WePOWER - Women in Energy & Power Sector Network South Asia

𝗕𝗵𝘂𝘁𝗮𝗻 𝗪𝗲𝗣𝗢𝗪𝗘𝗥 𝗡𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗵𝗮𝗽𝘁𝗲𝗿: The Bhutan WePOWER National Chapter (BNC) was relaunched on 25 June in Thimphu, marking a key step in advancing gender diversity in Bhutan's energy sector. The Bhutan National Chapter was launched in 2019 and became dormant thereafter due to the pandemic. This event re-convened stakeholders after a gap of five years and formalised the governance structure and drafted the three-year business plan. Cecile Fruman, World Bank's Director for Regional Integration in South Asia, and Shamit Chakravarti, ADB's Bhutan Country Director, joined the event and emphasized the importance of encouraging more women to join careers in the energy sector. The Bhutan Power Corporation Limited (BPC) and Druk Green Power Corporation Limited (DGPC) presented an overview of initiatives and impacts under their partnership with WePOWER. The event was attended by key stakeholders from Bhutan’s energy sector and premier STEM education institutes. #womeninSTEM #womeninenergy #energysector #DEI #Bhutan

The WePOWER India National Chapter launched the WePOWER India Knowledge Forum initiative last month. The meeting was Chaired by Dr Tripta Thakur, Director General, National Power Training Institute. Key training institutes amongst WePOWER India partners – NPTI. Skill Council for Green Jobs (SCGJ) , IEEE and TPDDL Cenpied attended the meeting, bringing together the industry (job creators/providers) and training/education institutes (skill providers) to assess and update skill and human resource requirements of the sector and creating a feedback loop for existing training programs. The Forum will give women in the power/energy sector access to networking events, job fairs, and technical and leadership trainings. In the first meeting, the Forum identified that there is a need for training more women at various levels in the power sector, of which the Forum will prioritize four: 👉 Internships for final year engineering students 👉 Training for mid-career women 👉 Incubation for women entrepreneurs and research fellows in advance technologies 👉 Training for grassroot women in DRE and Distribution maintenance The Forum will work towards designing of required training programs and partnerships to fill the gaps areas to increase women's participation in the power/energy sector in India. Tanushree Bhowmik #womeninengineering #powersector #womeninEnergy #girlsinSTEM

The WePower Sri Lanka National Chapter hosted a residential workshop at the CEB Samanalawewa Power Station and Kinchigune Training Center last month, empowering female undergraduates from various universities across Sri Lanka. The workshop was made possible with funding and support from the Ceylon Electricity Board (CEB) and Lanka Electricity Company Private Limited (LECO), in collaboration with IEEE Women in Engineering Sri Lanka (WIE SL). The objective of the workshop was to provide female undergraduates in the field of power engineering with valuable insights, practical skills, and networking opportunities. Additionally, the event aimed to foster collaboration between academia and industry, promote gender diversity and inclusion, and inspire young women to pursue careers in the #powersector. The workshop featured interactive sessions, technical demonstrations, hands-on training in Hotwire maintenance, and networking opportunities. Participants engaged with industry experts, tour power facilities, and participated in skill-building workshops focused on various aspects of power engineering. Round table discussions and mentoring sessions provided valuable insights into career opportunities, professional development, and overcoming gender barriers in the field. The event facilitated meaningful connections between female undergraduates, industry professionals, and academic mentors, fostering a supportive community and empowering young women to pursue leadership roles in the field. The collaboration between WePower, CEB, LECO, and IEEE WIE SL demonstrated the collective commitment to promoting gender diversity, inclusion, and excellence in the power industry. Please read a full recap of the event on our website, written by Akila Wijethunga: https://lnkd.in/eQjQnZsi #girlsinSTEM #womeninengineering #womenengineers #DEI #SriLanka

We need to recruit and retain women in the energy sector to fulfill the economic and renewable energy goals in South Asia. Over the next few weeks, we will share examples of policies and facilities that help support parents – mothers, in particular – to return to work, as part of the WePOWER #ReturningMothers campaign phase II. Follow our page for more! #returningmothers #energytransition #energy #parentalleave #SouthAsia #womenengineers

