PROMISING BEST PRACTICES FOR THE ADVANCEMENT OF WOMEN IN SCIENCE AND ENGINEERING: THE CASE FOR UGAND

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• PROMISING BEST PRACTICES FOR THE ADVANCEMENT OF
  WOMEN IN SCIENCE AND ENGINEERING THE CASE FOR
  UGANDA ELECTRICITY DISTRIBUTION COMPANY LIMITED
  (UEDCL)
• Presented at the Forum for Women in Engineering
  Science
• By
• Irene Muloni
• Managing Director
• Uganda Electricity Distribution Company Limited

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Presentation Layout
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• Uganda Country Brief
• The Global Policy Context
• The National Policy Context
• Status of women in Science and Engineering in
  Uganda
• The Case for UEDCL
• Conclusion
• Recommendations

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Uganda Country Brief
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• Once known as The Pearl of Africa, Uganda lies
  in the heart of Sub-Saharan Africa astride the
  Equator, bordering Kenya to the East, Sudan to
  the North, Democratic Republic of Congo to the
  West and Tanzania and Rwanda to the South.
• The country has become a model of reform in
  Africa due to its success in implementing
  Economic Reform Programmes.

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Geographical Location
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Country Data
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• Land Area 197,097Sq.Km
• Water Swamps 43,942 Sq.Km
• Altitude 1,000m above Sea Level
• Mean Temp. 21ºC
• Minimum temp 12.5ºC
• Maximum temp 30ºC
• Annual rainfall 1,380 mm
• Population 24.7 Million - 2002 Census
• Literacy rate 61
• Electricity Access 9 Population.
• Real GDP per Capita US320 per annum

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The Global Policy Context
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• We cannot talk about womens advancement before
  examining the enabling environment within which
  we are operating globally. Various international
  instruments have been put in place to address the
  unequal power relations. These include the
• Beijing Declaration and Platform for Action (PFA)
• Convention on the Elimination of All Forms of
  Discrimination Against Women (CEDAW), and
• Millennium Development Goals (MDG).

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The Global Policy Context
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• Singling out the Beijing Declaration and
  Platform for Action, not only because the spirit
  and commitment of Beijing has the capacity to
  transform the lives of women globally, but also
  because
• The Beijing 10 process, gives us an opportunity
  to review the very commitments made in Beijing,
  assess progress made and impediments met.
• In the area of training in Science and
  technology, the PFA was very clear on actions to
  be taken by governments with the support of other
  actors.

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The Global Policy Context
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• It is, therefore, important that in 2005 during
  the Council on the Status of Women in New York,
  we critically access progress made in these
  areas, particularly with a lens on science and
  engineering education and training in our
  countries as spelt out in the PFA.
• It is also important to note the importance of
  the year 2005, in relation to the review of the
  Millennium Development Goals, particularly in
  attaining gender parity in education. The MDGs
  review in September 2005 should also be targeted
  to ensure that our voices are heard on the issue
  of attaining the MDGs.

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The National Policy Context
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• Uganda is a signatory to the above international
  instruments and has put in place several policies
  and institutional frameworks to address the
  gender imbalance in power relations at the
  national level
• The primacy of womens rights lies in the
  National Constitution 1995, which recognizes the
  equality of all persons irrespective of sex,
  religious belief or disability.
• The constitution also provided for the
  establishment of an Equal Opportunities
  Commission, although this has not been
  established to date.
• Affirmative Action that provides for
  representation of a woman Member of Parliament
  for each district and a third of all government
  local councils leaders must be women.

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The National Policy Context
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• A National Gender Policy was developed in order
  to realize the goals of the African and Beijing
  Platforms for Action at the national level. It
  aims at guiding and directing at all levels, the
  planning, resource allocation and implementation
  of development programmes with a gender
  perspective.
• The Universal Primary Education Programme
  provides tuition-free education. Government is
  now looking at the possibility of Universal
  Secondary Education
• The Gender Weighting Scheme, a programme
  developed and implemented by Makerere University
  to enhance the number of female admissions, gives
  female students 1.5 extra points in the
  qualifying process for university education. This
  has now been extended to all tertially
  institutions of learning.

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The National Policy Context
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• The Poverty Eradication Action Plan (PEAP) which
  is Ugandas Poverty Reduction Strategic Plan
  (PRSP) has just gone through its second revision
  and has been able to mainstream gender in the
  five pillars.
• In terms of education, the Universal Primary
  Education (UPE) Policy put in place in 1997, to
  provide tuition-free education for primary school
  children has more than doubled the enrollment
  rate from 2.7 million to 6.9 million per year at
  the primary level. The challenge is to ensure
  that children, particularly girls, are retained
  through the education system. Available
  statistics on secondary school enrollment point
  to the challenge of attrition through the
  schooling system.

