Renewable-energy resources provider DLO Energy Resources Group aims to set the tone for women of colour by providing opportunities for them and by demonstrating that it is possible for them to participate on an operational level in renewable-energy transactions.

“People need to see themselves represented in spaces where they don’t normally see people who look like them,” states DLO Energy Resources Group CEO Linda Mabhena-Olagunju.

She observed that several female engineers were “stuck in the same positions” for several years, as they were not afforded the opportunity to advance in their careers or training.

Mabhena-Olagunju emphasises that, while there are highly skilled and talented individuals in the energy resources industry, they are often overlooked when opportunities for advancement arise, as a result of either a lack of experience or skills.

With regard to skills, she comments that “women have always been told that they simply need training”, but points out that this is not the case, as training alone does not always translate into progression in companies.

Further, when women are trying to enhance their skills or pursue self-improvement, they often face pushback. Mabhena-Olagunju recounts how, when she became CEO and requested that there be knowledge transfer between her and the male engineers, that “ruffled a lot of feathers”.

Another factor that influences upward mobility is that many women are mothers, and women tend to be at a disadvantage in terms of parenthood.

This is often the result of an unequal division of household and childrearing responsibilities, compounded by companies’ management teams wanting people to be at the office, regardless of whether it is necessary for them to be there, she adds.

The challenge often becomes one of multitasking, but companies being “a bit more flexible”, especially in terms of working mothers, will not only improve employee loyalty but also increase productivity.

Mabhena-Olagunju notes that making people feel that they are a part of the organisation and acknowledging them not only “completely changes” their work ethic but also noticeably increases pride in their work.

In the power generation industry, DLO Energy Resources has empowered women by promoting them, accelerating their training and providing opportunities –such as overseas study and exposure –for them that previously seemed unobtainable.

The company also provides sponsorships and bursaries, predominantly for female students studying in the science, technology, engineering and mathematics fields, particularly for learners from the Northern Cape.

Initiatives to Aid Progression

Mabhena-Olagunju recounts a government internship programme in which DLO participated, where electrical engineering students and interns were brought into the company’s engineering, procurement and construction segments.

The initiative afforded students a way of establishing a work record in-house, during which time they were paired with various senior engineers as a part of their contracts for work on Eskom substations.

Moreover, DLO Energy Resources created a buddy system at an executive level, pairing senior management with lower management employees to facilitate the mentorship and guidance of junior employees.

The company has also hosted two summits – the DLO African Women in Leadership Summit and the African Power Roundtable – for the first time this year.

The summit focused on various industrial sectors to create a “sisterhood” and a platform for networking opportunities, while the roundtable had a strong focus on encouraging women to move into the renewable-energy sector, trying to elevate engineers and other women with a variety of skills sets.

“There’s a preconceived notion that opportunities come only from CEOs, but many people at lower levels have opportunities within their organisations. It’s about sharing information and building your networks,” Mabhena-Olagunju concludes.