The Alberta Electric System Operator (AESO) is responsible for ensuring a reliable and affordable power system in Alberta. A not-for-profit organization with no financial investment in the power industry, the AESO operates the market and grid, connects load and generation customers and plans the transmission system on behalf of Albertans. The AESO works closely with industry partners and the government to meet the province’s power needs now and into the future. The opportunity to be a founding sponsor of Women+Power aligns with the AESO’s value of inclusion for women and increasing their representation in the power industry. Their current initiatives expand to the grade school and university levels. With Women+Power, the AESO endeavours to impact women in the power industry, at various stages of their professional careers, to help them thrive.
FortisAlberta delivers safe and reliable electricity service to more than 60 per cent of Alberta’s total electricity distribution network — that’s electricity to more than half a million residential, farm and business customers from across central and southern Alberta. FortisAlberta operates in 240 communities with more than 124,000 kilometres of power lines. As an electricity provider, FortisAlberta builds, maintains and repairs the lines that keep the power on. Their team of more than 1,100 Albertans, including 350 lineworkers, are at your service today and every day, across more than 50 municipal districts and counties.
For well over a century, TransAlta has supplied the electrical power needed to make progress and innovation possible in Alberta and beyond. Today, we own, operate, and develop a diverse fleet of electrical power generation assets in Canada, the United States, and Australia. TransAlta is one of Canada’s largest producers of wind power and Alberta’s largest producer of hydroelectric power. We believe a strong focus on equity, diversity, and inclusion (ED&I) will drive performance in innovation, improve service to our customers, and positively impact the communities where we all live. Supporting organizations like Women+Power directly aligns with our ED&I values and supports our targets to:
achieve 50 per cent female representation on the Board of Directors by 2030
achieve 40 per cent female gender balance across all employees by 2030
maintain equal pay for women in equivalent roles as men
For the past two years, TransAlta was named in Bloomberg’s Gender Equality Index and Globe and Mail’s Report on Business Women Lead Here list.
Burns & McDonnell is a family of companies bringing together an unmatched team of 10,000 engineers, construction and craft professionals, architects, and more to design and build our critical infrastructure. With an integrated construction and design mindset, we offer full-service capabilities. Founded in 1898 and working from more than 60 offices globally, Burns & McDonnell is 100% employee owned. Learn how we are designed to build.
We provide comprehensive services that cover the full life cycle of a project, from initial assessments to Design Engineering, Design Build, EPC Project execution in multiple sectors, finding cost-saving solutions to meet your specific needs. Our services cover multiple markets across the full project lifecycle to bring you and your projects seamless breadth and depth of knowledge and skills. At Burns & McDonnell, we embrace the way our differences enrich the way we see the world, our business and each other. We’re proud of our culture of inclusion and deeply desire to harness the strength of our diversity. We promote, share and encourage diversity, equity and inclusion within the workplace through various efforts, events and communication platforms. Every employee-owner’s unique story and perspective is valued regardless of race, ethnicity, religion, gender, sexual orientation, gender identity or family background. We identify, first and foremost, as fellow owners. Among our MacCulture Principles is “One Burns & McDonnell: We respect all, are accountable to all and trust in all.”
Burns & McDonnell is proud to be a sponsor of Women + Power. “As an active member in this community, we believe we can continue to jointly develop opportunities to promote increased diversity and inclusion in the Alberta power sector and beyond.” Darcy Wagner, Managing Director
To learn more about Burns & McDonnell, click here.
IPPSA was founded in 1993 as a forum for dialogue among Alberta’s power producers and a proponent of competition in Alberta’s electricity market. IPPSA has more than 100 members, who operate nearly 100% of Alberta’s power supply.
IPPSA is an advocate of competitive market principles and is actively engaged with the provincial government and its agencies in developing policies that promote competitive market outcomes, being driven by the belief that competition rewards innovation, provides new choices and creates a downward pressure on market prices for consumers. IPPSA is involved in the review of legislation, regulations and market rules and has testified before the Alberta Utilities Commission. IPPSA has committed to demonstrating its support of Women+Power in meaningful ways.
