Recruiting and Hiring: Diversity

Alberta’s electricity demands, particularly for renewable energy sources, have been growing steadily and are anticipated to continue increasing.

In the next few years, we’ll have to hire at least one new employee for every six we have now–even more if we lose anyone to the other industries that are competing for the same talent pool.2

And as more utilities shift from being sole providers of electricity to “energy service companies”, we increasingly need to develop agile teams with a broader range of skills, such as communication, leadership, problem-solving, learning and teamwork to better understand our customers’ needs.

To achieve the optimum mix of skills, employers must adopt more inclusive recruitment practices – such as broadening qualifications, and attracting and training candidates with non-traditional career and education backgrounds.3

A key means of achieving and maintaining the scalable, adaptable workforce we need in an ever more complex environment is the cultivation of diversity of thought and perspective in our organizations.

Is your workforce ready for the challenges ahead?

Our industry needs new skills and scalable teams

Meet the need for changing skills: The skills our sector needs are changing, we need to maintain a talent pool that will help address upcoming retirements, and the growth of renewable energy and emerging technology roles are sparking new interest in our sector.

Understand the many identities of our customers:  For example, newcomers to Canada are increasingly making Alberta their home. Currently 1 in 3 people living in Calgary and Edmonton were born outside of Canada.

Bring in a mix of skills to spark innovation: A shift to energy services, an increasingly complex sector landscape and competition for talent requires diverse thinkers to challenge the status quo, drive creativity and give us ‘an edge’.

A tailored diversity, equity and inclusion (DEI) business case for your organization can be used to:

  • Show hiring managers the value of considering a skilled candidate from a diverse talent pool for their team.
  • Strengthen leadership communications to staff and leaders about DEI.
  • Build awareness of the organization’s “why” for a commitment to DEI.
Defining Your Diversity, Equity and Inclusion Business Case

Demographic Drivers

Where are the diverse talent pools in your workforce?4

  • Alberta has a large, growing and young working-age population of off-reserve Indigenous peoples.
  • Newcomers to Calgary are more likely to have a bachelor degree or higher, compared to all Calgarians.
  • Calgary is ranked third in Canada in proportion of visible minority residents.
  • The province has the highest proportion of working-age persons with disabilities in Canada, which is set to grow as the Alberta population ages.