Energy: opportunity grows in a booming industry
The pipeline is wide open for diverse techies in energy, as the industry sees increases in both production and retirements
The American Petroleum Institute predicts the U.S. will surpass Saudi Arabia in petroleum production by 2015
By Laurel A. McKee Ranger
'Shale and natural gas offer the greatest opportunities for jobs in the energy industry right now,” says Paula R. Jackson, president and CEO of the American Association of Blacks in Energy (AABE). In 2013, the U.S. became the world’s largest producer of natural gas, and by 2015 the American Petroleum Institute predicts that the U.S. will surpass Saudi Arabia in petroleum production.
AABE works to increase the participation of people of color in the energy industry. Jackson says the organization has been partnering with Hispanics in Energy and the Department of Energy’s Minorities in Energy program to encourage the participation of minorities in the energy industry.
“In several cities, we will bring community members and industry folks together to discuss opportunities. We want the community to know what it’s like to work in this industry, and we want to find out what they see as barriers,” Jackson says.
She cites several factors that could positively affect minority and female participation in this industry, including the large number of employees who will be retiring in the near future, increases in the number of women and minorities graduating in science, technology, engineering and math (STEM), and the fact that some opportunities in shale oil and natural gas are occurring in regions with large minority populations, such as Pennsylvania and Ohio.
The energy industry has a made a real effort to diversify its workforce, according to Jackson. Critical to that effort, however, is participation in STEM education, she notes. “As a country, we’re not doing a great job in that area. And energy isn’t necessarily an industry that kids see as exciting and innovative. We have to do a better job of showing young people just how dynamic energy can be,” she says.
Here are some technical pros with a variety of backgrounds who wouldn’t choose any other industry.
Denise Brown is a project engineer and women’s network leader at BP
Denise Brown is a project engineer for capital projects at BP Texas City Chemicals, a unit of oil and gas company BP (Houston, TX). At the site, downstream products such as fuels, lubricants and petrochemicals are refined, manufactured and marketed for industrial and retail consumers. Brown leads multidisciplinary project teams that improve process operations across the facility.
Brown also leads the women’s network for Texas City Chemicals. “And I’m program coordinator for the BP North American women’s network. The group comes together to offer leadership and professional training and mentoring program opportunities for BP personnel. Our network helps recruit, develop and retain female leaders at BP,” she says.
Brown received a BS in chemical engineering from Tuskegee University (AL) in 2000. She’s a member of the Society of Women Engineers (SWE), the American Institute of Chemical Engineers (AIChE), and the National Society of Black Engineers (NSBE).
Prior to BP, Brown was an associate engineer at the Savannah River site (Aiken, SC) of Westinghouse (Cranberry Township, PA). She was later promoted to chemical engineer.
She also worked for ConocoPhillips (New York, NY), supporting twelve refineries, developing programs and procedures and conducting energy audits.
Early exposure paves the path
Brown has worked in the oil and gas industry for nearly ten years, and for five years in nuclear energy. During college, she did a summer internship at a Hess oil refinery in St. Croix, Virgin Islands, where she grew up. That early exposure to the industry set her career path.
“I loved the refining process and working in operations where I could make significant impacts every day. The oil and gas industry is definitely the place to be!”
Brown truly enjoys her work at BP, but says work-life balance can sometimes be a challenge. She is a mother, wife and employee, serves as a Girl Scout troop leader and is active in her church’s youth ministry.
She believes that BP offers a welcoming environment for women. “BP has made a commitment over the past year to increase diversity by thirty percent, specifically among women in leadership positions. As a result, the company has established a female talent development program. This is a huge opportunity for female engineers coming into the oil and gas industry and makes BP stand out,” she says.
In 2013, Brown received a BP award for outstanding performance. She was also selected to be one of the first BP U.S. female talent program participants, a program she completed in June.
Emphasizing training and D&I; at BP
Redia Anderson, America’s chief diversity and inclusion officer for BP, says, “BP is a global company that aims for a workforce representative of the societies in which it operates. We work to attract, motivate, develop and retain the best talent from the diversity that the world offers, because our ability to be competitive and thrive globally depends on it.”
BP begins recruiting diverse talent early with events like Discovery Days for engineering students. Development and mentoring programs are in place for women and minorities, and many leadership development training programs include diversity and inclusion elements.
