The preliminary program is subject to change.  The final program, including session descriptions, will be published by early September.

Section times are listed in Eastern Time, reflective of the Washington, D.C. program location. 

Last Update:  10/31/2022 – 4:45 P.M. ET


  • Diversity, Equity, and Inclusion Track
  • Skill Development for the Future Energy Workforce Track
  • Community Engagement and the Future of Work Track 

Monday, November 14, 2022 – Special Programming:
Collaboration and Innovation for State Energy Workforce Consortia

4:00 – 6:00

State Energy Workfoce Consortia Meeting:

This session will unite the industry’s State Energy Workforce Consortia from around the country to share
lessons learned, best practices, and even pain points. We look forward to welcoming all those who
support consortia and strengthening the work being done across the country through this unique shared
community experience.

6:30 – 8:30

State Energy Workforce Consortia Dinner

State Energy Workforce Consortia leaders and members are invited to gather for a non-hosted dinner to
continue conversations from the afternoon session and get to know peers on an informal basis to
support extended networking and idea sharing.

Tuesday, November 15, 2022

8:30 – 12:00

CEWD Board of Directors and Workforce Development Executive Council Meeting

This governance session will bring CEWD’s leadership team together to focus on the Center’s strategic
goals for the future. Participation is by invitation only.

9:00 – 12:00

Workforce Planning Council Meeting

10:00 – 12:00

Early Arrivers Learning Lab

We know many attendees who are coming to the Washington don’t want to miss a single second of
learning and networking while at the Summit. Our new Learning Labs offer an opportunity for both! Join
us for a roomful of educational stations focused on a variety of workforce development topics important to industry practitioners.  Click HERE to see the lineup of sessions available in the Learning Lab

12:10 – 1:00

Café Conversations (Non-Hosted Lunch)

This informal, non-hosted session is the perfect place to begin Summit networking, to reunite with
colleagues you haven’t seen in far too long or develop new connections if you are new to the industry or
the Summit. Grab a pre-packaged lunch from the lobby market and head off to the CEWD Café
Conversation room. We look forward to welcoming you!

1:00 – 2:30

Opening General Session:  The Industry’s DE&I Roadmap for Workforce Change

The long-awaited DE & I Roadmap for Workforce Change, initiated to support the development of a more
diverse, equitable, and inclusive energy workforce, is ready to make its national debut! The Roadmap,
authored over the past year by industry DE & I leaders and in collaboration with CEWD’s partner
associations, IBEW, and Accenture, offers guidance in areas including Expanding Leadership Advocacy
for DE & I, Developing a Diverse Talent Pool, Creating Equitable and Inclusive Cultures, and more for both
companies and the industry as a whole. Energy businesses of varying sizes, in different regions, and at
different stages of their DE & I journey will find value in its recommendations. The session will include a
presentation of the Roadmap and group discussion through structured round table talks.

2:30 – 4:00

The Blueprint for Our Future:  A National Career Awareness Initiative for the Energy Sector

CEWD has hosted a series of Think Tanks over the past several months to explore how the industry can
best collaborate to bring greater awareness to careers in energy. 140 stakeholders contributed their
thoughts during these engaging discussions. This session will offer a quick look at the Think Tank take-

aways, but more importantly share recommendations for a national career awareness initiative and the
results that could be expected from collaborative action. The presentation will include a look at sectors
that have already united together to effectively promote their industry’s careers and what messaging
and actions should be considered to help our future workforce discover all we have to offer.

4:00 – 5:00

Looking Outside Our Window:  How Other Industries are Addressing their Workforce Challenges

Ideas and inspiration are often most easily found by looking to what our colleagues are doing. While
industry companies are doing some exemplary work with innovative workforce development initiatives,
other industries are too. This session will bring leaders from a variety of industries to the stage to share
how they are addressing their workforce challenges so we can broaden our thinking and look at ways to
raise both company and industry benchmarks. Hear how ASME is working to interest more people in
engineering careers. Discover how the restaurant association has banded together to attract more
young people into the food service trade, including industry-wide approaches to training, and finally, get
a close-up look at what the trucking industry is doing to change their employment brand and innovative
messaging they communicate.

