- SDG 5
- SDG 7
Anouk Creusen (75inQ)
Svenja Waldmann (University Utrecht)
Maria Kottari (The Energy Matrix)
We are planning to hire a Junior Researcher for a period of 6 month who will be supervised by senior researchers of the University Utrecht and by others from the private sector.
Context and aim To mitigate climate change, the European Union is aiming to keep temperature rise below 2 °C and preferably to 1.5 °C. This target can only be achieved by significantly reducing greenhouse gas emissions from various socio-economic activities. The Dutch government set an ambitious target for 2030 to reduce national CO2 emissions by 49% relative to 1990 and by 80-95% for 2050. This will be in part achieved by a transition towards renewable energy sources, such as wind and solar power, which should contribute at least 55% to our total energy generation by mid-century. What – The global sustainable development goal (SDG) to “Ensure access to affordable, reliable, sustainable and modern energy (SDG 7)” is one important aspect and driver to achieve the goal set by the Paris Climate Agreement. As 2030 is approaching soon one important questions is: How can we accelerate the process? One known and successful instrument in decision-making processes is diversity in the respective teams. Group diversity means individuals with different e.g., cultural background, age, sexual orientation and character, but also gender. The latter being the focus in SDG 5 is on the latter: “Achieve gender equality and empower all women and girls”. It has been proved that greater diversity in the workforce results in greater value creation and effective operation. Why – We believe that the interconnection and mutual reinforcement between SDG 5 (+ diversity in general) and SDG 7 is indispensible in order to accelerate and encourage efficient and inclusive decision-making processes towards a successful sustainable future. It is important to note that both SDG’s stimulate each other resulting in a close feedback loop: If women are encouraged to participate in the energy transition by taking influential positions diversity and inclusiveness is increased. On the other hand, the conscious choice of organisations leading the energy transition for diverse teams impacts the empowerment of women. How – Until now insufficient data on diversity are available, on a national but also on a company level. Usually the respective numbers of men and women per sector, company or business unit are given, but we know little about their functions and respective roles within an organization. Who holds an influential position, such as the directory, and is part of the company board? How divers are the leading teams? Robust and credible data on the structure and composition of the teams are required to achieve the aim of promoting divers teams and enable change in the energy sector. List of all missions under the flag of connecting SDG 5 and SDG 7
- Mapping the decision making landscape in the Netherlands – where are important decisions really made?
- Diversity in the energy landscape of the Netherlands – Scan, measure and collect data!
- Highlighting the background and future ambitions of active individuals to inspire young professionals
- A women’s network for visibility and knowledge transfer