| Chair(s): |
Fiona RAYMENT, United Kingdom |
Secretary: |
Florence MAHER (florence.maher@oecd-nea.org) |
|---|---|---|---|
| Vice-Chair(s): |
Lisa MCBRIDE, Canada Aleshia DUNCAN, United States | ||
| Member(s): | All NEA member countries* | ||
| Russia (Suspended*) | |||
| *Russian Federation suspended pursuant to a decision of the OECD Council. | |||
| Full participant(s): |
European Commission Under the NEA Statute | ||
| Observer(s)(International Organisation): |
International Atomic Energy Agency (IAEA) By agreement | ||
| Date of creation: | 01 January 2024 | ||
| End of mandate: | 31 December 2026 |
Mandate (Document reference):
Mandate (Document extract):
Extract of document NEA/NE(2023)13/FINAL
Mandate
The mandate of the NEA High-Level Group on Improving the Gender Balance in the Nuclear Sector (HLG-GB) is to facilitate the implementation and monitoring of the OECD Recommendation of the Council on Improving the Gender Balance in the Nuclear Sector [OECD/LEGAL/0496]. This includes collecting and organising the data necessary to inform policymakers, and developing international policy, guidance, toolkits and best practices to help member countries address barriers and challenges related to the development and advancement of careers for women in the nuclear sector. The HLG-GB serves as a forum for discussion and sharing information as well as an action-oriented vehicle for collecting data, analysis, and elaborating policy and guidance for tracking and increasing the contributions of diverse women to the sector to achieve gender balance.
Background
In recent years, many countries have made important steps in increasing female representation in leadership positions, promoting women’s entrepreneurship and encouraging more young women to study science, technology, engineering, and mathematics (STEM) subjects. In 2013, the OECD Council adopted the overarching Recommendation on Gender Equality in Education, Employment and Entrepreneurship [OECD/LEGAL/0398]. It provides an important foundation and approach to guide governmental policy to address gender inequality across sectors. This was complemented in 2015 by the Recommendation on Gender Equality in Public Life [OECD/LEGAL/0418]. However, women have continued to be under-represented in STEM fields, and significantly in nuclear science and technology, where women are in an even greater minority in leadership positions. This gender gap has important implications for the future of nuclear technology applications in many areas, including the generation of low-carbon heat and power. The gender imbalance in the nuclear sector represents a tremendous loss in both qualitative and quantitative terms, as studies show that science and engineering benefit from diverse teams to drive innovation and productivity, and that diverse teams deliver higher performance. There is an increasing recognition that achieving gender balance in the nuclear workforce, including in STEM and leadership positions, is essential for the long-term vibrancy, sustainability, and innovation of the nuclear field.
A significant, global shift in workforce demographics is currently underway, with an increasing demand for trained staff in all areas related to nuclear technology, including energy applications, medicine and scientific research. The urgency of maintaining certain skills has been repeatedly highlighted by NEA member countries. To mitigate the risk of future shortages, capacity-building efforts focusing on STEM fields in general and on the nuclear sector in particular need to be sustained and reinforced. A crucial component of building the nuclear pipeline is attracting diverse women into the nuclear sector and supporting and developing them to succeed and to take on leadership positions.
NEA member countries raised gender balance as a matter of increasing importance that would benefit from international co-operation. In response, the NEA Secretariat organised an Exploratory Meeting on Improving the Gender Balance in Nuclear Energy held 10-11 December 2019 in Paris, France. The main findings of the meeting, presented in document [NEA/NE(2020)16] highlight that:
The Steering Committee for Nuclear Energy “the Steering Committee”, at its 140th session, noted the observations and outcomes of the meeting presented in document [NEA/NE(2020)16] and supported the development of follow-up actions to improve the gender balance in nuclear energy under the auspices of the NEA [NEA/SUM(2020)3]. It chartered a task group in September 2021 [NEA/NE(2021)15/REV1] to undertake the following:
i) review existing efforts and suggest approaches for the collection of data and analysis relevant to understanding the challenges to increasing the number of women in nuclear technology and leadership positions; organise the collection and analysis of relevant data;
ii) examine the need for and, if appropriate, formulate a proposal for an OECD policy instrument that would provide a policy framework to support countries working to enhance the contribution of diverse women in the nuclear sector; and
iii) support developing targeted communications, increasing engagement and education activities to enhance the contribution of diverse women in the nuclear sector.
