Contents
1LIST OF ACRONYMS...... 2
2EXECUTIVE SUMMARY...... 3
2.1PURPOSE...... 3
2.2BACKGROUND...... 3
3WiE INTRODUCTION...... 4
4WiE MANDATE...... 5
5WiE VALUES...... 5
6GOVERNANCE STRUCTURE
6.1BENEFITS FOR WiE MEMBERS...... 6
7WiE PILLARS...... 7
7.1Mentorship and Leadership Development Pillar...... 7
7.1.1Background
7.1.2WiE Mentorship
7.1.3WiE Leadership Development
7.1.4Objectives of Mentorship and Leadership Development
7.1.5The need for the Mentorship and Leadership Pillar...... 9
7.1.6Enabling Factors of the Pillar...... 9
7.1.7Flight Plan of the Pillar...... 10
7.2Partnership and Networking Pillar
7.2.1Objectives of Partnership and Network
7.2.2Stakeholders
7.2.3Networking event opportunities identified for WiE in 2016
7.2.4Flight Plan of the Pillar
7.3International Exchange Pillar
7.3.1Objectives of the Pillar
7.3.2Curriculum for the Pillar
7.3.3Flight Plan of the Pillar
7.3.4Qualifying Criteria for phase one of (IEP)
7.4Talent and Development
7.4.1Objectives of the Pillar
7.4.2Initiatives
7.4.3Implementation Plan
7.4.4 Timeline for the Career Awareness Day......
8 WiE ACTION PLAN ANDMILESTONES……………………………………………………..21
9CRITICAL RISK FACTORS
10CONCLUSIONRECOMMENDATION
1LIST OF ACRONYMS
AMEU / Association of the Municipal Electricity UtilitiesECSA / Engineering Council of South Africa
GSB / Graduate School of Business
Munic / Municipality
NGO / Non-Governmental Organisation
SAIEE / South African Institute of Electrical Engineers
UCT / University of Cape Town
WAF / Women’s Advancement Forum
WED / Women Entrepreneurship Day
WiE / Women in Electricity
2EXECUTIVE SUMMARY
2.1Purpose
The purpose of this report is to request the approval of the AMEU Women in Electricity (WiE), Implementation Plan.
2.2BACKGROUnD
The report introduces AMEU Women in Electricity (WiE), its mandate, values, pillars and the proposed governance structure. Each of the pillars is then explained and a plan for each is outlined in the report. At the end a recommendation is made for the standing committee to review and approve the implementation plan.
3WiE INTRODUCTION
At the AMEU 2014 Convention held at the Gallagher Estate in Midrand, the President, Mr Sicelo Xulu said in his inaugural speech, “During my presidency, one of the key mandates of the AMEU will be to create an environment that enables women, particularly African women, to become a critical mass in the electricity generation and distribution sector. The AMEU should seek to achieve meaningful transformation by identifying the right candidates with the right skills set and provide coaching and mentoring opportunities to them to enable them to add value to the AMEU”.
Subsequent to that, the AMEU Executive Council meeting of March 2015 held in Namibia approved the establishment of the Women in Electricity committee and resolved that be steered and driven by women.
Women in Electricity, is a pragmatic program which is designed to create an enabling environment for women to participate in the electricity Industry. The WiE programme is structured to nurture and retain female talent within the industry, in order to capacitate them to progress with the right competencies in the industry. Most importantly, it is to ensure that South Africa develops a rich pool of skilled women to tackle current and future challenges in Energy sphere.
As a result, Ms RefilweMokgosi and Ms NomalungeloMbewu were assigned to advance this programme.
The duo, supported by other capable women, successfully pre-launched WiE on the 3rd of August 2015 at the Durban ICC under the insightful guidance of the former AMEU president, Mr Sandile Maphumulo. The pre-launch was sponsored by Schneider Electric, Jolobe Trading, EON Consulting, Zedek Trading, Colsta Projects, Matleng Energy Solutions, Indosi Investments, Dodwana Construction, Aberdare and Buonomano Capital Construction. This preceded the actual launch that took place at the Sandton Convention Centre in October 2015.
