INCLUSIVE ENERGY IN NEW ZEALAND
Dr Julie L MacArthur
21 November 2019Energy Spotlight
INCLUSIVE ENERGY SYSTEMS
Promises of Participation■ From Prosumers to Citizen
Participants
■ Not just individuals, but collectives– Modifies preferences +
incentives– Local economic multiplier– Energy education
■ Inclusion of historically underrepresented and marginalized
– Co-benefits for gender pay gap, health, meeting international agreements & SDGs
Source: Walker & Devine-Wright 2008
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Enabling policy layers for local ownership
Source: Anna Berka, Julie MacArthur and Claudia Gonnelli, “Explaining inclusivity in energy transitions: local and community energy in Aotearoa (New Zealand) 2019
Ensures financialviability of independentRE projects providingpower, heat orancillary services
Leverages advantages /alleviates constraintsunique to community REprojects
5. Capacity building - financial & soft policy
4. Regional resource planning & access to key inputs
3. Demand guarantees & investment incentives
2. Market access
1. Legal frameworks for mutual ownership
Sector overview■ New environmental organisations
■ Local authorities
■ Māori owned energy organisations
■ Locally owned consumer trusts and co-operatives
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Auckland Council
Pioneer GenerationMokai – Tuaropaki Trust Blueskin Resilient Communities Trust
Sector overview – New Zealand
Source: Berka, MacArthur and Gonnelli 2019 6
Sector overview – New Zealand
Source: Berka, MacArthur and Gonnelli 2019 7
Women & Energy1. Why the focus?
1. Equity2. Pay gaps3. Skills gaps4. Informational gaps
2. Where to look: 1. Access/transitions2. Industry variation3. Job life cycle4. Leadership and policymaking
3. Empowerment1. Not just jobs, policy control & ownership.
Leadership Participation: ElectricityFigure 3 – Data from survey of company websites reporting composition of Board of Directors and Executive Management Teams 2018
29.73%28.57%
14.08%
25.76%26%27.27%
15.18%
25.40%
Generation Transmission Distribution Retail
Women & Board Seats New Zealand Electricity Industry
Board of Directors Executive Management Team
Part/Full TimeFigure 1 – Data from Statistics NZ “Filled Jobs by ANZSIC Group, Sex and Employment”
Hires and TurnoverFigure 2 – Data from Statistics NZ “Table 22: LEED measures, by age, sex, and industry (based on ANZSIC06)”
SUMMARY & QUESTIONS
Summary■ Two significant trends in the social science of
energy systems – community participation and gender equity
■ Large data gaps in NZ
■ Challenging terrain for new organizations– NZ CE database online– 2nd Community Energy Forum in Nov 2020
■ Women in energy work is largely focused on women in STEM training
– Mana Wahine initiative– WISER
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