GENDIM toolbox for equality & gender balance in higher education institutions
A “one-stop shop” for advice and resources on how to bolster women’s employment in energy utilities.
Increasing women’s economic participation in the global workforce is a core goal of the World Bank Group, and increasing women’s employment in energy utilities is one of the goals of ESMAP’s Gender and Energy Program.
This toolkit is designed to be a compendium of practical resources that World Bank teams, utility staff, and project designers/implementers can use to design and implement activities focused on increasing women’s employment in the power sector.
What is the Objective of This Toolkit?
The World Bank has already identified barriers to women’s employment in infrastructure sectors, especially in science, technology, engineering and mathematics (STEM) positions, in the Stepping Up Women’s STEM Careers in Infrastructure: An Overview of Promising Approaches series.
Module One: Making the Commitment and Setting Targets
Most World Bank projects seeking to increase women’s employment in energy utilities select one or more targeted activities they can incorporate into much larger energy-sector loans. The potential success of these gender activities will be greatly enhanced if they are selected based on data, have senior management support …
Module Two: Recruiting Women to the Energy Utility Workforce
Institutions in traditionally male-dominated sectors like energy may face multiple challenges increasing the number of women staff due to ingrained biases in their hiring processes, negative public perceptions of the sector as an appropriate place for women to work, and lack of women’s awareness of energy careers and job opportunities.
Module Four: Advancing Women Employees
Numerous studies show that companies with gender-diverse boards and leaders are more profitable and more resilient than those lacking diversity. 1 Yet women are under-represented in leadership and management positions in most utilities 2, due to lack of women in STEM fields, entrenched processes for promotion and succession planning …
Module Three: Retaining Women in the Utility Workforce
These resources focus on retaining women in the workforce by addressing topics related to workplace culture and environment. Numerous studies show that women enter male-dominated STEM sectors like energy at lower rates than men, especially in technical positions, and many of them leave due to challenges with …