Why are there so few women in the renewable energy industry? And what can be done about the gender disparities? The underrepresentation in this growing industry means several missed employment opportunities. Those issues were discussed at the online policy dialogue on Accelerating Women’s Empowerment in Energy, hosted by the Shared Value Hub on October 29.
Diana Masika, a Senior Renewable Energy Officer at the Ministry of Energy and Petroleum and a 2024 IGE fellow (participant in the Inclusive Green Economy in Practice program), delivered a keynote address on empowering women in the clean energy sector.
Women hold about 40% of the jobs in the solar PV sector, with even lower representation in the broader renewable energy sector (32%) and the overall energy sector (22%). Despite this, their presence in management roles within the solar PV niche is particularly low, with women occupying only 18% of these positions. Several challenges facing women in the energy sector were identified during the dialogue.
The cost of workplace bias
The participants in the discussion pointed out that biases surrounding education and skills often discourage women from pursuing STEM-related careers (science, technology, engineering, and math). This bias persists in the workplace, where some employers, colleagues, or customers are uncomfortable with female leadership. For instance, customers may expect to be addressed by a man or assume that only a male employee could effectively answer their questions. Such stereotypes create significant barriers for women, preventing their full engagement and advancement in the energy sector.
The session also highlighted the perception that women are viewed as more expensive to employ, especially due to costs like maternity leave, which employers must cover. As a result, many employers may be reluctant to hire women, contributing to the low representation of women in the energy sector, an issue that is shared with other industries.
Women display high levels of self-doubt
The dialogue also stressed that sometimes, women undervalue their skills or suitability for certain roles. This is deeply rooted in assumptions formed from childhood, leading many women to doubt their abilities compared to men. These ingrained perceptions discourage women from pursuing certain roles. Additionally, women often display greater risk aversion than men, hesitating to apply for positions unless they feel they meet every qualification perfectly.
Few female mentors limit visibility
The lack of female mentors and role models in the energy sector was also identified as a significant barrier to women's entry into the workforce. Without visible female leaders or mentors, aspiring professionals have limited opportunities to find guidance and inspiration to succeed in their careers. As a result, women who do pursue careers in the sector often face the challenge of breaking gender norms. This absence of role models perpetuates a cycle of under-representation, making it difficult for women to envision themselves in technical or leadership roles leaving women with minimal visibility.
Protective gear requirements conflict with cultural beliefs
Also, practical requirements, like wearing trousers for protective gear, was underscored to conflict with cultural or religious beliefs, adding another layer of discouragement for women entering or advancing in the energy sector.
Women entrepreneurs face financial barriers
An important challenge faced by women entrepreneurs in the energy sector is the difficulty in accessing financial support, which is essential for business growth. Diana Masika highlighted that only 37% of women in sub-Saharan Africa have bank accounts, compared to 48% of men. This prevents many women from securing loans. Additionally, those who do have bank accounts often lack the assets required as collateral to obtain financing. As a result, many women struggle to scale their businesses.
Some proposed solutions to enhance women's participation
In addressing the challenges faced by women in the energy sector, several key solutions were proposed. It was emphasized that both policymakers and businesses must make gender inclusion a central part of their procedures to enhance women’s participation in the field.
Improving data collection with gender-segregated information was highlighted as crucial to identifying disparities in employment and energy markets. The need for targeted policies and programs aimed at providing women with access to training, education, and entrepreneurial opportunities was also stressed. Furthermore, creating a positive and enabling environment for women in the workplace was recommended, enabling women to balance their professional and household responsibilities.
Speaking during the policy dialogue, Diana Masika concluded her keynote speech by referencing the Ministry of Energy’s 2019 Gender Policy. It provides a framework for both state and non-state actors on ways to mainstream gender in policies, programs, and projects in the energy sector.
By Jane Maina