Progresión del recorrido de diversidad, equidad e inclusión

Cambiar la cultura, los comportamientos y la mentalidad requiere un enfoque y un esfuerzo constantes y deliberados. Fomentar un entorno diverso, equitativo e inclusivo no es un destino final sino un recorrido en constante evolución, ya que todo el tiempo buscamos satisfacer las necesidades de nuestra fuerza laboral y lugar de trabajo dinámicos y diversos. Con Edison se embarcó en el recorrido hacia la diversidad, la equidad y la inclusión hace varios años. Estamos orgullosos del progreso que hemos tenido. Sin embargo, sabemos que el trabajo debe continuar.

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:

Focus on Compliance (Pre-2015)

Compliance with Equal Employment Opportunity (EEO) legislation and policies and training programs
DEI discussed in terms of gender, race, and ethnicity

Laying the Foundation (2015–2017)

DEI vision, mission, and strategy communicated to all employees
Equity, harassment prevention, and minimizing and eliminating discrimination now part of DEI strategy
Expanded organizational structure and resources for DEI
DEI professional on the executive management team
The DEI function headed by a leader with D&I and strong organizational development/ learning expertise
Executive DEI Council engaged in advancing the DEI vision, mission, and strategy
DEI competency assessments for leadership team and employees
Developed structured DEI implementation plan for each organization
Broad definition of DEI includes visible, non-visible, inherent, and acquired dimensions
Basic training to build DEI awareness, knowledge, and understanding enterprise-wide

Building Cultural Competence (2017 to 2020)

DEI learning and education, to include issues of unconscious bias, racism, and bystander intervention
Leadership engagement and accountability for DEI initiatives
Leadership roundtables
Increased DEI focus in talent acquisition and development discussions, career advancement, and succession management processes
Dedicated talent advisors to identify and support diverse applicant pool and pipeline
Communication about DEI is visible, engaging, frequent, and supports DEI strategy
Organizations implement DEI training goals to drive accountability
Growth of ERG networks and local DEI councils
DEI is seen as a core organizational value
Cross-functional team focused on gender equity

Advancing an Equitable & Inclusive Culture (2020 to Present)

Focus on DEI metrics to guide decisions
Task Force to examine talent management practices and create plans to eliminate inequities and reduce barriers to inclusion
DEI metrics linked to executive compensation
Heightened focus on equitable representation of underrepresented groups across functions and levels
Employee forums to encourage open dialogue of social justice issues
Playbook designed and implemented to support managers to conduct courageous conversations
Diversity networks—Local councils, Task Force teams, and ERGs—champion DEI and DEI initiatives; and are recognized as valued resources to the organization
Compensation is reviewed for equity and fairness
Recognized link between DEI and sustainability
Organizational stance on societal issues related to achieving equity and justice for underrepresented groups
Continued expansion of supplier diversity program and spend with underrepresented suppliers
Company more widely recognized externally for DEI efforts
DEI survey is conducted on the overall organization progress
Completed the roll out of the 14-Point Action Plan