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W I S E

W I S Ecampaign for gender balance in science, technology & engineering

Women in Power: Highlighting Careers in the Energy & Power SectorsKnowledge Sharing Event

WISE 2019


2Women in Power: Highlighting Careers in the Energy & Power Sectors – Knowledge Sharing Event

L ike other STEM industries, the energy/power industry needs to bring in more

women at all levels – starting at the top. Although 27% of the industry’s employees are female, they are concentrated in lower-paid, non-technical roles1, and just 16% of board members are female. The situation deteriorates further if we look at executive board roles, where women make up just 6% of the total2. A lack of women in the power industry is not a UK-exclusive issue - globally, women account for just 14% of workers3 and just two power companies listed on stock exchanges worldwide have more women than men in high-paying roles4. However, in the UK, 90% of employers report a lack of suitable talent in the marketplace and 50% report a skills shortage5. Ensuring more women are able to make the most of their potential would hugely benefit the energy/power industry as it transitions from traditional fossil fuel technologies to renewable energy sources. Research shows women are more likely to have adaptive creative skills6 and problem solving is enhanced in diverse teams7. Indeed, a recent report explicitly stated that the lack of women in the UK power sector is holding back efforts to combat climate change8. The UK government aims to have one-third women in the offshore wind sector by 20309 and 40% women in the nuclear sector by the same year10. The time for action, if we’re going to achieve those targets, is now. On the 16th July 2019, WISE held a member-only Knowledge Sharing Event to share the experiences of women who have already achieved great things in power and to share insights to help others in the sector to push for change.

Introduction

Introduction 2

TheSpeakers 3

KeyLearningsfromtheDiscussions 7

WhatOrganisationscandotoaidFemaleRecruitmentwithinthePowerIndustry 11 Acknowledgements 12TrainingOpportunities 13BecomeaMySkillsMyLifeRoleModel 14

Contents

Notes:

1. warwick.ac.uk/fac/soc/ier/ngrf/lmifuturetrends/sectorscovered/energy/sectorinfo/subsectors/#power2. powerfulwomen.org.uk/board-statistics-by-company/ 3. www.getireport.com/4. powerfulwomen.org.uk/percentage-women-in-upper-salary-quartiles-by-company/ 5. warwick.ac.uk/fac/soc/ier/ngrf/lmifuturetrends/sectorscovered/energy/sectorinfo/subsectors/#power 6. psmag.com/news/the-most-creative-people-are-men-so-are-the-least7. www.forbes.com/sites/sianbeilock/2019/04/04/how-diversity-leads-to-better-outcomes/#4e1dcf865ced 8. www.theguardian.com/business/2018/feb/11/the-energy-industrys-power-problem-too-few-women 9. assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/786279/BEIS_Offshore_Wind_sector_deal_print_ready.pdf10. assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/720405/Final_Version_BEIS_Nuclear_SD.PDF



AmandaFrenchMechanical Engineer, Nuclear Decommissioning Authority

The Speakers

“ If I can’t do something physically, I’m going to find a mechanical way to do it, or some other means. And it’s a small thing, but it’s always in the back of my mind. How am I going to overcome this problem if I can’t ask someone for help?” Amanda French

Amanda has worked in the nuclear sector for almost 25 years. She joined the Nuclear Decommissioning Authority (NDA) in 2005, becoming Head of Portfolio Assurance, after leading changes in project and programme delivery for NDA transport subsidiary INS, Amanda returned to the NDA, focusing on business case production for the Magnox Transition programme, and other government approval requirements. In the last 12 months, Amanda has been acting Head of the NDA’s Waste Management Programme, overseeing the performance of Radioactive Waste Management Limited. She is now concentrating on Magnox reactor decommissioning options.



MerielGriffithsCapacity Market Manager, RWE Supply & Training GmbH (RWEST)

“ If you want to encourage more women into science and engineering, you ought to be catching them young. The three most popular A-level subjects for girls in 2018 were English, Psychology and Biology. Why not physics or chemistry? Is it natural preference or simply because, as in my case, no one ever came and told them all of the exciting things they could do in the world of science and engineering?”

“ If you can’t find the qualified scientists and engineer women you’re looking for, make sure you’re looking in the right place. Does the job really need someone with a degree in engineering, maths or science, or is it actually management skills and bright ideas that you need? And if so, could you train up someone who didn’t have a STEM degree that did have a keen interest in what you’re doing?” Meriel Griffiths

Meriel has over 20 years’ experience in the energy industry. She worked for Montagu-Smith & Co Ltd Gas Consultancy, National Power, International Power, RWE Npower and currently RWEST CAO. This includes 11 years as an International Fuel Manager and most recently,

setting up and running Edgware Energy Limited, as a licensed UK electricity supply subsidiary of RWEST, and looking after RWEG’s portfolio of Zephyr wind farm power purchase agreements. Meriel supports local secondary career fairs to talk about careers in the electricity industry.



