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1 Presentation to ENERGIA, the International Network on Gender & Sustainable Energy December 12-13, 2011 – Amsterdam, Netherlands Presentation to ENERGIA,

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Presentation on theme: "1 Presentation to ENERGIA, the International Network on Gender & Sustainable Energy December 12-13, 2011 – Amsterdam, Netherlands Presentation to ENERGIA,"— Presentation transcript:

1 1 Presentation to ENERGIA, the International Network on Gender & Sustainable Energy December 12-13, 2011 – Amsterdam, Netherlands Presentation to ENERGIA, the International Network on Gender & Sustainable Energy December 12-13, 2011 – Amsterdam, Netherlands Mainstreaming Gender at Kenya Power & Lighting Company (Kenya Power ) Presented by Anne Owuor, Debt Control Manager & Gender Co-ordinator

2 2  The Organization  Trigger to GMS in Kenya Power  GMS at Kenya Power  Progress Made  Challenges & Opportunities  Action Plan  Conclusion

3 3 The Organization 3

4 4  Limited liability Company listed in the Nairobi Stock Exchange  Majority Government Shareholding  Mandate: Transmit, Distribute and retail electricity to customers throughout Kenya.  Population Electricity Access 29%  Key statistics: ◦ 1,753,348 customers as at end of June 2011 ◦ Currently, the total staff at KPLC stands at about 11,000 in various categories such as executives, senior standards, standards, standard unions, union, contracts, 3 months temporary and day workers ◦ 8,543 employees as at 30 th June 2011, 80% of whom are male & 20% female- full time employees. ◦ Day casuals are 3546 of which 90% are men & 10% men

5 5

6 6 6  Ministry of Energy (MOE) – sectoral policy, supervision and interventions  Energy Regulatory Commission (ERC) – Enforcing regulations, licensing power companies, customer protection, approving Power Purchase Agreements and Tariff Reviews  Energy Tribunal – Resolution of disputes in the energy sector  Kenya Electricity Generation Company (KenGen)– Largest electricity generation company that is majority Government owned  Kenya Power & Lighting Company Ltd. (KPLC) – Generation at off-grid stations, power purchase, transmission, distribution and retail sales of electricity  Rural Electrification Authority (REA) – Implementation of the Rural Electrification Program (scheme construction)  Kenya Electricity Transmission Company Ltd. (KETRACO) - Development and ownership of new transmission lines  Independent Power Producers (IPPs) – Private sector power generation companies selling bulk power to KPLC Electricity Sub-Sector Players

7 7 7  Geothermal Development Company – established in 2009 to develop geothermal steam fields for subsequent use in geothermal electricity generation by generation companies  Cross Border Electricity Trade  Uganda Electricity Transmission Company Ltd (UETCL) – an external electricity trader interconnected to Kenya by a 132kV transmission line who import from and export electricity to Kenya  Tanzania Electricity Supply Company (TANESCO) – an external electricity trader supplying and importing across border electricity to border towns.  Ethiopia Electric Power Company (EEPCO) – cross border electricity supply Electricity Sub-Sector Players contd.

8 8 CAGR – 18% CAGR – 15% Profit before Tax Total Assets Compounded Annual Growth Rate (CAGR) computed upto 30 June Lessons From Past 5 Years Total Number Customer Accounts Sales GWh CAGR – 5.3% 8 CAGR – 16%

9 9  Creation of Ketraco, REA and GDC  Energy Scale Up Program targeting 1million new households in the next 5 yrs at cost of KShs. 84 billion  Planned Regional Interconnection projects e.g. Connection to Southern Africa Power Pool, Ethiopia and 2 nd Uganda line.  Public private partnership framework to facilitate procurement of new projects that augment capacity e.g. geothermal, thermal, wind  Green energy investments through Feed-in-Tariff Major New Developments In the Electricity Sub-Sector

10 10 The Economic Pillar of the Vision 2030 Economic Plan envisages major infrastructural development to facilitate economic growth. The company’s contribution are in the following aspects:  Planning and implementation of distribution reinforcement and upgrade infrastructural projects  Procurement of electricity generation capacity  Participating in planning of transmission capacity expansion  Promoting green energy in the electricity sub-sector  Improving electricity supply quality and reliability  Maintaining a high pace of new customer connectivity  Enhancing access to electricity

11 11 KenGen is the largest electricity bulk supplier providing 66% of energy in 2010/11 to date. IPP’s supply 30%, Emergency electricity (Aggreko) 4% and imports less than 1%. Energy Purchase by Source 11

