Women for Energy Efficiency Network
The Women for Energy Efficiency network is an initiative created to enhance the experience of women and non-binary students in the Industrial Assessment Center (IAC) program in order to increase and maintain gender diversity in the larger energy and engineering industry, for which the IAC program acts as workforce development.
Our programming is designed to help create a comfortable and equitable work environment for the students, increase awareness of the diverse needs of current IAC students and the future workforce, facilitate the exchange of ideas with other bright minds of the Energy Industry, and increase opportunities for career development through skill building, networking and leadership.
Programming and Resources
For information on our Mentorship Program, Book Club launch and Call to Action for Center Leadership, keep scrolling.
Contact WE2 Program Manager Sara Neiss for more information on programing and resource development.
Terms to Know: * Unconscious Bias * Imposter Syndrome * Gender Pay Gap * Ally, Advocate, Intersectionality *
Check out the recording from out First Annual Meeting in June 2020 (Presentation Slides: Meeting Intro, 2020 Metrics, Keynote Speaker).
For more information on Upcoming Events see our Blog.
IAC WE2 Mentorship Program
Established in Fall 2019, the IAC WE2 Mentorship Program pairs exceptional Industrial Assessment Center students, who identify as women or non-binary, with mentors from a range of professional positions within the energy and engineering industries. The program's goals include professional skill development, workforce development, and an increase in diversity and retention in both the IAC program and the energy engineering industry.
For more information on the program or mentorship resources, continue here.
The mentorship pairings for the Fall 2020 to Summer 2021 Program went out in November 2020. This year there are a total of 42 pairs (84 participants). This is up 50% from last year, with 28% of participants continuing on from last year. 68% of the mentors are alumni of the IAC program themselves. 90% of IAC’s have at least one current student or alumni in the mentorship program this year (81% of centers have at least 1 student signed up as a mentee). Additionally, roughly 50% of women students currently in the program were mentees in the program either this year or last.
WE2 Network Book Club
Launched August 2020, the WE2 Network Book Club invites network members, students and alumni to joins us in a regularly scheduled book club with a virtual video call discussion every few months. Genres include memoir, self-help, business, historical fiction, and science fiction. The books are chosen for their themes on gender, diversity in STEM and the workforce, advancing technology, energy crisis, women in leadership, intersectionality and identity, and other important topics for women in energy and engineering fields.
MALE ALLIES WELCOME.
WE2 Book Club Description and Reading List
Discussion Notes - LEAN IN
Discussion Notes - PARABLE OF THE SOWER
Discussion Notes - ALCHEMY OF US
Check out our Blog to find up to date information on the current book and upcoming events.
Call to Action For Center Leadership
Tailor Your Approach
One single approach may not work for all genders. Strive to become aware of unconscious bias.
Stress Social Enterprise
Emphasize the Social Enterprise nature of the IAC program. Understand the different draws for women.
Embrace Exploration
Empower them to embrace research in advanced topics – foster growth mentality to innovation.
Guide Career Growth
Provide mentorship, coaching and support. Instruct on how to stay technical, get hands-on experience and remain in the energy field.
Elevate to Leadership
Encourage women in center to take leadership opportunities at the center – i.e. lead student, PhD candidate, IAC faculty.
Encourage Active Participation
Encourage women to speak up and be active participants. Incorporate them in teaching, training, and mentoring.
Validate
Validate views and encourage women to continue stepping up. Enhance experiences by providing achievement goals and awards.
Encourage Networking
Encourage networking with peers, colleague and management – traditional and non-traditional connectivity.
Promote Diverse Perspectives
Help entire team understand that gender diverse perspectives are vital to a comprehensive and cohesive solution.
Build Team Camaraderie
Build camaraderie through social bonding within the team durring assessments and at the center.
Invite Feedback
Encourage continual feedback and on the exit interview so we can focus on current experience and ways to improve.
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Advisory Board
Sandy Glatt
DOE
Michaela Martin
ICF
Dr. Zheng O’Neill
University of Alabama
Dr. Elizabeth Carraway
Clemson University
Julie Sieving
University of Utah
Dr. Michael Muller
Rutgers University
Siddika Pasi
Rutgers University