The sustainable energy sector is evolving at an extraordinary pace. We are navigating technological disruption and regulatory complexity as we race to achieve the energy transition. In this context, gender diversity is not only ethically right, but also commercially essential for innovation and adaptability.
Research consistently shows that gender-diverse teams make better decisions, identify risks more effectively and innovate more successfully. Companies with diverse leadership are 25% more likely to be profitable. In an industry that is building new systems and institutions, we have a unique opportunity to build equity in from the start rather than retrofitting it into existing structures. Yet the World Economic Forum says that at the current pace we won’t achieve gender equality until 2158. That’s five generations later. We simply cannot wait that long, especially in an industry racing to deliver the energy transition.
At Solarport, our strong ESG focus reflects this thinking. We work on meaningful initiatives around wellness, flexibility, philanthropy and community engagement because companies that truly value diverse perspectives attract better talent, make better decisions and build more resilient organizations. The transition to renewable energy will either be inclusive or incomplete.
One of the most persistent barriers I’ve seen is the way women are socialized. We’ve learned to only apply for jobs if we can tick all the boxes, not to appear difficult, too loud or ’emotional’, and not to trust our instincts. Research shows that men apply for a promotion or a new position when they have 60% of the qualifications; women wait until they are 100% qualified. I’ve seen this happen my entire career.
This isn’t something women need to “fix” themselves. It’s something that organizations need to change by valuing different communication styles, challenging biases in hiring and promotions, and creating cultures where women aren’t punished for behaviors that are rewarded in men.
The motherhood penalty remains significant. Research shows that mothers face wage penalties and slower career development. I have experienced this as a mother of two daughters. Historically, rigid work structures forced impossible choices between career and care responsibilities.
The shift to flexible working in recent years has been life-changing for many of us, myself included, allowing fuller participation without sacrificing family commitments. At Solarport we are introducing gradual changes to the way we work, updating our policies and benefits to reflect modern realities. We recognize that supporting people well through flexible working and wellbeing initiatives improves retention and performance and helps us attract the best talent who value these commitments.
I have been fortunate to have great female mentors throughout my career. Early on, when I was a paralegal, a female partner gave me advice that stuck: If you want a promotion, act in the role you aspire to. Make it a no-brainer. Always act. That simple reframing changed the way I approached progress.
Later, through the 30% Club initiative, I had a mentor with three children in their late teens and early twenties, and a demanding senior role. It was inspiring to see her navigate it all, from going from her big job back home to supporting one child with GCSEs, another with A-levels, yet another with GCSEs. She represented what I could be: both a great mother and a great career. She had lived through a tougher era than mine and showed me what was possible. Her biggest career advice? Network, network, network. Networks are where real power and change happen.
While I value mentorship, I believe sponsorship deserves more attention. Mentors offer advice; sponsors stand up for you and advocate for you in spaces where you are not present. Both are important, but sponsorship creates a tangible change in careers. The mentoring conversations I participate in are often about unlearning – recognizing conditioning for what it is, seeking sponsors beyond mentors, and learning to stand up for yourself despite deep-seated hesitation.
At Solarport, building a diverse representation has had a tangible impact on our ability to attract and retain the best talent. In a competitive market where skilled professionals have choices, our commitment to inclusion has become a real differentiator. People want to work for organizations that reflect their values, and gender diversity, especially at the leadership level, shows that we are serious about creating an environment where everyone can thrive.
The broader evidence is substantial. Companies in the top quartile for gender diversity perform better in terms of profitability, make better decisions and innovate more successfully. In renewable energy, where we face rapid change and complexity, these capabilities are extremely important. When leadership reflects diverse experiences, decisions improve. Different perspectives challenge assumptions, identify blind spots and lead to more robust solutions.
Addressing these barriers requires both individual awareness and institutional change. Through initiatives like our Solarport Women’s Forum, we create infrastructure for collective progress: we challenge outdated practices, share experiences, and hold ourselves accountable for creating truly inclusive environments where everyone can fully contribute.
For women entering the solar and renewable energy industries today, my advice is this: recognize that socialization patterns are conditioning and not reality. Find sponsors, not just mentors. Build networks and collective power. Individual resilience is important, but sustainable change requires collective effort.
Focus on both personal progress and systemic improvement. Your success is important, but lasting change requires the systems themselves. We need accelerated progress, and that requires everyone, especially male allies, to actively create and support opportunities.
The transition now needs diverse leadership and representation. We don’t have time to achieve equality until 2158, and the renewable energy sector, as it races to build our sustainable future, certainly can’t wait.
Gemma Buckley is Chief Legal Officer and Board Member at Solarport, the UK’s leading solar infrastructure company, specializing in the design, manufacture and distribution of high-performance solar mounting systems. Her journey into solar energy began in early 2013 when she joined a leading EPC as legal counsel during the early days of ground-mounted solar in Britain. She spent nine years as Principal Legal Counsel at the FTSE100 firm, where she became part of the leadership team and co-chaired the gender diversity network. As a mother of two daughters, Gemma has experienced first-hand the barriers women face when balancing career advancement and caregiving responsibilities, and she is passionate about creating systemic change. At Solarport, Gemma co-launched the Women’s Forum and oversees the company’s strong ESG focus. She is committed to pioneering progressive workplace practices and building inclusive environments where diverse talent can thrive in the sustainable energy sector.
Interested in participating Gemma Buckley and other female market leaders and experts at Women in Solar+ Europe? More information: www.wiseu.network
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