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Integrating Gender in Power Operations

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Integrating Gender in Power Operations GENDER IS AN IFC INTEGRATING GENDER IN CORPORATE PRIORITY Gender is a key cross-cutting strategic theme under IFC 3.0 and Power Operations is included as part of IFC’s capital commitments. IFC has long taken Globally, the power industry is expected to invest $2.20 a comprehensive approach to 1 reduce gender inequality—from trillion in energy generation between 2017 and 2012. supporting opportunities and The sector is experiencing one of the most profound improved working conditions transformations of the past 100 years, driven by technological for women employees, helping and market disruptions, but 13% of the global population still expand access to financial services for women, investing in innovative lacks access to modern electricity—predominately in Africa technologies that expand choices and South Asia. Without electricity, women and girls spend of female consumers, and more hours fetching fuelwood and water; and it is more supporting business skills and difficult for clinics to refrigerate vaccines, schoolchildren to do leadership training for women entrepreneurs. homework at night, and businesses to be run competitively.2 As part of the recent capital As the sector responds to the challenges of clean, reliable, and increase, IFC has committed to: affordable energy services—there are emerging pathways to • quadrupling financing for close gender gaps and bolster performance across the energy women and women-led SMEs. value chain—by including women as potential employees, • increasing representation of owners of SMEs, and as consumers. Women also comprise women on boards. another important market segment for the power industry— • more than doubling as community members living around the footprint of power commitments to financial institutions targeting women. projects, they could be powerful distribution agents to help reach last-mile connection customers and/or behavior • systematically integrating gender into projects. change catalysts to help improve the adoption of new energy By improving how gender is technologies and products. integrated in INR projects, IFC can further demonstrate its commitment to improving gender equality globally. Increasing gender equity in power operations can… KEY ISSUE BUSINESS CASE CASE STUDY KEY ENTRY POINTS FOR IFC PROJECTS Few women on boards: A recent IFC study connects USAID’s Engendering Utilities ▶ Assess and revise HR policies Women represent 5% of increased gender diversity at program analyzed the role of women and materials to encourage board executives and 16% the top with enhanced environ- in the power sector across 14 global and support male and female of board members in power mental, social, and governance utilities. Changes were made to HR applicants, recruitment, and utility companies. At standards, which improves policies in seven utilities to increase retention, and promotion 4 the current rate, it would corporate performance. gender equity, and trainings were ▶ Conduct gender audits to take as long as 72 years to For the second consecutive provided to build HR and employee understand challenges with …strengthen reach 40% representation.3 capacity. Most utilities saw increases the talent pool year, the top 20 most gender attracting, retaining, and in female training participants, promoting women and men and lead to Low workforce partic- diverse utility firms had a 15% ipation and pipeline higher ROE than the bottom interns, job applicants, and trainee employees improvements hires. Utilities also saw more women shortage of female leaders: 20.7 Advancing women’s ▶ Assess and update uniforms, in organizational promoted and identified as high Globally, the renewable equality in labor markets could PPE, and workplace design potential for succession planning, efficiency and energy sector workforce contribute between US$12 and infrastructure to support increasing the number of women in profit is 35% female, with 28% trillion and US$28 trillion to best performance by women succession plans from 83 in 2015 performing technical roles, global annual GDP.8 and men employees to 387 in 2017. but in the US there is still ▶ Periodically assess incidences, an 18% gender pay gap Energy projects in India, Domini- risks, and reporting and 5 in the utilities sector. In can Republic, and Comoros have referral systems related to distribution companies, demonstrated that women em- gender-based violence (GBV) departments like technical ployees have helped increase bill field operations, high-volt- payment, active connections, and ▶ Identify gender champions who age line operations, and overall revenues. Through targeted lead and coordinate gender field maintenance, which campaigns and hiring programs, activities have