“engineering in women”cigre.org.uk/web-cont1001/uploads/cigre-paris-2018-wnuk-semina… ·...
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“Engineering in Women”Moderator: Dr. Biljana Stojkovska
National Grid, UK
CIGRE SESSION 2018 Women in Engineering Forum
30th August 2018, Paris
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1. Women’s Network UK
• Established supporting network offering coaching, mentoring and a space to talk about career challenges
• Skill building & inspiring others
• Peer mentoring
• Exposure to role models and interaction with senior leaders
2. Next steps
• Need a clear vision for overall goals for women engineers
• How individuals and organizations will work together to achieve the overall goals for women engineers
© CIGRE (UK) Slide 2
Why “Engineering in Women”?
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Panelists
1. Amanda Olson, “Be the best of you”, Burns & McDonnell, USA
2. Louise Preedy, “Advancement and Empowerment of women engineers”, OMNETRIC, France
3. Tara-lee Macarthur, “Unity & Diversity”, ERGON, Australia
4. Veronique Beghin & Claire Chevalier, “Challenges & Opportunities for Women in the new paradigm: Perspectives from Belgium”, Tractebel & Siemens
© CIGRE (UK) Slide 3
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“Be the Best of YouFuture Challenges of Engineering Organizations”
Amanda OlsonBurns & McDonnell, United States
CIGRE SESSION 2018 Women in Engineering Forum
30th August 2018, Paris
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Challenges in our Industry
Projected capital spend shifting from transmission to communication & advanced analytics
Integration of distributed generation
Aging workforce
Slide 5
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Rising to the Challenges
Slide 6
Source: https://bit.ly/2LdFYxN
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Be the Best You!
“The one who follows the crowd will usually go no further than the crowd” – Author unknown
Slide 7
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Agile content generation @CIGREAdvancement and Empowerment of women
engineersLouise Preedy
OMNETRIC, France
CIGRE SESSION 2018 Women in Engineering Forum
30th August 2018, Paris
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Digitalization is changing the game
© CIGRE (UK) Slide 9
• Speed is essential
• Collaboration is inclusive
and virtual
How we operate and manage our businesses is transforming;
likewise, it changes how CIGRE should operate and fulfill its mission
How is that relevant to the empowerment of women in engineering?
• Relevant content areas are
expanding
• Audiences consume
information differently than
before
Develop differently Disseminate differently
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• Combination of desk research and subject matter expertise
• Sprint-type development cycles* – Scoping; hypothesis definition; chapter creation; QA; publication (4 – 6 months)
• Promotes diverse co-development (e.g. with corporate members, with academia, with non-engineering resources) to leverage the full range of CIGRE ecosystem
• Outcome is a Reference Paper or point of view which tests a hypothesis and shares relevant insights.
Benefits for CIGRE
• Build upon the core foundation of what CIGRE is
good at
• Renewable source of industry content for
members and the market
• Opportunity to share perspectives with a broader
public (e.g. thru media) to raise visibility of CIGRE
and industry
• Possibility to extend to topics that are emerging
• Tighter collaboration with corporate members
• Faster time-to-market positions CIGRE as timely
and relevant
Dynamic development process
*similar to Agile or Scrum-type development methodologies
More agility: an opportunity for CIGRE and for women in engineering
Slide 10
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Diversity and Inclusion StrategyTara-lee MacArthur
Queensland Energy, Australia
CIGRE SESSION 2018 Women in Engineering Forum
30th August 2018, Paris
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© CIGRE (UK) Slide 12
“I want Energy Queensland to be an organisation where every
employee feels valued, respected and has a voice.”
- CEO, David Smales at the inaugural meeting of the Energy Queensland
Council for Diversity and Inclusion, 2016
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Ergon Energy
Graduate Program
2012-2015
CIGRE A2
Krakow, Poland
2017
Substation Design
Standards Engineer
CIGRE AP A2
Advocate for NGN &
Women in CIGRE
2015 - Now
EA CHAIR
CPEng & RPEQ
2017-2018
IEC General Meeting
Vladivostok, Russia
2017
Graduate Electrical
Power Engineer of
the Year 2018
ES Cornwall
Scholarship Winner
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EQLStrategic Goals 2017-2022
© CIGRE (UK) Slide 14
An inclusive workplace
A pipeline of future talent
A workforce that reflects Queensland
Realising employee potential
A community leader
Comparing our workforce with Queensland’s populationWomen, Aboriginal and Torres Strait Islander peoples, people from non-
English speaking backgrounds are under-represented in Energy
Queensland in comparison with our communities.
