We're experiencing technical difficulties with our Start/Transfer Service online and through our Call Centers. Please try again online later this evening.

We're experiencing technical difficulties with our Start/Transfer Service online and through our Call Centers. Please try again online later this evening.

We're experiencing technical difficulties with our Start/Transfer Service online and through our Call Centers. Please try again online later this evening.

We're experiencing technical difficulties with our Start/Transfer Service online and through our Call Centers. Please try again online later this evening.

We're currently experiencing technical difficulties with our Payment Balance Reporting both online and through our call center. Please check online again later tonight to see your correct payment balance.

We're currently experiencing technical difficulties with our Payment Balance Reporting both online and through our call center. Please check online again later tonight to see your correct payment balance.

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As of: 7:07 PM, 12/1/20

Diversity and Inclusion

Our Commitment To Diversity Begins at the Top

Our CEO, Patti Poppe, has joined CEOs of companies like Coca Cola, Unilever and General Motors in signing a pledge to advance diversity and inclusion in the workplace.

#BlackLivesMatter

In the past few months, the Black community has been ravaged by death due to health disparities related to COVID-19 and through social injustices brought on by police brutality. Breonna Taylor, Ahmaud Arbery, and George Floyd, were the most recent victims, including those who died at the hands of police officers, including a former police officer, whose duties are to protect the communities in which they serve.

As we watched the onset of COVID-19, the disease spread rapidly, especially among communities of color. The deadly infection disproportionately hit African American communities hard. Black people are dying at higher rates than their proportion of the population. On behalf of Diversity, Equity, & Inclusion, our Company, and all Employee Resource Groups, we want you to know that we support you and feel your pain. We stand by your side throughout this unprecedented time.

We See You, We Hear You

We, at CMS Energy, value Diversity, Equity, & Inclusion. It is part of our DNA. We treat our employees with respect, we treat each other fairly and we value the opinions of others. We are passionate about building and nurturing an environment where everyone feels included. We don’t discriminate. We are committed to supporting our Black colleagues. We take a stand on anti-racism; being non-racist is not enough. We seek to learn about each other and better understand our unique differences. Our uniqueness makes us authentic. We create safe spaces where everyone can be who they truly are. We invite hard conversations and uncomfortable topics. We value diverse perspectives; this is what makes us great together.

We harbor an inclusive environment where employees feel empowered to share their backgrounds, experiences, and ideas. Our Employee Resource Groups, Women’s Advisory Panel (WAP), Women’s Engineering Network (WEN), Minority Advisory Panel (MAP), Pride Alliance of Consumers Energy (PACE), GENERGY, capABLE and Veterans Advisory Panel (VAP) are key enablers to living the values of our company culture: Caring, Empowered, Deliberate, Agility, and Ownership. We want you to know that #BLACKLIVESMATTER!

Coffee Chat with Patti Poppe & Angela Thompkins

Watch CEO, Patti Poppe, discuss Consumers Energy's diversity initiatives with Angela Thompkins, our Executive Director of Inclusion and Strategic Talent Sourcing.

Employee-Led Diversity Initiatives

Our Employee Resource Groups (ERGs) lead our diversity initiatives. These employee-led organizations help promote our diverse culture and develop initiatives that bring valuable perspective to our workforce. Watch the video to learn more, and discover more about each group below.

Podcast icon for Me You Us

Listen In to Our Consumers Energy Podcast

This is a podcast that looks at Personal Well-Being from a holistic perspective. It includes the pillars of Mental, Physical, Social, Financial and Professional Well-Being.



Listen In Today

Employee Resource Groups

capABLE: Removes barriers, opens minds, and creates pathways to meaningful work for current and future employees of ALL abilities. We do this by promoting accessibility, accommodations and work/life flexibility, furthering our success as a company without boundaries. Watch the video.

GENERGY: A platform that provides opportunities to discover better ways to effectively communicate and embrace learning and engagement styles of various generations. Watch the video.

MAP: The Minority Advisory Panel promotes a culture of diversity and inclusion among all races and ethnic minorities through education, leadership, development and networking. Watch the video.

PACE: The Pride Alliance of Consumers Energy works to make our company a greater place to work by promoting and supporting an inclusive environment that is safe, supportive and respectful for lesbian, gay, bisexual and transgender persons and allies. Watch the video.

VAP: The Veteran’s Advisory Panel provides support for former and active military personnel and their families. Watch the video.

WAP: The Women’s Advisory Panel contributes to the achievement of our overall corporate strategy by supporting the retention, development and success of women.

WEN: The Women’s Engineering Network works to create an inclusive network that ensures the success of our employees in the fields of science, technology, engineering and math (STEM). Watch the video.

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Consumers Energy is an Equal Opportunity Employer, please review our Equal Employment Opportunity Policy and Family and Medical Leave Act.

ACCOMMODATION NOTICE:

Federal law and many state laws require employers to make accommodations to disabled applicants and employees where the accommodation does not impose an undue hardship on the employer. For those applicants seeking a position within the State of Michigan, a disabled individual needing accommodation for employment must notify the employer in writing within 182 days after the need is known or should have been known. Michigan law provides that failure of a Michigan employee to properly notify the employer will preclude any claim that the employer failed to accommodate the disabled individual. However, this does not waive an individual’s right under the Americans with Disabilities Act of 1990, as amended, which sets no time limit for requesting an accommodation nor does it require such accommodation to be in writing.