We are thrilled to announce that ATCO has renewed their financial sponsorship for 2022! In addition to renewing their sponsorship commitment, they have also upgraded to a Kilowatt level sponsor. Thank you for your generosity, ATCO!
With approximately 6,200 employees and assets of $22 billion, ATCO is a one-stop provider of integrated energy, housing, transportation and infrastructure solutions. They provide customers with innovative, sustainable solutions in the sectors that are fundamental to global growth and prosperity: housing, real estate, energy, water, transportation and agriculture. From the delivery of efficient and reliable energy for homes, businesses and communities, to affordable temporary and permanent buildings, ATCO builds communities, energizes industries and delivers customer-focused solutions like no other company in the world.
ATCO is proud to be a financial sponsor of Women+Power. Together, we can remove barriers and advance inclusivity and diversity in our sector by empowering women and creating opportunities for support, connection and representation.
The ENMAX group of companies is a provider of electricity services, products and solutions. We are headquartered in Calgary, Alberta, with operations across Alberta and Maine. Through our subsidiaries, ENMAX Power Corporation and Versant Power, we own and operate transmission and distribution utilities that safely and reliably deliver electricity to customers in Calgary and northern and eastern Maine. Through ENMAX Energy Corporation, ENMAX owns and operates power generation facilities and offers a range of electricity and natural gas products and services to residential, commercial and industrial customers across Alberta. ENMAX is a private corporation and The City of Calgary is its sole shareholder.
A long-time advocate for the inclusion and promotion of women in the legal and business communities, DLA Piper (Canada) LLP supports the fostering of an inclusive environment at all levels within Alberta’s power industry. DLA Piper recognizes that a key factor driving the success of their firm has come from the cultivation of a workplace which values diversity and addresses the underlying causes for gender disparities with an aim to implement strategies that will successfully address these issues. DLA Piper Canada is proud to support organizations like Women+Power whose purpose is to promote the empowerment of women in underrepresented industries.
Author:Jana Mosley, Board Vice-Chair and Sponsorship Committee Chair, Women+Power
I’ve had the privilege of formally leading people for the last 15 years, and I have to say they have been the most rewarding years of my career. Leadership is a journey, and I must admit I’ve hit some bumps in the road, maybe even a few potholes. (I just went back and forth on whether not to use the word “few” or “a couple”, not wanting to be too imperfect – such a female thing to think!)
I’m grateful to the people along my path who have been patient with me when I’ve started a new role, to those who cut me some slack when I didn’t take the time to understand their perspective, and to the many who have been kind enough to give me feedback so I could improve. You know who you are – keep it comin’!
As I’ve progressed in my career, it became clear that the strengths that got me the latest promotion were not necessarily the same strengths I needed to leverage to be successful leading at the next level, or at least how those strengths needed to change in order to bring out the best in those around me. It was less about what I had accomplished and more about what the team had accomplished.
I recently read a book called “Unleashed: The Unapologetic Leader’s Guide to Empowering Everyone Around You” by Frances Frei & Anne Morris. I was intrigued, as we often talk as leaders about empowering others, but find we get stuck in our comfort zones and hierarchical society. The book starts by stating clearly “It’s not about you”. Leadership is about empowering other people as a result of your presence and making sure that impact continues in your absence. If you are all about unleashing the potential in others, check out this book!