5:30 – 7:00

Reunited and It Feels So Good Reception

The name says it all! Join us for this special reception that will welcome the industry’s workforce
development leaders to Washington, D.C. We know many of you are looking forward to connecting and
re-connecting with colleagues you haven’t seen in a while, but we are also sensitive to the unique needs
of newcomers. Whether this is your first Summit or your 10th , we are eager to welcome and connect you
with the Summit community.


Optional Dinner:  Welcome to Washington Dine Around (Additional fee will apply)

Coming to Washington on your own? Or want to ditch your colleagues and expand your networking
community? Join us for our informal dine-arounds. We will create groups of 8-10 people and send you
on your way to dinner with pre-arranged reservations at a fun, trendy, D.C. spot. We will begin
accepting reservations in October.


Late Night Cocktails and Conversation

We told you the Summit would offer significant opportunities for networking – and we meant it! Join us
in the lobby bar for cocktails and conversation as we prepare to close the book on the first day of the
Summit and anticipate the excitement of the full day ahead.

Wednesday, November 16, 2022

7:30 – 8:30

Round Table Discussions

Attendees can create their own personal learning forum by bringing their questions and curiosities to
the table talks that interest them most. Spend your morning in an in-depth conversation on a topic of
primary interest or visit with colleagues at a variety of tables for a lightening-round approach to idea

    • Reducing Barriers for Entry Level Positions
    • Progress Toward Gender-Neutral Titles
    • Worker Transition Program and Plans
    • Second-Chance Hiring
    • Strategic Workforce Planning
    • Using Social Media to Attract Talent
    • Are You Seeing the Great Resignation?


    • Effective Externships
    • Using AI in Workforce Development
    • Expanding Neurodiversity in the Workforce
    • ERG/BRG Discussion Group
    • Ideas for Inclusion Moments
    • Building Retention for Gen Z and Millennials
    • Managing DE&I Staff Burnout

    8:45 – 9:45

    Rethinking Expectations of Work.  Can We Change Historical Roles and Responsibilities to Attract the Talent We Need?

    Traditional expectations of the way we work need to change. We can no longer expect our future
    employees to work the same way generations before them have operated. The writing is on the wall. If
    we want to attract the talent we need, do we need to challenge historical ways of thinking about work
    and what we ask of our people? This session will offer a glimpse into some of the conversations being
    held in C-Suites about current norms like shift work, mandatory storm response service, roles that
    routinely take people away from their friends and family, and more. Together we will explore, “do we
    need to change” and perhaps more importantly the difficult question of “can we?”.

    10:00 – 10:45

    Concurrent Sessions

    • Results Matter:  Programs That Attract Women to the Skilled Trades
      As companies look to expand diversity in the skilled trades, the lack of female applicants is a big topic of
      conversation. What does the industry need to do to ensure “the other 50% of the workforce” considers
      energy careers? This session will explore some wins that are taking place in the energy sector and
      beyond to recruit women and ensure the culture that awaits them is welcoming. Nothing is off the table
      – from altered start times to all female cohorts to clothing that fits female trade workers to restrooms
      and nursing stations that support women.
    • Connecting the Dots:  Educational Pathways to Energy Sector Employment
      Have you ever wondered how to build a successful talent pipeline from cradle to career?  We will
      feature examples of programs that have worked in collaboration with the energy sector in Michigan at
      elementary, middle, and high school as well as post -secondary levels.  A contractor will also discuss how
      they launched a program in less than a year to build a career pathway and upskill the current workforce
    • Discovering the Benefits of Youth Apprenticeship
      Several industries have found positive results with youth apprenticeship programs that provide students
      opportunities to explore careers and enhance skill development; however, the energy sector has been
      reluctant to embrace such programs. Is it time to reconsider the opportunities they offer?
      Representatives from Jobs for the Future and Skills USA Illinois will address the benefits of youth
      apprenticeship, keys to successful programs, examples of industries that have found success with youth
      apprenticeship programs, and offer lessons of experience.

