The path towards empowering women in the energy sector

Published

October 14, 2024

Read Time

5 Min

Published

October 14, 2024

Read Time

5 Min

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Estimated reading time: 5 minutes

Energy remains one of the least gender diverse sectors in the global economy, according to the IEA. However, many forward-thinking companies are now addressing this imbalance and working to change it. As the industry shifts toward sustainability and innovation, empowering women in the energy sector is critical to its future success.

In this article, we will review the current gender landscape in the energy industry. We will explore the challenges women face and highlight the progress they are making. We will also show how WTS Energy is driving meaningful change for a more inclusive energy landscape.

The path towards empowering women in the energy sector

The current landscape

The energy sector has historically been a male-dominated field. Its workforce continues to be unrepresentative of the population and workforce at large. As stated by the IEA, women make up just 16% of the global energy workforce, despite representing 39% of the total global labor force. The IEA has conducted several studies that highlight persistent gender gaps. These studies show that women are underrepresented in technical and senior leadership roles. Women also face a significant wage gap compared to their male counterparts. Women in the energy sector earn approximately 20% less than men with similar qualifications and job responsibilities .

In their research, the IEA also found that women are significantly more likely to leave the energy sector than men, often due to limited career progression opportunities. Furthermore, women who remain in the sector are less likely to transition to higher-paying firms, which exacerbates the gender wage gap over timeโ€‹. Despite global efforts to address these disparities, gender diversity in energy remains far below other sectorsโ€‹.

Overcoming barriers

Innovative solutions require a diverse and equitable energy sector. However, women in the energy sector face a number of structural challenges that are barriers to their advancement:

  • Bias in recruitment and promotion

    Men have historically been preferred for technical and leadership positions, limiting opportunities for women to advanceโ€‹. This bias leaves women with fewer opportunities for career advancement, combined with a lack of mentorship and networking opportunities.

  • Work-life balance issues

    Many women struggle to balance demanding energy jobs with family responsibilities, especially in the absence of flexible working arrangementsโ€‹.

  • Education gaps

    Fewer women pursue STEM degrees, which limits the pool of candidates for technical rolesโ€‹.

As a result, despite the energy sector’s growth and modernization, the industry underrepresents women in influential roles. This highlights the need to create a more inclusive and supportive workplace environment.

Challenging stereotypes

Besides the structural challenges, cultural stereotypes also limit womenโ€™s progress in the energy sector:

  • Perception of technical roles

    Women are often viewed as unsuited for physically demanding or highly technical jobs, which limits their presence in areas like oil, gas, and renewables.

  • Leadership bias

    Leadership roles are still associated with characteristics such as assertiveness and decisiveness, which are traditionally perceived as male attributes. This contributes to the underrepresentation of women who have similar academic qualifications in senior management, where they hold less than 15% of leadership positions.

  • Lack of role models

    The scarcity of women in senior roles reinforces stereotypes, creating a cycle where young women are discouraged from pursuing leadership or technical careersโ€‹.

To overcome these stereotypes, it is vital to showcase the achievements of women in technical and leadership roles, thereby providing future generations with more visible role models.

Access to education and training

To overcome there barriers, education is essential. Many women lack access to necessary STEM education and specialized training. This limits their ability to pursue technical and leadership roles. To tackle this, initiatives focused on providing targeted educational opportunities are critical for closing the skills gap.

WTS Energy is playing its part by offering comprehensive training through its dedicated canters. These programs equip energy professionals, including women, with the technical skills and qualifications they need to advance in the sector. This helps create a more inclusive workforce.

Flexible working arrangements

Addition to education opportunities, Flexible working arrangements are increasingly recognized as essential for attracting and retaining women in the energy sector. Many women face challenges balancing demanding roles with family responsibilities, especially in fieldwork and remote locationsโ€‹. By offering flexibility, companies can create a more inclusive work environment that supports womenโ€™s career advancement.

WTS Energy’s commitment

At WTS Energy, we have been actively enhancing our capacity to recruit highly capable women for energy roles worldwide. Through initiatives such as webinars, mock interviews, and targeted recruitment campaigns, we are creating multiple pathways for women to enter or advance within the energy industry.

Case study: Recruitment of female HV jointers for a service provider in the energy industry

Explore how WTS Energy successfully recruited and relocated female HV jointers to promote gender diversity in high voltage cable jointing.

The way forward

Gender diversity in the energy sector is vital

To truly empower women in the energy sector, the industry needs to make ongoing efforts at every level. Collaboration between companies, educational institutions, and policymakers is crucial to ensuring women can thrive. In collaboration with industry partners, WTS Energy is dedicated to eliminating barriers and developing a more innovative and equitable energy workforce.

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