Women in energy sector

After the financial and automotive sector of the Deloitte, this time is pleased to work in most energy industries, according to the research that examines the location of the woman in the energy sector, but it wants to see more women leaders in the sector. One of the two women’s employees also think that it creates a disadvantage of the career journey of being a woman. According to the report, there are many steps that women need to be taken into the energy sector and to be taken further in the direction of providing long-term work.

ELDER, EÜD, ETD, GAZBİR and]] PETFORM]]]] is carried out in cooperation with the well-held non-powered organizations of the sector and is pleased to be in the energy sector ]]]], according to the research that energy sector has taken part 565 white-collision women from the energy sector. The occupation 27% count that they can choose to be another sector, and if they are able to do this transition, they are told that they can prefer and space technologies, especially in education and technology.

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Themost of women in the energy sector in Turkey ]]](%]]]] is student to be the senior manager. 14]]] while part of the middle-level manager, 19% also have entrepreneurship goal.

]59% of women are a way to reach their main career. On the other hand, one of the most important reasons why they want to leave the industry, is the less of the opportunities for progress in the ‘Career’ way. This also supports numbers that arises in promotion: Despite the fact that more than 5 years of employees in the last company are 40%, the rate of women who have never received terfi in the last company is 61% and before the rate of terfi areas is 27]].

Deloitte ranks that companies in the energy sector should be found in the future agent:

1. More women in management teams: Male dominant perception should be shot and women are breaking 'Glass ceilings'... [

[2. Applications in accordance with the gender equality]: This should be done into the norm in the sector and the distribution of women-men in leadership level should be understood.

3. Application of mentoring and development programs to create new women leaders:[ It is a mentor of 46% of rights and states that their 91% have positive impact on their mentor’s career; while the rate of mentoring itself appears to be 5%. Mentors are essential to grow female leaders in the industry.

4. The creation of more flexible working conditions and comfortable working spaces:]]] It is necessary to break the perception that there is no work and special life balance. For women, flexible, home/extension work conditions and comfortable working conditions should be created and shown with actions. [

5. Women’s employees squirting to the energy industry early:] The industry’s young women make it appealing and the exercises for it is important. [

6. Support for development personal and training:[The most positive opportunities for women in the energy sector and the most important issues. [[

7. Write a harmonious and rooted story: The success stories that can be perceived as a common inheritance that includes culture and harmony and as a community can increase the sense of commitment to women’s energy sector and the value they give. The role of female leaders that will appear in the energy sector again in this story writing is important.

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