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Women in Energy in Jordan Challenges, Opportunities and the Way Forward JREEEF Programs & Schemes

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Many initiatives are currently blossoming across the region facilitating a stronger engagement of females in clean energy. Eng. Lina AL-Mubaideen presented JREEEF programs and Initiatives in Sustainable Energy Field: A Step towards Sustainable Communities - Workshop on the side of International Beirut Energy Forum on 25 September 2019.

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"Enabling women in Sustainable Energy Field: A step towards
sustainable communities“ workshop
25 September 2019- Beirut, Lebanon
Women in Energy in Jordan
Challenges, Opportunities and the Way Forward
JREEEF Programs & Schemes
Eng. Lina AL-Mubaideen
JREEEF  MEMR -Jordan
National level Facts
 The Jordanian constitution states in article
8(a) of chapter 5 “Jordanian men and women
are equal before the law, with no
discrimination between them in rights and
duties”.
 Article 8(b) of the same chapter adds
“women and men are partners in the growth
and development of the Jordanian society”.
As a small country with a very limited
resources , Jordan comparative
advantage is it’s people
No Sector is more vital to Jordan
Economy than energy sector .
Woman in Energy in Jordan
Why Woman in Energy:
No Sector is more vital to Jordan Economy than
energy sector .
1. Jordan need competent men and women to
address the many challenges in the critical
energy sector in Jordan.
2. women have the right to work , to fulfil their
personal and professional goals.
3. To contribute financially to their families and
Jordan economy .
4. Women make 55% of university students , and
30% od engineering student .
5. only 15% of workforce is female; this low
participation is a lost opportunity for the
economy , and for the critical and vital energy
sector in jordan.
Barriers and Challenges
Several barriers and challenges
to women’s participation in the energy sector :
1. Lack of exposure .
2. Assumption :
did you actually ask women???
3. Fewer Opportunities.
4. Home & Work : women have tow jobs
Energy careers require a great deal of field work and manual labor which
also leads to a gender influenced choice of bachelors’ degree. The overall
low level of women’s participation in the workforce and discrimination
against women in training and advancement opportunities contribute to the
low proportion of female talent in the energy sector.
Barriers and Challenges
5. Hostile Workplace; the work place and the
academic environment ; “ there is no way that
women can do this job”, ; a woman cannot
be a leader because she is to emotional , too
sensitive “, “ I need a man to do this job” .
6. Enforcing Laws : Laws and regulation,
Labor Law : article 72
7. Few Role Models: there are many several
successful women in the energy sector field ,
but they did not have the opportunity to
highlight them or their achievements.
8. Access to Finance.
Opportunities
1. Family Support : Parent’s support and
strong faith in their daughters .
2. Community Support : Spouses , brothers ,
male colleagues.
3. Capacity building : taking the advantage od
any training courses , workshops , field
training .
4. Determination , vocalizing fair , and
challenges , working to develop
confidence .
5. Being a role model .

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Women in Energy in Jordan Challenges, Opportunities and the Way Forward JREEEF Programs & Schemes

  • 1. "Enabling women in Sustainable Energy Field: A step towards sustainable communities“ workshop 25 September 2019- Beirut, Lebanon Women in Energy in Jordan Challenges, Opportunities and the Way Forward JREEEF Programs & Schemes Eng. Lina AL-Mubaideen JREEEF MEMR -Jordan
  • 2. National level Facts  The Jordanian constitution states in article 8(a) of chapter 5 “Jordanian men and women are equal before the law, with no discrimination between them in rights and duties”.  Article 8(b) of the same chapter adds “women and men are partners in the growth and development of the Jordanian society”. As a small country with a very limited resources , Jordan comparative advantage is it’s people No Sector is more vital to Jordan Economy than energy sector .
  • 3. Woman in Energy in Jordan Why Woman in Energy: No Sector is more vital to Jordan Economy than energy sector . 1. Jordan need competent men and women to address the many challenges in the critical energy sector in Jordan. 2. women have the right to work , to fulfil their personal and professional goals. 3. To contribute financially to their families and Jordan economy . 4. Women make 55% of university students , and 30% od engineering student . 5. only 15% of workforce is female; this low participation is a lost opportunity for the economy , and for the critical and vital energy sector in jordan.
