ACCESSIBILITY OF CAREER DEVELOPMENT PROGRAMS FOR MALES, FEMALES, AND PERSONS WHO BALANCE FAMILY AND OCCUPATIONAL RESPONSIBILITIES WHILE WORKING IN THE UKRAINIAN ENERGY SECTOR

Abstract

The article is devoted to the approbation of tools for quantitative assessment of the involvement of men, women, and persons who must balance professional and family responsibilities in order to participate in corporate professional training programs in the context of ensuring the stability of the energy industry of Ukraine in war conditions and post-war recovery. The database was obtained through an online poll taken by employees of enterprises and institutions of the energy sector (the survey population n = 290). The indicator of the frequency of participation in corporate professional training in the annual dimension is applied both for all employed women and men and for women and men who are employed at the same qualification level. The evidence obtained shows that to attract women involved in raising children and create truly equal conditions for them, employers need to develop special procedures and forms of participation in training programs, which involve additional costs. We also justified that in a period of post-war recovery, it is possible to maintain the representation of women at key levels of the management hierarchy only if the privileged position of men returning from the war is, to some extent, balanced by the high professional competence of women who expect to retain the positions occupied during the period of men’s employment in military operations. Accordingly, the tools we have proposed for assessing and analyzing the intensity of involvement of women and men in corporate professional training programs are becoming increasingly relevant for analytical support of policies aimed at maintaining the representation of women in energy management structures during the post-war recovery period.
Keywords: gender, equality, corporate training programs, professional mobility, energetic.