When asked why it is important to have a gender balanced cabinet, Canada’s Prime Minister replied, “Because it’s 2015.” Sarah Coles looks around in 2015, wonders why Australian women are under-represented in the renewables sector and speaks with leaders in the field about ways to address the imbalance.
LAST month the Clean Energy Council (CEC), the peak body for renewables in Australia, held a Women in Renewables lunch as part of the All-Energy Conference in Melbourne. The lunch was organised by Alicia Webb, Policy Manager at the CEC. Roughly 20,000 people work in the renewables sector in Australia. Men outnumber women in all fields: solar, wind engineering, energy efficiency, hydro, bioenergy, energy storage, geothermal and marine. At the 2015 Australian Clean Energy Summit hosted by the CEC there were 93 speakers, 11 of whom were women.
Women are generally under-represented across science, technology, engineering and mathematics (STEM) fields. According to the Australian Bureau of Statistics, of the 2.7 million people with higher level STEM qualifications in 2010–11, men accounted for around 81%.
There are myriad reasons for the low numbers of women in renewables. Gender disparity starts early with cultural stereotypes and lack of encouragement from teachers. Around 25% of girls are not doing any maths subjects in their last years at high school. When I was in year ten and acing science, my biology teacher said to my mother, “Sarah is good now but her grades will suffer when she starts noticing boys.” Returning home my mother (holder of a science degree) delivered a succinct verdict, ”Mr P. can get stuffed.” But discrimination like this is still common.
Some people think a change in governance is needed; that if there are more women in leadership roles this will have a trickle-down effect. As of 2014, women made up 21% of the Rio Tinto board and 22% of Qantas. Stats like these are often bandied about as examples of progress but to my mind if you take a big piece of pie and cut it in half you end up with two equal portions, not one piddley 22% sized piece and one 78% chunk. I decided to speak with some women at the top of their game to find out what should be done to even up the portions.
Miwa Tominaga knows what it is like to face gender discrimination at work. Miwa’s first full-time job was as the only female electronics technician at a radio transmitter site. She moved to Victoria to pursue a career in the sector, first working as a CAD drafter for electrical building services and then landing a job in renewables doing technical support at a company that manufactures electronic solar charge controllers. While she was working she studied renewable energy through an online course. When she provided phone support, hearing a woman, people would often ask to be put through to someone technical.
Later, installing solar panels at Going Solar, a woman said to Miwa, “Don’t take this the wrong way, but you do know what you are doing, don’t you?” The answer is a resounding yes. Miwa won 2014 CEC’s awards for ‘best install under 15kW’ and ‘best stand-alone system’. She currently works at a solar inverter manufacturer doing sales and tech support: “because it’s a worldwide company there are lots of opportunities.”
When I ask Miwa about discrimination she says, “A lot of women have experienced renewables being a male-dominated industry.” Miwa gave a speech about it at the CEC lunch. “I think it makes a huge difference if you’re working with men that see you as an equal not as an assistant. There have definitely been times when I have been judged for being a woman, especially by customers.” But she says that most of the time people are very supportive or indifferent towards her gender. “They say, ‘Oh wow, you’re gonna get on the roof by yourself!’”
Miwa thinks a top-down approach is a game changer. Danish legislation requires companies to work actively towards gender equality. It is one of the countries that has legislated for quotas around female board representation. Norway passed a law in 2005 requiring companies to appoint boards that include at least 40% women. Malaysia passed a law requiring female board representation of at least 30% by 2016. Miwa thinks Australia needs quotas too. “Start from the top at the board level. I do some volunteering for Beyond Zero Emissions (BZE) and I know that they make sure the board is about 50% women, 50% men. It makes a difference when they start at the top. It sets an example and really gives women opportunity.”
Emma Lucia felt empowered by encouraging teachers at school, and went on to study Mechanical Engineering and Arts at Monash University. Emma says she became interested in renewables when she was at university and studied abroad. “When I was finishing university everyone went into either automotive, mining, or oil and gas. My first job was actually supposed to be as a mining consulting engineer! I remember sitting in an environmental engineering class, which I did as an elective in my final year of university and thinking, ‘Is this [mining] what I really want to do with my life?’ I wanted to have a positive influence on the environment not a negative one.” The mining consultant role fell through and Emma worked as a building services engineer doing environmentally sustainable designs. “Through that I knew energy is where I wanted to be. I wanted to be in renewable energy. I could see that that would be a game changer.”
