As Canada shifts towards a low-carbon economy, the inclusion of women and other historically marginalized groups remains a significant challenge, a recent study reveals. Despite their enthusiasm to participate in this transition, they continue to face structural and cultural barriers that hinder their full integration into the workforce.
To address these inequities, the study’s authors call on policymakers, educators, and employers to overhaul funding models, training pathways, hiring practices, and workplace cultures. The aim is to prevent the existing disparities from persisting as the energy sector evolves.
The research examined [pdf] 119 applications for a C$2,500 bursary provided by the Trellis Fund, which seeks to empower women in renewable energy fields such as generation, storage, efficiency, and planning. The applicants, including women, Indigenous people, racialized communities, new Canadians, LGBTQ+, and those under 25, demonstrated strong dedication to climate justice and community advancement.
Nevertheless, they encounter hurdles like inflexible funding mechanisms and a preference for Western credentials, which disadvantage newcomers. The energy sector’s demographics, predominantly male, white, and heterosexual, further contribute to these challenges.
In Canada, women constitute only 28% of the low-carbon energy workforce, with a mere 11% representation in renewables. Trades and technical roles show even lower female participation, note Arwa Jaradat of the University of Saskatchewan, Christina E. Hoicka of the University of Victoria, and Rebecca Black, co-founder of the Trellis Fund.
[Rebecca Black is a member of the Energy Mix Productions Development Committee.]
The leadership landscape is similarly imbalanced: women occupy less than one-third of decision-making roles, with even less representation for Black, Indigenous, people of color, newcomers, and LGBTQ+ workers.
If current educational and hiring practices persist, these groups will remain underrepresented in an industry expected to expand from 500,000 jobs in 2025 to 2.7 million by 2050, according to Clean Energy Canada.
The study highlights that Canada’s energy transition is inadvertently perpetuating inequities typical of fossil-fuel economies. This is partly due to a reliance on quantitative workforce research that often overlooks lived experiences. To fill this gap, the researchers analyzed responses to the Trellis Fund application, which included open-ended questions to capture the qualitative insights and circumstances influencing career paths.
Key Insights:
• Financial instability, especially among student mothers, and the need for re-credentialization are common obstacles for applicants. Intersectional identities exacerbate these issues, particularly for BIPOC, newcomers, Indigenous, and LGBTQ+ applicants, as well as those under 25.
• Aspirations are often centered around themes of justice, equity, community well-being, and intergenerational responsibility. Many applicants are interested in “hybrid” careers that blend technical expertise with roles in governance, policy, entrepreneurship, and mentorship.
These findings underscore the importance of integrating equity metrics throughout the clean energy job creation process. Valuing lived experiences and transferable skills alongside formal qualifications in hiring processes, and supporting “flexible, non-linear” education and training pathways, including micro-credentials and career pivots, are crucial steps towards fostering equity.
Original Story at www.theenergymix.com