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Vault/INROADS Guide to Diversity Internship, Co-op and Entry-Level Programs • 2007 Edition

Consolidated Edison Company of New York

4 Irving Place Diversity Leadership
New York, NY 10003 Joan Jacobs
Phone: (212) 460-4314 Director, Equal Employment Opportunity
Fax: (646) 654-2679 Affairs (EEOA)
www.coned.com
Timothy Indiveri
Section Manager, Recruitment

Employment Contact
Matteo Dobrini
Senior Analyst

Recruiting

Please list the schools/types of schools at which you recruit.
• Ivy League schools: Columbia University, Cornell University, University of Pennsylvania
• Other private schools: Boston University, Clark Atlanta University, Cooper Union, Drexel University, Fordham University,
Lafayette College, Lehigh University, Manhattan College, Marist College, New York Institute of Technology, New York
University, Pace University, Polytechnic University, Rensselaer Polytechnic Institute, Stevens Institute of Technology, St. John’s
University
• Public state schools: Baruch College, City College of New York, Florida A&M University, Morgan State University, New
Jersey Institute of Technology, Rutgers University, SUNY Albany, SUNY Maritime, University of Buffalo
• Historically Black Colleges and Universities (HBCUs): Clark Atlanta University, Florida A&M University, Morgan State
University
• Hispanic Serving Institutions (HSIs): City College of New York
• Other predominantly minority and/or women’s colleges: Boston University, Columbia University, Cornell University,
University of Pennsylvania, Drexel University, Florida A&M University, New Jersey Institute of Technology, Rensselear
Polytechnic Institute, Rutgers University

Do you have any special outreach efforts directed to encourage minority students to consider your
firm?
• Conferences: American Association of Blacks in Energy (AABE), ASPIRA (Latino Youth), Asian-American Business
Development Center (AABDC), African-American Female Executives (AAFE), Asian Women in Business (AWIB); One
Hundred Black Men, Inc.
• Advertise in minority student association publication(s)
• Participate in/host minority student job fair(s)
• Sponsor minority student association events
• Firm’s employees participate on career panels at schools
• Outreach to leadership of minority student organizations
• Scholarships or intern/fellowships for minority students

What activities does the firm undertake to attract minority and women employees?
• Partner programs with women and minority associations: NEW, AABE, Seedco, Society of Women Engineers, Society of
Hispanic Professional Engineers
• Participate at minority job fairs

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• Seek referrals from other employees
• Utilize online job services

Do you use executive recruiting/search firms to seek to identify new diversity hires?
Yes.

If yes, list all women- and/or minority-owned executive search/recruiting firms to which the firm
paid a fee for placement services in the past 12 months:
Buckner & Associate, Regional Alliance for Small Contractors’ Clearinghouse.

Internships and Co-ops

High School Weekly Co-op Program

Number of interns in the program in summer 2005 (internship) or 2005 (co-op): 15
Web site for internship/co-op information: www.coned.com

Con Edison continues to provide New York City high school students with a variety of work experiences that add another dimen-
sion to the technical skills they learn in the classroom. Through the High School Weekly Co-op program, students benefit from
career development information, teamwork experiences and skills development.

In 2005, 15 students, including 13 minorities (86.7 percent) and two women (13.3 percent), were participants. 14 of the co-op
students were employed by Brooklyn/Queens Electric Operations and held positions that were engineering-/computer-related, and
three held manual labor positions at the Hudson Avenue Generating Station. In the past five years, 83 students have participated
in the program, of whom 60 (72.3 percent) were minorities, and 11 (13.3 percent) were women.

Co-op Intern Program

Number of interns in the program in summer 2005 (internship) or 2005 (co-op): 62
Web site for internship/co-op information: www.coned.com

The Co-op Intern program invites college students, many of whom had previously worked for the company as summer interns, to
supplement their studies with hands-on work during the school year.

