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This shaped their leadership as Head of External Debt Division and a board director role.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What sector changes enabled more women to enter leadership positions?",{"text":68,"@type":64},"The interview highlights late-1990s electricity sub-sector reform, including the unbundling of the former Uganda Electricity Board into three successor companies and the enactment of the Electricity Act of 1999. It also notes fast-tracked gender mainstreaming reflected in women’s composition in top leadership roles.",{"name":70,"@type":61,"acceptedAnswer":71},"What is the organization doing to attract, retain, and promote more women into senior management?",{"text":72,"@type":64},"The organization is described as an equal opportunity employer with recruitment and talent management policies under review. Resources support leadership development for female staff, including succession planning, and adjustments aim to accommodate women’s maternity needs.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},391136,1791290770,{"code":4,"msg":82,"data":83},"success",[84,88,92,95,100,105,109,114,119,122,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":93,"slug":94},70,"exam",{"id":96,"doc_module":4,"doc_module_name":25,"category_name":97,"show_sort_weight":98,"slug":99},5,"Comic",60,"comic",{"id":101,"doc_module":4,"doc_module_name":25,"category_name":102,"show_sort_weight":103,"slug":104},6,"Technology",50,"technology",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},"Healthcare",40,"healthcare",{"id":110,"doc_module":4,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},8,"Research & Report",30,"research-report",{"id":115,"doc_module":4,"doc_module_name":25,"category_name":116,"show_sort_weight":117,"slug":118},9,"Religion & Spirituality",20,"religion-spirituality",{"id":117,"doc_module":4,"doc_module_name":25,"category_name":120,"show_sort_weight":117,"slug":121},"World Cup","world-cup",{"id":123,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":123,"slug":125},10,"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":96,"slug":129},19,"General","general",{"code":4,"msg":82,"data":131},{"doc_id":79,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":33,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":30,"language":139,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":12,"update_tm":143,"read_time":110,"preview_page_count":4},962085564549,"https://ap-avatar.wpscdn.com/davatar_085a072bc5b1113ac321206ff7593b45","The Women in Energy series is a joint project between USEA and USAID that was developed out of USEA’s Engendering Utilities Partnership, a program funded by USAID to improve gender policies and gender outcomes at their respective organizations.  \nEvery month we feature a woman who has shown exemplary leadership. We want to showcase your story this month. The women among you come from diverse backgrounds and roles, and they bring with them a unique perspective to gender equality within the energy sector.  \nWomen in Energy Interview Questions  \n1. How have your education and career path led you to where you are now?  \nI graduated with a bachelor’s degree in Quantitative Economics in 1999 and attained a master’s degree in Economic Policy Management in 2002, both from Makerere University.  \nMy current role as Head of External Debt Division, Debt Policy and Issuance Department at the Ministry of Finance Planning and Economic Development (MoFPED) and Board Director of Uganda Electricity Generation Company Limited (UEGCL) has been shaped by the exposure and insights and further strengthened by my previous training as an Economist coupled with the wealth of experience progressively gained as part of my contribution to public sector budgeting and policy formulation.  \nThis brief background explains my knowledge and prowess in key disciplines including public financial and utility management, macro-economic/sectoral planning and infrastructure, gender policy formulation and corporate governance which ties in well with the roles I am currently performing.  \n2. Over the course of your career, have you witnessed changes in the sector that have launched more women into leadership positions?  \nThe most profound reform of the electricity sub-sector was in the late 1990’s that saw the unbundling of the former Uganda Electricity Board (UEB) into 3 successor companies namely:  \nUganda Electricity Generation Co. Ltd (UEGCL), Uganda Electricity Transmission Co. Ltd (UETCL) and Uganda Electricity Distribution Co. Ltd (UEDCL) to improve sector performance. The Electricity Regulatory Authority (ERA) was then enacted to regulate the generation, transmission, distribution, sale, export and import of electrical energy in Uganda in accordance  \nwith the Electricity Act of 1999 in order to address the power problems that were faced by the sector.  \nSubsequently, Government of Uganda has fast tracked gender mainstreaming by embracing the role of Women in leadership as can be evidenced by the composition of women in top leadership positions within the energy sector. Noteworthy among these are: The Hon. Minister of Energy and Mineral Development, the CEO of Electricity Regulatory Authority, The CEO of the Uganda National Oil Company (UNOC), The CEO of Eskom Uganda Limited, Board of Directors of the Uganda National Oil Company and Uganda Electricity Generation Company Limited; whose composition is over 40% women. This practice has been backed up by the research revelation that “Companies with 3 or more Women on Board of Directors out performed those with no women at all in terms of profitability and productivity.”  \n3. Technology is transforming the traditional utility business model into a more modern interactive grid. Some utilities view this transformation as an opportunity to focus on change management and diversity. Research provides compelling evidence that inclusion and diversity unlock innovation and drives better business performance. What, if anything, is your organization doing to attract, retain, and promote more women into senior management positions to respond to the dramatic industry transformation?  \nUEGCL is an “equal opportunity employer” and all efforts are made to articulate this in the laid down company policies in relation to recruitment and talent management. Cognizant of the technical orientation of UEGCL as an organization where over 70% of the jobs are field based, the existing human resource policy and management systems are under r","cbCaieQzY10P1C0k","https://ap.wps.com/l/cbCaieQzY10P1C0k","pdf",179630,"English","# Women in Energy Interview Questions\n## Education and career path\n## Sector reforms and women’s leadership\n## Technology transformation and women in senior management\n## Women reaching top leadership\n## Diversity programs and gender reporting","[{\"question\":\"How did the interviewee’s education and career path lead to their current role?\",\"answer\":\"They earned a bachelor’s degree in Quantitative Economics and a master’s degree in Economic Policy Management, then progressed through economist training and experience in public sector budgeting and policy formulation. This shaped their leadership as Head of External Debt Division and a board director role.\"},{\"question\":\"What sector changes enabled more women to enter leadership positions?\",\"answer\":\"The interview highlights late-1990s electricity sub-sector reform, including the unbundling of the former Uganda Electricity Board into three successor companies and the enactment of the Electricity Act of 1999. It also notes fast-tracked gender mainstreaming reflected in women’s composition in top leadership roles.\"},{\"question\":\"What is the organization doing to attract, retain, and promote more women into senior management?\",\"answer\":\"The organization is described as an equal opportunity employer with recruitment and talent management policies under review. Resources support leadership development for female staff, including succession planning, and adjustments aim to accommodate women’s maternity needs.\"}]","Women in Energy Interview Questions - ZIGITI | PDF",1790349582]