This week, women in Solar+ Europe give a voice to Jodie Brush, Communications & Public Affairs Manager at Verbund Green Power Iberia. She says that real progress happens when everyone is involved. “Gender equality is not just a problem of women. Men must be invited to participate in the conversation, listen, learn, to challenge their own assumptions and become allies,” she says.
Like each sector, the industry of the renewable energy is deep in diversity. I work in an industry that is historically dominated by men, but that is precisely why I see that the incredible potential diversity entails. Renewable energy sources are about solving one of the biggest challenges of humanity: building a sustainable future. To do that, we need different perspectives and ways of thinking. We cannot afford to leave half the population away. Diversity is not about quotas, it is about unlocking collective intelligence.
Bringing together different voices creates more resilient, innovative solutions. Diversity, fairness and inclusion (dei) means active listening, opening communication channels and acknowledging that different experiences lead to stronger problem solving. Our strength comes from our differences, not despite them. Our sector is worldwide, and therefore our ideas must be. Engineers, designers, technicians, communicators, strategists, from all backgrounds, we need them all.
Over the years I have encountered many systemic barriers, especially gender predisposition. I have seen women interrupted on the spot, died for promotions or sidelined by policy that ignores the balance between work and private life. Even in communication, a field that often remains as inclusive, gender dynamics complex. There is sometimes an assumption that women ‘support’ instead of stimulating the core story strategies.
Time and again I had to prove that strategic communication is essential for the energy transition. To challenge that bias, I searched with a high impact, a female roles with which I could form a holistic image of the field. I have also pulled strength from other women who understand these challenges. And when it comes to skepticism, my best reaction has always been exceptional work.
The industry is shifting, slowly, but steadily. A few years ago, women in leadership were rare. Nowadays, younger generations expect inclusion and are challenging outdated structures and demanding fairness. Climate change does not discriminate, so why should we?
As I grew, I have learned that authenticity is more powerful than conformity. Traditional leadership models were not built for women, and many women thought they had to imitate male stereotypes to continue. But we don’t do that. We can lead in our own way – through empathy, cooperation and clarity. That is also how strong leadership looks.
Mentoring has also played a crucial role in my journey. Talking to someone who has been in your shoes and can validate your experience is priceless. Inspiring role models help us believe in what is possible. I was lucky to have those people, and I do my best to be that person for others.
I have always given a lot about equality. For me, inclusion means that everyone is treated with respect and to exclude a lack of respect when it happens. Sometimes people do not realize the impact of their words or actions until it is gently noticed. Those small moments of consciousness can create real change.
Driving the dei at an executive level is not easy. Traditional leadership structures tend to resist change, and I have heard people say that genderquota is “unfair”. But with the Wef that darning gender parity is still more than a century removed, we now need legal frameworks and proactive policy, not later.
Technical roles remain dominated by men for the time being. Yet I am hopeful. Change takes time. More girls follow STEM career and younger professionals are more vocal and less tolerant for gender-based limitations. These shifts are the result of decades of work.
I have also seen the power of alliance. In my first commsbaan, a team leader ensured that I had a voice, even as the youngest person in the room. I had male colleagues recognized, recognize my work, recommend me for projects and step in when I was interrupted. These moments are more important than we realize.
If companies want to keep diverse talent, they must offer safe spaces. When employees feel supported, they bring their complete energy and creativity to work. Burnout does not help anyone. The most progressive companies know this.
For young women who enter this field: be confident. Your voice, your skills and your perspective are needed. Ask questions. Take space. Everyone feels the impostor syndrome, yes, even CEOs. You are not a quota. You have earned your place.
And finally, real progress happens when everyone is involved. Gender equality is not just a problem with women. Men must be invited to participate in the conversation, listen, learn, challenge their own assumptions and become allies. That is how we continue. Together.
Jodie Brush is a communication professional with an international background. Although British has been called Spain at home for eleven years and embodies a unique mix of cultural perspectives. With more than eight years of experience, she is an expert in business communication, specializing in strategies for clean energy and environmental, social and governance (ESG). Jodie graduated from the University of Murcia and is passionate about international, multicultural working environments and the stimulation of gender equality in professional spaces. Her global mindset and dedication to sustainable communication enable her to create compelling stories that transcend cultural boundaries.
Interested in becoming a member Jodie -brush And other leaders and experts in industry at women in Solar+ Europe? More information: www.wiseu.network
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