BolaSangosanyaElectrical Engineer, Renewable Energy Systems Ltd

“ You spend one third of your life at work, so you’d better be enjoying it.”

Bola Sangosanya

Bola is a Chartered Energy Engineer with over 12 years of experience in the Renewable Energy sector, covering sustainable power and heat generation, grid and transmission assets and energy policy. Bola’s experience includes design and delivery of fueled (biomass and waste) generation plants, wind farm projects, and more recently, battery storage technology. She started her career with a 3-year consultancy in KPMG which provided baseline commercial and business processes/strategy skills. Bola has a first-class degree in Electrical Engineering (Power Generation) from Tver State Technical University (Russia) and a MSc in Renewable Energy Systems and Technology from Loughborough University.



Dr.ColetteGrundySenior Advisor, Advanced Nuclear Technology, Environment Agency

“ Like some of the other ladies here, I was always being told ‘that’s not a suitable role for a woman.’ When doing A levels, I was told that they didn’t really think it was suitable for a girl to do three A level sciences. I didn’t care and I did it anyway.”

“ What’s really important to me, and has been throughout my career, is that I’ve had people who’ve helped me. I’ve been involved with mentoring people from apprentices through to fellows, and for me, what’s been significant is having the opportunity to work in different cultures and different countries and to hopefully inspire other people to have a career like this. And what’s really important to me is also to have the opportunity to be always learning.” Dr. Colette Grundy

Colette has 20 years’ experience of working in the nuclear industry with BNFL, Nuclear Regulation Group of the Environment Agency, and with the National Nuclear Laboratory as a Laboratory Fellow in Nuclear Regulation, where she led the Safety, Security and Safeguards Team. Colette work since 2017 in the Department for Business, Energy and Industrial Strategy Advanced Nuclear Technology (ANT) team. The ANT team has contributed to the development

of an enabling policy framework to support SMRs and AMRs. In her new role as senior advisor for the Environment Agency, Colette will oversee the next generation of nuclear reactors in the UK. A mentor for younger people working in the nuclear industry, Colette believes that emotional intelligence, kindness and empathy are skills that should be better recognised. She is a strong supporter of continuous professional development.



Key Learnings from the Discussions

Canyouidentifyaturningpointineachofyourcareerswhenyouthought‘thisisdefinitelytherightcareerforme,I’mreallyenjoyingthisandwanttogofurther?’ Amanda: “I had a conversation with a former colleague about a job opportunity and I found myself saying ‘right, can I come and work with you for a bit? I’ve got the skills you need.’ The instance proved that I had taken ownership of my career.”

Bola: “For me it was seeing my first project actually being built; it was turning something that existed on paper into something you could see and touch.”

Wesawastatisticearlieraboutthenumberofwomeninseniormanagementroles,Ithinkitwasabout13%.Inyourrespectiveorganisations,whatisthepercentageornumberofwomenattheSeniorManagementlevels?Andwhydoyouthinkthatis? Amanda: “On our executive team, there’s one woman out of nine members. There is a higher number [of women] as you work down the organisation. Gender balance overall is about 50/50, but there are a lot more women in the lower part of the organisation than there are in the top part. There is work being done around EDI and gender balance, but there is still not that balance at the senior level.”

Colette: “I regularly work with women in the northwest and we are trying to change things [regarding gender balance]. One of the things that our organisation has set out to do is increase its number of women to 40% by 2030. And I think a shift has happened. With the younger men, it is more of a norm for them, [to see and be working with women]. When I was in university, I was the only women in a department of 30 men, and now,



it has changed quite a lot. Change is happening, but I think it’s important that role models are there to inspire people and show that that a STEM career path is available and there for women.

Howimportantdoyoufeelitistohaveawomen’snetworkwithinyourorganisation?Whataresomeoftheadvantagesofhavingawomen’snetworkforthosewhodon’talreadyhaveone? Amanda: “We have a campaign to change gender balance in the nuclear industry. We are very lucky to be supported by a lot of men who are in senior positions. One of the things I believe very strongly in is that you can’t just put women in a room and expect them to solve the problem. That doesn’t work. Men make up 80%, typically, of an organisation and so you’ve got to have men in that conversation. Nevertheless, when you do have a group of women organizing things, it does tend to drive a lot of change and it creates great role models, so it’s certainly important in the nuclear industry. There are many men in positions of power in key organisations that support it very actively and I think that’s tremendous and is having a great impact.”

Muriel: “Our organisation had quite a shock two years ago when they realised that all of their graduate trainees were male, they hadn’t even had any girls wanting to come in, so they’ve since had a really big think about how to encourage women, hence the outreach to schools, more talking to people and getting people in for work experience. Another thing they’ve done recently is they’ve appointed a director, who was female and who came up as a finance director, as the first one to come from a finance background rather than an engineering background.”



Whatadvicewouldyougivetowomenwhoaretryingbalancebetweenfamilyandcareer?Isitpossibletohaveandbalanceboth? Amanda: “Making sure to have that open conversation with management about a desire to balance work and family, being open and letting management know if you can’t do a particular day due to family is crucial – be open and honest about your reasons for wanting more flexibility.”

