Our Work Sector Capacity Needs Assessment – A Nextier Intervention by thenextiergroup March 20, 2023 written by thenextiergroup With the increasing demand for better services from the Nigerian Electricity Supply Industry (NESI), more attention is being paid to performance management, performance implementation and quality of service. In response, the industry is activating and implementing policies and regulations that drive the quality of service. Capacity and performance improvement plans have become more commonplace in the sector’s recent operations. Developing infrastructure without the capacity to manage the market would be futile, and capacity building should accompany all other efforts. Historically, power sector stakeholders have recorded a lack of consensus around pathways towards achieving a Medium-Term Electricity Market (MTEM) coupled with identifiable capacity deficits within relevant agencies and capacity constraints. Nextier Power was commissioned to carryout a sector capacity needs assessment of some stakeholders at individual, institutional and systemic levels, taking account of business and operating models, feasible technology options and the preparedness levels of these agencies. In addition, the Nextier team was to propose a capacity development framework that would address the capacity shortfalls required to match the developing infrastructure. This would facilitate the creation of an enabling environment for an MTEM. The contributory roles of each institution to the management of the electricity industry and literature on the agencies’ capacities, operations and systems were thoroughly reviewed. In addition, an analysis of individual, institutional and system gaps taking account of business and operating models, feasible technology options and the preparedness levels of the client institutions enabled an understanding of what was imperative. Furthermore, comments and input from industry stakeholders enabled the development of a capacity development framework to match policies and regulations intended to drive the quality of service in the MTEM. A primary challenge the Nextier consulting team identified was the lack of intentional collaboration and coordination by the relevant agencies to move the system towards an MTEM. Furthermore, a significant hindrance was a lack of capacities needed by the Agencies to manage a more bilaterally advanced electricity market. Apart from identifying the challenges, the team made recommendations to facilitate synergy amongst the core stakeholders and sustain the capacity required to achieve the desired traction for enhanced service delivery in the Market. At the conclusion of the sector capacity needs assessment, Nextier recommended the need for targeted capacity building that would support the creation of the proper framework required to improve stability, manage performance, optimise improvement plans and enable operationalising the necessary operations agreements in the sector. Another recommendation by Nextier was the need to earmark financial (and other) allocations for the deployment of the Capacity Development Plan within the agencies and ensure intentional monitoring and evaluation to ensure it achieves the desired objective. A mix of in-house sector capacity development experts, technical advisers and the National Power Training Institute (NAPTIN) play a strategic role in addressing these recommendations. Also, collaborating with NAPTIN as a first recourse reduces the huge cost exposure usually associated with capacity development interventions of this nature. Despite the challenges faced, deploying the capacity development framework and accompanying sustainability plan has led to improvements in the power sector and strengthened capacities among the agencies. March 20, 2023 0 comment 0 FacebookTwitterPinterestEmail
Power Punch Ways to Enable Gender Inclusion in the Energy Sector by aisi March 10, 2023 written by aisi The energy sector has traditionally been male-dominated, with women underrepresented in various fields such as engineering, technology, and leadership. According to the International Energy Agency (IEA), women make up only 16 per cent of the traditional energy sector. This underrepresentation also limits the sector’s potential for innovation and growth. Therefore, it is essential to develop ways to enable gender inclusion in the energy sector. Some ways to achieve this goal are: Equal opportunities for women This action would involve removing the barriers that prevent women from pursuing careers in the sector, such as lack of access to training and education and stereotypes. Employers need to ensure that job postings do not have gender biases and that all applicants are evaluated based on their skills and qualifications, regardless of gender. Mentorship and sponsorship programs Mentorship and sponsorship programs can help women enter the energy sector and progress in their careers. These programs connect women with experienced professionals who can offer guidance, support, and advocacy. Energy sector stakeholders can establish mentorship and sponsorship programs to help women build networks, gain skills, and access leadership opportunities. An example of such a programme is the Power Africa Nigeria Power Sector Program (PA-NPSP) Energy Sector Women’s Leadership Initiative. Safe and inclusive workplace culture Creating a safe and inclusive workplace culture is a critical way to enable gender inclusion in the energy sector. This action includes establishing policies and practices that prevent harassment, discrimination, and bias. Employers need to provide training to employees on diversity, equity, and inclusion. They must also create a safe space for women to speak up and share their ideas and experiences. Female representation in leadership roles Increasing female representation in leadership roles is critical to enable gender inclusion in the energy sector. According to the World Economic Forum, less than one in five leadership roles in the energy sector are held by women. Women in leadership positions can serve as role models and advocates for other women, which can help break down barriers and create a more inclusive culture. Employers must implement policies supporting women’s advancement, such as flexible work arrangements, leadership development programs, and succession planning. Closing the gender pay gap The gender pay gap is a significant barrier to gender inclusion in the energy sector. On average, women in the energy sector earn less than men, which can discourage women from pursuing careers in the sector or cause them to leave the sector. Employers need to address the gender pay gap by conducting regular pay equity analyses and acting to close any gaps. Encouraging girls to pursue STEM education Encouraging girls to pursue Science, Technology, Engineering and Mathematics (STEM) education is essential to enable gender inclusion in the energy sector. STEM education provides the foundation for careers in the energy sector, and girls need to have access to these opportunities. Employers can partner with schools and community organizations to provide STEM education and mentoring programs for girls. Establish diversity, equity, and inclusion goals Establishing diversity, equity, and inclusion goals can help employers measure their progress and hold themselves accountable. Employers can set goals around increasing female representation, addressing the gender pay gap, and creating a more inclusive workplace culture. Regular reporting and transparency can help ensure that these goals are met, and that progress is being made. In conclusion, developing ways to enable gender inclusion in the energy sector is crucial for gender equality, growth, and innovation. Through the abovementioned recommendations, employers can improve female participation in the energy sector, which will create a more inclusive and diverse energy sector that benefits everyone. March 10, 2023 0 comment 0 FacebookTwitterPinterestEmail
