Human capital assessment
Assessing the On-ground Situation by conducting Human capital assessment
In developing an integrated approach, SAREP is undertaking a human capital assessment of key stakeholders. This assessment aims to enhance the collective capacity of the organizations from a gender perspective
Development of a Comprehensive Gender and Social Inclusion Action Plan and Policy
SAREP is reviewing policies that impact gender integration and supporting organizations to update their respective HR policies. This is being done with an aim to improve internal mainstreaming of gender-equity practices, leveraging the Engendering Utilities Framework and providing coaching support to partner companies to implement gender and social inclusion action plans..
Proactive Outreach and Advocacy for Gender Parity and Social Inclusion
Proactive outreach and advocacy activities are being undertaken regularly to focus on
- Women empowerment, as well as other genders and disadvantaged communities
- Encourage entrepreneurship, and
- Address the socio-political barriers to social inclusion in South Asia’s energy systems.
These include strategic communication campaigns, webinars, capacity addition workshops, and seminars.
Collaboration with South Asian Women in Energy (SAWIE) and Other Key Initiatives
SAREP is working with SAWIE and other reputable networks, initiatives, and platforms active in gender and social inclusion. These outreach initiatives are in alignment with technical initiatives. SAREP will also help SAWIE extend its mentorship, leadership, and training activities in the region and also partner with it to promote gender mainstreaming in the energy sector.
Cross-cutting interventions with technical and communication sub-activities
To ensure that all SAREP activities and sub-activities uniformly articulate Gender and Social Inclusion, there is a focus on:
1. Fighting Biases: Coordinating with communications to ensure there is no messaging that perpetuates gender stereotypes and verify that images and videos are gender-balanced.
2. Inclusion: Coordinating with technical teams to ensure that GESI requirements are communicated to stakeholders and partners. Technical teams work with the stakeholders to comply with adequate female and marginalized-group representation, participation, and consultation in applicable activities and events.
3. Representation: Communicate with stakeholders to make training more accessible to women and marginalized groups, and improve outreach to attain adequate representation, participation, and consultation.
4. Communication: Assimilating and creating education and information materials and methods that:
- Challenge gender stereotypes about women in the energy sector
- Compile the stories of women, youth, and other relevant social groups that seek to challenge stereotypical biases for their input in decision-making
- Highlight women and youth in the energy sector, and showcase them as role models
- Showcase case studies demonstrating best practices and lessons learned from integrating all genders and promoting women empowerment and social inclusion in the energy sector
- Are easily accessible, such as lunch-and-learn with prominent advocates in the gender and youth space, to disseminate key gender messages in the energy sector