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Women in Nontraditional Jobs

Highlighting the need for a targeted program to attract and retain women in nontraditional positions, focusing on barriers, career pathways, demand numbers, strategic benefits, and key areas of focus.

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Women in Nontraditional Jobs

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  1. Women in Nontraditional Jobs Planning Presentation

  2. Why is a targeted program needed to attract and retain women in nontraditional positions? • Women make up only 2% of the workforce in nontraditional technician jobs in the energy industry (examples: lineworkers or welders) • Barriers • Women have limited information about nontraditional career pathways. • They have concerns about being isolated since there are so few women in these positions. • Family and friends are not always supportive.

  3. Which career pathways are considered nontraditional for women? • Lineworkers • Pipefitters/Pipelayers/Welders • Maintenance and Repair Technicians • Plant Operators

  4. What do the demand numbers look like for these critical jobs, that are considered nontraditional for women? • CHART FROM 2013 SURVEY REPORT

  5. How do women in nontraditional careers fit our strategic needs? • Creates a more diverse workforce. • Provides a larger talent pool to find qualified applicants. • Reduces time and cost to train and recruit for current and future positions by focusing on women already in the workforce.

  6. What are some key areas of focus a targeted approach for women? (examples) • Make it easier for women to find our jobs. • Improve our company policies and procedures that go above and beyond legal requirements. • Provide support for women in nontraditional jobs once they are on board.

  7. What will it take? • Resources? • Time? • People?

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