Industry Update Michelle Branigan, CEO Society of Energy Professionals November 2015

Areas of Focus Research/Industry Consultation Labour Market Information – traditional and renewable (Renewable Futures) National HR Strategy National Conferences and bi-annual forums Training and Skills Development National Occupational Standards Refresher Training for Power Line Technicians Training, Learning and Development Initiatives Recruitment and Retention Connected Women and Bridging the Gap Succession Planning Knowledge Management Aboriginal Engagement Bridging the Gap – Women in the Industry Internationally Trained Workers Roadmap Services Change management, performance management, risk analysis

EHRC Labour Market Program The Bottom Line Our industry is changing. The 2011 LMI study identified an increasing gap between worker supply and expected industry demand for a skilled workforce for the period trending to Study results indicate that an aging workforce, a growing economy, competition from other industries and utilities, coupled with aging infrastructure and the need to build new facilities, threatens the reliable generation, transmission and distribution of electricity to Canadians across the country. Mitigation of these challenges is a critical mandate of EHRC.

Legacy to Next Generation

The Current Situation Electricity and Renewable Energy Employer Survey / Recruiting Difficulty / % of Respondents

Assessing Labour Markets – the EHRC LMI Model Labour Market Rankings combine demand and supply measures Each market (occupation and region) is ranked each year from 2011 to 2016 Rankings range from 1 (a weak market) to 5 (a strong market) High rankings in national markets signal rising immigration

EHRC LMI Model National Rankings for EHRC Occupations

The Current Situation Summary Well educated, technically oriented and older workforce Growing post secondary system providing workers Very high retirement rates due to the legacy of demographics and pension benefits Turnover, separation rates point to very tight markets Competition for key occupations is focused on other industries Need to attract more women, Aboriginals people to the trades and technical occupations Need for Updated LMI, including Nuclear specific

Employers face an unprecedented recruiting challenge. The industry has expensive and specialized training needs. Focus on knowledge transfer, succession planning, LMI Retirements will focus attention on new workers with five or more years of experience, but other Canadian industries face the same demographics Experienced and specialized workers are more difficult to recruit than new entrants The industry has unique HR advantages and distinct strategies to apply: o EHRC employers are the “employer of choice” o Renewable energy providers offer growth, green jobs and rapidly changing technologies These advantages are competitive strengths that should be recognized by investors and regulators Canada cannot renew its electricity system on the planned scale without comparable investments to the skills of the workforce

What are we doing? Bridging the Gap – Women represent only one quarter of the electricity and renewable energy workforce – Need to increase the attraction, recruitment, and retention of women as skilled workers to the electricity and renewable energy sector – Need to develop best practice models that can be used to support the industry in developing successful relationships that will positively impact the representation of women in the sector

Project Activities Secondary Research – Identification of existing programs/initiatives both within and beyond the sector to support the attraction, recruitment and retention of women Primary Research – Key Informant Interviews – Online Surveys, Focus Groups Case Study Development Networking/Outreach Events Video Series

Networking Events Women in Scholarship, Engineering, Science and Technology (WISEST) at the University of Alberta has held an annual Science, Engineering and Technology (SET) conference since 1991 The second networking event was held in Toronto, Ontario at Centennial College as part of Skills Canada Ontario’s Skills Work! For Women networking dinners. EHRC provided mentors and industry overview

Video Profiles The videos will serve as valuable tools for various industry stakeholders looking to encourage young women to pursue careers in electricity including: – Employers who can use the videos as part of their recruitment campaigns; – Teachers looking to demonstrate careers that make real-world use of math and science and show that learning these subjects in school go beyond text books; – Guidance counsellors looking to guide female students into exciting, stable, well-paying careers; – Women’s support organizations and associations looking to get women thinking about careers in non-traditional sectors/roles; and – Parents who want to get their daughters to consider an industry that can provide them with the foundation for a long, successful career in which they are valued and challenged.

What we Heard Lack of Career Awareness Lack of Visible Role models Misperceptions Assumptions Stereotypes Culture

Women Working within the Industry Barriers/challenges faced – Lack of mentoring/sponsorship – Work/life balance (e.g., overtime, shifts, etc.) – Male-dominated culture – Gender stereotypes and stigmas – Challenges with advancement – Lack of female representation in middle- and upper-level management roles – Have to work harder to be taken seriously and have voice heard

Who Takes the Lead What can Employers do? – Have more women in senior roles and leadership positions – Increase awareness (e.g., high schools, communities, universities/colleges, etc.) – Work to remove the ‘old boys club’ mentality – Provide mentoring and flexibility/supports – Reflect on the realities of female workers within organizations and act accordingly (e.g., identify systemic issues and resolve)

Women Seeking Employment What can employers do to enhance retention? – Implement flexible work models and other approaches to support a work/life balance – Educate all employees of benefit of having women in the workplace to breakdown stereotypes – Develop forums, meeting places, networking opportunities for women to communicate and share ideas

Who Takes the Lead? – What can Parents, Teachers and Guidance Counsellors do? – Introducing young women in primary/secondary school about the opportunities in trades/technology and other non-traditional roles – Break down stereotypes – have the conversation with young men as well as women – Learn about engineering/trades jobs – Partner with employers and other groups – job fairs etc – Pre-apprenticeship Programs.

Connected Women, next steps! EHRC is developing, in partnership with industry partners (including the Society) and Algonquin College, a mentorship model that will partner women in the utilities with graduates of Algonquin College’s Women into Electrical Engineering Technology program (WEET). Will dual track a number of women already working in the sector Evaluation will be key component

Connected Women - Deliverables needs assessment and identification of best practice mentorship program practices (both nationally and internationally) developing a cohesive pilot model informed by best practice and needs analysis. Test. learning and adapting from the pilot leading to documentation and transfer to the broader electricity sector organizations for application (provincially and nationally), partnering with utilities across the country

A reminder - Other Useful Tools Renewing Futures – LMI for renewables. Line Trade – Refresher Training Report National Occupational Standard (NOS) and Essential Skill profiles (ESP) for 12 occupations New NOS, ESP for Industry Trainers & User Guide Aboriginal Workforce – recruitment/retention tools Knowledge Transfer Tools – free to members Succession Planning tools – free to members

2015 Awards of Excellence Leader of the Year – Don MacKinnon, PWU Emerging Leader Award Innovation in HR Practices – Educational / Training Institution Award Workplace Diversity and Inclusion Champion Award EHRC Celebrates its 10 year anniversary!

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