Diversity, Equity & Inclusion

Our Commitment to Diversity, Equity and Inclusion

At the New York Power Authority (NYPA), we know our power is generated by the diversity of our people — a committed workforce of more than 2,500 energy technologists, IT specialists, hydro engineers and countless business experts. They serve our customers and communities extending from gas-powered plants in New York City to the St. Lawrence Power Project in northern Massena and the Niagara Power Project in Lewiston on the state’s western border.

We draw strength from our diversity – everyone contributes, everyone belongs.

We cannot achieve the goals of a clean energy future without everyone in our organization sharing their talents and ideas and continuing to push ourselves to grow together. Our teams in the Office of Civil Rights and Inclusion, Environmental Justice, Supplier Diversity and Human Resources do much of the visible day to day Diversity, Equity, and Inclusion (DEI) work, but it is an integral part of the work of all our teams.


“Everybody is responsible for moving the Diversity, Equity and Inclusion (DEI) needle. Our unique personal perspectives and shared life experiences have the collective power to usher in a new era at NYPA. Every voice is valued, every opinion is heard, and everyone belongs. DEI is not a destination; it’s a journey – and we are in it for the long haul.”

– Nancy Harvey
Chief Diversity, Equity and Inclusion Officer, Office of Civil Rights and Inclusion

DEI as a Core Business Imperative

Our workplace reflects the rich diversity of New York. Together, we are creating a culture that celebrates, supports, and finds strength in our differences. We meet each other where we are, creating opportunities to grow, advance in our careers and enjoy our shared success.

At NYPA, we embrace equity as a business imperative. Understanding our differences and strengths are key to professional development and accountability. DEI training is incorporated across the organization to help all team members understand the importance of creating a more equitable and inclusive work environment. For people managers, their training has been amplified to help them recognize potential unconscious bias in their performance reviews, team assignments, and recruiting decisions.

All leaders are expected to participate in enterprise-wide DEI trainings that lay the foundations for participants to become change agents: those who advance inclusion on their teams and in their work. DEI training should be everyone’s priority –we aspire to make our leaders courageous upstanders — not bystanders — in the face of potential disparity.

We also recognize that underrepresented team members have unique professional needs. Therefore, we have instituted programs such as the Pathways Professional Development Program and the Connected Leaders Academy to enhance their opportunities for success, magnify their existing leadership skills and broaden professional networks.

Belonging at NYPA

NYPA firmly believes that employees should feel a sense of belonging at work. We value having a culture that supports community building so that employees feel comfortable bringing their whole, authentic selves to work.

Our employees are encouraged to be allies, and upstanders against prejudice and bias by questioning, challenging, and confronting individuals and systems exhibiting discriminatory behavior or producing inequitable outcomes.

Additionally, NYPA has six voluntary and employee-led Employee Resource Groups (ERGs) that support and advocate for underrepresented groups in the workplace. These ERGs connect colleagues by creating opportunities for fellowship, mentorship and professional development, moving us all forward in ensuring a diverse and inclusive culture.


ECO Team

Fosters deeper awareness of the benefits of sustainability for members through events and educational opportunities.



Builds employee relationships across different generations, creating a more inclusive and collaborative work environment.



Welcomes, respects and engages individuals from diverse cultural backgrounds, encouraging them to bring their authentic selves to work.


Pride in Power

Serves as a resource and support system for LGBTQIA+ employees and allies and promotes a safe, supportive work culture.



Supports and encourages military personnel and veterans in their pursuit of employment and professional growth.


Women in Power

Provides a forum for women and allies to connect, learn and grow personally and professional to advance women in the workplace.

Good for Community

As a public Authority, we exist to serve New York. We partner with local communities in building the future energy infrastructure. We are active and engaged community members, listening, sharing our time and resources and investing in experiences that unite us. And we work closely with underrepresented groups to make it easier to do business with us and continue to grow New York’s vibrant economy.

Community Engagement

NYPA supports local action by encouraging our team members to engage in community service projects. This helps to foster a deeper understanding of the needs and challenges faced by underserved communities. Through these activities, we not only make an impact but gain important knowledge to enhance our work.

Supplier Diversity

While a significant percentage of new businesses launched are led by people of color or women, they still face significant difficulty accessing capital, contracting and other entrepreneurial development opportunities.

In 2021, NYPA spent $104 million with minority and women owned businesses. To enhance supplier diversity operations, we expanded our technology toolkit, established a Supplier Diversity Advisory Council, and developed a Supplier Diversity Roadmap.

By working closely with internal champions and expanding training programs, NYPA has increased direct outreach to less-represented suppliers, providing information, insight, and support on working with us.

Additionally, our Mentor Protégé Program was designed to motivate and encourage large firms in our Supply Chain to provide mutually beneficial developmental assistance to service-disabled veteran-owned businesses (SDVOBs), and minority and women-owned businesses enterprises (MBEs). By participating in the program, mentors will gain a stronger network of subcontractors while protégés gain knowledge and insights about successfully bidding for NYPA and Canals contracts. To learn more contact Alyson Danielewicz, Supplier Diversity Program Manager.

Young People Are The Future

An equitable opportunity begins long before entering the workforce. Our Environmental Justice team, oversees two critical initiatives making a difference in broadening the future STEM career pipeline:

  • Internships:
  • In partnership with the Pathways in Technology Early College High School program (P-TECH), NYPA offers a six-week paid summer internship to help students from disadvantaged communities develop professional skills needed to land jobs in New York’s growing clean energy workforce and economy.

  • Scholarships:
  • The Future Energy Leaders Scholarship Program is for high school seniors interested in pursuing energy-related undergraduate studies. Awardees who have met the criteria will receive a one-time $10,000 scholarship.

Good for All

Our electricity powers people’s lives and livelihoods—that means we can make a singular difference in this world. As we lead the way to a carbon-free, economically vibrant future, we are making decisions every day to ensure the transition is fair and equitable for all of New York.