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The National Policy Context
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• A Draft National Employment Policy is also under
  consideration (UBOS, 2004). It sets out the
  principles and strategies among which are
  non-discrimination. If implemented, it will go a
  long way towards realizing the rights of women to
  work and in the workplace. The main objectives of
  the employment policy are
• Promote the goal of full employment
• Secure improvement in the productivity of labor
• Provide full opportunity to each worker
• Safeguard the basic rights and interests of all
  workers, and
• Stimulate economic growth and development
•  

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Status of Women in Science and Engineering in
Uganda
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• In Uganda, the involvement and status of women in
  science and engineering is generally low.
• The statistics of graduates in science and
  engineering from tertiary institutions in Uganda
  show that relatively fewer women qualify as
  scientists and engineers as compared to men,
  albeit a slow and steady increase in the number
  of women pursuing careers in these fields.

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School Enrolment
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Choice Of Subjects
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Factors affecting the choice of Science and
Engineering Careers
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• In Uganda, a number of factors have hindered the
  choice scientific and engineering careers
• Socio-Cultural biases
• Discrimination against women
• Inadequate and poor science facilities
• Insufficient role modelling and mentoring
• Poor remuneration of scientific and technological
  professionals
• HIV/AIDS pandemic
• Internal conflict situation in the North

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Factors hindering Career Advancement of Women
Engineers and Scientists in Uganda
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• Insufficient Scholarship opportunities
• Multiple Roles played by women
• Discrimination against women
• Inadequate remuneration
• Harassment and undermining at workplaces

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The Case for UEDCL
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• UEDCL was established on 1st April 2001 , after
  the unbundling of Uganda Electricity Board, once
  a vertically integrated company.
• Is a limited liability company fully owned by the
  government of Uganda.
• Owns, operates and maintains the electricity
  distribution network in Uganda at 33 kV and
  below.
• Currently undergoing privatization through a 20
  year term concession.

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Core Business
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• The company
• Purchases electricity supply in bulk from a bulk
  supplier (UETCL)
• Distributes it throughout the country
• Retails it to customers
• Offers customers service through 39 District
  Offices
• Exports and imports power from Rwanda, a
  neighbouring country

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Business Statistics
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• Annual turnover About US 80M
• Number of customers About 250,000
• Number of staff About 1,500

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Organization Structure
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• Currently led by a team of 4 Board members of
  whom 1 is a woman, representing 25.
• Managed by a team of 17 Managers of whom 2 are
  women, representing 12.
• Professionals who operate the business are 298 of
  whom 107 are women, representing 36.
• Support staff total 1215 of whom 235 are women,
  representing 19.
• In total, there are currently 1532 human beings
  in UEDCL of whom 345 are women, representing 23.
  

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Human Resource
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Categories of Staff
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Female Technical Staff in UEDCL
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Percentage Women Engineers in UEDCL
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Employment Policy
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• UEDCL is an equal opportunity organization that
  offers equal opportunities to both men and women.
  This is explicitly indicated in the employee
  manual and whenever there are advertisements for
  jobs available in the organization.
• Recruitment of engineers has not been done for
  some time now because of the change
  (privatization) process the company is undergoing
  right now. Nevertheless, whenever an opportunity
  arises, equal opportunity id given to both men
  and women.

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Training and Advancement
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• The current privatization change that the company
  is undergoing has greatly impacted on the
  opportunities that used to exist for training and
  advancement before the restructuring of the
  energy sector in Uganda.
• Long-term courses are no longer focused on
  because of the pending transfer of the business.
  As a matter of fact, anyone opting for long-term
  advancement away from the work place has to
  resign from work to avoid any complexities that
  could arise on their return when the business has
  already been transferred to a private investor.
• Short-term courses largely organized locally are
  available for both men and women, without
  discrimination.

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Challenges at the workplace
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• Small number of women in decision-making
  positions to influence decisions and make an
  impact
• Limited advancement programs requiring self
  initiative for self-sponsorship
• Multiple roles played by women resulting in
  little time for advancement
• Undermining by male chauvinists
• Lack of support by fellow women
• Gender bias and discrimination against women
• Measuring womens competence and appreciating
  their contribution takes a lot more than it is
  done for men

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What Promising Best Practices at UEDCL?
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• Having a competent woman of integrity in the top
  position makes all the difference. More women in
  the Board Rooms ensures that women interests
  are taken care of at all levels right from
  policy, through programmes and action. Since I
  assumed this top position in April 2002, I have
  used it to advance the cause of women. More women
  have been appointed to higher positions of
  responsibility in the organization.

