Empowering Women in Energy Management and Sustainability – breaking the glass ceiling
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Presentation in the Knowledge, Skills and Experience Theatre at EMEX, The Energy Management Exhibition on 23 November 2017
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Empowering Women in Energy Management and Sustainability – breaking the glass ceiling
- 1. Breaking the Glass Ceiling Empowering Women in Energy Management and Sustainability – Penny Guarnay, Group Energy Manager, Marks & Spencer Vassia Paloumbi, Energy and Environmental Manager, Bank of England Wendi Wheeler, Energy & Carbon Strategy Manager, Network Rail
- 2. Penny Guarnay, Group Energy Manager, Marks & Spencer
- 3. Penny Guarnay, Group Energy Manager, Marks & Spencer • My role at M&S • Team Manager • Budget & Plan A Ownership • Strategy • Business & Stakeholder Engagement • Contract Management • Communications& Legislation • Change Management
- 4. Penny Guarnay, Group Energy Manager, Marks & Spencer Career Challenges • Worked predominantly in male dominated industries (Property, Construction,Telecoms) • Cultural Misunderstandings • Transitioning from Sustainability Role to technical Energy Role • Balancing Career and Family • Unconscious Bias
- 5. Penny Guarnay, Group Energy Manager, Marks & Spencer “Ceiling Breaker”
- 6. Vassia Paloumbi, Energy and Environmental Manager, Bank of England London Borough of Hammersmith and Fulham Bank of England Tate
- 7. Vassia Paloumbi, Energy and Environmental Manager, Bank of England My role at BoE • New Role-Soft vs Hard • 20% reduction in Carbon Emissions by 2020
- 8. Vassia Paloumbi, Energy and Environmental Manager, Bank of England • Always worked and studied in male dominated sector • Energy sector vs Sustainability/CSR • Not an ‘issue’ till current role • Observation & learning • Role vs gender? Challenges throughout my career
- 9. Vassia Paloumbi, Energy and Environmental Manager, Bank of England
- 10. Wendi Wheeler, Energy & Carbon Strategy Manager, Network Rail
- 11. Wendi Wheeler, Energy & Carbon Strategy Manager, Network Rail My role at Network Rail • Strategy development • Business engagement • Process improvement – Data – Governance – EnMS • Business capability • Facilitating change
- 12. Wendi Wheeler, Energy & Carbon Strategy Manager, Network Rail • Gaining credibility and being accepted – due to lack of formal qualifications – because of non-technical background – in a male dominated profession • Others’ preconceptions • Motherhood / juggling family responsibilities enforced break in career progression • Challenging sexist behaviours without being seen as a troublemaker Challenges throughout my career
- 13. Wendi Wheeler, Energy & Carbon Strategy Manager, Network Rail My ‘ceiling-breaker’ Energy Manager of the Year Western European Energy Project of the Year
- 14. Empowering Women in Energy Management and Sustainability Very different journeys,yet similar challenges Penny Non-TechnicalBA & MA. Started in Sustainabilityby accident, learnt on the job. Took chances, and had some luck along the way. Vassia Engineering Background, passion for environmental issues, on the job learning Wendi Non-technical,no former qualifications,on-the-job learning
- 15. What’s changing • Marks & Spencer – – Top 50 Employer forWomen (TheTimes) – Committed to the Government’s 30% ofWomen on Boards Scheme in FTSE 350 companies – Created aWomen’s network in 2014 – Established a cross business mentoring programme for SeniorWomen. – Established a Gender Equality Network • Bank of England – – -Targets to triple female staff (senior 35% and all other 50% by 2020) – Published gender pay gap (mean 21%). – Mark Carney:What explains the gender pay gap at the Bank of England, which is an issue we have been addressing, is that there are a lot more men than there are women in senior positions. took me about five minutes to figure that out when I came to the Bank. – Strategic Plan: external recruiting, unconscious bias training, blind panel, moving away from recruiting just economists, recruiting from 40 universities as opposed to 10, only taking 50% of intake as economists,as opposed to broader disciplines where women are much more prevalent. – Governor’s speech: http://www.bankofengland.co.uk/publications/Pages/speeches/2017/958.aspx • Network Rail – – ‘Inspire’ programme,creating a fair and supportive environment for women working in Network Rail and building an organisation which is seen externally by women as an employer of choice. – Encouraging women to pursue technical careers