The Pembina Institute is pleased to be a signatory of Natural Resources Canada’s Equal by 30 campaign, a public commitment to work towards equal pay, equal leadership and equal opportunities for women in the clean energy sector by 2030. When we think about Canada’s clean energy transition, we need to make sure that the transformation happens in a way that is not only innovative and capable of meeting society’s need for energy, but also considers equity.

Pembina Institute staff photo

Equal pay, equal leadership and equal opportunities

Equal by 30 logoThe Pembina Institute is pleased to be a signatory of Natural Resources Canada’s Equal by 30 campaign, a public commitment to work towards equal pay, equal leadership and equal opportunities for women in the clean energy sector by 2030. When we think about Canada’s clean energy transition, we need to make sure that the transformation happens in a way that is not only innovative and capable of meeting society’s need for energy, but also considers equity. The need for greater diversity and inclusion is emerging as a critical component in any strategy for resilience in a world that continues to be subject to new global shocks and disruptions.

People of all sexes, gender identities, sexual orientations, races, ethnicities, ages, and abilities have a stake in the transition to a new energy economy. The Pembina Institute seeks not only to make the world better, but better for everyone.

“As a nation, we are coming to grips with a number of disproportionate social and economic impacts right now. We are dealing with significant social and economic differences in the impact of the pandemic on lives and livelihoods. And we have already experienced first-hand some of the disproportionate risk and impact that climate change can have on communities and vulnerable populations that can least afford it. For all these reasons the need for greater diversity and inclusion is emerging as a critical component in any strategy for resilience in a world that is going to continue to be subject to new global shocks and disruptions.

“How are we going to change the world with half the population of the world under-represented?”

- Linda Coady, Executive Director

Our preliminary commitments

  • We will work to prevent discrimination in recruitment practices by taking non-traditional career trajectories and non-standard work experience into account in recruitment decisions. We will ensure a balance of gender representation on every hiring committee.
  • We will aim for equal representation of women* at all levels of the Pembina Institute and report on these results annually.
  • We will aim for equal representation of women as board members at the Pembina Institute and report on these results annually.
  • We will recognize non-binary gender identification and support use of inclusive pronouns.
  • We will conduct an annual gender-based analysis of pay at the Pembina Institute including breakdowns of pay levels for all staff, director-level positions and other positions, and report on these results annually.
  • We will assess and ensure our policies support flexible work hours, telecommuting, working part-time, and parental leave.
  • We will continue to learn about gender equity and Equal by 30 principles, including to facilitate the exchange of best practices and knowledge-sharing where possible among our peers, clients and supporters.

 *This includes all people who identify as women.

How we’re doing

We have established an internal working group with a representative from senior leadership and diverse gender representation. Our organization currently has 54 staff and 12 board members.

Results

  • Over 60% of our executive and management positions are held by women.
  • As of July 2020, our board consists of over 40% women; until 2020, women made up only 10% of our board.
  • For all staff, the median salary is 4% higher for women than for men.
  • For director-level staff positions, median salary is 6.5% higher for men than for women.

For an organization like the Pembina Institute with a small staff, some deviations are expected due to wide variety of other factors that inform salaries (e.g. education, work experience, level of responsibility and different job descriptions).

These commitments are only a starting point for the organization. Moving forward, we will work to identify additional opportunities to ensure that the transition to a clean economy is just and inclusive. 

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