Diversity, equity & inclusion strategies
considered male-dominated, JEP’S data shows that the group is progressing positively. Out of the seven promotions during this period, four are women.
“With the company’s investment in education, we should see more women entering the industry at all levels,” Reynolds declared.
When asked about the benefits of DEI in the workplace and some of the challenges experienced, she added, “Our diversity strategy has created an environment that boosts innovation and creativity, provides a better understanding of our internal customer’s needs, widened the talent pool, and reduced negative emotions and prejudices. However, a limitation is, while wheelchair-accessible facilities and special parking for the disabled exist at our head office, due to the infrastructure and nature of operations of the plants, it is challenging to have individuals with disabilities working at the facilities.”
Diversity is not only necessary at the JEP Group but contributes to better work culture.
“A diversity strategy is imperative as it creates new perspectives, better employee performance/relations and establishes the path for moving from design to implementation. Strategy creates the foundation for company cultures and practices,” she continued.
The tools used to measure its success are equally important and crucial to the company’s DEI strategy. The company benchmarks and measures the success of its diversity strategy through its contributions to the 17 United Nations Sustainable Development Goals.
Some critical achievements under these goals include, in addition to the over 400 permanent and seasonal workers the company employs, JEP’S unskilled work programme that provides jobs for neighbouring community members valued at over US$1.5 million within the last five years.
Permanent employees receive a robust health and pension plan with counselling services when required. In addition, the company provides quality education through training and apprenticeship programmes. In addition to the DEI policy, JEP promotes gender equality and has an active anti-harassment/anti-sexual harassment policy.
Through scholarships and internships, the organisation has hired and trained employees, some from communities surrounding the facilities, who have become leaders and continue to climb the corporate ladder.
The group also achieved 1,100 training hours in 2021, prioritising gender equality, gender-based violence, DEI, and sexual harassment for all levels of staff.
“I see women being a strong force in the clean energy transition,” Reynolds said. “However, having more females doesn’t necessarily contribute to more innovation. Instead, it is having a more diverse workforce, where getting different views from different backgrounds drives innovation and provides greater accessibility for everyone.”
When asked how she envisions diversity in the company over the next five years, she stated that she sees technology as an enabler.
“We embrace technology to accommodate everyone, especially persons with disabilities. Even though we don’t have persons with challenges, we support the entities, particularly the Jamaica Society for the Blind and Jamaica Association for the Deaf, that provide social services and advocate for these groups,” she said.