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. 01 Review and Amend Workplace Policies and Practices: An organization’s specific policies and 3. Recruitment : Work with community employment groups and others to actively target potential applicants. practices can speak volumes about the realities of working Specifically, utilities should engage with unions and in trade roles. Collectively, they must reflect the fact that contractors to prioritize gender equity within their both men and women can effectively work together in these workforces, and targets can be a useful way to drive and roles. The following are some specific actions that can be measure progress. In recruiting female tradespeople, taken. However, CEA members should continue to dedicate assistance should be sought from current female attention to developing initiatives that foster a workplace employees to act as role models and demonstrate the many culture supportive of female tradespeople. advantages of this career to women who might not have otherwise considered it. • Ensure that job titles are gender-inclusive. For example, use Team Lead instead of Foreman. 4. Improve Networking Possibilities for Women: There may be nothing more important to make women feel • Make sure job descriptions include only bona fide work comfortable in their trade roles than being able to speak requirements given the current nature of the job and with someone who has “walked the road” before them. the equipment/tools available to do it. While there are challenges in doing this given the low • All work facilities, whether office or field based, must accommodate the needs of both men and women. numbers of women currently in these roles, there are options available. Employee resource groups for women have proven very successful and should be facilitated • Explicitly state that respectful behaviour is expected from all employees and workplace harassment will not be tolerated. wherever possible. CEA committees and councils could play a part in facilitating inter-company mentoring possibilities, thereby expanding the number of potential mentors. • Work schedules should be as flexible as possible, respecting the realities of those with demands outside the workplace. 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. 2. Partner with Others: The value of partnerships and 6. Education and Training: Work with colleges, unions and collaborations with government agencies, industry community groups to ensure that women receive the associations, educational institutions and community training and development they need to excel in the trades. groups cannot be understated. This is not a journey that Growing up, women may not have been exposed to trades as need be taken alone. Whichever specific actions are a career option, nor acquire the same experiences or skill sets chosen to improve the representation of women in the as men who are interested in trade work. To ensure retention trades, there are others who are willing and able to help. of female employees, this must be overcome through a Find them and work with them towards common goals. 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.