The energy sector knows they need to recruit aggressively in the next decade to enable its workforce to keep pace with the energy transition. But this is much more than a numbers game. To truly foster innovation and equity, recruitment needs to include goals to improve diversity within the energy industry. Employees with different backgrounds and lived experiences, bring their own unique strengths to help teams to tackle problems and uncover new ideas, and create the right environment for innovation to thrive.
Your Partner for Diversity & Inclusion
Elevating talent and transforming cultures
Benefits
Leverage HR’s Diversity & Inclusion solutions enable organizations to address the challenges defined below:
As an executive or senior leader, if you are asking yourself any of these questions, we have the answer.
- How do we create the organizational culture and brand to attract much needed talent from an increasingly diverse talent pool (age, gender, education, race…)?
- Does the organization look like the customers we serve?
- Are customers requesting that we articulate plans and progress to address D&I?
- How do we create a culture of belonging where people want to stay and thrive?
Community-owned utilities know a capable workforce leads to delivering quality services and remaining competitive. As the demographics of the U.S. are quickly changing and there is a war for workforce talent, adjusting how to attract a diverse pipeline of employees and creating a culture where they want to stay and can grow is the clear path to sustained success. Our team brings change certified methodology and D&I certified consultants to join your organization on its D&I journey.
Solutions
Research shows these levels occur in sequence and must be built up to achieve real performance and innovation. This solution is supported by a full online survey, workshop, reinforcement activities and remeasurement. Following a kickoff call, the manager and team complete a brief online survey and have immediate access to their results and development actions. This is followed up with workshop to review the team results, prioritize action areas and learn new skills. Over the following weeks reinforcement actions occur and after a pre-established set of time, the team measurements their results and documents the impact the work has had on overall team results.
Through deeper dialogue through a facilitated process that starts with increasing trust and continues by exploring topics in groups and pairs to grow shared meaning across teams and organizations. This solution takes a hands-on approach to increased awareness, practice difficult conversations, and shift emotions to allyship and support. It incorporates deepening commitment through structured independent conversations to build deeper understanding and relationships.
Through a phased approach, we curate data and analyze it to define key focus areas, then we align focus areas with organizational opportunities, priorities, solutions, resources, culture and with approval. Finally, we partner with organizational leaders to execute the strategy and measure progress against focus areas. Hiring and promoting diverse talent to build up talent pipelines is a frequent public utility focused.
As a Senior Diversity Analyst in Columbus working for an International Business, I have seen many folks that have made a significant stride in the work of Diversity, Equity, and Inclusion. But I have never seen the amount of intentionality and stride from anyone other than Sapna Welsh and her Leverage HR team. Over the past year, I have had to leverage the expertise of mentors and experts to move a robust DEI agenda forward with limited resources. Sapna and I connect on a cadenced basis to debate ideas, discuss new thinking, and identify actions to increase the impact of DEI efforts at my organization. To be a DEI Practitioner is one thing, but Sapna Welsh is an advanced DEI World Leader who has helped me, and my team understand the research and best practices to this invaluable work.
— Senior Diversity Analyst, CoverMyMeds
