The transition to clean energy is changing economies, societies and the very idea of work. But as the International Renewable Energy Agency (IRENA) reminds us in its 2025 report Renewable energy: a gender perspective (Second edition)progress towards equality remains uneven. The sector is growing rapidly, but not everyone is keeping up.
Women now hold 32% of full-time jobs in renewables, compared to 23% in fossil fuels. Encouraging, but still below the global occupational average of 43%. More worryingly, this figure has remained unchanged since the first edition of the report in 2019. Six years later, the share of women in the sector has stagnated, proving that growth alone does not guarantee inclusion. Most women remain concentrated in administrative or non-STEM roles, with only 28% in technical roles and 19% in senior management roles. Representation fades with rank, a clear sign that inclusion through accession is not matched by inclusion in influence.
Zoraida Bejarano, Head of Talent at NextEnergy Group, reflects on this need for deeper change and emphasizes the importance of cultural transformation and education: “As an industry with a powerful mission, we must lead through CSR and educate our teams, communities and the public so that solar energy becomes not just a technology of the future, but a career of choice for the next generation, including for everyone.”
Persistent barriers and the pay gap
IRENA’s global research shows that women continue to face three overlapping barriers: workplace bias, societal expectations and limited access to technical education. Barriers in the workplace rank highest, with 45% of women reporting gender discrimination, from not being passed over for assignments to dealing with subtle or overt harassment.
Rigid work structures and a lack of flexibility further limit participation. Many women do not leave because of a lack of capabilities, but because the environment does not evolve with reality. Chloé Durieux, Partner & CDP at Nexun, emphasizes that the challenge lies as much in retention as in recruitment: “Energy remains a male-dominated sector, and the challenge lies not only in attracting women, but also in retaining them. Too often, women have to prove their capabilities even harder, while their well-being depends on an environment that must continue to develop. Much remains to be done to create truly inclusive workplaces and build workplaces and reduce prejudice. As leaders, we have a responsibility to drive this change by promoting diversity, embracing open-mindedness and creating safe, flexible cultures where everyone can thrive.”
Cultural expectations exacerbate these challenges. Across all regions, women continue to provide a disproportionate share of unpaid care work. In many societies, technical and leadership careers are still seen as male domains. The ‘leaky pipeline’ starts early, as girls receive less encouragement to pursue STEM subjects.
Putting forward this perspective, Aga Michalak, Head of Marketing and ESG Europe at Jinko, reflects on the need to take action earlier in the pipeline: “Inclusion starts in the classroom. If girls don’t see renewable energy as a place where they belong, we will always fix the system instead of building it right. Mentorship, visibility and education are not perks; they are the foundation of equality.”
The IRENA report confirms that wage inequality remains one of the sector’s most entrenched challenges. Two-thirds of survey respondents believe men are paid more for comparable roles, but only a third of organizations formally acknowledge this gap. Beyond pay, the gender gap also extends to leadership pipelines. Women are still underrepresented in strategic and technical decision-making positions, the spaces where long-term direction is set and innovation thrives. The report highlights the crucial role of industry networks and professional associations in creating spaces where women can connect, exchange knowledge and build visibility. Such networks strengthen representation, help overcome isolation, and accelerate women’s advancement into leadership roles.
On this topic, Carmen Madrid, founder of the WiSEu network, underlines the need for both transparency and community-driven solutions: “Transparency is equality’s best friend. Every organization should publish pay scales, promotion details and salary scales. Equality cannot depend on who negotiates better; it must depend on fair structures. Companies that build transparency into their culture not only close the gap wage differences; they build trust. And by partnering with professional networks like Met WiSEu, they are sending a clear message of commitment to equality, while creating a powerful mechanism to help women overcome barriers to leadership and thrive within the industry.”
Access for women and energy
In rural areas and off the grid, women’s participation is higher, around 35% of workers, in energy access projects, but they are still undervalued. Women often play central roles in system maintenance, user training and local energy entrepreneurship, but their contributions are rarely recognized in formal roles.
Rosilena Lindo, Global Climate & Energy Advisor and former Minister of Energy in Panama, explains from an international perspective how empowering women in these contexts can transform the energy landscape: “Universal access to energy could substantially benefit from gender mainstreaming by enabling women to use their talent beyond glass ceilings. Today, women have the technical and cultural knowledge to build mini-grids and isolated systems and have already built up community governance structures from which energy projects ensure continuity. The challenge is to translate their success into greater access to leadership positions with equal pay, while at the same time making visible the importance of women’s role in the energy transition.”
The way forward
The IRENA report concludes with a call for systemic transformation. Gender mainstreaming must move from ambition to action, embedded in policies, business models and education systems. Governments are urged to introduce equal pay legislation, enforce anti-discrimination frameworks and use gender budgeting to measure impact. Employers must provide mentorship, parental leave, flexible work options and transparent recruitment processes.
Echoing this need for intentional leadership, Claire Gardner, Marketing Manager – Europe at Solis, emphasizes that inclusivity and performance go hand in hand: “Success is often measured in megawatts and market growth, but real progress is defined by who we empower along the way. Equality is not philanthropy; it is a strategic advantage that strengthens our collective performance. Diverse leadership and balanced teams drive innovation, resilience and better outcomes for all. The future of energy must be inclusive, built not just by the many, but for all, and I am proud to play my part in building an energy future where everyone belongs and thrives.”
With the sustainable workforce expected to reach 30 million by 2030, inclusivity is not a niche issue; it is a competitive necessity. The energy transition is too important to be driven by half of humanity, while the other half remains underrepresented.
Maria Sabella, CEO of Enlight Energy Services, summarizes the shared responsibility before us and concludes: “When women have the opportunity to actively participate in the energy transition, we ensure a long-term vision and alignment between stakeholders. We emphasize the importance of local communities, valuing respect for diverse perspectives and a commitment to care. These are not just soft skills; they are the foundation of sustainability. The transition will only succeed if it becomes truly human and people-oriented.”
Interested in participating female market leaders and experts at Women in Solar+ Europe? More information: www.wiseu.network
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