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Diversity, Equity & Inclusion Journey Progression

Changing culture, behaviors, and mindset requires consistent and deliberate focus and effort. Fostering a diverse, equitable, and inclusive environment is not a final destination but an ever-evolving journey, as we consistently look to meet the needs of our dynamic and diverse workforce and workplace. Con Edison embarked on the journey toward diversity, equity, and inclusion several years ago. We are proud of the progress we have made. But we know the work must continue.

Here, we offer a glimpse of our journey to date:

  1. Focus on Compliance (Pre-2015)
    1. Compliance with Equal Employment Opportunity (EEO) legislation and policies and training programs
    2. DEI discussed in terms of gender, race, and ethnicity
  2. Laying the Foundation (2015–2017)
    1. DEI vision, mission, and strategy communicated to all employees
    2. Equity, harassment prevention, and minimizing and eliminating discrimination now part of DEI strategy
    3. Expanded organizational structure and resources for DEI
    4. DEI professional on the executive management team
    5. The DEI function headed by a leader with D&I and strong organizational development/ learning expertise
    6. Executive DEI Council engaged in advancing the DEI vision, mission, and strategy
    7. DEI competency assessments for leadership team and employees
    8. Developed structured DEI implementation plan for each organization
    9. Broad definition of DEI includes visible, non-visible, inherent, and acquired dimensions
    10. Basic training to build DEI awareness, knowledge, and understanding enterprise-wide
  3. Building Cultural Competence (2017 to Present)
    1. DEI learning and education, to include issues of unconscious bias, racism, and bystander intervention
    2. Leadership engagement and accountability for DEI initiatives
    3. Leadership roundtables
    4. Increased DEI focus in talent acquisition and development discussions, career advancement, and succession management processes
    5. Dedicated talent advisors to identify and support diverse applicant pool and pipeline
    6. Communication about DEI is visible, engaging, frequent, and supports DEI strategy
    7. Organizations implement DEI training goals to drive accountability
    8. Growth of ERG networks and local DEI councils
    9. DEI is seen as a core organizational value
    10. Cross-functional team focused on gender equity
  4. Advancing an Equitable & Inclusive Culture (2020 to Present)
    1. Focus on DEI metrics to guide decisions
    2. Task Force to examine talent management practices and create plans to eliminate inequities and reduce barriers to inclusion
    3. DEI metrics linked to executive compensation
    4. Heightened focus on equitable representation of underrepresented groups across functions and levels
    5. Employee forums to encourage open dialogue of social justice issues
    6. Playbook designed and implemented to support managers to conduct courageous conversations
    7. Diversity networks—Local councils, Task Force teams, and ERGs—champion DEI and DEI initiatives; and are recognized as valued resources to the organization
    8. Compensation is reviewed for equity and fairness
    9. Recognized link between DEI and sustainability
    10. Organizational stance on societal issues related to achieving equity and justice for underrepresented groups
    11. Continued expansion of supplier diversity program and spend with underrepresented suppliers
    12. Company more widely recognized externally for DEI efforts
    13. DEI survey is conducted on the overall organization progress
Developed from Global Diversity, Equity & Inclusion Benchmarks: Standards for Organizations Around the World © 2017 Julie O'Mara and Alan Richter. Used with permissions. All Rights Reserved.