12 12  GoK’s Gender Equality & Development Sessional Paper 2 of 2006  Directive by PS, Secretary to Cabinet and Head of Public Service: Circular dated 12 th June Appt of Gender Officers in all Ministries & Parastatals  Directive aligned to a host of Int’l human rights treaties ratified by Kenya namely; ◦ Un Convention on Elimination of Discrimination against Women (Mar 9,1984) ◦ Beinjing Platform for Action (Sept 15, 1995) ◦ The Millenium Declaration & Development Goals (MDG’s) – Sept 8,2000 ◦ African Charter on Human & People’s Rights on Rights of Women in Africa (Dec 12, 2003)  New Constitution (promulgated in August 2010): Enhanced focus on gender issues and endorses a 30% target for inclusion of Women in decision making bodies  Currently, GoK is reviewing the National Gender Based Affirmative Action Policy as a Constitutional Requirement

13 13 GMS at Kenya Power 13

14 14  Government through the Permanent Secretary, Public Sector Reforms & Performance contracting included GMS as an indicator to evaluate State Corporations from 2009/10  : ◦ Gender Officer furnishes the Gender Commission quarterly on the status of GMS at Kenya Power on behalf of Kenya Power’s s MD & CEO ◦ Team members attended various training on GMS arranged by the Government through the Ministry of Gender, Children & Social Development  2009: Gender Committee identifies key documents that need to be developed to guide the exercise in Kenya Power namely: ◦ Initial External & Internal Assessment of as a Gender Responsive Organization and Status of GMS ◦ Gender Mainstreaming Policy ◦ Equal Opportunity Policy ◦ Sexual Harassment & Discrimination Policy ◦ Five Year Strategic Plan for GMS ◦ 5-Year GMS Monitoring and Evaluation Framework

15 15  Appointment of a Gender Committee  Gender Coordinator: Anne Owuor- Debt Control Manager  Gender committee is comprised of 4 men and 4 women: - Bernard Ngugi - Stores & Stock Control Manager Kevina Wepukhulu -Benefits & Welfare Manager Stanley Ng'etich - Deputy Regional Manager (N/Rift) Peter Njenga - Chief Engineer Customer Service Mary Kirui -Senior Engineer Distribution Agnes Obara - Planning Officer Hogla Wanjohi - Business Branch Head Gregory Ngahu - Communications Officer  The journey of mainstreaming gender within the Company has taken some time. First there was need to come up with a framework so that GMS could have a solid foundation and a consultant was engaged to assist.

16 16 The Gender Committee realized that there had been constraints in the following areas: - Technical and past experience; Knowledge of the governmental mandate on gender mainstreaming; Knowledge on the linkages between gender and the areas of work of the different departments; Capacity to incorporate gender perspectives and Undertaken gender mainstreaming in an organisation; And therefore decided to look for expertise from the market.

17 17  2009: Tendering for a GMS Consultancy and consequent commissioning of ETC/ENERGIA in partnership with Practical Action Eastern Africa.  May 2011 – Board Approval of Key documents from the Consultancy namely Kenya Power’s GMS Policy, Sexual Harassment & Discrimination and Equal Opportunity Policies; Strategic Plan for & Monitoring & Evaluation Framework  Ongoing: Dissemination of the Policies to all Staff.

18 18  Initial assessment revealed: ◦ Top Management support ◦ Affirmative action practiced in recruitment ◦ Some areas female dominated – Call centre ◦ Limited female contribution to policy decisions ◦ Communication (media adverts) have a male face ◦ Women stagnate due to family responsibilities eg maternity leave ◦ Gender disaggregated data generally unavailable ◦ Societal norms and practices give men better chances ◦ Existence of sexual harassment; no procedures and follow-up ◦ Management commitment to increase female employees overtime; training school has increased female trainees

19 19 Ratios of Men to Women Staff at Kenya Power Gender/Year Male 5,156 4,991 5,056 5,158 5,351 5,565 5,774 6,856 Female 1,060 1,139 1,146 1,241 1,317 1,450 1,505 1,687 Ration M: F5:14:1

20 20 FEMALESMALESRATIO EXECUTIVE191081:6 CONTRACT EXECUTIVE03 SENIOR STANDARD :4 STANDARD :4 CONTRACT NON UNION :1 TEMPORARY NON UNION01 SUBTOTAL :4 STANDARD UNION99363:1 UNION :5 CONTRACT UNION :5 TEMPORARY UNION :4 TRAINEE UNION01 SUBTOTAL :4 TOTAL :4