One of the outputs of the pre-launch was the formation of a task team that was entrusted with ensuring that the initiatives discussed at the pre-launch are realised. The task team is constituted by women in leadership positions within the AMEU and affiliates structures.
AMEU WiE was launched in October 2015 at the AMEU Centenary Convention. Its values and the Pillars were unveiled together with the introduction of the task team.
4WiE MANDATE
WiE was mandated by the Executive Council of the AMEU to:
- Accelerate gender transformation in the industry,
- Create tangible programmes that are designed to groom women in the electricity sector and
- Maximize the positive contribution that woman can make in the industry
5WiE VALUES
Values that WiE aspires to live by:
- Progressive Service Excellence – advocacy for women economic and social reform with the aim of developing gradually through excellence, continuous improvement and great capability
- Agility - stretching beyond the boundaries, handling any size of challenge, quickly and gracefully
- Stewardship – growing women from communities, planting and nurturing a seed through reliable service leadership.
- Astuteness - deeply engaging with ideas in an insightful, intuitive and intelligent manner.
6GOVERNANCE STRUCTURE
The leadership of WiE follows the AMEU governance structure. WiE membership is open to all women in the AMEU structures. The committee aims to have all branches of AMEU to be represented in the leadership team of WiE and to actively participate in WiE activities. In order to accelerate gender transformation within the AMEU, partners, advisors and supporters will be encouraged to form part of WiE. The Leadership team of WiE is as follows:
Name & Surname / Positions / Represented Branch- Refilwe M. Mokgosi
- Lungi Mbewu
- MaleratoMohlala
- OreneMaphosaMnguni
- Prisha Harigen
- Yolanda Ngalwana
- MokwapeLekganyane
- LomileModiselle
- Selina Velaphi
- Jacobeth Ramailane
- MoiponeMokanyane
- Rindzani Nkanyani
- Pam Mbobo
- Jacqui Chauke
- Bertha Dlamini
- Adeline Maleka
- Rachel Seabela
- DikelediNdlovu
- Refilwe Buthelezi
- Elsie Mashego
- ChristeenErwee
- Shamiela Adams
- JaysheryPershad
- ModiehiRampopo
- Jacqui Campbell Burn
It was agreed that WiE office bearers will follow the AMEU principle and change every 2 years. The chairperson and the chairperson elect will represent WiE in AMEU standing committee and Exco.WiE will also have representation at all the subcommittees and branches to ensure that the gender transformation mandate is taken into account during discussions.
The WiE task team will have four (4) meeting in a year to ensure the execution of this WiE implementation plan. The task team will report back to Exco on all the matters.
WiE shall have a one day Women in Electricity Convention every first week of August in order to review the relevance of the WiE plan, assess the way forward and share new ways of dealing with issues, challenges and opportunities facing women and the industry.
6.1BENEFITS FOR WiE MEMBERS
As a member of AMEU- WiE the benefits are not only being part of a group working towards the professional development of its members but, also include the following:
- Access to a myriad of electricity industry information
- Access to mentorship and leadership development programme that promotes gender transformation in the electricity industry
- Networking and partnership opportunities across the electricity industry
- Regular updates on WiE and partners activities and event
- Exposure to career and talent development options and opportunities
7WiE PILLARS
WiE’s strategic plan to execute the mandate is underpinned by four pillars as outlined below: The implementation plan is aimed to be implemented by 2020 and the roadmap of the respective pillars is structured to show the delivery milestones up to 2020. The subsequent sections of the plan provide high-level detail of each pillar’s implementation approach.
7.1Mentorship and Leadership Development Pillar
7.1.1Background
At the August 2015 WiE pre-launch, several women cited the lack of guidance on relevant daily activities or tasks that will assist in preparing them for ECSA registration and difficulties in finding mentors. The concern around limited leadership development opportunities within the electricity industry was also cited. It was on this basis that the mentorship and leadership pillar was established. The pillar’s initial focus will be on ECSA registration mentorship, and leadership development of female professionals.
