Initiatives from Other Sectors It is helpful to look at organizations in other similar sectors to see how they are meeting the challenges of increasing the representation of women within the ranks of trade workers. While other industries may face some different challenges than the electricity sector, there are also many parallels and lessons to be learned. Partnering with community groups and government agencies, building awareness and delivering education, and providing forums for female employees to build better connections all figure prominently in the examples presented below.
The Mining Industry Human Resources Council The Mining Industry Human Resources Council (MiHR) is a Canadian independent, non-profit organization that leads collaboration among mining and exploration companies to identify and address the human resource and labour market challenges faced by the minerals and metals sector. This group sees gender inclusion as vital for success, particularly during this period of shortages within the skilled trades.
Working with third party consultants, and with funding assistance from the federal government, the MiHR created GEM Works, a program to help eliminate systemic barriers to gender inclusion. The GEM Works program is available to member companies and consists of three elements:
• A “male dominated” work culture
1. Being a Gender Champion: A one-day workshop to train senior executives to drive organizational change towards a more gender-inclusive workplace. These senior level champions then select Change Agents from within their company who will work through the program.
• A lack of flexible work arrangements including insufficient prior notice of travel, no childcare support and limited parental leave
2. GEM Works Toolbox: A step-by-step guide for Change Agents to remove unintentional barriers to gender inclusion in written policies and procedures.
• A lack of field experience for certain occupations
3. Online Learning Modules: Four 30-minute interactive modules that explain how to use the GEM Works program and create inclusive workplaces.
In 2011, a mining industry group prepared a research paper entitled Take Action for Diversity which examined barriers and solutions to achieving diversity within their sector. Issues encountered by women included such things as:
• Advancement being hindered by work culture; lack of mentors and social networks, perceptions of their abilities; and work-life conflicts
a. The Importance of Gender Equity in Mining
Solutions to help increase female representation within the mining sector included: • Scholarships to attract and recruit women; targeting recruitment efforts specifically to women; and tapping into external professional women’s networks • Supportive practices for advancement, including supervisor and senior leadership support; supportive colleagues and teams; professional development and training; and mentorship programs
b. Exploring Common Systemic Barriers c. Using the GEM Worksheet d. Building Organizational Support and Momentum The mining industry has also experienced challenges obtaining professional-looking clothing and protective equipment suited to women in the trades. One of the suppliers used by companies in this sector has made good progress towards meeting the needs of female trade workers. Covergalls Workwear designs clothing and protective equipment “to ensure a safer, inclusive and more enjoyable work experience for women working in industrial roles.” As stated on their website, “…we realized the market went far beyond mining. Women across all maledominated industries, on all different continents, faced the challenges of men’s work wear. The Covergall is the next step for industries, taking workplace diversity to workplace inclusion.”
24 | CEA’s Advancing Women in Skilled Trades - Best Practice Guidance Document