In 2005, of this program’s 62 participants, 36 were minorities (58.1 percent), and 15 were women (24.2 percent). In the past five
years, 254 students have participated in the program, including 147 minorities (57.9 percent) and 68 women (26.8 percent).

Summer Intern Program

Number of interns in the program in summer 2005 (internship) or 2005 (co-op): 59
Web site for internship/co-op information: www.coned.com

Con Edison’s Summer Intern Program provides high school and college students with work experiences that help them bring text-
book knowledge to real-world settings and gain an understanding of the way we work at Con Edison. With this program, Con
Edison identifies students who demonstrate high energy, strong intellect, and a genuine thirst for learning and who, upon gradua-
tion from college, may qualify as candidates for the company’s Growth Opportunities for Leadership Development (GOLD) pro-
gram. Students must be involved in the study of engineering, environmental science or business, such as accounting or finance.

In 2005, 59 interns participated in the program; 31 were minorities (52.5 percent), and 17 were women (28.8 percent). Since 2000,
54.9 percent of all participants were minorities and 35.4 were women.

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Consolidated Edison Company of New York

Scholarships

Con Edison Scholarship Program

Deadline for application for the scholarship program: November 12
Scholarship award amount: $2,500 per student for 10 students—for entire scholarship
Web site or other contact information for scholarship: For Con Edison employees only—internal web site

The Scholarship & Recognition Program, a nonprofit organization, administers this program.

Thurgood Marshall Scholarship Fund (TMSF)

Scholarship award amount: $15,000 per student for three students—for entire scholarship

The TMSF is the only national organization that awards four-year merit scholarships, programmatic and capacity building sup-
port to 45 historically black public colleges and universities and the students who attend them. Con Edison supports this fund and
the two scholarships are named for Con Edison and are for minority students majoring in the physical sciences and/or engineer-
ing.

The United Negro College Fund (UNCF)

Scholarship award amount: $5,000 per student for four students—for entire scholarship

The UNCF is the nation’s oldest and most successful higher education assistance organization. The Con Edison Scholarship is
awarded to students who are majoring in the fields of accounting, computer science, electrical, mechanical or nuclear engineer-
ing. This program fosters long-term relationships among the corporation, the students and the participating institutions. It increas-
es student interest in the corporation and ultimately enlarges the pool of prospective minority employees.

The Hundred Year Association of New York

Scholarship award amount: $3,000 per student for two students—for entire scholarship

This program offers scholarships to the sons and daughters of career city employees. Con Edison has participated in this program
since 1994. The selection committee receives 150 applications from diverse high school seniors each year and selections are based
on scholastic achievement, leadership, commitment and community service.

CUNY Program for the Retention of Engineering Students (PRES)

This program was established in 1987 to provide academic support and guidance to underrepresented minorities and women in
the engineering field, thereby reducing attrition. PRES currently serves more than 550 students and continues to effectively
increase the performance of minority engineering students. Con Edison supports this program with an annual grant of $10,000.

Affinity Groups

American Association of Blacks in Energy (AABE)

AABE is a national association of energy professionals founded and dedicated to ensure the input of African-Americans and other
minorities into the discussions and developments of energy policies regulations, R&D technologies and environmental issues.

http://aabe-nymac.org/home.html

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Improve Continuously Committee (ICC)

This newly formed Con Edison group represents lesbians, gays, bisexual and transgender (LGBT) employees. ICC meets on a
monthly basis to discuss providing opportunities for employee networks and mentoring. They also raise diversity awareness,
share experiences and promote personal and professional growth.

Entry-Level Programs/Full-Time Opportunities/Training Programs

Growth Opportunities for Leadership Development (GOLD)

Length of program: 18 months
Geographic location(s) of program: New York

This program develops high-caliber college graduates for positions of increasing responsibility and leadership within the compa-
ny during the course of an 18-month period. Through a series of practical, rotational job assignments, mentoring, and senior-man-
agement guidance, GOLD program participants tackle challenging supervisory and project-based jobs that provide valuable work
experience insight into Con Edison’s practices and operations. Upon successful completion of the program, participants are poised
to advance into Con Edison’s management ranks. In the past five years, we have hired 63 GOLD associates who had previously
participated in the co-op and/or summer intern programs.