#Maternityleave ensures that employees can take time off without fear of losing their job. It provides job security and protects against discrimination based on pregnancy or childbirth. Ceylon Electricity Board (CEB) provides maternity leave in three structures: ▶ maternity Leave with full-pay: 84 days excluding public holidays; ▶ maternity leave on half-pay: 84 days, including public holidays; ▶ unpaid maternity leave: 84 days, including public holidays. All female CEB employees, whether permanent, temporary, casual, or trainees, are entitled to maternity leave. The leave does not hinder their salary increments, pensions or promotions. Zahra Marzook, Electrical Engineer at CEB reflects, “I strategically utilized my full-paid maternity leave. I arranged to move into the employee quarters provided by the power plant before the conclusion of my full-paid maternity leave (with my infant and nanny). I gradually reintegrated into work with the support of my bosses, who facilitated a smooth transition. I was allowed to visit the power plant and gradually increased my time away from my infant while step by step taking over my job scope before breaking my leave well before the end of the fully paid 84 days”. At CEB, following the expiration of full paid maternity leave, employees are entitled to leave the office one hour before the regular departure time for breastfeeding, provided no half-pay leave has been availed of. Additionally, the management in most CEB offices arranges a one-hour grace period during the lunch break for lactating mothers who haven't taken any half-paid leaves. “This option was really beneficial to me in my lactating days”, Marzook adds. #returningmothers #energytransition #energy #parentalleave #SouthAsia #womenengineers

All South Asian countries have national paid maternity leave policies. In Nepal, the Nepal Electricity Authority (NEA) provides 98 days paid maternity leave, 6-month unpaid maternity leave, and Rs 15000* for childcare.  This post is part of our Returning Mother's campaign phase II – where we will share examples of policies and facilities that help support parents – mothers, in particular – to return to work. #returningmothers #parentalleave #maternityleave #inclusion #diversity #SouthAsia #policy #Nepal ----- * NEA's financial reimbursement for childcare was recently amended from Rs 7500 to Rs 15000 – this post has been updated according to this recent change.

During the pandemic, Lanka Electricity Company Private Limited allowed all pregnant and returning mothers, who had babies less than two years old, to work from home. In case of urgent matters, LECO organized secure and single vehicles for them to commute to the office. Additionally, special attention was given to the supply of ration packets from sales outlets to their homes. At LECO, all pregnant and returning mothers can come to the office or return home one hour early. LECO provides 84 working days paid leave, 84 days (about 3 months) half paid leave (government policy) and in addition, unpaid leave for 84 days. #returningmothers #energytransition #energy #parentalleave #SouthAsia #womenengineers

Job security is the most effective factor in welcoming returning mothers back to the workforce. Infrastructure Development Company Limited (IDCOL) supports returning mothers and parents by providing six months of parental leave, along with the respective benefits. IDCOL’s policy ensures that returning mothers can continue their job following the leave and face no discrimination in terms of career progression. This means that returning mothers and parents are not disadvantaged or treated unfairly when it comes to career advancement opportunities. #returningmothers #energytransition #energy #parentalleave #SouthAsia #womenengineers

Returning to work after having a baby can be challenging for mothers as they juggle their professional responsibilities with their new role as a parent. Providing flexibility allows them to better manage their work and personal life, reducing stress and improving overall well-being. BSES Rajdhani Power Limited (BRPL) offers flexible work arrangements to its female employees including work from-home options to accommodate family commitments while ensuring timely delivery on business objectives. BRPL believes that happy and supported employees are essential to creating a positive and productive work environment. ----- We hope you enjoyed our Returning Mothers (phase II) campaign, where we shared examples of policies and facilities that help support parents – mothers, in particular – to return to work. #returningmothers #energytransition #energy #parentalleave #SouthAsia #womenengineers

Returning to work after having a baby can be challenging for mothers as they juggle their professional responsibilities with their new role as a parent. Providing flexibility allows them to better manage their work and personal life, reducing stress and improving overall well-being. BSES Rajdhani Power Limited (BRPL) offers flexible work arrangements to its female employees including work from-home options to accommodate family commitments while ensuring timely delivery on business objectives. BRPL believes that happy and supported employees are essential to creating a positive and productive work environment. ----- We hope you enjoyed our Returning Mothers (phase II) campaign, where we shared examples of policies and facilities that help support parents – mothers, in particular – to return to work. #returningmothers #energytransition #energy #parentalleave #SouthAsia #womenengineers