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© CIGRE (UK)
Removing barriers
Providing opportunities
- Review recruitment practices
- Identifying and enable internship/vacation
opportunities
Recruitment
Engaging with education providers,
STEM activities
Education
Developing our leaders
Reviewing policies, procedures and
documents for bias
Tackling Bias
Flexible work options
Engaging with industry bodies to build
diversity
Working with Industry
Development of upcoming female
engineers
Important factors to consider in achieving gender
diversity
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© CIGRE (UK)
Positive engagement
Reduction in complaints
Women in technical roles, management positions and
within the senior leadership team. Increased diversity
Discrimination
Bullying
Harassment
Gap analysis
Turn over
Return of employees from primary
carer’s leave
Return to work
How are
we going
to measure
Employee engagement and inclusion index score
Slide 16
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An opportunity for everyone
1. Championing Women in EQL Sessions
• To improve the visibility of women at EQL,
• Skill-building specifically tailored for women and education for all employees
• Valuable connections
• Growth????
2. Interview field-based women to identify opportunities
What’s been your experience with:
• PPE,
• Facilities incl. bathroom access,
• Leave & flexibility
• Acceptance and inclusion
• Support for women in a male dominated field
© CIGRE (UK) Slide 17
Women in Non-Traditional Roles - Working Group
Contribute to the research, recommendations and delivery of the diversity and
inclusion program of work.
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© CIGRE (UK) Slide 18
• Capturing the number of NGN and Women participating in CIGRE activities
• Remove gendered language in documents
•Encourage young members and women to join work groups
•Opportunity to prepare contributions and to present
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My experience in engineering in Belgium and how CIGRE is actively supporting the technical
development of women members. What have been the key challenges that I have seen
Veronique Beghin, Tractebel, Belgium
CIGRE SESSION 2018 Women in Engineering Forum
30th August 2018, Paris
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My experience in engineering in Belgium
1. My Engineering profession:
• Role models my parents/family
• Engineering profession is diverse, interesting and it leads to a varied and challenging career
• Managers perceive me as an engineer rather than a gender person (female)
• My moto: I'm who I’m and I’ve never changed that
• Respect comes from work
© CIGRE (UK) Slide 20
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1. Implication as young engineer early in my career (directly or indirectly) e.g. by participation in a technical brochure (1998)
2. First presentation given in Cigre 2004 as the only woman on B1 session
3. Redaction of different articles in 2004 and 2014
4. Participation to the Belgian Committee Mirror since 2008
© CIGRE (UK) Slide 21
How CIGRE is actively supporting the technical development of women members
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What have been the key challenges that I have seen
1. Avoiding stereotypes and erase the gender gap. Women can do anything, just the same as men
2. Choosing Engineering studies: such profession has a social impact and makes a difference in people’s lives” – Promotion during secondary education
3. Changing old ideas regarding Engineering: no need to be Hercules or to work in a dirty environment
4. Balancing career and family
© CIGRE (UK) Slide 22
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My first experiences in engineering in Belgium as a young woman engineer: what CIGRE could
actively do to support my technical development. Key challenges for my generation
Claire Chevalier, Siemens BEL
CIGRE SESSION 2018 Women in Engineering Forum
30th August 2018, Paris
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Experience as a Sales Engineer in Belgium
1. Interesting career opportunities for young engineers in our industry
2. “Stereotypes” in different technical environments (technical offices, workshops, construction sites)
3. More openness in office situation (engineering or commercial departments) to women
4. Don’t highlight the differences between genders; accept the differences and use the strengths on all sides
© CIGRE (UK) Slide 24
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CIGRE’s support for technical development
1. More communication on actions/activities
2. Energy/climate change vision in Europe … help me understand the future
3. Organize events, workshops for young engineers focused on critical topics (e.g. digitalization) … help me integrate
4. Regular communication on best practices/achievements of member countries … help me network
© CIGRE (UK) Slide 25
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Key Challenges for my generation
1. Keep engineering attractive for curious and ambitious people
2. Globalization bringing new and other stereotypes
3. Climate change
4. Energy transition challenges
© CIGRE (UK) Slide 26
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Summary“Engineering in Women”
1. Future engineering problems are different (E.g. around digital) … need a more diverse approach
2. Need the help of Men to unleash the latent Engineering capabilities of Women
3. CIGRE to help build the WiE into global network
4. CIGRE needs to quickly embrace a new, more diverse, more agile paradigm … need to engineer more Women into the organisation leadership
© CIGRE (UK) Slide 27
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Q&A
Slide 28