Here are the main principles the authors cover, taken from the contents summary:
Trust – Trust is the foundation for empowering leadership. You build trust when you reveal empathy, logic, and authenticity
Love – You empower other people when you simultaneously set high standards and reveal deep devotion to them
Belonging – You empower teams when you champion difference and ensure that everyone can contribute their unique capacities and perspectives
Strategy – You empower organizations when you show people how to create and capture value on their own
Culture – You empower communities – organizations and beyond – when you change the way people think and act
They say there is no “I” in TEAM, and throughout my leadership journey, I can tell you the times when I’ve felt the most fulfilled and proud have been when I have seen those around me in my team nail a presentation they were nervous about, have a difficult conversation they thoughtfully prepared for, rally others to achieve great results, or create a solution to a problem without being told what to do. When, through coaching, mentoring, learning, and trying, people in my organization move the needle on their path to reach their full potential, I get to sit back and smile knowing that in some small way, I made a difference. And that’s what it’s all about.
Post Author: Stefania Cerisano, Board Member – Events & Programs Committee, Women+Power
The words we choose in both casual and formal communications can have a significant impact on the perpetuation of gender stereotypes and inequality. Impacts are not just reserved for blatantly derogatory phrasing, but also extend to more subtle language choices and pairings.
Imagine receiving a group email from a male co-worker which begins, “Good morning, Kevin, David, Larry and ladies”. Even if you are not bothered by the term “ladies”, seeing this term used in a greeting that acknowledges male peers by name and female peers only generally can leave a bad taste and negatively impact a culture of inclusiveness far more than you may think. While some may choose to downplay wording implications as an over-reaction or unintentional ‘slip’, according to recent studies conducted by Stanford University, these kinds of ‘slips’ are often highly correlated to views held by the writer or speaker and if left unaddressed, bias wording will continue to encourage a culture ripe with obstacles for inclusion. According to leading research and advisory company, Gartner, “Any behaviour, habit or routine, will continue to persist as long as there is something in the environment that rewards and reinforces that continued action”. Reinforcement can take the form of inaction and result in missed opportunities to evolve mindsets.
This is not to suggest that every person who makes a statement with a bias undertone should be explicitly called out, but rather that there is a range of reactions that could serve to change the narrative, including leading by example. A reply such as, “Good morning, Team” or “Good morning, Lisa, Karen, Kevin, David and Larry” may just be enough. Regardless of how one chooses to reply, the point is simply that by ignoring less than ideal wording, we forgo an opportunity to reduce counterproductive behaviour.
It is interesting to note that some wording biases may be inherently linked to the specific language spoken. A study by Carnegie Mellon, which investigated the male-career bias in 25 languages, found that “languages that heavily associate men with careers and women with family also have speakers who live out those biases”. English was found to be the 6th most biased language of the 25 reviewed in the study. The research results showed a positive correlation between biased language and high male-career gender bias and further demonstrated that the more biased the language, the lower the percentages of women in STEM fields and STEM higher education. According to the study’s lead author, Molly Lewis, those who speak a language filled with bias are more likely to hold gender stereotypes.
This is certainly something to consider the next time you find yourself wondering if it’s worth the effort to promote more inclusive language in the workplace. Collectively, we have the potential to shift mindsets towards a more inclusive environment by simply choosing our words more carefully and calling on others in our workplace to do the same.
This holiday season, Women+Power is once again partnering with the Calgary Women’s Emergency Shelter to collect essential items for families in need. In addition to the dropoff locations listed below, Women+Power we are hosting a festive drop off location on December 12, 2021, from 5-8pm at 175 Aspen Stone Terrace SW, where you can drop off your donation items, have a picture taken of your family in front of an amazing display of Christmas lights, enjoy a cup of hot cocoa and meet fellow Women+Power members.
The Calgary Women’s Emergency Shelter supports individuals, families, and communities to live free from family violence and abuse. In the last year, the Calgary Women’s Emergency 24-Hour Family Violence Helpline received more than 10,450 calls and the total number of clients served at the shelter was more than 15,000.
At Women+Power, we believe in the power of community. That we can work together to not only address challenges that women experience in the workplace, but that collectively, we can help to support the families in our communities that need it the most. This year, we will be helping to raise funds and gather essential goods for families in our communities that turn to the Calgary Women’s Emergency Shelter for assistance and safe refuge.