“We also provide employees with resources such as case studies, personal stories, and tools and tips to help them behave more inclusively, and we actively encourage and support business resource group involvement in BP’s recruitment and retention efforts,” Anderson says.
BP spends approximately $500 million annually on training employees in the U.S. alone. To encourage professional development, the company’s educational assistance program reimburses eligible employees for up to 90 percent of eligible expenses for educational and vocational courses from certain institutions.
BP also supports a number of business resource groups (BRGs), including those focusing on veterans, women, race/ethnicity and the LGBT population. “One of the largest and most active BRGs at BP is the women’s group. The women’s BRG provides a great example of the important work being done by all our BRGs,” says Anderson.
BP recruits a range of technical professionals, including geologists, petrophysicists, mechanical and drilling engineers, as well as engineers with transferrable skills from other industries, such as automotive and aeronautics.
Brenda Green plans mining strategy at Black Hills Corporation
Brenda Green, mother of three young sons and a senior mine engineer with power generation company Black Hills Corporation (Rapid City, SD), works in the coal mine that feeds the company’s Gillette Power Plant in Gillette, WY.
“The company only has one coal mine. I do all the planning for what coal we’re going to mine and what shovels we’re going to run both short and long term,” says Green.
The coal is processed by an in-pit crushing system, then sent from the mine over a conveyor belt to the power plant. Green’s team builds models to determine how much overburden, or earth, must be mined to reach the coal, which is 100 to 150 feet below the surface.
The team plans five years out. Topsoil and overburden are trucked away and stored separately and ultimately used to reclaim the mined area. If a shovel goes down, Green has to make decisions as to where and how to run a different shovel. She and her team also handle permits and reporting requirements.
“Although this is an open pit mine, safety issues still crop up, and I have to take those into consideration. I ensure there are no slope stability issues, berms are high enough, and if water enters the pit, it won’t cause instability.”
Geology is this pro’s focus
Green has a 2001 BS in math and a 2005 MS in geology and geologic engineering from the South Dakota School of Mines and Technology (Rapid City). She received her professional engineer designation in 2010.
After graduating in 2005, Green went to work for NTL (Great Falls, MT), a geoscience and engineering firm. “I focused on foundation design and mapping for houses and bridges, and also did geologic hazard mapping for new developments,” she says.
In 2008, the family moved to Gillette when her civil engineer husband was transferred. She took a job with Jacob’s Ranch Mine, at the time owned by Rio Tinto (London, U.K.). When the company sold the mine, Green found a job with Black Hills’s mining operation.
One of Green’s challenges is to determine how much coal needs to be mined. The coal is only produced for the power plant, so the company does not want to uncover more than it needs. “It costs money to uncover the coal, so you want to produce enough but not too much. And the overburden can change from year to year, which changes the need for manpower and equipment. Then there are maintenance and scheduled downtime issues to work around. We have to make sure everyone’s needs are met,” she says.
But, she adds, “Helping everyone around me come in and do their job safely and go home at night is very satisfying.”
Black Hills Corporation uses diversity to find diversity
“When we hire employees with diverse backgrounds and perspectives, it helps us find new and creative solutions for meeting our goals and helps us understand and meet the needs of our diverse customer base,” says Dawn Barbeau, manager of talent acquisition at Black Hills.
Black Hills uses a diverse interview panel when interviewing job candidates and sends a diverse group of employees to job fairs and school presentations. The company is also a partner in South Dakota’s SD Gear Up, a cohort-based, residential summer enrichment program focused on American Indian students in grades eight through twelve.
“The success rate of this program is exceptional,” says Barbeau. “Every SD Gear Up alumnus is a high school graduate, and eighty-seven percent go on to post-secondary education. Nine percent go into the military. Currently, sixty-five percent have graduated from college or are still enrolled.”
Black Hills offers an accelerated engineering development program (AEDP), a two-year rotational program implemented in 2013. The company provides tuition assistance for relevant education. “We also offer a wide variety of other onsite and online training courses and development opportunities for our employees,” Barbeau says.
Hiring is strong at the company. “In a normal year, we hire approximately 200 employees. For 2018, we’re on track to hire more than 400. The positions in highest demand include engineers and IT professionals,” she says. “In the next ten years, over half of the energy industry’s employees will be eligible to retire. It’s an exciting time to consider our industry, because new employees can come in and make a real impact!”