the greatest number female employees can engage ▶ Provide training for HR, of employees, are male with consumers and communities management, and staff on dominated.6 on improving bill payments and the value of a gender diverse reducing electricity theft. management and teams ▶ Obtain global gender certification (e.g. EDGE Gender, UNDP) and/or national gender seal Weak business and Women-owned SMEs are well- Companies like Solar Sister and ▶ Provide training and capacity financial capacity: Wom- placed to engage in last-mile Barefoot College are using a ‘train building for local women- en-owned SMEs tend to distribution of off-grid solutions the trainer approach’ to build the owned businesses, focusing on operate smaller business- and related sectors such as capacity of local communities and basic business and financial es, rely more on family catering, etc. A study in Kenya networks to help distribute, main- management skills, technical networks, and are often showed that women cookstove tain, and repair energy technolo- skills, networking, and gender- … strengthen underserved by financial entrepreneurs outsold their gies such as solar lanterns, clean inclusive hiring to promote supply chains institutions. male counterparts by more cookstoves, and appliances. local economic development and help keep 28% of SMEs globally are than three times. IFC’s Lighting Asia Program: and access to supply chain opportunities costs down women-owned and about Women sales agents increased 70% of these SMEs in public knowledge of solar lighting ▶ Develop integrated developing countries are products from 25% to 60%. IFC’s supplier portals to improve underserved by financial Lighting Asia partnered with solar local supplier access to institutions, presenting distributors in India, such as Fron- procurement opportunities a market opportunity of tier Markets, to develop a network ▶ Assess client procurement $1.5 trillion to invest in of women entrepreneurs known as policies (such as size of women-owned SMEs.9 Solar Sahelis. Women at Frontier contracts, repayment periods) to Markets have sold over 100K solar identify opportunities to increase products and increased public access for small and medium awareness of solar solutions. enterprises, and develop supplier diversity strategies ▶ Partner with local finance institutions and Banking on Women program to increase access to finance and reduce financing gap for women- owned businesses 1 Global Renewable Energy Outlook 2018. Frost and Sullivan, 2018 4 Women in Business Leadership Boost ESG Performance: Existing Body of Evidence 2 Accelerating SDG 7 Achievement, Policy Brief 12 Energy and Gender. United Nations, 2018 Makes Compelling Case. IFC, 2018 3 Index of Women in Power and Utilities. Ernst and Young, 2017. See also: IFC Corporate 5 Renewable Energy and Jobs, Annual Review 2017. IRENA, 2017 Governance Fact Sheet: Women on Boards and in Corporate Leadership, IFC 2018. 6 Engendering Utilities: Improving Gender Diversity in Power Sector Utilities. USAID, 2016 KEY ISSUE BUSINESS CASE CASE STUDY KEY ENTRY POINTS FOR IFC PROJECTS Community Buy-in and Re- Including women in community The Noor-Ouarzazate concentrat- ▶ Conduct consultations that ducing Risk: In generation stakeholder engagements helps ing solar power (CSP) complex in take gender and cultural and transmission projects, companies understand the Morocco has made a positive gen- norms into account (for there are gender dispar- full range of issues that can der-smart community footprint by instance, gender-segregated ities in resettlement and be addressed and can help swapping community investments in consultations vs. gender- compensation for land. The avoid project delays. Address- place of cash compensation (which inclusive) …strengthen lack of gender informed ing barriers such as childcare, would benefit only male landown- ▶ Integrate gender into the social license community outreach can transport, and permission ers), and including some projects to methodology and analysis for to operate create project delays and to participate can improve directly and positively impact wom- all community assessments, disrupt community buy-in women’s participation during en. Provisions for a safe and positive and improve resettlement programs, and for the investment.10 consultation processes. work environment for women made development community development it possible for them to work in a wid- initiatives impacts er range of positions, from traditional ▶ Train community engagement roles (catering, cleaning, admin) to staff on opportunities, more technical roles (quality control, challenges, and entry points health and safety unit, topography to integrate gender across and welding).11 activities Men and women have Understanding the consumer In Mali, women reported saving 2.5 ▶ Understand and map different
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