The program continues to be successful in recruiting and retaining minorities and women. In 2005, it enabled 59 college gradu-
ates, 31 of whom were minorities (52.5 percent) and 17 of whom were women (28.8 percent), to begin careers at Con Edison. In
the past five years, 257 GOLD associates have participated in the program, including 141 minorities and 91 women.

Over the past five years, 75.5 percent of our GOLD program employees have remained with the company. Significantly, 74.5 per-
cent of the minority participants and 72.5 percent of the women participants are continuing their careers at Con Edison. Such
retention rates are solid signs of a successful program.

Tools for Employees Advancing into Management (TEAM)

Length of program: Approximately 12 months
Geographic location(s) of program: New York

The TEAM Program is a developmental experience designed to provide recently promoted union employees with the tools nec-
essary to make a successful transition into a management role. The program’s goal is to develop the participants into quality
supervisors or individual contributors.

Tuition Aid Program

Length of program: As long as the employee is going to college
Geographic location(s) of program: New York

The Tuition Aid program continues to be a noteworthy feature of Con Edison’s benefit package. The program offers reimburse-
ment to eligible employees who pursue courses or programs that maintain or improve their present career skills. Upon the suc-
cessful completion of a degree, the employee is provided with up to 100 percent reimbursement of tuition costs.

In 2005, 446 employees participated in the program; more than half of the participants were minorities, and 27.4 percent were
women.

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Strategic Plan and Diversity Leadership

How does the firm’s leadership communicate the importance of diversity to everyone at the firm?
Con Edison’s commitment to diversity is reaffirmed in the chairman’s annual message that is mailed to every employee in the
company. Following is that message:

Chairman’s Message
TO: All Employees
FROM: Kevin Burke, Chairman of the Board
DATE: June 30, 2006
SUBJECT: Reaffirmation of Our Commitment to Equal Employment Opportunity and Affirmative Action

At Con Edison, we have long supported the principles of equal employment opportunity and affirmative action. We acknowledge
and reaffirm that these values are integral to the foundation of our society, our workplaces, and our communities. Con Edison’s
commitment to these principles is reflected in our diverse employees—one of our greatest strengths.

We recognize that our company’s success depends on how effectively we develop and utilize the talents of the men and women
who make up our workforce. Therefore, we remain dedicated to maintaining an environment that is free of discrimination, and a
workplace where all employees are afforded the opportunity to develop, perform, and reach their full potential without regard to
race, color, religion, gender, age, national origin, gender identity, marital status, sexual orientation, citizenship, disability,
orVietnam-Era, special disabled and/or other qualified veteran status.

Our commitment to these principles is set forth in further detail in Corporate Policy Statements 500-4 (EEO Policy), 500-12
(Employment of Individuals with Disabilities and Veterans’ Policy), and 500-14 (Sexual Harassment Policy), which complement
our standards of business conduct. I encourage you to read these policies, as it is every employee’s job to do his or her share to
maintain a workplace that is free of discrimination, harassment, and retaliation. Fulfilling this obligation means that we must
promptly report any such behavior to the corporate EEOA office, an immediate supervisor or one with higher authority or your
Human Resources representative. You may also report violations using the EEO complaint line, (212) 460-1065, or the complaint
form on the EEO web site (http://intranet/eeo). All complaints will be promptly investigated, and employees who are found to
have violated our EEO polices are subject to discipline, up to and including termination.

Con Edison stands behind its EEO policies. By sustaining and enhancing our outstanding diversity record, we will provide the
best service to our customers and achieve our full potential as a responsible company.