John Cornelius, Jr wears many hats to represent Southern Company subsidiary
“As a member of the Georgia Power team, I am actively engaged in creating value for our customers, enhancing the reliability of our power system, providing superior customer service and being a good steward in the communities we serve,” says John Cornelius, Jr, assistant to the distribution vice president for Georgia Power, a subsidiary of electric utility holding organization Southern Company (Atlanta, GA).
Cornelius supports the business strategy and power restoration efforts of Georgia Power’s 12,000-employee distribution organization. He also works on efficiency initiatives. “If there is a step that can be eliminated without compromising safety or customer satisfaction, it’s my job to work with our field teams to refine that process,” Cornelius says.
And, as Georgia Power storm center communication director, Cornelius is “plugged in” 24/7 during power outages. During weather events, he’s responsible for communicating the company’s power restoration efforts.
Cornelius grew up in Macon, GA. He has a 2001 BS in electrical engineering technology from Georgia Southern University (Statesboro) and a 2007 MBA from Mercer University (Atlanta). He is a registered PE with the State of Georgia. While at Georgia Southern, he was an officer for the university chapter of NSBE. He has also been a member of the National Black MBA Association’s Atlanta chapter.
Rising up the ladder
“A school tour of a substation in the Georgia Power Statesboro Transmission Maintenance Center territory convinced me I would enjoy a job as a substation test engineer,” he recalls. In 2001, he began his career with Georgia Power in that role. He advanced to Georgia Control Center team leader/supervisor, and in 2009 he was named a transmission maintenance center supervisor. He became engineering supervisor in 2011 and a project manager for the distribution general managers in 2012. He moved into his present position in 2013. “I’ve learned a lot about the various components of our business in the last thirteen years,” he reflects.
Southern Company: excellence through inclusion
Stacy Kilcoyne, human resources vice president at Southern Company, says, “Our company’s diversity and inclusion goal is to sustain a culture of excellence, where every employee feels valued, respected and productive.”
Southern Company works to attract diverse candidates, including veterans. Outreach efforts target minority groups and women. “We also partner with school districts across our service territory to help educate children from elementary school through high school about careers in energy,” Kilcoyne says.
Kilcoyne describes the demand for engineers and IT professionals at Southern Company as “on the rise.” Typically, the company looks to hire electrical, mechanical, chemical and industrial engineers, IT security architects, IT security analysts familiar with NERC and CIP standards, and software developers.
Karen O’Connor plans care of infrastructure at PG&E;
Pacific Gas & Electric (San Francisco, CA) provides power generation, transmission and distribution, and natural gas to northern and central California.
As the manager of distribution asset strategy and development, Karen O’Connor plans the long-term care of the distribution infrastructure, including the poles, conductors and equipment. She’s been with PG&E; since 2013.
She describes her position as a connecting point for several different areas. “We must be sure all our activities align with long-range strategies. Right now, we’re modernizing the many different software systems we use. Field estimators use software to estimate the load on poles and other physical stresses to the system. We’re also modernizing the grid and moving away from oil-filled equipment to solid dielectric equipment,” O’Connor says.
She got her BSEE from the University of Tulsa (OK) in 1983 and is working on a masters in organizational development. She has her PE, as well as more than thirty years of experience in the electric power industry.
After graduation, she took a job with Public Service of Oklahoma, and worked in its system protection department until 1986. When she got married she moved to Madison, WI, where she worked for Wisconsin Power and Light (Madison) for twenty-seven years, first as a standards engineer.
“I was the only female distribution engineer at the company. I was also a key resource engineer on a geographic information system project,” she says.
Drawn to sun and sustainability
She was recruited by PG&E; for her current position. “The recruiter caught me during a never-ending winter. This job sort of fell out of the sky and addressed my interest in long-term sustainability,” she says.
O’Connor says she loves working in energy. “This industry is very good and receptive to new ideas from lineman to senior management,” she says.
Another perk of her move is the weather. She enjoys California’s mild climate and the opportunity for year-round biking and gardening.
Michelle Tudor gets water to the drill site at Consol Energy
Consol Energy (Canonsburg, PA) is a natural gas and coal producer. Michelle Tudor works at Consol as a water systems engineer on the gas side. “We’re drilling in the Marcellus Shale. I’m responsible for the systems that get water to the site for hydraulic fracturing: pumps, piping and more. We pump mostly from reservoirs to an impoundment area and then to the well pad,” she explains.