  • 4. Barriers and Challenges Several barriers and challenges to women’s participation in the energy sector : 1. Lack of exposure . 2. Assumption : did you actually ask women??? 3. Fewer Opportunities. 4. Home & Work : women have tow jobs Energy careers require a great deal of field work and manual labor which also leads to a gender influenced choice of bachelors’ degree. The overall low level of women’s participation in the workforce and discrimination against women in training and advancement opportunities contribute to the low proportion of female talent in the energy sector.
  • 5. Barriers and Challenges 5. Hostile Workplace; the work place and the academic environment ; “ there is no way that women can do this job”, ; a woman cannot be a leader because she is to emotional , too sensitive “, “ I need a man to do this job” . 6. Enforcing Laws : Laws and regulation, Labor Law : article 72 7. Few Role Models: there are many several successful women in the energy sector field , but they did not have the opportunity to highlight them or their achievements. 8. Access to Finance.
  • 6. Opportunities 1. Family Support : Parent’s support and strong faith in their daughters . 2. Community Support : Spouses , brothers , male colleagues. 3. Capacity building : taking the advantage od any training courses , workshops , field training . 4. Determination , vocalizing fair , and challenges , working to develop confidence . 5. Being a role model .
  • 7. Opportunities 6. Donor emphasis on women’s leadership and inclusion . 7. Increases access to finance . 8. Rabid expansion of the renewable energy and energy efficiency (RE & EE): 9. More opportunities for women in RE & EE Sector. 10.More Companies have flexible working hours
  • 8. The Way Forward Recommendation Institutional level : 1. Link gender integration into Energy sector policies , strategies and plans . 2. Establish a national gender policy : develop , publish and share gender policies . 3. Support access to finance . 4. Strengthen academic – private sector dialogue.
  • 9. The Way Forward Recommendation Cultural and social Norms and Atitude change : 1. Reduce cultural biases : not making assumption. 2. Engage men . 3. Work with the education sector to change attitudes . 4. Develop and implement comprehensive comainge covering all segments of society.
  • 10. Jordan Renewable Energy and Energy Efficiency Fund (JREEEF)
  • 11. Jordan Renewable Energy and Energy Efficiency Fund (JREEEF) Legal Frame Work Jordan Renewable Energy and Energy Efficiency Fund (JREEEF) was established by the Renewable Energy & Energy Efficiency Law, Law N. (13) of 2012. JREEEF has been established as an entity under the Ministry of Energy and mineral Resources (MEMR). The basic purpose of JREEEF is provide the funding necessary for the exploitation of renewable energy sources and the rationalization of energy consumption including small renewable energy facilities. The JREEEF Bylaw No. 49 2015 established to ensures effective and transparent management of the Fund. Renewable Energy Energy Efficiency Energy Conservation
  • 12. Background  Established under Law No. 13 of 2012, the Renewable Energy and Energy Efficiency Law  Management Committee:  Chaired by H.E. Minister MEMR  Three representatives of the public sector  Three representatives of the private sector  JREEEF bylaw designed to build the credibility of JREEEF  Reflects extensive consultation with stakeholders  Ensures effective and transparent management of the Fund  Approved by the Cabinet and now with the Legislative Commission
  • 13. VISION To make Jordan the recognized regional leader in sustainable energy implementation MISSION To facilitate scaling-up of renewable energy and energy efficiency to meet the energy needs of Jordan, in accordance with the National Energy Strategy and National Energy Efficiency Action Plan.
  • 14. JREEEF- Energy Sectors JREEEF has identified the following sectors for financial and technical assistance to be provided: Industrial (SMEs) Residential Public buildings (municipal ities …etc) Service sector (hotels, hospitals) AgriculturalSchools 1. Households/Residential sector 2. Industrial sector( Small and medium industries (SMEs). 3. Schools program 4. Service sector (hotels, hospitals, worship places (Mosques and churches) ……... ) 5. Public buildings (schools , ministries , municipalities, ….). 6. Agriculture sector
  • 18. JREEEF Financial and Technical Support windows JREEEF developed a set of financial and technical support products or “windows” for the different types of programs it will implement. JREEEF has defined the following windows : 1. Revolving Credit 2. Grants 3. Guarantees 4. Technical support 5. Equity financing 6. awareness campaigns for renewable energy and energy efficiency. Revolving creditGrant Guarantees Equity financing Technical Assistant Awareness Campaigns
  • 19. Residential Sector programs & incentives Residential Sector Characteristics 1. Over 90% of the houses are equipped with individual heating systems 2. In 213, the penetration of air conditioning was 14%, with an growth of 7 points per year since 2007 3. Almost all windows in Jordan are with single pane 4. Only a very small percentage of homes in Jordan have roof insulation 5. Wall, roof and window insulation is frequently inadequate in new buildings which, in conjunction with the increasingly widespread use of low-efficiency household electrical goods, wastes a great deal of energy.
