The Center for Energy Workforce Development, in collaboration with partner trade associations, outlined how the energy sector can create more diverse, equitable, and inclusive workplaces in its DE&I Roadmap for Industry Change.
The Problem
71% of participants in CEWD’s DE&I focused listening sessions described the industry as “not very diverse” – and 92% would like to see more industry initiatives to address diversity in the sector.
Proposed Solutions
In addition to suggested actions at the industry level, the roadmap outlines steps individual utilities can take to gain meaningful change in their workforce. Here are some of the suggested actions.
Create Structure for DEI Progress
- Develop a DEI mission statement and strategy
- Connect company strategy and DEI goals (with metrics)
- Allocate resources to DEI work
- Position DEI leader where they can have impact
Support Leadership Advocacy for DEI
- Executives consistently engage on diversity and inclusion matters
- Assign executive sponsor to Employee Resource Groups
- Have a leadership role focused on DEI
- Link DEI goals to manager performance reviews/bonus programs
- Review succession planning process for biases
- Evaluate leadership diversity annually
Develop a Diverse Talent Pool
- Partner with organizations that serve diverse communities of people
- Dedicate charitable resources to philanthropies that have a DEI impact
- Host open houses for mid-career professionals to recruit management talent
- Develop training centers near systemically marginalized communities
Increase Diversity of Applicants
- Support people from systemically marginalized communities into energy careers through pre-employment training, tutoring, and mentoring
- Evaluate whether pre-employment testing includes biases
- Examine minimum competency requirements, focusing on capabilities and skills over prior industry experience
- Remove biased terminology from job postings
- Include representation of diverse employees at hiring fairs and on interview panels
- Evaluate hiring history
- Create referral programs that encourage outreach to systemically marginalized communities
Create Inclusive Workforce Cultures
- Develop Employee Resource Groups and "buddy" programs for diverse entrants/systematically marginalized employees
- Ensure work environments demonstrate consideration for all employees, such as with proper restroom facilities and appropriate uniforms and equipment.
- Address concepts of psychological safety along with physical safety
- Encourage "stay" conversations with employees
Retain Diverse Talent
- Review if policies and practices are equitable
- Identify and remove barriers that can perpetuate inequity, such as experience requirements and access to training
- Develop a mentorship program
- Enhance transparency in the workplace
- Evaluate the experiences of diverse communities of people by position and engagement level within the utility
- Hold people accountable to the same standards
Expand Diversity in the C-suite
- Revamp succession planning process
- Create executive mentoring and sponsorship programs that match systemically marginalized talent with existing leaders
- Create a structure for leadership development programs that support self-nominations
- Expand search beyond utilities, rely on skills and competency-based hiring
