership, self-sufficiency, health, education, and economic
opportunities that support children and families, and serves more than 60,000 people
throughout New York City. Alianza has a staff of more than 350 at 15 different sites in
Northern Manhattan and the West Bronx and a budget of more than $12 million.
Con Edison of New York is a major supporter of Alianza’s economic development
program and its annual fundraisers.
Alvin Ailey American Dance Theater
The Alvin Ailey American Dance Theater provides dance performances, training, and
community programs. Guided by the belief that “dance is for everybody,” the group is
committed to bringing dance into the classrooms, communities, and lives of all people.
Con Edison supports the AileyDance Kids program, an eight-week dance training program
the group provides in New York City public schools. The program provides a comprehensive
introduction to the Ailey aesthetic and dance as an historical and creative art form.
Ballet Hispanico
Ballet Hispanico is a 13-member dancer troupe that fuses Latin dance with elements of
classical and contemporary forms. Con Edison supports the group’s Primeros Pasos (First
Steps) program, which provides 12- to 20-week dance training sessions in the classroom.
Students who show promise and demonstrate enthusiasm for dance are offered
scholarships to attend the Ballet Hispanico School of Dance Summer Program.
YMCA of Greater New York — Harlem Branch
The YMCA of Greater New York is a community-service organization that strives to build
and maintain stable neighborhoods by focusing on young people and providing programs
that build spirit, mind, and body. The Harlem branch is one of the Y’s leaders with its
Black Achievers in Industry project. Sponsored by their employers, more than 4,000
Black Achievers since 1971 have enjoyed the social and career benefits of working within a
thriving network of minority professionals, while serving their communities and youth.
Con Edison of New York is a major supporter of the Black Achievers in Industry Award.
Among other programs, we also support the Strong Kids Campaign and civic education
programs, such as Teens Take the City, Youth and Government, and Y After School.
37
Focus on Diversity
Diversity celebrations are scheduled throughout the year. In February, we pay tribute to
Black History Month; in March, Women’s History Month; in June, Lesbian, Gay, Bisexual,
and Transgender (LGBT) Month, and, in September and October, Hispanic Heritage
Month. We feature the contributions to society made by people of African heritage,
women of all races, Hispanics, and the LGBT community.
In 2009, Con Edison of New York and O&R launched the second year of the Corporate
Mentoring Program for Women in Nontraditional Careers (WINC). Facilitated by EEOA
and Talent Management, this dynamic mentoring program supports union women in
field positions. WINC gives each program participant the opportunity to connect with
experienced management or union employees who help them build successful careers in
the company.
Sponsored by the director of EEO and the deputy ombudsman, Women in Field seminars
were developed as a way for women in nontraditional jobs to come together and
share experiences. Since their inception in 2008, the seminars have increased in size
and impact. In August 2009, about a third of all the women currently in field positions
attended. Discussion included recruitment, networking and mentoring, promotional
opportunities, workplace conflict, and harassing behavior.
Senior Vice President Mary Jane McCartney (now retired) hosted a Women of Con Edison
information exchange, which gave employees an opportunity to network, gain selfawareness tools, and learn about career advancement. The session was called Packaging
Yourself for Success.
Senior Vice President Frances A. Resheske continues to support the advancement
of professional women by hosting quarterly luncheons with women throughout the
company. These exchanges encourage women colleagues to share experiences and
concerns.
Con Edison of New York participated in its first National Annual Mentoring day with
the New York City Mayor’s Office for People with Disabilities. EEOA, in partnership with
Customer Operations and Talent Management. This partnership gives mentees firsthand
knowledge about skills and education needed for career advancement and personal
growth.
Con Edison’s Military Community was formed to help future military hires adapt more
seamlessly to the company. The community came together at events listed on its
dedicated intranet site.
38
“If you don’t have
light, you won’t be
able to do anything.”
Sarasi Paramananda
Production Technician
Central Operations
employee since October 2007
Con Edison of New York supported more than 100 ORGANIZATIONS WITH
DIVERSITY-INITIATIVE PROGRAMS IN 2009
100 Hispanic Women, Inc.
Casita Maria, Inc.
IATI
Abyssinian Development
Corporation
Catalyst
Indian American Cultural
Association of Westchester
African American Men of
Westchester, Inc.
Chinese-American Planning
Council, Inc.
Agudath Israel of America
Coalition of Asian Pacific
Americans
Alianza Dominicana, Inc.
Comité Noviembre
Alvin Ailey American Dance Theater
Congressional Black Caucus
Foundation, Inc.
Institute for the Puerto Rican/
Hispanic Elderly, Inc.
Italian Heritage & Culture
Committee of New York, Inc.
Jewish Children’s Museum
American Association of Blacks in
Energy — New York Metropolitan
Area Chapter
Council of Jewish Organizations of
Flatbush
Arts & Business Council
of New York
Dominican Women’s Development
Center, Inc.
Asian American Business
Development Center
Dominico-American Society, Inc.
Jewish Community Relations
Council of New York, Inc.
Jewish Museum
Latino Center on Aging
Latino Commission on AIDS
Asian American Federation
of New York
Asian American/Asian Research
Institute
Asian Americans for Equality, Inc.
Asian Women In Business
El Carnaval del Boulevard
Latino Job Service Employer
Committee
El Diario/La Prensa
LatinoJustice PRLDEF
El Museo del Barrio
League of Women Voters of the
City of New York Education Fund
Empire State Pride Agenda
Foundation
Flushing Council on Culture and
the Arts
Aspira of New York, Inc.