The statistics are staggering. 74% of Albertans report that they personally know at least one woman who has been sexually or physically assaulted and 1 in 2 women will experience one incident of physical or sexualized violence in their life. COVID-19 has only exacerbated the situation and has created additional barriers and isolation for people living in unhealthy and dangerous situations. Stress and anxiety remain high as there are still so many unknowns.
This holiday season, we ask that you reflect on the resilience of these families and help in any small way that you can, whether it be financial donations or collecting and dropping off essential items. Your support and generosity will help keep local individuals that are impacted by family violence safe during this critical time.
*Due to health and safety concerns, the Shelter cannot accept used clothing and toys. *They cannot accept new or used furniture, small appliances and household items. *They do not take hotel/travel size due to the length of stay that clients are at the Shelter.
And if you or anyone you know needs the support of the Calgary Women’s Emergency Shelter, please contact them via one of the methods below:
Phone their 24-Hour Family Violence Helpline: 403-234-7233 (SAFE) Email: help@cwes.ca Text: 403-604-6689
Post Author: Sharleen Gatcha, Founder & CEO, Women+Power Book Author: Simon Sinek
How three letters can change everything: “WHY”. “Why” is not just a word. It’s a powerful concept.
“People don’t buy what you do. They buy why you do it.” – Simon Sinek
If you aren’t familiar with Simon Sinek, he is a speaker, and best-selling author, who gave one of the most-watched TED talks ever about his renowned book “Start with Why”. Check out this video to gain an understanding of what the book is about.
In his book, Sinek discusses the principle behind every successful person and business and demonstrates why leaders guided by this concept will succeed more often than those that don’t. It is a simple but influential model for how leaders inspire action by starting with the question “Why?”.
Sinek calls this phenomenon “The Golden Circle”, which is a communication and leadership framework. The Golden Circle instructs leaders to start by clearly defining and communicating their WHY, followed by recruiting those who can strategize the HOW, and then using WHAT they do as proof of their why.
Most people naturally communicate from the outside in. We tell people WHAT we do, HOW we are different or special, and then we expect behaviours like consideration, support or even a job offer to be the result. The problem is that WHAT and HOW do not inspire action. Facts and figures make rational sense, but most people don’t make decisions based on facts and figures. Starting with WHY is what leaders do. Leaders inspire. What inspires you? What values and principles drive your beliefs? Why do you get out of bed in the morning? And why should anyone care?
Sinek cites Martin Luther King as a powerful example of how King’s clarity of WHY, along with his sense of purpose, gave him the strength and energy to continue to fight against seemingly insurmountable odds. King knew what had to change to bring about civil rights in America, and he was absolute in his conviction. It was not just Martin Luther King’s unflappable conviction that was able to stir a population, but his ability to put his WHY into words. Dr. King had a gift. He talked about what he believed. And his words had the power to inspire:
“I believe.”
“I believe.”
“I believe.”
People heard his beliefs and his words touched them deeply. Those who believed what he believed took that cause and made it their own. They told people what they believed, and those people told others what they believed. Some organized to get that belief out more efficiently. In the summer of 1963, a quarter of a million people showed up to hear Dr. King deliver his “I Have a Dream” speech on the steps of the Lincoln Memorial. But how many people showed up for Dr. King? Zero.
They showed up for themselves. It was what they believed. They saw an opportunity to help America become a better version of itself. Being in Washington was simply one of the things they did to prove what they believed. Showing up that day was one of the WHATs to their own WHY. This was a cause and it became their cause.
According to Sinek, the “Why” does not come from looking ahead at what you want to achieve and then figuring out an appropriate strategy to get there. It comes from looking in the completely opposite direction from where you are right now. Finding the “Why” is a process of discovery, not invention.
The “Why” is within you. And once you find and know your “Why”, the hardest part is to remain true to it.