In addition to the chairman’s message, Con Edison sends out occasional e-mails to remind employees about the importance of
diversity to all of us. We also post diversity messages on our elevator screens and bulletin boards at all our company locations.
Finally, we encourage all employees to visit our internal EEOA website, which contains information regarding the importance of
diversity.

Who has primary responsibility for leading diversity initiatives at your firm?
Joan Jacobs, director, Equal Employment Opportunity Affairs (EEOA).

Does your firm currently have a diversity committee?
No.

Does the diversity leader establish and set goals or objectives consistent with management’s priori-
ties?
Yes.

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at
increasing the diversity of the firm?
Yes, formal.

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How often does the firm’s management review the firm’s diversity progress/results?
Monthly.

How is the firm’s diversity firm management held accountable for achieving results?
It is reflected in the diversity director’s performance review.

The Stats

Employees
2005: 13,145
2004: 12,672

Revenue
2005: $8.1 billion
2004: $8.0 billion

Minority Employees
Minorities: 5,289 (40.2 percent)
Women: 2,032 (15.5 percent)

Retention and Professional Development

How do 2005 minority and female attrition rates generally compare to those experienced in the
prior year period?
About the same as in prior years.

Please identify the specific steps you are taking to reduce the attrition rate of minority and women
employees.
• Develop and/or support internal employee affinity groups
• Succession plan includes emphasis on diversity
• Work with minority and women employees to develop career advancement plans
• Strengthen mentoring program for all employees, including minorities and women
• Professional skills development program, including minority and women employees

Diversity Mission Statement

As our industry and our workforce continue to evolve in the new marketplace, we face challenges in maintaining and expanding
our role as an industry leader and an employer of choice. To that end, our diverse workforce will continue to be one of our great-
est strengths.

Con Edison has a longstanding commitment to the principles of equal employment opportunity and affirmative action, not just
because it is a good business practice, but also because it is the right thing to do. Indeed, our company’s success is tied to how
effectively we develop and maximize the potential of our most valuable resources—the men and women of Con Edison.

At Con Edison, employment and personnel decisions, including hiring, job assignments, promotions and compensation are based
on ability and merit, without regard for race, color, religion, gender, age, national origin, disability, marital status, sexual orienta-
tion, citizenship or military service status. In today’s business world, workplace diversity and business accomplishment go hand
in hand and we regard Con Edison’s commitment to diversity as a key element in our company’s ongoing success.

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Our equal employment opportunity (EEO) policies set forth our commitment to these principles. Maintaining a workplace free
of discrimination is an integral part of each employee’s job. Each of us must contribute to a safe, productive and harmonious work
environment, and we must respect every individual’s dignity and well-being.

Our compliance with these policies is one of our most effective means of attracting and retaining highly qualified employees, pro-
viding the best service to our customers, and achieving our full potential as a responsible, concerned and competitive company.

Additional Information

The company’s Recruitment office continued to strengthen its relationship with Nontraditional Employment for Women (NEW),
an organization that works to train and secure employment for women in trades. In 2005, The Con Edison Learning Center, which
is the size of a small community college, where skilled, professional instructors conduct courses in leadership and management
development, and in highly specialized fields ranging from electric systems to environmental compliance, provided hands-on
training for 88 women enrolled with NEW, who learned basic electricity, carpentry, plumbing, and math, and who were provided
with an introduction to transmission and distribution systems. Since 2000, Con Edison has recruited 46 women from NEW. As
hiring opportunities arise, NEW graduates will continue to be considered for employment opportunities.

In 2005, the Recruitment office re-established a partnership with Access for Women, a program sponsored by the New York City
College of Technology. Access for Women serves women preparing for two-year and four-year degrees in such nontraditional
technical fields as construction, building trades, and engineering technologies. Graduates of the program will be considered for
employment opportunities.

