This week, Women in Solar+ Europe gives voice to Rachel Hayes, head of the Environmental, Social, and Governance (ESG) team at Solar Energy UK. She says solar careers often develop laterally, from project development to ESG, from engineering to policy, reflecting how transferable and rewarding these roles are. “The challenge isn’t holding on, it’s getting in,” she says.
The UK’s Clean Energy Mission has taken a major step forward. With the government’s new national plan predicting over 400,000 additional clean energy jobs by 2030, we are entering a defining decade for renewables, one that must be as inclusive as it is ambitious. Building a workforce fit for this transformation means rethinking how we attract, retain and empower talent from all corners of our industry.
At Solar Energy UK we see this shift every day. Our sector has a unique strength: once people are members, they often stay. Careers in solar often evolve laterally, from project development to ESG, from engineering to policy, reflecting how transferable and rewarding these roles are. The challenge isn’t retention; it is entry. Breaking into the industry can be difficult, especially if societal myths about STEM persist. Too many young people still believe that these fields are ‘too hard’ or ‘not for them’. That perception narrows our talent pipeline before it even begins.
The newest IRENA gender report underlines the urgency to address these barriers. Globally, women represent 32% of the sustainable energy workforce, but this figure hides major differences. Only 28% of STEM positions, 22% of mid-skilled technical jobs and 19% of senior management positions are held by women. Even in an industry often considered progressive, gender gaps persist, not because of a lack of interest or ability, but because of structural and cultural barriers such as biased recruitment, limited mentorship and persistent stereotypes that underestimate technical and leadership potential. The report is clear: there is progress within the renewable energy sector, but slower than we would like.
Representation really matters. During a recent WiSEu Cuppa Club discussion, our group reflected on how powerful it is for young people to do that to see someone like her who is thriving in a STEM career. Visibility inspires ambition. When we take students to solar farms or give STEM lectures in schools, we show that the sustainable energy sector is much broader than people think. We are more than just engineers; we are communications professionals, project developers, analysts, researchers and problem solvers. There really is room for everyone in the field of solar energy.
To support organizations in putting these principles into practice, Solar Energy UK recently launched its “Equality, diversity and inclusion in the workplace guide“, a practical framework designed to help companies integrate inclusive practices into their operations. The guide makes clear that EDI is not a ‘nice to have’, but a business-critical priority for solving the clean energy skills gap. By broadening our talent pool and creating equitable workplaces where everyone feels safe, valued and empowered to reach their potential, we can strengthen innovation, improve retention and accelerate growth across the value chain.
The UK government’s commitment to create five new Clean Energy Technical Excellence Colleges and focus on 31 priority professions, from electricians to welders, could be transformative if inclusion is built in from the start. Education pathways that emphasize diverse role models and flexible learning opportunities can unlock untapped potential, especially among women, neurodivergent individuals, and underrepresented communities. And because new policies need companies that benefit from government contracts to deliver good jobs, we have a real opportunity to embed fairness and connection into the foundation of the clean energy economy.
What gives me hope is the solidarity within our WiSEu community. In every conversation I am struck by the sense of belonging, by women supporting each other, by allies who recognize that diversity strengthens performance and innovation. I left our recent discussions feeling proud: proud to be a woman, proud to be neurodivergent, and proud to be part of an industry that is sincerely striving to become one of the most inclusive and supportive workplaces.
The solar energy sector is already showing that inclusive growth and climate action go hand in hand. If we can open the door wider, address misconceptions, nurture skills, and celebrate differences, we will not only meet our clean energy goals but also build a workforce that reflects the diverse society it serves. The next generation deserves to see themselves in the future of energy, and it is our responsibility to ensure they do so.
Rachel heads the Environmental, Social, and Governance (ESG) team at Solar Energy UK, the UK trade association for solar energy and storage technologies. She brings a diverse background including renewable energy policy, carbon reporting and environmental sciences, including expertise in marine and freshwater biology. Outside of work, Rachel volunteers her time to support environmental causes, reflecting a personal commitment to a greener, more sustainable future.
Interested in participating Rachel Hayes and other female market leaders and experts at Women in Solar+ Europe? More information: www.wiseu.network
The views and opinions expressed in this article are those of the author and do not necessarily reflect those of the author pv magazine.
This content is copyrighted and may not be reused. If you would like to collaborate with us and reuse some of our content, please contact: editors@pv-magazine.com.