    11:00 – 12:00

    Concurrent Sessions

    • Effective Data and Analytics Tools that Support People Strategies 
      People strategies are only as good as the data and analytics that support them. This session will
      showcase how Palo Verde is using data to bring meaningful insights into what is happening with their
      current workforce, information that provides direction to the business side of the house. Presenters will
      provide show and tell reports that illustrate their tools and show how the insights have helped with their
      workforce planning strategy to include thoughtful attrition and strategic hiring.
    • The Results Are In:  What We’ve Learned Since Replacing the CAST Test with CAST-R
      Given the nature of the jobs in the electric power industry, safe and effective job performance has
      always been of primary importance. To help hire employees who can learn and competently perform
      the work associated with jobs such as lineworker, the industry has a long history of using aptitude tests,
      such as EEI’s CAST test, which is known to be the most effective hiring tool for predicting performance in
      such jobs. Unfortunately, aptitude tests tend to yield differences in the average scores of various
      demographic subgroups, leading to differential hiring rates for diverse candidates. Because demographic
      diversity is also a priority for electric power companies, this creates a dilemma for how to best balance
      these two organizational imperatives. In this session, we will discuss EEI’s effort to create a revised
      version of the CAST test (CAST-R) that improves the diversity of the candidates who pass the test while
      retaining the test’s ability to hire safe, effective employees and we will hear from one company that has
      made the change.
    • Creative Approaches to Engaging Youth
      Let’s face it, playground conversations aren’t often dominated by children saying they want to work in
      the energy industry when they are older. Attracting young talent to our industry is a challenge; however,
      it’s become a top priority for many utilities. This session will offer a look at the innovation three energy
      companies have put forward to raise awareness of the energy industry in support of building a diverse
      talent pipeline.

    12:15 – 1:45

    Lunch Presentation:  The Department of Energy’s Focus with Energy Jobs 

    The Department of Energy has a vested interest in how to attract, train, and retain people for critical
    roles that will define America’s Clean Energy Future. Betony Jones was named as the Department’s
    Director of Energy Jobs this past summer, bringing with her a wealth experience in people-first
    initiatives at the intersection of labor, climate, and equity. Join us for this insightful session to learn
    about the work her office is doing to carry out the Administration’s priorities on good quality union jobs
    in the energy sector, with prioritization of the day-to-day responsibilities the workforce experiences.
    The Director will welcome questions from the audience.

    2:00 – 2:45

    Concurrent Sessions

    • Battle of the Apprenticeships – To Be Registered or Not to Be
      How are you preparing your future workforce? Does your organization have a training program? Is it an
      apprenticeship model? Are you registered with the Department of Labor? Are you utilizing all the
      funding streams available for incumbent worker training? Join us to learn more from your peers about
      programs established across the country addressing the training needs of the future and hear from the
      Department of Labor why there is so much of a focus on Registered Apprenticeship Programs these
      days, especially with grant funding.
    • Creative Approaches to Retention and Talent Optimization in a Post – Covid Workforce
      With unemployment at historically low rates, expectations of flexible work, competition from the Gig
      Economy, and other industries wooing much of the same talent we seek, HR teams need to step up their
      game and offer a better employee experience. This session will explore a new innovative approach
      leading-edge companies are taking to unlock the hidden skills within your organization to keep your
      employees happy, engaged and developing, improve your organization’s agility, and lower your costs. 