Con Edison participated in several job fairs in 2005 that enabled us to meet a diverse pool of qualified potential applicants. These
included job fairs sponsored by the New York State Department of Labor, New York City Housing Authority, NEW, and Women
for Hire. Con Edison also participated in job fairs, such as the Career Forum for Women and Minorities, sponsored by Careers
Conference of America; Careers and the Disabled Diversity Job Fair, sponsored by the Association of Higher Education and
Disability (AHEAD); the CUNY Big Apple Job Fair, sponsored by The College Opportunity to Prepare for Employment (COPE)
program of the City University of New York; and the Parks Opportunity Program (POP), sponsored by the New York City
Department of Parks and Recreation. All participants in POP are provided placement services to learn skills through paid full-time
seasonal intern assignments in the Department of Parks and Recreation’s administrative and maintenance departments.

In addition, Con Edison attended career fairs held at colleges sponsored by organizations that advocate for diversity, including the
Society of Women Engineers, at Cornell University; the National Society of Black Engineers, at Drexel University; the National
Society of Black Engineers and the Society of Hispanic Professional Engineers, at Rensselaer Polytechnic Institute; and the
Professional Advancement of Black Chemists and Chemical Engineers, at Florida A&M University. Con Edison also participat-
ed in career fairs at historically black universities, including Atlanta University, Florida A & M University, and Morgan State
University. In 2005, Con Edison placed various print ads in ethnic newspapers, including El Diario, African Abroad, Chinese
World, and Sing Tao.

Additional information regarding item VI: Con Edison offers a variety of programs geared to assist all employees, including
minorities and women, in mastering their job functions, advancing their careers, and furthering their education. Classes and pre-
sentations are held at Con Edison’s Learning Center, a multimillion-dollar facility, devoted to providing employees with practical
training and personal development courses.

Whether it is training new customer service representatives or upgrading the skills of field workers, The Learning Center staff
works closely with operating departments to develop training programs that enable us to maintain our system, run more effective
operations, improve customer service, and nurture employee leadership skills. Courses are provided in electric, gas, and steam
systems; customer operations; environment, health, and safety information technology; and leadership. Additionally, Strategic
Issues Seminars are designed to help employees gain the leadership skills necessary to run the Con Edison of tomorrow. These
seminars are held frequently and cover a wide-range of topics. Con Edison is also a corporate member of the Institute for
Management Studies and the American Management Association, where employees can find classes and seminars covering many
different topics. The company also provides Web-based, self-study programs that employees are able to take at their convenience.
The programs offered at The Learning Center are available to all employees and are particularly useful to individuals who may
need to advance their skill level or want to try a new career path.

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Con Edison has received the following corporate and individual awards in the past three years:
2005

• Diversity Inc’s “Top 50 Best Companies for Minorities”
• “The LATINA Style Top 50”
• New York Urban League “Champions of Diversity”
• Black Enterprise’s “Top 40 Companies for Diversity”

2004

• Fortune magazine’s “50 Best Companies for Minorities”
• Hispanic magazine’s Corporate 100 List
• “The LATINA Style Top 50”
• DiversityInc’s “Top 50 Companies for Diversity”
• Asian American Business Development Center’s “Outstanding 50 Asian Americans in Business”
• Leadership Institute for African American Female Executives
• Top 10 Queens Women in Business
• The Network Journal magazine’s “25 Influential Black Women in Business”

2003

• Fortune magazine’s “50 Best Companies for Minorities”
• “The LATINA Style Top 50”
• Hispanic magazine’s “Corporate 100”
• Westchester County Press Award—for our commitment to hiring minorities and women
• Women’s Enterprise Development Center Award
• American Society of Mechanical Engineers “Charles T. Main Gold Medal”
• YWCA’s Academy of Women Achievers
• YMCA’s Black Achievers program