Early on in her career she felt constrained by the attitudes in the male-dominated engineering field. “In one company the more interesting work was often offered to my male colleague ahead of me,” says Emma. She found support, though, from other colleagues, who refused to see her sidelined. But it was difficult having to fight such battles, and in the end she decided a sideways transition was needed. “I now work in a more people- oriented role, but still using my skills, and in a renewable energy company. It’s been a good move,” says Emma.
She believes that having support mechanisms within organisations is a crucial step in overcoming discrimination. Emma says that “sometimes women may be a little bit more self doubting” so support from the organisation can help. “Also you need to trust yourself and trust in your abilities and really back yourself.” She adds, “Find a mentor or trusted advisor or someone you can bounce ideas off of who can help you cut through when you have problems in your career.” Emma thinks a key to gender diversity is to network with like-minded women and to get more women on boards, “I’m on the board of the Australian Institute of Energy and I actively look to increase the diversity of our committee members and speakers. I feel very strongly that change doesn’t happen in isolation.”
Dr Katrina Swalwell is a senior wind engineer and former Secretary of the Australasian Wind Engineering Society. After school, Katrina was all set to go into science at university but happened to do work experience at CSIRO with an engineer who said, “Why don’t you go and become an engineer and get paid more for doing the same job?” She completed a Science and Mechanical Engineering degree followed by six months study in Denmark looking at wind turbines. At university, about 20% of the undergraduates in engineering were women. “The vast majority of my fellow students were really supportive, nice guys. I had one case where a guy complained openly that I got better marks than him because I was a female. My friends and I just laughed because I did preparations for the pracs and he never did, so we thought that might have a bit more to do with it.”
Katrina says that, while she has always been supported in her career, most of her female friends who went through in engineering are no longer working in technical roles: ”The opportunities aren’t necessarily there. There are more opportunities in management or other things. They’ve gone into a whole variety of roles, a lot of them technically related, like one is a patent lawyer and one does electricity market modelling; she would call herself a modeller rather than an engineer now.” It isn’t all doom and gloom: “I think renewables is a great industry in that it is relatively new so there isn’t that entrenched resistance to females in the roles.”
Katrina says flexibility is key to attracting more women to male-dominated roles. For example, in Denmark there is state-supplied childcare. “The company that I work for is German. They’ve got laws now where there is six months paternity leave just for the father, so it has really prompted guys to take some time out.” Taking time off becomes more accepted for everybody as a result.
Katrina says girls need to be informed about their options, “If I hadn’t had that mentor when I was in year 12, I probably wouldn’t have been an engineer.” Like Miwa and Emma, Katrina sees boards as an important catalyst for change. “I’ve been involved in the women on boards group. They encourage women to consider taking board roles. They provide a service for companies that are looking to increase their gender diversity.”
Mentoring, support for diversity, workplace policies that support flexible working hours, baseline measurements and representation targets are some of the ideas for tackling the under-representation of women in renewables. At last year’s All-Energy Conference there were only three women speakers out of a total of 30. We still have a long way to go but change is afoot. The Clean Energy Council has introduced a policy of no all-male panels at the 2016 conference.
The renewables industry in Australia is working hard to accelerate the advancement of women but it needs to get gender equality targets enshrined in law. We need to address gender pay gaps, prioritise the issue and create accountability. We often hear politicians speaking about renewables targets but the time is ripe for them to address the issue of gender targets across this booming sector because, as Emma puts it, “Renewables are going to play a significant role in Australia’s growth so encouraging diversity in renewables will ensure better outcomes for the future of our country.”
Lego v Barbie
Miwa: “I was definitely a Lego kid. I ended up playing with a lot of my brother’s cars and stuff. I think my Mum stopped buying me Barbies because I didn’t play with them!”
Emma: “I did have a Lego kit and another one of my favourite toys was my Barbie Ferrari car.”
Katrina: “I had a Lego technical kit, the one with motors, so I could play with that. I was encouraged to explore whatever I wanted to do but I think my mother was still very surprised when I chose to do engineering
Image: ”The future is bright fellow women of renewable energy.” Miwa Tominaga delivering a rousing speech at the
2015 All Energy Conference. Photo courtesy of the Clean Energy Council.
This entry was posted on Wednesday, December 16th, 2015 at 5:46 pm