Our Commitment to the Energy Sector
In 2017 Women of Powerline Technicians (Women of PLT) signed on in support of Electricity Human Resources Canada’s Leadership Accord on Gender Diversity. In 2019 Women of PLT expanded our commitment to include being a signatory of the Clean Energy and Empowerment Initiative (C3E) and Equal by 30. Equal by 30 is a public commitment to work towards equal pay, equal leadership and equal opportunities for women in the clean energy sector by 2030.
Women of PLT supports the re-launch of The Leadership Accord on Diversity, Equity, and Inclusion. The updated Accord builds on work of the Leadership Accord on Gender Diversity by broadening the scope to apply to a fuller range of diverse areas.
In 2021 we have expanded our commitment to the energy sector and joined the 50 – 30 Challenge by the Government of Canada. The 50 – 30 Challenge challenges organizations to increase representation and inclusion of diverse groups within their workplace, while highlighting the benefits of giving all Canadians a seat at the table.
Through our approach and working with stakeholders who are already significantly engaged in diversity, inclusion, and equity, we show our commitment to the electricity sector, the Leadership Accord, Clean Energy Education and Empowerment, Equal by 30 and 50 – 30 Challenge.
The electricity sector is in a time of immense transformation as we build critical community infrastructure, contribute to technological advances, and accelerate economic growth. Women and racially diverse participants bring diversity of skills, talents and perspectives in achieving a more equitable, sustainable and prosperous energy future.
About the Leadership Accord
Electricity Human Resources Canada’s Leadership Accord on Diversity, Equity, and Inclusion is a public commitment to making meaningful change at all levels of an organization.
About the Clean Energy Education and Empowerment Initiative (C3E), and Equal by 30
The CEM’s Clean Energy Education and Empowerment (C3E) initiative was launched at the first CEM in 2010 to enable greater gender diversity in clean energy professions, recognizing that the transition to a clean energy future will only succeed if we harness all possible talent.
The energy industry remains one of the most gender imbalanced sectors, with women making up just 20% of the workforce. Women’s representation internationally in clean energy is only slightly higher at 35%. International research also consistently shows that a diverse workforce and gender-balanced boardrooms result in greater organizational performance and stronger bottom lines, both in private and public sectors.
About The 50 – 30 Challenge
The 50 – 30 Challenge asks that organizations aspire to two goals:
- Gender parity (50%) on Canadian board(s) and senior management; and
- Significant representation (30%) on Canadian board(s) and senior management of other under-represented groups, including racialized persons people living with disabilities (including invisible and episodic disabilities) and members of the LGBTQ2 community. The program and participants recognize that First Nations, Inuit and Metis people as founding peoples of Canada are under-represented in positions of economic influence and leadership.