      By attending this session, conference participants will learn:

      • The business case to change the way we work
      • A new Talent Operating Model that changes our approach to work
      • The six core principles that support the Inside Gig
      • How companies are adopting an Inside Gig talent strategy and how it is impacting their success
    • Effective Strategies to Recruit and Retain Veterans
      Companies employ a variety of tactics to attract, recruit, and hire veterans. There is no one size fits all
      approach. Several businesses have been increasingly successful in building partnerships to reach
      veterans that normally would not even consider the energy industry. This session will spotlight their
      stories, stories much like the candidates themselves: gritty, creative, and change-making. In addition,
      learn how one company has kicked their strategies to retain and engage veterans into high gear through
      their Employee Resource Groups.

    3:00 – 4:00

    Concurrent Sessions

    • How Corporate CEOs Are Modeling Their Commitment to DE&I
      The data is clear by most any account: workforce diversity is good for business. A recent survey from
      Harvard Business School found that companies with greater diversity on their teams made between 18
      and 69% more in net income and operating revenue. Research by McKinsey amplified these findings,
      reporting that companies with the most ethnically diverse executive teams were 33% more likely to
      outperform their peers. While the business case for workforce diversity can easily be made, it takes top-
      down leadership to prioritize a commitment to DE & I within their business. Learn from a panel of senior
      executives about how they are leading from the top and why it’s making a difference within the
      companies in the way they walk the talk.

    • Restoring the Dignity of Work – Importance of Investments in CTE
      Revitalizing our nation’s workforce development system is the path forward toward addressing, not only
      the shortage of craft workers, but the nation’s people shortage among many technical industries. This
      effort will require new approaches in how we communicate career opportunities to youth in secondary
      and post-secondary education, work-based training, and other initiatives. Hear the latest research in this
      area, including ways to advocate for change. Participants will leave this session with recommendations
      that can be implemented in the short term (less than three years) as well as others that will require
      longer, sustained effort.

    4:15 – 5:30

    Crystal Ball Report:  The Future of Work in Utilities

    The workplace continues to evolve at a break-neck pace. Utility companies are challenged to attract people to the industry and increasingly need to think about where employees will work, how people can feel connected and included, how they build and develop skills and what is leadership’s role in the future of work. Come join Accenture as we share some of our research and case studies on how Utility companies can attract, maintain and develop the next-generation of talent.

    7:30 – 10:00

    Optional Evening Event:  Monuments by Moonlight (Separate registration is required.)

    Thursday, November 17, 2022

    7:00 – 8:00

    Troops to Energy Jobs Community of Practice Committee Meeting

    *Note:  All are welcome to this meeting

    8:00 – 9:00

    The Role of the Leader in Building a Culture of Inclusion

    This interactive session will focus on engaging leaders in inclusion efforts. People leaders will build
    greater awareness about some of their own personal barriers, assumptions, and challenges when
    creating cultures of full inclusion. We examine the often-hidden assumptions we hold as we face
    differences in the workplace. By uncovering assumptions and mindsets, we also reveal barriers that
    hold us back from open and authentic dialogue, understanding, and teamwork. Following this session
    participants will better understand -at both the head and heart level- the call to action to lead
    effectively by moving off the sidelines, using their own journey to model and support complex change
    and inspire individuals to make a difference.

    9:00 – 9:50

    To Become Talent-First, Put AI-First

    The next wave of digital technology—artificial intelligence—is already with us. AI has revolutionized how
    we live, work, play, and connect. While our smart devices create our grocery lists, interpret our
    emotions, adjust the temperatures of our homes and direct us around traffic jams, AI itself can help
    reinvent talent practices better suited for the new normal. From spotting top talent and matching them
    to the right opportunities, AI will drive better internal mobility and retention as companies mine talent pools to fill critical roles and avoid turnover. Join Dr. Claudy Jules, McKinsey & Company Partner and
    former Google People Ops executive, in this session, where he will share how our new digital
    teammates enable people to do their jobs in new ways and provide the insights CHROs need to retain
    and grow their best talent.

    10:00 – 11:00

    The Decarbonized Electric and Gas Utility Workforce

    How can gas and electric utilities prepare their workforces for a lower carbon future amid changing
    legislative levers, technology, tools, and cost curves? One certainty is that any scenario will require a
    workforce able to carry out their strategies. The size, composition, and skills of this workforce will
    change from the C-suite to the core workforce as utilities transition to lower carbon energy sources
    while strengthening network resilience and expanding into new industries such as hydrogen. These
    changes will require new training and hiring for the right combination of digital, technical, and human
    skills. Filling growing gaps also means that utilities will need to develop a more diverse talent pool and
    create a more attractive and inclusive workplace. The panel of experts, industry associations, and utility
    representatives will present and discuss new findings from joint research underway with CEWD, AGA,
    APGA, and Deloitte.

    11:10 – 12:00

    Concurrent Sessions:

    • Real Time Updates:  Lessons Learned from the Pre-Apprenticeship Partnership Between the National Urban League and CEWD
      CEWD has entered a four-year partnership with the National Urban League that will support increasing
      diversity in skilled trade positions, through pre-apprenticeship programs that can lead to success for
      candidates applying for Registered Apprenticeship Programs. The program will first focus on
      collaboration between energy companies and Urban League affiliates in Chicago, Houston, Louisville,
      New Orleans, and St. Louis, before the initiative is scaled to other communities across the country. Join
      us for this session that will explore where the program stands, offers tips on effective engagement with
      local Urban League affiliates, and answers questions about when and how to get involved in this
    • Priority Partnerships:  Best Practices in Empoyer Collaboration with CTE Systems
      Join Advance CTE for an exciting conversation about career technical education, its value for employer
      groups, and how it can better prepare learners to enter the energy workforce. Learn from national
      experts about how to leverage work-based learning and apprenticeship models and expand public-
      private partnerships to better engage with educational systems at the local, state, and national levels.
      This session will also discuss how to support ongoing efforts to expand CTE programming for the energy
    • The Veterans of Today and How to Recruit Them
      The energy industry is in constant competition to attract the best and brightest talent to the industry.
      Veterans are diverse and bring a tremendous number of attributes and characteristics to the workplace,
      thus making them a great fit for the industry. However, veterans don’t usually think about the energy
      industry as a career path. The Department of Labor, Veteran Employment and Training Services, and the Institute of Veteran and Military Families will share resources and recommendations on how to attract, hire, and retain vets.

    12:15 – 1:15

    General Session and Impact Awards Luncheon and Salute to 10 Years of Troops to Energy Jobs

    The best word to describe this luncheon is “celebration.” We will honor our 2022 Impact Award
    Recipients; salute the 10 th anniversary of the Troops to Energy Jobs program, reflect on CEWD’s progress
    to ensure a skilled, diverse energy workforce, and unveil the new CEWD logo. These are all reasons to

    1:30 – 3:00

    A Workforce Development Policy Primer:  Essential Insights on Policies to Know and How to Follow the Workforce Development Money Trail from the Nation’s Capital to Your Community

    This closing session is essential for all who are involved in workforce development and economic
    development within their companies, as well as for policy representatives looking to better understand
    the cross-section of workforce focused policy and developing the industry’s talent pipeline. We will
    begin the program with an overview of workforce funding, illustrating how to follow workforce
    investment funding streams from national legislation to available funding within the states. The National
    Association of Workforce Boards will join us to address their role in funding and program services you
    can tap into within your state and localities and talk about the value of engagement with your local
    workforce boards. Then, representatives from the National Governors Association will address their
    leadership in the workforce development arena, including their current interest in learning how to
    prepare for the energy workforce that will be required within the states. We will wrap up the time
    together addressing the White House Talent Pipeline Challenge, learning from program managers, about
    progress they are making in this initiative to support the training and development of our future

    3:00 – 3:30

    Concluding Session:  Lessons Learned and Take-Aways

    This final session will unite participants in addressing key take-aways from the Summit, including
    envisioned action-steps for individuals, companies, and the industry.