STEM Education. Raising interest in girls for STEM subjects, increasing female enrollment in engineering programs, access to power sector/energy coursework and practical internship opportunities will be key to ensuring a pipeline of qualified female candidates. Pillar 2- Recruitment: Engaging with engineering students and engineering professionals to raise awareness of viable jobs/opportunities in the power sector. This will require a partnership between the private sector, NGOs, the academic institutions, existing local networks (if any), and power sector organizations (utilities) to organize job fairs and networking events. Pillar 3- Development for Female Engineer professionals: Improving personal and professional development opportunities, such as mentorship programs, leadership training/coaching, are crucial for women’s continued progression in their careers, especially in the more technical fields. Pillar 4- Retention: Having a gender-friendly working environment and supporting the increased household responsibilities after marriage are essential to improving the low retention of women in the energy sector. Addressing these through instituting family-friendly HR policies, providing reintegrating services for returning mothers and access to facilities such as daycare services, separate toilets, and safe transportation services will be crucial.
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Samples: Network Activities Agreement, Network Activities Agreement, Network Activities Agreement
