Are Women in Power Really in Power? – A Perspective by Aleezeh Saqib, WPS Advisory Board Member

Women in Power – Does the label hold water? I’m fortunate to work at PTR Inc., a bastion of gender neutrality, as reflected in our 50% female workforce. However, companies like PTR are outliers in a landscape still struggling with gender disparity. When I got the opportunity to write this opinion piece, my first instinct was to reach out to fellow women in the power industry and get their perspectives on this topic, and that’s precisely what I did. I wanted to give power to their voices! What follows is the crux of my discussions with these brilliant women.

While more women are stepping into leadership roles, there are still hidden bumps in the road. We need to address these challenges to create a truly level playing field. Subtle biases, dismissive attitudes, frequent instances of exclusion (prevalence of “boys clubs” within companies), and sometimes the unfortunate need for a male colleague to “okay” a decision made by them chip away at the confidence of women and hampers progress.

Yet, these women are not daunted. They speak of resilience, forging supportive networks, and finding strength in their unwavering belief in their own potential. Their call for inclusive work environments, merit-based recognition, and more visible female leaders in technical roles to act as mentors and role models resonates with the need for a multifaceted approach to dismantle systemic barriers. Training and awareness programs can help people recognize and dismantle their biases, creating a more equitable environment for everyone. Policies and quotas can also help eliminate the chance of “men hiring only men.”

Subtle biases, dismissive attitudes, frequent instances of exclusion (prevalence of “boys clubs” within companies), and sometimes the unfortunate need for a male colleague to “okay” a decision made by them chip away at the confidence of women and hampers progress.

In the words of Noorulain, an electrical engineer, “Gender bias hinders effective communication and can marginalize women’s perspectives in the decision-making processes. Another challenge stems from the industry’s male-centric design, as evidenced by the lack of adequate facilities, such as restrooms, tailored to accommodate the relatively few female professionals.”

A key insight I received was that since most of the stakeholders in the power industry are men, real change can only happen if they actively advocate for gender neutrality in the workplace. Another sentiment was that all of us are trying to do something big for the cause. Instead, we should focus on the smaller stuff; for example, show your support for a woman’s career advancement by commenting on her LinkedIn promotion announcement. Highlight her skills to broadcast her competence to a broader audience. Small acts like these add up over time, creating a snowball effect. These acts will help women secure better job opportunities in the future.

While we are on the topic of turning “likes” into tangible support – Meet the Trellis Fund, by women, for women. This fund, established by Rebecca Black alongside her advisory committee of women, awards CAD 10,000 to Canadian women and self-identified women pursuing clean energy careers, empowering these future changemakers. Rebecca says, “The Trellis Fund is being established to honor the memory of my mother, Veronica Barnes (nee Gardner). I am pleased to contribute funding for the 2023 Trellis Fund bursary from the inheritance she provided. I know she would be utterly interested in hearing each applicant’s story and delighted to support an inclusive clean energy future.”