ENTREVISTA

How do you think gender diversity in the sector can contribute to the innovation and growth of the industry?

• I’m a true believer that ‘diversity in thought’ provides the foundation for innovation. As leaders, it’s tempting to hire employees who have similar backgrounds in education, upbringing and experience, because these individuals will deliver solutions that align with your own background. Furthermore, management of these individuals may seem ‘smoother’ and less confrontational. However, hearing from different perspectives uncovers the best and perhaps most innovative solutions. To do this requires a diverse team which includes diversity in gender, background, experience, age, and personality to name a few. A diverse team will be better suited to satisfy the needs of a diverse customer base and will challenge each other’s ideas to develop new innovative approaches

What challenges have you faced as a woman in the industry, and how have you overcome them?

• I have always viewed being a woman as an advantage in our industry. I started in 1985 and the electrical industry was dominated by men. Because I was different from the rest, I naturally stood out from the crowd which provided for early recognition. I was also fortunate to have amazing mentors who were not shy to showcase and promote my work. There have been a couple of instances early in my career where my age and my gender were met with resistance, however, through patience and the demonstration of good work, these ‘resistors’ became accepting.

What advice would you give to other women considering entering this sector?

• The sector has come a long way in the promotion and recognition of women and doors are opening for various opportunities. Building your personal brand is important for progress. Women must build their brands within their organizations and externally in the industry. Industry associations like Electro Federation Canada, NEMA in the U.S. and CANAME, provide excellent opportunities for personal brand building within the industry. More important, work within industry associations are benefitting the industry at large and the satisfaction that comes with making a difference cannot be under estimated.

What initiatives or programs do you think could be implemented to promote gender equality?

• Gender equality initiatives need to be ingrained in company and industry association strategies. At EFC, we have a Human Resources Network that assembles the HR managers throughout the industry, and Diversity, Equity and Inclusion (DEI) is one of the standing agenda items that is discussed and where best practices are shared. We also have a Women’s Network that supports professional development, empowerment and lifestyle via meetings and events. Our board of directors has a goal to have 25% of its members identified as female. In 2024, EFC’s board composition reached 34%. EFC also monitors the percent of females in our industry, 25% of the overall membership population identify as female.

What opportunities do you see for empowering women in the workplace and economically?

• Setting goals for female representation in the workplace is a start and encourages companies to review their current processes and policies when it comes to gender equity.
• Engaging women to understand the business dynamics of their company and their industry is essential. Providing women with training on business acumen will support their ascent into management.
• Pairing women with mentors/coaches will help guide them through career challenges and opportunities.
• Promoting our industry as a welcome environment for females will help attract women to the industry. Part of the promotion is to showcase women who have progressed in the industry.
• Encouraging women to be part of their industry associations and empowering them to take leadership roles in industry committees.

How can we ensure equitable access to education for all women and girls?

• Ensuring equitable access to education for women and girls requires a multi-faceted approach that addresses systemic barriers, social norms, and economic challenges.
• Collect data and research on progress and barriers to education to inform policy and strategy decisions
• Governments can enact laws that guarantee equal access to education for girls.
• Economic empowerment: policies ensuring free and compulsory primary and secondary education can remove financial barriers, implement programs that provide financial support to reduce the economic pressure to withdraw girls from school
• Addressing social and cultural barriers: Changing the perception of the value of educating girls, providing scholarships or other financial incentives to keep girls in school
• Offer flexible learning opportunities for women who have caregiving responsibilities or need to work
• Expand access to digital education tools especially in underserved or remote areas to give girls more access