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.
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.
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.
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.