Fueling inclusion

Diversity, equity and inclusion, commonly known as DEI, is a topic that is becoming increasingly important for organizations globally, including those in the energy and resources industry. As Alberta welcomes more diverse newcomers and becomes more inclusive of women in traditionally male-dominated industries, it is becoming apparent that there is a need to focus on and include DEI in corporate strategies.

To gain further insight into the state of DEI in the energy and resources industry, in 2022 Careers in Energy conducted an anonymous survey in partnership with EY to identify sector-specific DEI challenges and opportunities. The survey collected information on various dimensions of DEI that contribute to individuals lived experiences, highlight leading practices and encourage equal access to employment and supports for equitable hiring, training and promotion opportunities.

Data from Careers in Energy shows that in 2022, only 20.2% of Canada's energy workforce self-identified as female, compared to an average representation of 47.5% across all other industries.¹ This gender imbalance has encouraged a culture of hypermasculinity in field work sites. Another key survey result found that 10.5% of respondents believe that DEI has a negative impact on business performance (defined as the ability of employees to complete their roles, the quality of work produced, and an organization’s ability to procure customers and/or vendors), with 66.7% of these respondents representing leadership or management positions. Without buy-in and commitment to DEI at these levels, policies to attract and retain new generations of skilled employees may be compromised, leading to a high turnover rate, lack of organizational loyalty and perpetuation of discriminatory attitudes or biases.

Younger generations see DEI as having a positive impact. Younger age categories reported feeling the most positively impacted by DEI, with this impact decreasing as respondent age increased. This may be due to a lack of understanding of DEI among older respondents, a lack of lived experiences related to issues of diversity and inclusion such as racism, misogyny or intolerance, or desensitization.

The process of developing a DEI strategy is just as imperative as the strategy itself. Organizations can create a sustainable DEI strategy that is designed from the ground up and endorsed from the top down. This is done through thoughtful engagement, mindful consideration of perspectives and maximum opportunities for workforce input. To learn more, download the full report below.