Development and Retention of Women Engineers and Leaders: Lessons from Vietnam Electricity
This presentation discusses the challenges and opportunities for developing and retaining women engineers and leaders at Vietnam Electricity (EVN). It highlights the current gender distribution, education levels, barriers to women's leadership, and EVN's training policies aimed at enhancing gender equality and professional development. The focus is on strategies to empower female employees and improve productivity through talent utilization.
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1 SESSION 4: Best Policy for Developing & Retaining Women Engineers and Female Leaders Lessons from EVN in Vietnam WEPOWER CONFERENCE
Overview of employees in Vietnam Electricity Number of laborers: 20973 1 2 Male Female 79.024 20.973 79 % 21 % Male Female Total 99.997 100% 3 79024 As of December 31, 2018, the total number of laborers in the EVN was 99,997, of which female employees were 20,973, accounting for 21%. 2
Chart of EVN employees education level 4.2% 8.7% Post - graduate: 4.2% (in which female's 19.7%) University & Bachelor's degree: 43.2% (in which female's 26.93%) 21.0% College & intermediate qualification: 22% (in which female's 18%) 43.2% Technical workers: 21% (in which female's 16%) 22.0% Others: 8,7% 3
Womens Leadership: Barriers and Opportunities Qualitative research revealed the following barriers to females assuming leadership positions within the company: A belief that women prioritize their family life over their professional roles; The fact that there are fewer women with engineering / technical qualifications and experience (a prerequisite for some management roles); A perception (amongst both women and men) that women lack the confidence required to lead => EVN is currently undergoing a major restructuring - An enhanced focus on gender equality can help EVN to improve productivity through making the best use of the talents of all employees, regardless of gender. 4
EVNs Training Policies EVN s always interested in training and development of professional qualifications of employees. The yearly cost of training from 3-5% of the total salary costs. Internal training programs encourage to create good conditions for female employees and the self-study spirit of employees. EVN experts training is always considered to encourage and facilitate the selection of women with good professional qualifications. In Vietnam, female retired at 55 years old and male retired at 60 years old. Therefore, EVN built construction standards for women as senior experts also consider factors such as the results of the selection of main specialists in accordance with the level and age of female employees to increase the number of senior female experts in EVN. Launching the EVN sInnovative Women program every 2 years. 5
EVNHCMC was awarded the EDGE certification With EVN s training policies, EVN was encouraged to assess the Economic Dividends for Gender Equality EDGE. On November 14, 2018, Ho Chi Minh City Power Corporation has been the first Vietnamese enterprises, as well as the first Corporation of EVN, which has received EDGE cirtification. 6
GAP Implementation: Progress Highlights Women in Leadership (WIL) program (four-day leadership training course and a six-month mentoring program) developed. Training-of-trainers for EVN HR specialists and trainers to implement WIL. Now integrated part of HR. More than 700 have received training First cohort of mentoring program began. 7
The recruitment of female employees at EVN Although the number of EVN s employees is decreasing, recognizing the benefits of gender equality in sustainable development, EVN leaders always plan to ensure that the proportion of female employees which is maintained to be higher than the previous years in the range of 20 to 21%. In 2017, the rate of female employees was 20.6% In 2018, the rate of female employees was 21%. => EVN ensures the rate of recruiting female laborers is maintaining and developing. 8