Tudor’s previous jobs involved moving waste and drinking water. “The project management and the projects themselves are very similar. They all involve fluid mechanics, budgeting, construction and project management, purchase of infrastructure equipment, and safety and compliance issues.
“The differences here are there is more capital, it’s faster paced, there is more pressure to finish and more opportunity to think outside the box. We have to ensure we aren’t contaminating or eroding anything. We recycle the water as much as possible,” she says.
Tudor has a 2009 BS in civil and environmental engineering from the University of Pittsburgh (PA) and is finishing her masters degree in environmental engineering from North Carolina State University (Raleigh).
She worked for the Pennsylvania Department of Environmental Protection in Williamsport and Pittsburgh from 2009 to 2011, first as an environmental engineer, then as a civil engineer.
In 2011, she took a position as a project engineering technician with Old North Utility Services, Inc (Fort Bragg, NC), where she worked on a waterline replacement project. She was promoted to environmental health and safety supervisor, managing a water quality sampling program for the Fort Bragg water distribution system, and worked there until she took her current position with Consol in 2013.
Proud to be a woman in energy
Although there are few women in the field, for the most part she has not encountered problems. She did come across a situation in a previous job where she felt one man on a project did not want to respect her authority. But her company backed her up. “When challenges do arise, it is important not to let others make you second-guess your career choice. It makes you tougher in the end to face these challenges,” she reflects.
Tudor says she likes the fast-paced, competitive nature of the energy industry and is happy to be working in Pittsburgh, where she grew up. She’s also excited to be part of the city’s revitalization. “It’s especially rewarding working here in southwest Pennsylvania. Natural gas is bringing prosperity to this area and providing American energy and American jobs. It’s helping a lot of people.”
Duke Tran supports HR technology at PPL Corporation
Duke Tran is a lead application developer with electric utility PPL Corporation (Allentown, PA). He works in information systems for human resources, including talent and workforce management, payroll, recruiting applications and facilities management security. The team is currently rolling out a new software application for facilities management, which Tran finds very interesting.
“I support various applications, updating existing ones and implementing new ones. I’m technical lead of the team, but we all report to a manager,” Tran says.
He’s also responsible for coaching and mentoring interns and working with new hires to transition them into their new roles. “I help them acclimate to the culture here. Doing this I’ve gotten to know some really smart, talented individuals,” he adds.
Tran received a dual BS in IT and business from Pennsylvania State University (State College) in 1999 and is about to start an MBA program. He received PMP certification through the Project Management Institute in 2011.
After graduation, he worked for IBM Global Services (Armonk, NY) for three years as an applications developer, then moved to Agere Systems (Allentown, PA) as a senior applications developer before starting with PPL in 2006.
Happy in energy, happy at PPL
Tran was initially drawn to PPL because he could stay in the Lehigh Valley where his family lives. “I really love it around here,” he says.
Then he discovered how much he enjoyed the industry. “I became aware of how vital electricity is to the economy and our way of life.”
As an Asian American, Tran says that he appreciates the support of the business resource groups at PPL. He also enjoys the support of co-workers in general. “There’s a real family vibe at this company. It’s a pleasure to work here,” he says.
Many paths to energy careers
Not all techies in the energy field wear hard hats or have engineering degrees. The industry also employs IT professionals and others whose involvement with technology has developed from other beginnings.
Dennis DeVendra manages second-level helpdesk services at AEP
Dennis DeVendra, IT manager of rapid enterprise at American Electric Power (AEP, Columbus, OH), has been blind for over thirty years. But that has not stopped him from building a successful career at the large electric utility. In his current role, he and his team of eight direct reports provide second-level support throughout the IT organization of the company.
“If the service desk can’t solve a problem in fifteen to twenty minutes, then it comes to the rapid team, which I manage. We resolve problems that take anywhere from fifteen minutes to a day. If we can’t do that, it goes to a deeper level of support,” he says.
DeVendra makes certain his group is trained and cross-trained. In his previous role he also worked on lean continuous improvement, and now he is part of an AEP change management group.
Finding an adaptable environment
DeVendra, who grew up in Ohio, earned a 1977 BS in business education from the Ohio State University (Columbus). During college, he was diagnosed with the eye disease that led to his blindness. His doctor advised him to look for work at an organization with adaptive equipment. He started out as a public school teacher in the Columbus, OH area, but did not enjoy it, and in 1982 he took a job with IBM in Endicott, NY as a software developer.