7.1.2WiE Mentorship
WiE mentorship aims to help and support women in the electricity industry to manage their own leadership development in order to maximize their potential, develop their skills, improve their performance and thus become decision makers in this male dominated industry. A mentor therefore conjures up images of a wise and trusted advisor or counsellor. WiE mentorship as a start will assist women register with ECSA as one of the key steps in improving their participation in the industry.
7.1.3WiE Leadership Development
Leadership development is defined as the “expansion of a person's capacity to be effective in leadership roles and processes” (McCauley, Van Veslor, & Rudeman, 2010, p. 2).
WiE is all about teaching women about leadership qualities, including communication, ability to motivate others, and management of diverse teams in the electricity sector.
7.1.4Objectives of Mentorship and Leadership Development Pillar
7.1.5The need for the Mentorship and Leadership pillar
There are still more men in leadership positions than women despite it being discussed at various fora and in the media. Although women have qualifications, most are not registered with ECSA, often due to a lack of guidance on the various registration channels available and having been involved in mundane tasks that are not recognized by ECSA. Recent graduates working in the industry also struggle to find qualified mentors to assist them with registration especially if the mentors are not available within their organizations. WiE feels that it is time women took it upon themselves to create the paradigm shift.
7.1.6Enabling Factors of the pillar
The following (adopted from a 2007 paper Fran Deans and Louise Oakley titled Coaching and Mentoring for Leadership Development in Civil Society) have been identified as critical factors that need to be actively considered during the implementation of this pillar:
•Individual commitment and interest
•Sufficient resources and support
•Skills and experience of mentors
•Recognition of cross-cultural issues
•Embedding the process in the organisational context
•Taking a holistic, personal approach
•Ensuring an enabling external environment
The steering committee will ensure that the selection process and criteria for mentors and mentees take the above factors into consideration.
7.1.7Flight Plan of the pillar
The table below outlines the expected outcomes of the pillar:
Short Term (Jan – June 2016) / Medium Term (2016 – 2018) / Long Term (2018+)Agreement and approval of the mentorship program / Establishment of trusting relationships between mentors and mentees in place / Employment policies at munics geared towards more women in Leadership positions
Identification and agreement of resources (i.e., partnership/affiliations to provide financial support / Quarterly monitoring of the ECSA mentorship programme / Mentoring relationships maintained
Alignment/partnership with current initiatives focusing on women development in the industry (start small i.e., adopt a munic) / 30 WiE registered with ECSA / Number of mentoring relationships increased
Identification of women to develop and their mentors & ECSA mentors and mentees / Follow up on the 1st group of leadership development mentees (criteria to be developed) / Increase in number of women in leadership positions in the industry
Training of mentors for leadership / Establishment of a fund / Increase in number of women studying management courses (i.e. MBL/MBA)
AMEU WiE workshop/launch of leadership and ECSA mentoring program / Leadership development training / Increased number of females registered with ECSA and with SAIEE as mentors
Database to articulate the needs/demand for the mentorship programmes
7.2Partnership and Networking Pillar
This pillar will focus on building strong collaboration between different types of organizations to create awareness around WiE and ensuring the mandate is well communicated and understood. It will also expand the alliance, build and strengthen partnerships for funding and provide networking and collaboration opportunities for members. The studies have shown that the use of partnerships to address sustainability challenges has grown exponentially; WiE has begun forming partnerships with local and international organisations such as Women Entrepreneurship Day (WED), the “Women Advancement Forum” WAF 2016 & Awards that addresses gender equality, and the University of Cape Town Business School Women in Business.
The aim of this programme is not to re-invent the wheel but rather to leverage on the existing networking and partnership initiatives.
