The energy sector has long been a cornerstone of global economic development, yet women continue to be underrepresented in this crucial industry. Despite some progress, the gender gap remains pronounced.
The International Energy Agency (IEA) highlights this imbalance in their 2025 World Energy Employment report, revealing that women comprise only 20% of the global energy workforce. This figure starkly contrasts with the broader global economy, where women make up approximately 40% of the workforce.
One reason the ratio hasn’t improved significantly is the rapid expansion of roles such as welders, electricians, and line workers—positions where women represent less than 5% of the workforce. Consequently, as the sector grows, gender representation does not necessarily follow.
In contrast, fields like scientific research and electrical equipment manufacturing show higher female participation, with women filling about 45% and 27% of these roles, respectively.
Women’s roles in energy differ across subsectors. The International Renewable Energy Agency reports that women hold about 32% of full-time positions in renewable energy, with solar energy reaching 40% female representation, while wind energy lags at 21%.
In the nuclear sector, women comprise roughly 25% of the workforce. In oil and gas, this figure drops to about 22%, with pipeline transportation being particularly low at less than 5% female representation.
Mining stands out as one of the sectors with the least female presence, with women making up only 15% of the workforce. The IEA also notes that metal ore mining (11%) and coal and lignite mining (7%) are among the least gender-diverse areas.
Signs of progress: Women in energy leadership
There is positive news regarding leadership roles. The IEA notes that since 2015, women’s representation in senior leadership within the energy sector has grown faster than the average across the economy. By 2024, women held 18% of senior roles, up from 13% in 2015.
Some sectors are leading this change. In renewable energy, women now represent nearly 30% of senior leaders. The nuclear sector has seen a growth rate exceeding 4% annually, reaching 29% female leadership by 2024. The grid sector has also improved, albeit more modestly, achieving just under 18% representation.
Despite these advancements, leadership roles for women in energy still trail the economy-wide average of 25%. Growth has been uneven; in oil and gas, female leadership remains below 1%. Furthermore, a 2023 White & Case analysis showed that 42% of the top 100 mining companies had no women in executive roles as of 2023, though this is an improvement from 55% in 2012.
Coal sector representation has declined, with women’s leadership roles decreasing by 20% from 2015 to 2024, now standing at just over 10%.
Voices behind the statistics: Shell, Scatec and Rebel Energy
These statistics reflect broader challenges women face in energy careers. Sabine Hauser of Shell Austria reflects on her early career: “When I was younger, I was a little more insecure and didn’t speak up like my male counterparts, and I found myself getting overlooked.”
Kine Årdal of Scatec shares a similar sentiment: “I don’t have the loudest voice in the room. And if you don’t have the most assertive voice, you might not be heard.”
Entrepreneurial challenges mirror these issues. Penelope Hope of Rebel Energy notes: “In fundraising, the statistics are stacked against women, and confidence is the key difference I’ve observed—not ability.”
The IEA report identifies various factors contributing to gender imbalance, including negative perceptions, workplace culture, and limited career exposure. The Educators’ Employment Survey found that lack of flexible work and childcare policies were significant barriers for women.
Hauser and Årdal both encountered challenges balancing career and childcare. Hauser describes having to pump milk in office bathrooms, while Årdal was deemed “no longer fit” for a leadership program after becoming pregnant.
Hauser adds that while corporate and governmental support in Austria was strong, societal perceptions posed challenges: “I could’ve stayed home for a year or even two but decided to return to work in three months, and I was told ‘why aren’t you staying home with your kid?’—that hurt the most,” she says.
Efforts to bridge the gender divide in energy are underway. Governments are offering scholarships and setting hiring targets, among other initiatives. Lucy Webb of So Energy emphasizes that gender-neutral job descriptions and diverse hiring panels are vital to attracting female applicants.
Webb also highlights the importance of retention: “If you see women join as graduates or apprentices and progress into management and senior leadership, that’s a strong signal the organisation is doing something right.”
Companies with successful female retention often have robust development programs and partnerships with training organizations for women. Webb notes, “These [frameworks] show that the company is investing in the progression of women.”
From a governance perspective, inclusive policies such as flexible working, enhanced parental leave, and menopause policies are crucial. Webb concludes: “Organisations that actively promote and support these initiatives tend to be inclusive across the board.”
Encouraging the next generation
Beyond equality, increasing women’s participation is vital for the energy sector’s future. The energy transition demands a vast workforce, and many companies face labor shortages. Expanding the talent pool to include more women could address these issues while infusing new perspectives into innovation.
Research links diverse teams to improved financial performance and risk management, outcomes valuable in a rapidly changing sector.
“Women bring emotional intelligence and awareness of impact,” notes Hope, emphasizing their role in motivating teams and fostering creativity.
Industry leaders advise women considering energy careers to focus on confidence and preparation. Webb encourages: “You don’t have to tick every box. Do your research. Showcase your transferable skills. Reach out on LinkedIn. Show passion and understanding of the sector.”
Hauser advises: “Speak up. Be confident. You can do training—like how to speak in front of an audience or make your voice heard. But also, be the source of knowledge, so that people have no choice but to listen.”
Årdal echoes, “Knowing my material gave me confidence… Ask yourself, ‘what do I need to learn?’ and work on those aspects.”
Hope agrees that women’s participation begins with speaking up: “Women can have the most influence from exactly where they are right now.”
“Breaking the glass grid: women in the energy workforce” was originally created and published by Power Technology, a GlobalData owned brand.
Original Story at www.yahoo.com