Woodstown, NJ, June 8, 2018 – Utility Advantage President Laurie Wiegand-Jackson along with industry peer Tahseena Kahn co-authored this article on the importance of engaging and promting women in the energy industry as well as the benefits of mentorship and sponsorship programs. We participated in Mediaplanet USA’s Women in Energy campaign where we united with like-minded thought leaders and associations to shed light on the exciting and impactful opportunities available to women in the field. With 50% of the workforce retiring in the next 5-7 years, it’s crucial to highlight the best practices for women to enter and excel in this rewarding industry. The campaign was distributed through USA TODAY on June 8th, 2018 and is published online. For the full campaign, visit: futureofbusinessandtech.com
A copy of the article is presented here.
Harnessing the Energy Industry’s Shifting Workforce for Greater Diversity
By Laurie Wiegand-Jackson & Tahseena Kahn, Board Members of the Council for Women in Energy & Environmental Leadership (CWEEL)
Posted on Friday June 8 in USA Today “Women in Energy”
More than fifty percent of the energy workforce was eligible to retire in 2015, resulting in an ongoing phenomenon known as “the great crew change.” Innovation in the sector generates greater demand for talent as new energy markets and technology drive employment. Companies are addressing this talent gap by investing in initiatives to recruit and develop employees that have the technical, managerial and leadership skills for this evolving sector. One initiative is a mentoring program to support young professionals (male and female) to enter, grow and advance in the industry. Mentors are industry-based, experienced professionals that are screened and partnered with a mentee. Mentees may be student interns, recent graduates, early stage employees and mid-level employees who are interested in advancing in the industry.
Boosting women through mentorship
The Department of Energy’s 2017 US Energy and Employment Report found the traditional energy and energy efficiency sectors employ approximately 6.4 million Americans. Yet women in these sectors range from just 22 to 34 percent, compared to 47 percent of the overall economy’s workforce. Companies and energy industry associations are implementing mentoring programs to increase diversity and specifically bring more women into the industry.
The Council for Women in Energy and Environmental Leadership, through its affiliation with the Association of Energy Engineers, offers a mentoring program to support women in their career development in energy efficiency, renewable energy, utility and energy technology fields. Both mentors and mentees apply by filling out the application listed on the Council’s website. Tahseena Kahn, the mentoring program chair, pairs the mentee with the right mentor. The mentor-mentee pair then decides the best means of communication for them, be that in person meetings, teleconference, Skype or beyond. Some mentors and mentees live outside of the United States and support someone in another part of the world.
One mentee noted, “My mentor is a perfect match for me. She works in the same industry, so we relate very well. My mentor truly cares for my success and gives great and useful guidance.” Through the guidance of their mentors, mentees have found the right job, improved their skills for career advancement, gone back to school for advanced degrees and attended management training programs.
The power of sponsorship
Beyond mentoring programs, there are informal sponsors that can help with career development and advancement. These are superiors and peers within an employer or outside (trade allies, association members, etc.) that provide guidance and honest feedback. This support may be limited to a specific life event, such as making a decision for a job change, or it may span years. A sponsor is a business associate with whom one has a natural affinity and comfort level that has knowledge of your capabilities and performance. A sponsor not only provides encouragement, but she (or he) is a trusted advisor that can help you understand the corporate culture and the skills required to be successful in the company.
As the majority of industry management are men, these sponsors are often men who recognize the inequity of the gender gap in the sector and truly care about the importance of the advancement of women to the evolution of the industry. Finding a sponsor starts by taking the initiative to ask for guidance and support. Building that relationship requires listening to feedback and allowing the sponsor to challenge you. Maintaining sponsors requires follow through, appreciation and respect.
The energy industry is in the midst of a significant workforce change, yet navigating a career in energy can still be challenging. Having both mentors and sponsors will help increase career opportunities, develop and hone skillsets, and build valuable relationships for a season or a lifetime.
About the Authors: Both authors are women engineers in the energy industry and members of the board of the Council for Women in Energy & Environmental Leadership.
Laurie Wiegand-Jackson is an entrepreuner with over 30 years of experience in the energy sector. She is the President & CEO of her consulting business, Utility Advantage with a focus on energy business strategies, smart grid solutions, renewable energy and energy efficiency projects for utilities, businesses and the government sectors. She is a founder and Co-Chair of the Board of CWEEL and was inducted to the AEEEnergy Managers Hall of Fame in 2016.
Tahseena Kahn is an entrepreneur with a decade of energy engineering and construction experience. She is the President of her engineering business Energy Managers LLC that has provided lighting, power quality analysis, energy & water audits, ISO 9000, ISO 50000, ISO 14000 and electrical testing & maintenance and HVAC for nearly ten years. She was recognized as the Young Enegy Professional of the Year by the Association of Energy Engineers (AEE) in 2017.