Association of Minority Enterprises
of New York
Foundation For Ethnic
Understanding, Inc.
AYUDA for the Arts
Ballet Hispanico of New York
Gran Parada Dominicana del Bronx
Barnard College
Hispanic Federation of New York
City, Inc.
Bottomless Closet
Martin Luther King, Jr.
Concert Series, Inc.
Metropolitan Council on Jewish
Poverty
Musica de Camara, Inc.
Hispanic Marketing Group
Hong Kong Dragon Boat Festival in
New York, Inc.
Brooklyn Society for Ethical Culture
Caribbean American Chamber of
Commerce and Industry, Inc.
Lesbian, Gay, Bisexual &
Transgender Community Center
(The Center)
Loisaida, Inc.
Girl Scout Council of Greater New
York, Inc.
Booker T. Washington Learning
Center
League of Women Voters of
Westchester
Hostos Center for the Arts &
Culture
NAACP ACT-SO Coalition of
NYC Branches
National Action Council for
Minorities in Engineering
41
National Council for Research
on Women
National Hispanic Business Group
National Minority Business
Council, Inc.
Promesa Foundation, Inc.
Trey Whitfield Foundation Inc.
Puerto Rican Bar Association
Scholarship Fund
University of the West Indies
Puerto Rican Family Institute, Inc.
National Urban Fellows, Inc.
Puerto Rican Traveling Theatre
Company
New York State Assembly/Senate
Puerto Rican/Hispanic Task Force
Redhawk Native American Arts
Council
New York State Association of Black,
Puerto Rican and Asian Legislators,
Inc.
Repertorio Español
West Indian-American Day Carnival
Association, Inc.
Wien House (YWHA)
Women’s City Club of New York
Nontraditional Employment for
Women (NEW)
Northern Manhattan Coalition for
Economic Development
North Shore-Staten Island Section,
National Council of Negro Women,
Inc.
4242
Women’s Enterprise Development
Center, Inc.
Women’s Forum, Inc.
San Juan Bautista Fiesta,
Archdiocese of New York, Office of
Hispanic Affairs
Women’s Research and Education
Fund
Schomburg Center for Research in
Black Culture
WX New York Women Executives in
Real Estate
Society of Hispanic Professional
Engineers, Inc.
YMCA
Society of the Educational Arts, Inc.
(SEA)
New York City Hispanic Chamber of
Commerce, Inc.
Teatro Círculo, Ltd.
One Hundred Black Men, Inc.
Thalia Spanish Theatre, Inc.
Operation Exodus Inner City, Inc.
Thurgood Marshall College Fund
Professional Women in Construction
Town Hall
Young Women’s Christian
Association of the City of New York
Young Women’s Christian
Association of White Plains and
Central Westchester
Young Women’s Christian
Association of Yonkers
Executive Profile: Elizabeth Moore
General Counsel, Con Edison, Inc.
Elizabeth Moore is good at what
she does. A former partner
at Nixon Peabody LLP, one
of the largest law firms in the
world, counsel to former New
York Governor Mario Cuomo,
and chair of the state’s Ethics
Commission, she was honored
in 2010 as one of The Network
Journal’s 25 Influential Black
Women in Business.
Throughout her career, Liz has
actively promoted diversity
and equal opportunity. Top
organizations recognize that
they “need to address barriers
or obstacles to achievement
if they are going to recruit the
best and the brightest,” she says.
Diversity is inclusive, she believes
— it is ensuring everybody has
the opportunity to reach their
potential and recognizing that
one size may not fit all.
At Nixon Peabody, where Liz
worked from 1995 until joining
Con Edison last year, she
co-chaired the Diversity Action
Committee, which under her
leadership helped land the firm
on FORTUNE magazine’s list of
“100 Best Companies To Work
For” in 2006, 2007, and 2008.
Before Nixon Peabody, Liz held
various positions in the Cuomo
administration for 12 years. She
was counsel to the governor
from 1991 to 1994, where she
led efforts to negotiate the
governor’s legislative and
budget priorities and managed
the state’s complex litigation
matters. Governor Cuomo has
had a great impact on her career,
she says, and inspired a “passion
for working for the betterment of
the citizens of New York.”
Liz knew she wanted to be a
lawyer for “as long as I can
remember.” Her parents were
heavily involved in unions, which
showed her the power of using
the legal system to protect
people’s rights. Liz’s parents,
who emigrated from Barbados,
also emphasized education and
achievement. Her father, “one
of the strongest influences” in
her life, “was aggressive about
ensuring that his daughter
could be whatever she wanted,”
she says.
Throughout much of her career
Liz has been “The Only” —
sometimes the only woman,
sometimes the only minority, and
sometimes both, she says. She
encourages mentoring younger
professionals in their careers.
“I look forward to having the
opportunity to mentor as part
of my role here in the company,”
she says.
Liz has received the New
York City Bar Association
Diversity Champion Award, the
Association of Black Women
Attorneys’ Legal Community
Award, and the Groat Alumni
Award, the highest honor
awarded by Cornell University’s
School of Industrial and Labor
Relations. She has also been
honored by the Girl Scout
Council of Greater New York.
A native of St. Albans, Queens
and graduate of New York City
public schools, she earned her
juris doctor from St. John’s
University School of Law, and
a bachelor of science from the
School of Industrial and Labor
Relations at Cornell University,
where she serves on the board
of trustees. She also holds an
honorary doctor of civil law from
St. John’s, and serves on the
board of trustees of the Burke
Rehabilitation Hospital.
Liz is married, has two
stepchildren, and lives in Sleepy
Hollow, Westchester County.