21 21 FEMALESMALESRATIO NAIROBI& CENTRAL OFFICE :23 COAST123661:30 WEST KENYA414851:12 NORTH RIFT533621:7 CENTRAL RIFT373351:9 MT KENYA SOUTH592281:4 MT KENYA NORTH773751:5 TRAINING SCHOOL331:1 TOTAL :9

22 22  Kenya Power – the first electricity utility & Parastatal to have a comprehensive mapped out strategy to GMS.  Kenya Power’s GMS Policy, Sexual Harassment & Discrimination and Equal Opportunity Policies gained Top Management approval in Jan 2011& Board Approval in May 2011  GMS 5-year Strategic Plan being incorporated in the Orgn’ 5 Year Strategic Plan with targets & timeframes  GMS Monitoring & Evaluation Framework used to evaluate progress  Quarterly Reporting on GMS Progress to Gender Commission & Ministry Support to GMS initiatives  Annual Reporting of GMS to Kenya National Bureau of Statistics

23 23  Management has understanding on what GMS entails and commitment to the same  Awareness: Training on going in the various Regions to inform on the Organization’s GMS, Equal Opportunity and Sexual Harassment & Discrimination Policies  Recruitment –at least 30% women  Increase in intake of women at the Training School  2 weeks paternity leave  GMS awareness being done in collaboration with Kenyatta University in training and awareness  Reviewing marketing strategies to address the different sectors

24 24 Challenges:  Few women in the technical fields – Engineers, technicians  Team working on GMS in the organization combine the tasks with their normal routine work  Cultural Norms, behaviours, attitudes and habits Opportunities  Affirmative action in the Constitution requiring 30% of women in decision making bodies & all committees  Gender mainstreaming as an action point in performance monitoring for organizations  Top Management Support to GMS  Support from Ministry of Gender, Children & Social Development  Pioneering work of Kenya Power towards GMS

25 25 Short Term:  Dedicated resources for GMS  Strengthen capacity to implement GMS & Institutionalise it  Disseminate GMS Policies and guidelines for awareness  Reflect Kenya Power’s commitment to GMS in external communication  Change Norms and behaviours through education, discussion, incentives, role models and disciplinary channels  Gender Disaggregated Data availability Short & Medium Term:  Ensure Gender Responsive facilities  Develop staffing profile reflecting Kenya Power’s commitment to Gender Equality  Linkages with secondary and tertiary institutions of learning  Strengthening Kenya Power’s Customer Satisfaction to all clients esp. SME’s poor and female headed households ◦ Scaling-up access programmes- Maximization prog, Loans ◦ Retail tariff intervention: 0-50 domestic consumed units charged at cost to benefit the urban and rural poor

26 26 Short term strategies 1.Group schemes braded ‘’umeme pamoja’’ 2.Reviewed connection charges to flat fees when near a transformer of :single phase Ksh 32000/=and 3phase of Ksh 45000/= 3.Payments by instalments- Stima Loans, Partnering with banks-Credit facilities Stima sasa-KPLC Revolving fund-Agence Francais de Development(AFD euros 4.5 million 4.Special focus on People settlements. 5.Prepayment 6.Easy Pay strategies- In order to enhance customer service, we have partnered with out service providers. They include; PCK, Coop Bank, Barclays Bank, Post Bank, Equity, Mobile- Mpesa & Airtel, supermarkets. Introduce e-Bill, where you query bills through e mail or sms and also able to send service alerts. 7.De-centralisation of services- 62 branches 8.Efficient Lighting project entailing free distribution of 1.25 million bulbs to electricity customers- Badilisha Bulb campaign

27 27 1. REF Schemes done 197 schemes at Shs1.3 billion & undertaking 232 at Shs 1.4 billion continuation of Shs 1.5 billion for Spanish schemes continuation. 1. Six diesel generators (two each at Mandera and Lodwar and one each at Wajir and Marsabit) were replaced at a total cost of Shs.61 million. In Marsabit, the 200kW wind turbine which went out of service in 2006, was replaced with two wind turbines of 250kW each at a total cost of Shs.198 million. The projects will reduce operational costs and increase reliability of the generators at these off-grid stations. 27

28 28 Conclusion Kenya Power’s commitment that by mainstreaming gender within its policies, procedures, practices, management, operations & monitoring and evaluation, there will be gender equity & equality to the benefit of both men & women by 2015.

29 29 Thank You 29

30 30  kplc.co.ke  Mobile: or


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