Recommendations The journey towards a more gender inclusive trade workforce can seem a daunting task, with several external factors that magnify the challenges. However, there are some concrete actions that, if followed, can lead to real progress. Many CEA member companies and other industry leaders have made strides towards a more gender equitable environment for those who choose to work in the trades. Their initiatives have been summarized in this report and provide excellent guidance for companies that are working towards greater levels of gender equity. In considering next steps, organizations should be sure to: • Understand their relevant workforce data. Know the current rate of representation of women within the trades, local demographic data, and the rates of job application by women. • Consider the current company culture and climate before determining which initial actions are the appropriate ones to take. • Choose initiatives that are consistent with corporate and human resources objectives.
• Select a small number of actions to achieve initial success and then build upon those successes. • Enlist the assistance of senior internal champions and supporters at other levels within the organization. • Communicate the organization’s intentions and actions concerning gender-equity in the trades across the organization and elsewhere. • Select measures to track progress and make adjustments as may be required.
Specific actions to be taken can include: 1. Review and Amend Workplace Policies and Practices: An organization’s specific policies and practices can speak volumes about the realities of working in trade roles. Collectively, they must reflect the fact that both men and women can effectively work together in these roles. The following are some specific actions that can be taken. However, CEA members should continue to dedicate attention to developing initiatives that foster a workplace culture supportive of female tradespeople.
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• Ensure that job titles are gender-inclusive. For example, use Team Lead instead of Foreman. • Make sure job descriptions include only bona fide work requirements given the current nature of the job and the equipment/tools available to do it.
3. Recruitment : Work with community employment groups and others to actively target potential applicants. Specifically, utilities should engage with unions and contractors to prioritize gender equity within their workforces, and targets can be a useful way to drive and measure progress. In recruiting female tradespeople, assistance should be sought from current female employees to act as role models and demonstrate the many advantages of this career to women who might not have otherwise considered it.
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4. Improve Networking Possibilities for Women: There may be nothing more important to make women feel comfortable in their trade roles than being able to speak with someone who has “walked the road” before them. While there are challenges in doing this given the low numbers of women currently in these roles, there are options available. Employee resource groups for women have proven very successful and should be facilitated wherever possible. CEA committees and councils could play a part in facilitating inter-company mentoring possibilities, thereby expanding the number of potential mentors.
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• All work facilities, whether office or field based, must accommodate the needs of both men and women. • Explicitly state that respectful behaviour is expected from all employees and workplace harassment will not be tolerated. • Work schedules should be as flexible as possible, respecting the realities of those with demands outside the workplace. 2. Partner with Others: The value of partnerships and collaborations with government agencies, industry associations, educational institutions and community groups cannot be understated. This is not a journey that need be taken alone. Whichever specific actions are chosen to improve the representation of women in the trades, there are others who are willing and able to help. Find them and work with them towards common goals.
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5. Job Attire and Equipment: It is imperative that women feel safe and professional when carrying out their duties. Explore all options to source clothing, equipment and tools that will facilitate this.
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6. Education and Training: Work with colleges, unions and community groups to ensure that women receive the training and development they need to excel in the trades. Growing up, women may not have been exposed to trades as a career option, nor acquire the same experiences or skill sets as men who are interested in trade work. To ensure retention of female employees, this must be overcome through a combination of pre-employment programs and targeted job training. There is a specific opportunity to improve engagement with women at an early age to spur interest in pre-apprenticeship and apprenticeship programs.
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28 | CEA’s Advancing Women in Skilled Trades - Best Practice Guidance Document