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What Promising Best Practices at UEDCL?
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• Having a gender sensitive employment policy
  enables womens advancement. In UEDCL, although
  an equal opportunity organization, there is now
  deliberate effort to ensure women representation
  at all levels, through promotions and
  recruitment. Through this, there is an increased
  number of women in senior positions.
• A year ago we recruited about 100 meter readers.
  These people use motorcycles to visit customer
  premises to pick readings. Two managers asked
  whether we would recruit women since there is
  motorcycle riding. Of course was my immediate
  answer. I instructed the procurement manager to
  ensure that we have cycles for ladies procured as
  well. It was a bit late but nevertheless, they
  have turned out to be the best riders. In future,
  all these special needs will be put into
  consideration.

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What Promising Best Practices at UEDCL?
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• Recognition and reward is another practice that
  promotes women advancement at the workplace. Out
  of the 3 females who were promoted to District
  Managers, one turned out to be the best Manager
  of the year in managing business at that
  administrative unit. She was recognized and won
  the highest bonus for her unit.
• Skills training is crucial in equipping women the
  necessary skills to compete favourably. Women who
  have enrolled on evening programmes at higher
  institutions of learning to advance their careers
  have been encouraged. In addition, whenever there
  is an opportunity, women are not left out.

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What Promising Best Practices at UEDCL?
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• Email/Internet facilities at the workplace and
  home enable advancement through on-line programs.
  All professionals at UEDCL have these facilities
  at work through a WAN, and can advantage of them.
  
• I personally did an on-line MBA program, and
  hence was able to learn while working and staying
  with my family.

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What Promising Best Practices at UEDCL?
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• Networking with other organizations helps in
  getting opportunities, exposure and good
  contacts
• I am a senior fellow for the Gender Advisory
  Board to the UNCSTD, for the Africa Region.
  Through this, I have been offered an online PHD
  program in the Netherlands to advance my career.
• I am also a member of the British Council
  leadership Forum in Uganda. Through this we share
  and get exposed to leadership best practices,
  which are crucial for advancement.

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Conclusion
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• Figures and facts on women in science and
  Engineering is crucial for policy formulation and
  implementation
•  
• Knowledge and skills are important for
  competitive advantage and advancement of women
  engineers and scientists in the global job
  market.
•  
• Self-confidence, assertiveness, vision and
  integrity are crucial for womens success and
  advancement in science and engineering.
•  
• Performance and good conduct at the work place
  are paramount for recognition, visibility and
  advancement of women.
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Conclusion
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• Representation of women scientists and engineers
  in key positions of leadership and
  decision-making are critical to the drive of
  increasing numbers of women in those fields and
  in positions of responsibility.
• More women in the Board Rooms ensures that
  women interests are taken care of at all levels
  right from policy, through programmes and
  action.
• 7. Technologies that facilitate women to work,
  learn and live with their families must be
  promoted in order to balance the multiple roles
  of women. Online programmes have proved this a
  reality.
•  
•  

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Conclusion
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• 8. Recognition is a good driver of promoting and
  encouraging women to venture, stay and advance in
  the fields of science and engineering
• 9. Sponsorship programmes are critical in
  facilitating and enabling women to advance in the
  science and engineering fields.
•  
• 10. Networking is very important in assisting
  women to share experiences, and support fellow
  women.

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Recommendations
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• Women are encouraged to compete for leadership
  and decision-making positions to advance the
  womens cause.
• Research and documentation of gender-segregated
  data on women engineers and scientists to show
  the realities on the ground is an important tool
  for lobbying and advocacy and must be encouraged
  at all levels.
• Lobby and advocate for enabling policies,
  programmes and practices that promote women in
  science and Engineering education and work and
  for those women already in leadership positions,
  ensure that this is achieved.
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Recommendations
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• 4. Give recognition to those who have made it and
  promote the image of women.
•  Acquire skills that enable you to compete
  favorably with men and get influential jobs.
• Participate in networking activities that link
  you to others to share, learn from them, seek
  support from them and get valuable contacts.
•  
•  

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Recommendations
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• 7. Mentor others and serve as role models
  wherever possible and appropriate.
• Solicit for programmes and sponsorship to enable
  educational and skills training for the
  advancement of women in science and engineering.
• Promote technologies that support womens
  advancement while playing the multiple roles.
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END
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• THANK YOU FOR YOUR KIND ATTENTION