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.
Our Partner for Diversity & Inclusion
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.
Inclusion to Innovation I2I ™ is a program fueled by the 4 stages of Psychological Safety: inclusion, learning, contributing, and challenging the status quo.
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.
Allyship Incubator ™ is a program that prepares participants to become allies of one another to build a strong culture of belonging.
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.
Developing a DEI Strategy involves selecting where to focus and aligning the organization accordingly. We facilitate structured sessions with executive teams to align DEI priorities, roadmaps and metrics that drive value for employees, customers, and investors.
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.