A diverse and inclusive workforce is key to Consumers Energy’s success. It makes us more successful and a better company to work for. It allows us to better serve our customers, and helps us understand their unique needs. It allows us to bring our whole selves to work, every day.
Consumers Energy believes our employees should mirror our customers, and that’s why we put so much energy into recruiting talent with diverse backgrounds and experiences. The more diverse our workforce, the more perspective we have when making decisions to drive our business forward. This perspective is key to our inclusive environment. When you come to work for us, you’ll be welcomed by our team and given every opportunity to succeed.
Leading our diversity initiatives are several Employee Resource Groups (ERGs). These employee-led organizations help promote our diverse culture and develop initiatives that bring valuable perspective to our workforce. These groups include:
GENERGY: A platform that provides opportunities to discover better ways to effectively communicate and embrace learning and engagement styles of various generations.
MAP: The Minority Advisory Panel promotes a culture of diversity and inclusion among all races and ethnic minorities through education, leadership, development and networking.
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.
VAP: The Veteran’s Advisory Panel provides support for former and active military personnel and their families.
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).
Consumers Energy is an Equal Opportunity Employer, please review our Equal Employment Opportunity Policy, Family and Medical Leave Act, and Military Leave Allowance.
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.
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