Strategic Intelligence for an Equitable Clean Energy Sector

Beyond Numbers: Transforming Workplace Data Into Actionable Progress

The Clean Energy Dual-Stream Inclusive Talent Advancement Program (CE-TAP)—led by Women in Renewable Energy (WiRE) in partnership with Femmes en Énergie Renouvelable (FER) and funded by Ontario’s Women’s Economic Legacy & Leadership (WELL) Fund—presents the province-wide Diversity Metrics Survey.

Data isn't just about compliance; it is a vital diagnostic tool for organizational health. By segmenting responses across organizational levels, the survey uncovers structural bottlenecks, evaluates inclusion initiatives, and provides clear benchmarks for retention and equity.

Whether you lead C-Suite strategy, execute HR policies, or drive day-to-day operations, your input helps turn workplace data into lasting institutional change.

A Multi-Track Architecture Built for Every Role

To capture a complete operational picture without unnecessary survey friction, the survey automatically routes participants into tailored tracks based on their workplace responsibility:

Track 1: C-Suite & Senior Leadership (The Macro View)

Focuses on long-term structural barriers, executive representation, and organizational strategy.

  • Macro-Organizational Heat Maps: Pinpoint systemic leaks in the talent pipeline across key equity-deserving groups.

  • Turnover & Retention Analysis: Track voluntary churn rates against sector averages to protect talent investment.

  • Strategic Alignment: Direct equity policies using objective, benchmarked workplace metrics.

Track 2: HR Professionals & Managers (Execution & Dynamics)

Focuses on operationalizing inclusion, recruitment execution, and team psychological safety.

  • Recruitment Efficacy: Identify which hiring strategies yield the highest quality candidates from underrepresented backgrounds.

  • Retention Barriers: Isolate whether turnover stems from limited advancement, lack of sponsorship, or workplace friction.

  • Managerial Psychological Safety: Measure manager confidence in handling identity-related concerns and spot specific training needs.

Track 3: Frontline & All-Staff (The Experience View)

Captures real-world culture, day-to-day peer behavior, and personal belonging.

  • Safe Reporting: Measure employee confidence in raising workplace concerns without fear of reprisal.

  • Workplace Climate: Assess whether diversity efforts translate into authentic inclusion versus performative compliance.

  • Cultural Safety: Evaluate site-level and office-level safety for Indigenous, racialized, and 2SLGBTQ+ personnel.

How Diversity Metrics Drive Organizational Value

Data gathered through this survey delivers three concrete outcomes for Ontario's clean energy and utilities sector:

  • Validation: Measure the real-world impact of WELL training and inclusion initiatives.

  • Navigation: Establish clear, evidence-based roadmaps for updating internal HR policies and leadership development.

  • Benchmarking: Compare group-specific turnover and promotion rates against province-wide energy sector standards.

Diversity Metrics Survey Overview

Duration
Approx. 10 Minutes
Target Audience
Executives, HR teams, Managers, and All-Staff in Ontario Energy & Skilled Trades
Structure
Dynamic multi-track routing based on management level
Data Security
100% Anonymous & Confidential — reported strictly in aggregate, no IP or cookies collected

Measure What Matters. Drive Sustainable Growth.

Help us build an evidence-backed roadmap for equity across Ontario's clean tech, utilities, nuclear, and energy infrastructure sectors.

👉 Take the Diversity Metrics Survey Now

For questions or technical assistance, contact ce-tap@womeninrenewableenergy.ca

OTHER CE-TAP PROGRAM LINKS

Learn more about the Clean Energy Dual-Stream Inclusive Talent Advancement Program (CE-TAP)

Shape our future by sharing your story—complete the Lived Experience Survey

Executive training for corporations Inclusive Energy Allies Training (IEAT)