“IBM was very good. Whatever I needed I got. AEP is very accommodating as well. They go out of their way to provide what I need,” he says.
DeVendra went to work for the IBM National Support Center for Persons with Disabilities in 1988. He did graduate work at the State University of New York-Binghamton in computer science while working for IBM in Endicott. From 1995 to 1997, he worked for a variety of companies as an IT developer, and in 1997, he moved to Recording for the Blind and Dyslexic (Princeton, NJ). He came to AEP in 1998. He received a project management professional certification from the Project Management Institute in 1999.
DeVendra is a mentor at the Ohio State School for the Blind and works with blind college students enrolled in STEM programs. He teaches power yoga at the YMCA located onsite at AEP and has done woodworking for many years. He has an online store, blindwoodturner.com, where he shows and sells his crafts.
American Electric Power leverages diversity for the future
“At American Electric Power, we believe the quality and diversity of our workforce are critical to our success. Our employees all bring different strengths, insights and perspectives to the table, which allow us to challenge each other to make the best decisions. Leveraging our diversity is more vital today than ever before as our company and industry work to effectively position ourselves to meet the energy needs of the future,” says Nicholas K. Akins, AEP chairman, president and chief executive officer.
“We seek not only minorities and women, but also military veterans and people with disabilities. We have a director of diversity and culture and five employee resource groups, including groups that focus on African Americans, Asian Americans, Hispanics, the LGBT community, and military veterans,” adds Julie Albert, a senior recruiter. The company hires chemical, civil, electrical, mechanical and nuclear engineers for the engineering organization and telecommunications engineers for IT.
Iris Sandidge monitors wind and solar energy sites at Duke Energy
Iris Sandidge is manager of the renewable energy monitoring center (REMC) for Duke Energy (Charlotte, NC), an electric and natural gas holding company. She works in commercial wind and solar resources.
“We have fourteen dispatchers who monitor wind and solar generating facilities in Wyoming, Texas, Kansas and other states. They do it remotely, around the clock. I manage that team and oversee day-to-day operations,” Sandidge explains.
Both wind and solar generation involve safety surveillance. “We have cameras and motion detectors set up at many of our solar facilities. If there’s an intrusion or problem, we contact the local police. We also do weather monitoring for all our renewable asset locations. We receive lightning alerts and can contact technicians to direct them to stand down until it’s safe to start work again,” she notes.
Sandidge grew up in Cherryville, NC. She’s pursuing a BS in business administration at Belmont Abbey College (NC), and expects to graduate in 2015.
Enthusiastic and engaging
She started with Duke in 2001 as a service response specialist, then moved into power delivery dispatch and storm restoration. In 2008 she took on her current position when the REMC was established. “When Duke entered the renewables market, I wanted to be part of that. It’s given me many career development opportunities,” she says.
In 2013 Sandidge received a Duke Energy award for her ability to engage employees in the business and make them feel involved in the company’s strategy and performance.
Carlos M. Collazo keeps ops and networks secure at Dominion
“I work for the enterprise distributed risk operations group,” says Carlos M. Collazo, information security analyst at Dominion (Richmond, VA), a natural gas and electricity provider. “Our group focuses on keeping internal operations and network access secure. A large part of my workload deals with the kiosk environment, which was developed and configured to allow users to perform specific tasks and limit access to other applications.”
There are ten in Collazo’s group. He owns the kiosk environment, which includes about 150 accounts used by more than 400 systems. He’s the first line of contact for that environment and the one developing its security solutions. “By design, an operator that attempts to use the system to launch any applications outside the configuration his or her account needs will not be successful.”
Collazo was born and raised in San Juan and Ponce, Puerto Rico. He came to Virginia at age nineteen and received a 1998 associates degree in computer programming from ECPI University’s Richmond, VA campus. In 2013 he got a BS in information technology from Strayer University. He also has a blue belt in business process certification.
Before coming to Dominion in 2001, Collazo worked as a contractor upgrading e-mail servers from Lotus CC mail to Outlook and training employees on the new system. He joined Dominion as an associate information security analyst in the user security administration group. In 2005, he became a LAN administrator and in 2008, was named a senior LAN administrator and team lead in IT client services. In 2013 he joined the enterprise distributed risk operations group.
Becoming part of the team
When he came to the U.S., Collazo says he had to face a lot of insecurities and fears. “It was a new environment, and I felt pressure from within to prove myself. But once I saw myself as part of a team, it got better.”
