Growing Talent

Staying on top of current-day workforce culture is a long-standing high priority for COCC. Our goal is to constantly evaluate how we improve the employee experience, increase leadership development opportunities, and provide an environment that supports the growth and development of meaningful careers. Providing multiple leadership paths and initiatives has allowed employees the ability to develop the soft and technical skills a diverse workforce needs to succeed. Our commitment to continuous learning is evident, with almost 90% of our workforce participating in eLearning, and over 2,000 hours devoted to live on-site training through 68 instructor-led sessions in 2023 alone. As a company long known for being a great place to work, this past year our talent management team saw a significant increase in applicants for open positions. Beyond the numbers, the caliber of our recruitment process is evident, as more than 97% of our new hires gave their candidate experience the highest ratings. This not only highlights our rigorous hiring procedures but also demonstrates our unwavering commitment to maintaining our core values at every engagement level.

 

Growing Culture

COCC’s dedication to fostering a nurturing and inclusive workplace environment is paramount. The establishment of our Employee Resource Groups (ERGs), with now over 120 participating employees, and our Diversity, Equity, Inclusion and Belonging (DEIB) Task Force exemplifies our proactive approach to cultivating an atmosphere of respect and belonging. In 2023, our Task Force, backed by members of our People teams, set forth clear, measurable goals, ensuring the DEIB experience continues to evolve in meaningful ways.

Our reliance on data from trusted programs like Great Place to Work (GPTW) and Top Workplace (TWP) provides us with valuable insights to further our initiatives. We are proud to report significant improvements in our GPTW scores in 2023, particularly amongst employees who self-identify as part of the LGBTQIA+ and disabled communities, those belonging to the Baby Boomer and Gen X generations, and those who are tenured with COCC more than 15 years. With these insights, the DEIB Task Force is poised to further enhance the COCC work experience, making it universally exceptional for every individual, irrespective of their background or identity.