![]() Set a target level of procurement spending (percentage of value, not number of contracts) in all business units and categories of spend that are earmarked for women-owned businesses. If affirmative action is allowed or required, leverage supplier diversity according to legal requirements.Governments may be reluctant to positively discriminate with public funds in favor of women-owned businesses however accelerating gender equity is a complementary objective that delivers macroeconomic benefits at large, which may be especially material in the development of public goods such as infrastructure. ![]() Engage the government on gender-inclusive procurement reform and participate in pilot programs to reform national procurement practice.Beyond compliance incentives, there are economic and risk-mitigation benefits to be reaped by companies that diversify their supplier base. If directly or indirectly spending government funds, comply with or exceed the mandated minimum percentage of public procurement spending on women and other protected classes such as persons with disabilities or members of indigenous groups.Opportunities to enhance women’s economic empowermentĪs part of the company's supplier diversity program or code of practice, create gender-inclusive procurement policies:.Opportunities with high-impact potential for the business. ![]() Opportunities that are relatively inexpensive and easy to implement.internal ERGs or external associations such as national or international networks: Women in Renewable Industries and Sustainable Energy (WRISE), Women in Renewable Energy (WIRE) mentor network, the POWERful Women initiative, and Women in African Power (WiAP), Global Women's Network for the Energy Transition (GWNET), Women in Power Sector (WIPS) South Asia network. Provide information on how women can join professional networks for women in the energy sector, e.g.Engage with worker unions and ERGs to understand needs and perceptions of women and men in the workforce. Facilitate Employee Resource Groups (ERGs) for women in leadership, working parents, LGBTQ employees or others concerned with gender equality at work, etc.Highlighting successful women in leadership positions can attract female applicants and encourage current employees to take on leadership roles. Create conversation/connection opportunities with female role models.Sensitize both mentors and mentees on the purpose and appropriate dynamics of the relationship, and create incentives for participation. Implement a mentorship program, assessing young workers' needs and matching them with relevant male or female mentors.Pair new hires with a sponsor to advocate for their interest and make their accomplishments visible to higher-level staff.Sign up for a gmail account – it’s free: gmail.Facilitate ongoing support and networking opportunities among female employees:.⚠️ IMPORTANT STEPS YOU MUST COMPLETE BEFORE YOU ARE ELIGIBLE TO WRITE – If you need to make changes to your database form, let me know to save yourself time of filling it all out again. – Please pitch for the companies on the job board asking for pitches □ – Watch your email and my FB group for opportunities because usually, they will go fast (within 24-48 hours) ![]() – PAID MEMBER WILL GET JOBS FIRST, but if you have writing experience and want to be part of the database and want to apply, go ahead (see instructions below) – want to be a paid member? Join us here
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