  • 20. 50%Gant 1. SWHs interest subsidies , Provide selective credit and risk guarantees to banks for loans for investments in RE and EE projects Guarantees 30%Grant 2. Roof Top PV interest subsidies , Provide selective credit and risk guarantees to banks for loans for investments in RE and EE projects Guarantees 100%Grant3. Lighting (DSM Program with distribution companies) TBDTBDinsulation Program Financial support window Incentives
  • 21. ‫اﻟﻣﻧزﻟﻲ‬ ‫اﻟﻘطﺎع‬-‫اﻟﺷﻣﺳﯾﺔ‬ ‫اﻟﺳﺧﺎﻧﺎت‬ ‫ﺑرﻧﺎﻣﺞ‬ ‫اﻟﺛﺎﻧﯾﺔ‬ ‫اﻟﻣرﺣﻠﺔ‬
  • 22. Schools heating program & Incentives JREEEF identified different financial support windows for schools heating (Royal Initiative) Program: 100 Grant for conducting energy audit study and Feasibility studies for renewable energy for each school 100% grant for schools retrofit (implementation of energy efficiency measures and installation of ACs for heating and cooling ) 100 % Grant for installing Roof Top PV Systems
  • 23. Industrial sector( Small and medium industries program (SMEs) & Incentives JREEEF identified different financial support windows for SMEs Program: 50% Grant for conducting energy audit study and Feasibility studies for renewable energy projectsf or the industrial facility with a maximum limit 10,000 JD interest subsidies , Provide selective credit and risk guarantees to banks for loans for investments in RE and EE projects Training, capacity building and project appraisal support for financial institutions Providing information to bankers on opportunities and financial products for RE and EE businesses Technical assistance and capacity building for development and operation ..
  • 24. ( Small and medium Enterprise program (SMEs) for Hotels & Incentives JREEEF identified different financial support windows for SMEs Hotels Program: 100% Grant for conducting energy audit study Grant 25% -50% for Energy Efficiency Measures implementation Technical assistance and capacity building for development and operation ..
  • 25. Worships Program (Mosques and Churches )& Incentives JREEEF with the Ministry of Awqaf identified the financial support windows for installation of Roof Top PV : 50% Mosque community committee 25% the Ministry of Awqaf 25% JREEEF
  • 26. RE and EE Distributed Installations – 2015 to 2020
  • 28. JREEEF Gender Policy Goal and objectives 1. To increase coverage, effectiveness and efficiency of interventions. 2. To promote equity and equality between women and men, throughout the life course, and ensure that interventions do not promote inequitable gender roles relations; 3. To support JREEEF staff, volunteers, partners and community on how to undertake gender-responsive planning, implementation and evaluation of policies, programs, and projects. 4. To provide a clear vision of gender equality in program work. 5. To outline strategies and approaches to achieve gender sensitivity in programming; 6. To promote gender balance in JREEEF governance, management, overall staffing and representation in meetings and training. 7. To promote economic and renewable energy empowerment to enable women and men to have equal opportunity to participate in and benefit from profitable economic activities and renewable energy sector opportunities 8. To enable women and men to have equal voice and influence in shaping our work and policies as an organization and to initiate specific programmes and activities as implementers.
  • 29. JREEEF Gender Policy principles JREEEF commits itself to the five key principles for mainstreaming and gender-sensitive programming in their own work: 1. Promote gender balance in staffing and representation Promote gender equality through gender mainstreaming and rights-based tools at the program level, for contextual analysis, needs assessments, planning, implementation and evaluation 2. Promote gender equality in the delivery of the importance of the Renewable Energy & Energy Efficiency Sector. 3. Promote gender equality in the delivery of the socio-economic empowerment level
  • 30. JREEEF Gender Policy Monitoring and Evaluations the Policy Keys of the Gender Responsive Monitoring and Evaluation System: 1-Data disaggregated by sex 2-Qualitative and quantitative gender indicators 3-Gender training and awareness 4-Training on gender analysis of staff, managers and policy makers 5-Identify tools and methodologies for collecting quantitative and qualitative data 6-Logical thinking 7-Good governance 8-Cost and time