Whatcanbedonetohelpmoregirlstothinkaboutanapprenticeshipasaseriouscareerroute?Howcanweencouragemoregirlstoseekapprenticeshipsandgointoacareerinenergysectors? Bola: “I think workshops like this one are really good both for providing information and for raising awareness. They allow young girls and women to see people like them in the industry. I remember when I first started working, I used to be shy and not want to tell people that I worked in the power sector, but I find that I’m saying it more now just to show that women can and, are doing this, and to encourage the younger ones as well that you can do anything really, regardless of your gender.” Colette: “For me, mentoring is the way that I’m trying to change things. I’ve started mentoring a young apprentice from Cumbria, whose parents weren’t particularly supportive of her career choice. I’ve been encouraging her a lot and she’s doing really well; she just won Scientific Apprentice of the Year and has just graduated with a degree in Applied Chemistry. It’s about encouraging people to have the confidence to do roles that are open to them.”



Amanda: “I find it also comes down to messaging and how we can all try and change that. I think that there’s a lot that we can do through schools and increasing the opportunities for girls in STEM and to make STEM more accessible. I think it’s a lot about the language that we use. The more that we can try and change that the better. I think the Department of Education has a big role to play as well – it can’t leave everything up to the schools and business.”

Muriel: “Another thing that I know we’ve done is looked consciously at the wording for advertising to make them more attractive to women, there are certain words and phrases that can put women off.”



What Organisations can do to aid Female Recruitment within the Power Industry

• Make Hiring Manager education and training mandatory. Include training on Unconscious Bias, workplace culture changes and appropriate workplace behaviours.

• Become involved with schools/colleges/ universities in an effort to recruit females earlier; take part in careers and advice fairs.

• Get involved with educational establishments earlier - sponsor degrees, offer careers advice, and encourage girls into STEM careers right through senior school, not just at the age of 14+.

• Introduce and promote WISE’s My Skills My Life online quiz to encourage more girls to into STEM careers. The interactive platform aims to reach 200,000 girls in the next five years.

• Encourage female employees to become a My Skills My Life role model to help inspire the next generation of girls in STEM.

• Make use of our Apprenticeship Toolkit to attract, engage, support and retain female employees.

• Host open days for the public so they can get a better understanding of what the company does; many parents are a barrier to girls choosing a STEM career – convince the parents that your company will support and encourage their girls and they will be more likely to support an application.

• Demonstrate diversity from the top – work to improve the number of females in senior management and encourage a diverse board.

• Ensure diversity and gender balance is at the front of the agenda to reflect its importance to everyone involved.

• Continue to encourage usage of inclusive imagery, gender neutral language and equal representation on interview panels.

• Consider implementing a blind CV or gender-neutral CV process.

• Offer flexible working, school hours, term-time part time working or job share opportunities as standard in job adverts.

• Enhance parental pay and packages – go beyond the standard mandatory offering where possible.



W ISE would like to thank all the speakers, attendees and staff who

made the Women in Power KSE successful. Thank you for attending and contributing to the conversation. Special mention must be made to Wood for generously offering to host the event.

Acknowledgements



EncouragecareerdevelopmentinwomenwithourSkills4UKProgrammeThe Skills 4 UK award winning Career Development Programme is available as an open programme through WISE. Delivered over a three-month period the programme equips participants with the tools and confidence to showcase and achieve their potential.

Delivery: 4 days. spread over 3 months

Provider: Skills 4 UK

Content: Providing support, guidance and coaching to women in STEM at any stage of their career, looking to move to the next level.

Cost: £1,200 + VAT WISE members: £1,150 + VAT

Training Opportunities

UpcomingCoursesStevenage • Thursday 24 October 2019• Wednesday 20 November 2019• Tuesday 7 January 2020• Wednesday 8 January 2020

Hosted by MBDA.

Leeds • Thursday 17 October2019• Sunday 20 October 2019• Tuesday 7 January 2020• Wednesday 8 January 2020

Hosted by Skills 4 UK.

Cardiff• Wednesday 15 January 2020• Thursday 16 January 2020• Wednesday 12 February 2020• Thursday 13 February 2020

Hosted by Dwr Cymru Welsh Water.

ForFurtherInformationPlease visit wisecampaign.org.uk Contact [email protected] to register your interest for future courses.

developer InnovatorExplorer

Join Us as a WISE Role ModelWISE wants to help recruit and inspire girls into STEM based subjects - our target is to reach 200,000 girls.

Help them find out more about the wide variety of STEM careers and the fantastic women enjoying them - Let’s inspire the next generation!

Interested In Becoming A Role Model?

Complete the quiz and create your profile visit:myskillsmylife.org.uk

For more information visit:wisecampaign.org.uk

0113 222 6072 | [email protected] | @thewisecampaign | wisecampaign.org.uk

Liz BartlettAerospace Engineer


W I S E


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