At Dominion, Collazo says, “The diverse group allows for different points of view and creates opportunities for growth within the company. We come up with more creative solutions to problems because of that diversity. We’re open to different ideas.”
Michelle L. Arenson directs wind development at Alliant Energy
Michelle L. Arenson is regional director of wind generation operations at Alliant Energy (Madison, WI). She’s responsible for development, construction and operation of wind projects in Alliant Energy’s service territory. She leads a team of about forty-five people in wind operations for Iowa, Minnesota and Wisconsin.
“My group supports the day-to-day operations of the wind farms. We also have a pipeline of sites in the developmental phase. When the utility cost model supports more wind energy, we will consider more construction,” Arenson explains.
Alliant Energy provides electricity and natural gas to more than 1.4 million customers. In addition to daily operations, Arenson also helps make decisions on new technology, does forecasts, and acts as an advisor to the corporate officers on timing and technology.
Arenson, who grew up in Maine and Iowa, graduated with a 1989 BA in English literature from Lake Forest College (IL), and a 1992 law degree from Drake University Law School (Des Moines, IA).
She joined a private firm, then switched to business and contract law. She joined Alliant Energy’s legal department in 1998 and moved into her present position in 2008.
“I have learned to talk and work with engineers at a macro scale. The first time I worked to support power station construction, working with contracts and procurement, I fell in love with it,” she recalls. “I asked to work on these types of projects. That’s how I got my start in wind, and it’s been a great ride ever since.”
La-Asia Hundley manages QA teams at Consolidated Edison
Brooklyn native La-Asia Hundley is section manager of gas quality assurance for Consolidated Edison Company of New York, Inc (New York, NY), which serves 3.3 million customers in New York City and New York’s Westchester County. She manages the quality assurance team, which reviews the company’s operating and engineering organizations to ensure compliance with codes, standards and procedures, and the gas training group, which plans and administers training to ensure compliance with regulations.
Hundley has a 2001 bachelors in business administration from Johnson C. Smith University (Charlotte, NC), a 2007 MBA in human resources and finance from Baruch College (New York, NY), and a 2013 JD from St. John’s Law School (New York, NY). She is a member of AABE and St. John’s Law School Alumni Association.
She began working for Con Edison in 2001. In 2003 she was made supervisor of customer operations, and in 2005 she moved into HR.
In 2007 she became a senior specialist in employee and labor relations, and a year later was named a section manager in testing, curriculum and e-learning. She was promoted to department manager in employee and labor relations in 2011, and took her current position earlier this year.
More than just promotions
Working at Con Edison provides Hundley with tremendous opportunities for growth. “By growth, I mean more than progressing to positions of increased responsibility. It’s also the opportunity to move into different areas within the company to expand my knowledge of the industry, technology and future initiatives,” she says.
In 2010, Hundley received the YMCA National Black Achievers in Industry award for her professional and community service activities. In 2013, she received Con Edison’s Living Our Values award, the company’s highest honor.
“I seize any opportunity to participate in community service activities, because giving back and serving others is something I believe we are all charged to do.”
DIVERSITY-MINDED ENERGY COMPANIES
Check websites for current listings.
|Company and location
|Alliant Energy (Madison, WI)
|Electricity and natural gas
|American Electric Power (Columbus, OH)
|Power generation, transmission and distribution
|Black Hills Corporation (Rapid City, SD)
|BP (Houston, TX)
|Oil and natural gas
|Chesapeake Energy Corp (Oklahoma City, OK)
|Oil and natural gas exploration and production
|Consol Energy (Canonsburg, PA)
|Natural gas and coal
|Consolidated Edison Company (New York, NY)
|Electric, gas and steam service
|Dominion (Richmond, VA)
|Electricity generation and transmission; natural gas storage and transmission
|Duke Energy (Charlotte, NC)
|Electric and natural gas utility holding
|Entergy Corporation (New Orleans, LA)
|Power production and distribution
|Hess Corporation (Houston, TX; New York, NY)
|Global exploration and production of oil and natural gas
|National Grid (Waltham, MA)
|Electricity and natural gas
|New York Power Authority (White Plains, NY)
|Power generation, energy infrastructure, customer services
|Pacific Gas & Electric (San Francisco, CA)
|Power generation, transmission and
|PPL Corporation (Allentown, PA)
|Southern Company (Atlanta, GA)
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