In fulfilment of these objectives, the task group collected data and developed a policy framework and recommendations that were published in March 2023 as a report, Gender Balance in the Nuclear Sector. With this data as the evidentiary base, the Steering Committee approved a proposal for an international policy instrument in May 2023 and agreed to transmit it to the OECD Council for adoption in order to give in greater reach, visibility and impact [NEA/SUM(2022)2] [NEA/NE(2023)6/REV1]. The Recommendation of the Council on Improving the Gender Balance in the Nuclear Sector was officially adopted at the OECD Ministerial Council Meeting on 8 June 2023 [OECD/LEGAL/0496] (hereinafter the “2023 Recommendation”). The 2023 Recommendation consists of a framework of three pillars, Attract, Retain and Advance, with targeted recommendations under each, plus provisions for data and accountability.
Scope
The HLG-GB will support NEA member countries’ efforts to diversify and improve the gender balance in the nuclear sector in accordance with the 2023 Recommendation. This entails formulating guidance for implementing the 2023 Recommendation, including toolkits and best practices, as well as collecting data and analysis to monitor the Recommendation’s effectiveness. The purview includes women’s employment in the public and private domains of the nuclear sector and the education pipeline leading thereto.
Gender balance for the purpose of the HLG-GB is defined as the achievement of participation by women in all fields and at all levels of seniority in nuclear sector organisations in numbers reflecting an equitable distribution of life’s opportunities and resources between women and men.
Membership
The HLG-GB shall be composed of high-level representatives with policy-level responsibilities, significant and recognised expertise, or strong motivation to advance the cause of gender balance within the nuclear sector. Representatives shall be nominated by NEA member countries. Representation will be wide-ranging and may include government officials, industry and research institute experts, and academia.
Objectives
The main objective of the HLG-GB is to support NEA member countries to enhance the contribution of diverse women and to improve the gender balance in the nuclear sector in accordance with the 2023 Recommendation, including facilitating its implementation and monitoring. In order to accomplish this, the High-Level Group will operationalise the 2023 Recommendation’s instructions for the Steering Committee to:
a) continue its work of collecting and mapping data received from the 2023 Recommendation’s Adherents through national surveys co-ordinated by the Nuclear Energy Agency to support the implementation of the 2023 Recommendation;
b) continue serving as a forum for exchanging information and best practices for facilitating and co-ordinating action on increasing the contributions of women to the nuclear sector;
c) develop practical guidance and tools to support Adherents’ implementation of the 2023 Recommendation; and
d) report to the Council on the implementation, dissemination, and continued relevance of the 2023 Recommendation.
In carrying out the above, the HLG-GB will bridge gaps in international gender balance efforts through routine interfaces with like-minded groups and organisations.
Working methods
The HLG-GB will conduct its activities through plenary meetings (twice a year, and more as needed, upon decision of the HLG-GB and taking into account the Secretariat’s resources) and through the organisation of forums, seminars and workshops as agreed by the members of the HLG-GB.
The HLG-GB will elect a Chair to co-ordinate and facilitate the work of the group. As determined by the HLG-GB members, a Bureau may also be formed to support the Chair.
The HLG-GB will report to the Steering Committee for Nuclear Energy at least once per year.
As needed, the HLG-GB may form sub-groups to carry out specific tasks. Membership in the sub-groups may be broader than participation in the HLG-GB.
Sub-groups should be aligned with the 2023 Recommendation’s policy framework in order to develop targeted guidance and implementation on:
a) attracting women into the nuclear sector, including supporting the development of targeted communications and education activities;
b) retaining and supporting women in the nuclear workforce;
c) advancing and developing women in the nuclear sector as leaders and enhancing their contributions; and
d) data collection and monitoring accountability.
Interactions
The HLG-GB will share updates, collaborate as appropriate, and aim to develop a network with other entities seeking to improve gender balance in the nuclear sector and the broader STEM field, such as the Women in Nuclear (WiN) network, the NEA Global Forum on Nuclear Education, Science, Technology and Policy, the International Gender Champions Impact Group (IGC‑IG) on Gender Equality in Nuclear Regulatory Agencies and the International Atomic Energy Agency (IAEA).
The HLG-GB will also co-operate with other OECD bodies and initiatives to improve gender equality in the energy and STEM sectors, including the International Energy Agency (IEA), the Employment, Labour and Social Affairs Committee (ELSAC), the Education Policy Committee (EDPC), the Public Governance Committee (PGC), the OECD Friends of Gender Equality Plus (FoGE+) and the OECD Forum on Gender Equality.
Deliverables
The HLG-GB, with the support of the Secretariat, will produce reports and other documents deemed appropriate by its members and the Steering Committee for Nuclear Energy. The HLG-GB will establish mechanisms for co-ordination of projects and priorities with other entities seeking to improve gender balance.
The objectives described above will be achieved through the following activities:
