EmpowHer TOGETHER Part 1: May Scally on Mentorship and Microaggressions
May Scally, COO, Canadian Operations, recently said, “Women’s advancement isn’t the glass ceiling, it’s the broken rung.”, quoting the Women in the Workplace 2023 McKinsey & Company report. This statement resonated deeply among women and allies during a recent EmpowHer Together happy hour, especially when considering that women hold only 21.7% of executive positions and 26.8% of board positions in U.S. and Canadian power utilities companies.
EmpowHer Together is Doble’s new networking group for women and their supporters, whose mission is rooted in breaking stereotypes and forging paths for women to thrive in the power industry. Since its inception in 2023, it has evolved into more than just a networking opportunity; it’s become a vital platform for fostering meaningful conversations, connections, and empowerment.
As women navigate the complexities of working in a male-dominated industry, EmpowHer Together provides a supportive space to address challenges, share experiences, and celebrate successes. In the first installment of our EmpowHer Together blog series, we chatted with May Scally about her career, the role of women in the power industry, and the challenges and opportunities they have.
Q: What inspired you or motivated you to start a career in the electrical power industry?
A: It was a bit of a journey. I started my career at a phone company when I was just seventeen, not knowing what kind of job it was. I distributed mail to the whole office, eventually moved up from sales to management and completed an MBA. I left in 2000, after holding a variety of positions in product management and marketing, with the role VP of E-commerce, where I helped businesses set up websites and electronic services. My next role was GM of a biomanufacturing company for food and environmental safety where I gained plenty of international experience and acquired significant exposure to operations, production, and laboratory management. The Morgan Schaffer opportunity required a rare mix of both utility and laboratory management so I couldn’t resist! I’ve been here since 2012 and have worked with clients and partners worldwide. It wasn’t a direct target for me initially, but my past experiences combined with the opportunities that came my way led me into this industry.
Q: What are the most important lessons you’ve learned being a woman in male-dominated fields?
A: Solid support at home is key, especially if you’re married. Choosing the right partner who’s on board with your career goals is crucial. Unfortunately, women still take on the lion’s share of the household chores and duties– even if they have careers. I found it essential to invest in someone to help with housework and childcare while I focused on work.
I also learned early on to tune out what they used to call the “glass ceiling” and just keep focused on the job to be done, no matter what industry I found myself in. I learned to shrug off negative reactions and comments and keep pushing forward.
But you can’t do it alone. Even though I didn’t have a formal coach, I learned the importance of allowing yourself to seek mentors for advice and support. Their guidance was invaluable, especially when it came to pursuing new job opportunities and navigating challenges.
Women often hesitate to ask for help and feel like they need to be perfect to reach the same job titles as men. They tend, at times, to focus less on building a network of business relationships. Meanwhile, men are more comfortable seeking support from their network when it comes to their career. It’s a gap that needs bridging in the workplace to ensure equal opportunities for everyone. My journey has taught me the importance of resilience, leaning on your support systems, and challenging stereotypes along the way. And I’m hopeful that by sharing these experiences, we can pave the way for more women to thrive in traditionally male-dominated industries.
Q: What makes mentorship so valuable?
A: When I was a VP, I often felt like I was in a sink-or-swim mode, just trying to stay afloat in a sea of challenges. Those experiences made me more tuned into the folks around me who could use a hand or a confidence boost.
One of the biggest things that trip people up in their careers is their doubts or misconceptions about themselves. Being a mentor allows you to share your own stories and experiences, it makes the advice you’re giving feel real and relatable. It’s like helping someone see their challenges from a different angle.
For instance, many women struggle with how we sound when we speak up at work. We’re worried about sounding too “aggressive” or “cold.” Mentorship provides a space for individuals to gain control over their emotions and develop essential skills. By offering guidance on communication techniques, such as avoiding phrases like “I don’t know but…” mentors can help women maintain credibility and confidence in their abilities.
When you foster those mentorship relationships, you’re not just helping yourself– you’re lifting others too. It’s like unlocking a world of potential, where everyone has the tools and support they need to reach their full potential in their careers.
Q: How do you approach mentoring men and women?
A: My approach to mentoring men and women is quite similar. People often experience a sense of shock in new roles or challenging situations. For example, I often mentor younger men in their first management roles, where they face insecurities and nuances, similar to their female counterparts.
In mentoring, I address more than just technical skills. Women often encounter pressures and microaggressions in their careers– subtle insults and invalidations. I prioritize self-management, communication, and peer relationships to tackle these challenges. It’s about embracing your potential and building confidence, not just mastering technical skills.
My goal is to empower individuals, irrespective of gender, by helping them understand their strengths, improve interactions, and develop self-management skills for career success. Ultimately, my mentoring aims to support individuals in navigating their professional lives and their careers, creating a more inclusive and supportive workplace environment.
Q: What has been the most challenging part of working in male-dominated fields, or the electrical power industry specifically?
A: One big challenge has been navigating the assumptions and biases of being a woman. I’ve encountered instances where simply walking into a room in the U.S and other countries has led to surprise reactions because I’m not a “Mr.” Scally. Despite this, I’ve always brought my own set of values to the table, especially when leading teams.
As I’ve progressed in my career, I’ve grappled with the transition from being a hands-on “doer” to a more strategic role where I feel like I’m doing less. It’s a challenge to constantly reassess the value I bring and live up to the principles of service leadership, remaining humble and focused on supporting my team’s success.
One particularly challenging experience was early in my sales career when I was assigned as an account manager to a smelting company. The client openly questioned my abilities based on my gender and my age. This being in Quebec, he also doubted that I spoke French because my name is quite English. While it would have been easy to react with anger or frustration, I chose to ignore it and politely requested that he give me six months to prove my value and did so in French, of course! I remained the lead for this account, and the executive champion in the latter years of my stint at the phone company.
It’s important to recognize that many of the microaggressions we encounter are unconscious. Engaging in divisive behavior and anger won’t solve the underlying issues. Instead, it’s crucial that both men and women take notice of gender microaggressions in their workplaces and address them through coaching, and awareness training.
Ultimately, my goal is not to point fingers or assign blame but to work towards creating a more inclusive workplace where everyone can thrive and contribute fully, regardless of gender or any other differences.
Q: What has been the most rewarding?
A: The most rewarding aspect of my career has been making a difference in a variety of different ways. While closing big deals, building new plants, and launching products have all been fulfilling, seeing people evolve and grow, whether they’ve been promoted, stands out. It’s the positive impact on individuals and the organization’s collective growth that truly matters to me.
Q: What are the most exciting developments in the industry right now?
A: Growing support for women in power, seen in groups like EmpowHer, and rising numbers of women in STEM are promising for the field’s future. More women are graduating with engineering degrees and joining the work force.
The electrical industry is undergoing major shifts, such as new technologies, increased dependance on data, climate change challenges and cybersecurity concerns. To add to this, at least 40% of the workforce is expected to retire over the next five to seven years. These factors present opportunities for more innovation, fresh perspectives, and more young women to step into roles as asset managers, engineers, technicians, and more.
Our industry’s role in maintaining essential services cannot be overstated. Ensuring the reliability of the electric grid is vital for society and it offers both men and women the chance to make contributions and positively impact people’s lives.
Q: What could the industry do better to support women in this field?
A: It’s important to create awareness of the diverse career opportunities available within the industry. Many individuals, are unaware of career possibilities in the electrical industry, beyond heavy physical labor or pole climbing. Prioritizing early exposure and engagement with high schools and colleges is necessary to dispel some of the misconceptions about the field and showcase newer roles that demand analytical skills and attention to detail that not everyone may know about.
There’s a growing need for the industry to prioritize areas such as capital management, supply chain optimization, the adoption of renewable and ecological practices, and staying on top of emerging technologies and trends, which younger professionals will likely be attracted to.
Q: What drove you to get involved with EmpowHer? What do you hope to achieve through the initiative?
A: The EmpowHer Together program was initiated by Matt Carrara, President of Doble Engineering, and is led by Michelle Rybak, Senior Manager, Client Service Engineering. I was very honored when Michelle approached me to give a talk during our recent International Client Conference in Boston. I really want to encourage inclusivity for men and women. I am hoping for more female hires and fair opportunities for advancement, and I encourage both men and women to be aware of gender biases and microaggressions. This program emphasizes the importance of coaching for career growth, regardless of gender– after all, you attract more flies with honey than vinegar. By embracing coaching, mentoring, and guidance, women gain equal opportunities to thrive and succeed, and men become true allies in helping to balance the playing field.
Through fostering inclusivity, raising awareness of gender bias, and emphasizing coaching and mentorship, EmpowHer Together seeks to break down barriers and create a supportive environment for women and allies in the power industry.