The following are organizations with diversity initiative programs that received Con Edison support
in 2005:
• 100 Hispanic Women, Inc.
• Abyssinian Development Corporation
• African American Men of Westchester
• Agudath Israel of America
• American Association of Blacks in Energy
• American Civil Rights Education Services
• Asia Society
• Asian American Business Development Center
• Asian American Federation of New York
• Asian American Legal Defense and Education Fund
• Asian Americans for Equality, Inc.
• Asian Professional Extension, Inc.
• Asian Women in Business
• Asociación Puertorriqueña & Hermanos, Inc.
• ASPIRA of New York, Inc.
• Associated Black Charities
• Association of Minority Enterprises of New York
• AYUDA for the Arts
• Ballet Hispanico of New York
• Barnard College
• Black Agency Executives
• Brooklyn Chinese-American Association, Inc.
• Caribbean American Chamber of Commerce and Industry, Inc.

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• Casita Maria, Inc.
• Catalyst
• Chinese-American Planning Council, Inc.
• Coalition of Asian Pacific Americans
• Committee for Hispanic Children and Families, Inc.
• Congressional Black Caucus Foundation, Inc.
• Council of Jewish Organizations of Flatbush, Inc.
• Dominican American National Roundtable
• Dominican Foundation
• Dominican Women’s Development Center, Inc.
• El Carnaval del Boulevard
• El Museo del Barrio
• Foundation for Ethnic Understanding, Inc.
• Girl Scout Council of Greater New York, Inc.
• GRADS Foundation, Inc.
• Hispanic Federation of New York City, Inc.
• Hong Kong Dragon Boat Festival in New York, Inc.
• Institute for the Puerto Rican/Hispanic Elderly
• Instituto Arte Teatral Internacional, Inc.
• Jewish Children’s Museum
• Jewish Community Relations Council of New York, Inc.
• Jewish Museum
• Korean-American Counseling Center, Inc.
• Latino Civic Association, Inc.
• Latino Commission on AIDS
• Latino Gerontological Center
• Latino Job Service Employer Committee
• League of Women Voters of the City of New York
• League of Women Voters of Westchester
• Lewis H. Latimer Fund, Inc.
• Martin Luther King Jr. Concert Series, Inc.
• Metropolitan Jewish Geriatric Foundation
• Museum of Chinese in the Americas
• Musica de Camara, Inc.
• NAACP
• NAACP ACT-SO Coalition of NYC Branches
• NAACP Legal Defense and Education Fund
• National Action Council for Minorities in Engineering
• National Council of Jewish Women, Inc.
• National Hispanic Business Group
• National Puerto Rican Forum, Inc.
• National Urban Fellows, Inc.
• New York Coalition of 100 Black Women
• New York State Assembly/Senate Puerto Rican/Hispanic Task Force
• New York State Association of Black and Puerto Rican Legislators, Inc.
• New York Women’s Agenda
• Nontraditional Employment for Women
• One Hundred Black Men, Inc.
• Organization of Chinese Americans—Westchester & Hudson Valley Chapter
• Professional Women in Construction
• Promesa Foundation
• Puerto Rican Bar Association Scholarship Fund, Inc.
• Puerto Rican Family Institute, Inc.

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• Puerto Rican Legal Defense and Education Fund
• Puerto Rican Traveling Theatre Company
• Queens Women’s Network
• Redhawk Indian Arts Council
• Regional Aid for Interim Needs, Inc.
• Repertorio Español
• Russian Ethnic Bilingual Educational and Cultural Association
• San Juan Fiesta/Archdiocese of NY - Office of Hispanic Affairs
• Sociedad Puertorriqueña de Queens, Inc.
• Society of Hispanic Professional Engineers
• Society of the Educational Arts, Inc./SEA
• Teatro Circulo, Ltd.
• Thalia Spanish Theatre, Inc.
• Tomchei Torah Chaim Birnbaum
• Trey Whitfield Foundation Inc.
• UJA-Federation of New York
• United Negro College Fund
• West Indian-American Day Carnival Association, Inc.
• Wien House (YWHA)
• Women in Communications and Energy
• Women’s City Club of New York, Inc.
• Women’s Research and Education Fund
• YWCA

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