Overcoming Barriers: A Deep Dive into Diversity and Inclusion in the Energy Sector
Energizing Diversity & Inclusion
In an enlightening conversation with Diversity Woman, LaTonya King, the director of Diversity and Inclusion strategies for Duke Energy, shares her insights on the challenges and triumphs of fostering diversity in the energy sector. Based in Charlotte, North Carolina, Duke Energy has been a pioneer in the field, especially after its merger with Progress Energy in 2012, making it the largest electric utility company in the United States.
Unconscious Bias: The Invisible Barrier
One of the most intriguing barriers to diversity and inclusion, as King points out, is unconscious bias. This subtle yet powerful force can significantly impact employment decisions, workplace culture, and employee engagement. King expresses her excitement about delving deeper into this issue over the next few years, aiming to understand and mitigate its effects.
Recruitment Challenges in the Energy Sector
The energy sector has traditionally been dominated by white males, presenting unique challenges in diversifying the workforce, particularly in craft and technical roles. King highlights the importance of a thorough review of each step in the recruitment, selection, and hiring process. This involves:
- Analyzing sourcing strategies
- Examining application and employment testing practices
- Evaluating interviewing techniques
By challenging the status quo and making necessary changes to legacy practices, Duke Energy is seeing positive results in their diversity initiatives.
Inclusion for Women of Color
Recent research from Catalyst indicates that women of color often do not benefit as much from diversity and inclusion initiatives compared to white women or men of color. King emphasizes the need for a culture of inclusion that is:
- Clearly communicated from the top
- Reinforced through corporate messages
- Visibly demonstrated by company leaders
Additionally, King stresses the importance of women of color proactively building relationships and networks within the company. This courageous effort ensures that their capabilities are recognized and they are not overlooked for opportunities.
The Biggest Challenge: Gaining Stakeholder Buy-In
As a diversity leader, King identifies the biggest challenge as recognizing the complexities and realities of where people are on their diversity and inclusion journey. Gaining stakeholder buy-in, especially on controversial topics, can be tough. King underscores the importance of acknowledging these biases and providing appropriate coaching to foster a more inclusive environment.
Faith and Perseverance
When faced with difficulties, King turns to prayer and reminds herself that creating a diverse and inclusive work environment is a journey, not a destination. Her faith and perseverance drive her to continue making strides in the field of diversity and inclusion.
In conclusion, LaTonya King’s insights shed light on the ongoing efforts and challenges in promoting diversity and inclusion within the energy sector. Her experiences and strategies offer valuable lessons for other industries striving to create more inclusive workplaces.