7.2.1Objectives of Partnership and Network
7.2.2Stakeholders
The following stakeholders have been identified to assist WiE to take its mandate forward
7.2.3Networking event opportunities identified for WiE in 2016
The following organisations and events have been identified for possible collaboration
Organisation / Event date / Status1 / SAIEE / On going
2 / ECSA / In progress
3 / Women Advancement Forum (WAF) / 9-13 October 2016 / In progress
4 / Women Entrepreneurship Day (WED) / November 2016 / In progress
5 / Women in business / 19 August 2016 / Pipeline
6 / SWIET / Pipeline
7.2.4Flight Plan of the pillar
The table below outlines the expected outcomes for the pillar:
Short Term (Jan – June 2016) / Medium Term (2016 – 2018) / Long Term (2018+)Identify organisations that have gender transformation objectives and support women empowerment initiatives / Partner with organisations that strive for gender transformation / Collaborate in uplifting upcoming women organisations
Represent and share information about the programmes offered by WiE and create awareness. / Collaborate and host women empowerment events
7.3International Exchange Pillar
Based on the AMEU WiE mandate (gender transformation; tangible programs and positive contribution) the International Exchange Pillar was established as one of WiE core pillars. It is without doubt that men are currently a “critical mass” in this industry thus it is incumbent on WiE to ensure that acceleration of equal opportunities amongst male and women in the industry is created in order to achieve a balance. The team has identified the International Exchange Programme (IEP) which will be rolled out in phases as outlined below. Each phase of the programme will be for 3 years.
We believe the International Exchange Programme will contribute towards enhancing competence in Electricity Utility Management, preparing existing women leaders, professionals and specialists for current and future challenges in Energy Management.
7.3.1Objectives of the Pillar
7.3.2Curriculum for the Pillar
The curriculum of the programme will focus amongst other things on the following:
- Efficient project management in Electricity Utilities
- Renewable Energy and its impact on existing business models (Revenue Collection, SMART Cities)
- The future Electricity Utility
- Stakeholder Management
In addition a personal development stream which is essential to develop strong gender attributes skills, mind-sets, confidence and self-esteem will also be part of the programme, which includes:
- Personal profiling
- Leadership (especially female leadership and role models)
- Effective networking
- Personal enterprise
- Presentation skills
7.3.3Flight Plan of the Pillar
The team has identified the International Exchange Programme (IEP) which will be rolled out in three different phases as outline below:
7.3.4Qualifying Criteria for phase one of (IEP)
The programme has criteria that needs to be met by candidates and the municipalities, qualifying criteria for both is highlighted below
The sponsorship requirement will cover the following:
- Curriculum Development - This can be achieved in association with a selected local university
- Travel, Accommodation (breakfast, lunch, dinner) , Flights, Transfers and Visas
- Stipend for 6 weeks
- In-land group transport
- 2 cultural days
- One gala dinner
- 10 Women per country sponsor
Sponsorship benefit package (ROI)
The proposed country sponsorship benefit/package will be linked to the value of the investment and will cover the following:
Targeted International Partnerships
Country / Status1 / EDF - France / In progress
2 / Ibedrolla - Spain / In progress
3 / Enel - Italy / In progress
4 / ElektriciteitsProduktiemaatschappijZuid-Nederland / In progress
5 / Brazil: CentraisElétricasBrasileiras S.A.) / Pipeline
6 / Inter RAO - Russia / Pipeline
7 / Japan International Cooperation Agency – African Business Education / Pipeline
9 / Namibian Programme / Pipeline
10 / Eon - Germany / Pipeline
7.4Talent and Development
The future of South Africa lies in the hands of our youth. We need to make their hands strong, to carry themselves and our country fearlessly, courageously and intelligently into the future. The only way to do this is to create opportunities that will encourage the youth to reach for their dreams.
Young girls and woman face a multitude of social problems which include poverty, physical and emotional abuse and gender discrimination. These challenges directly impact their wellbeing and not only influences their performance academically but also their self-esteem and drive to succeed.
WiE aims to give these girls hope regardless of their background. The programs that have been identified will bring awareness, change and provide support to these girls. A fire needs to be lit in the hearts of these young girls, to uplift their spirit and lives. Opportunity needs to come knocking and a better life will finally be a tangible reality.
7.4.1Objectives of the Pillar
7.4.2Initiatives
WiE has designed a holistic package that delivers both opportunity and knowledge to nurture and grow the untapped talent of a young woman which might otherwise go unnoticed. Talent development initiatives are as follows or include the following
Each initiative works in conjunction with the other to support the expected outcomes.