STEM

Women are critical in the energy sector as consumers and energy professionals. However, despite their contributions, women remain underrepresented in the sector, particularly in leadership and decision-making roles. This lack of gender diversity can hinder entry and advancement for women in the sector. Hence, the need for more gender-responsive policies in the energy sector.

A gender-responsive policy refers to a policy or program which ensures that gender norms, roles, and relations are considered. In addition, such policies ensure that measures are taken to reduce the harmful effects of gender inequality actively. Gender-responsive policies range from flexible work arrangements to paid parental leave, gender-sensitive recruitment processes, and mentorship programs. These policies are essential to promote women’s participation and advancement in the energy sector

Reports state that as of 2017, only 33 per cent of 192 national energy frameworks in 137 countries incorporated gender dimensions. Out of these frameworks, only one per cent recognised women as agents of change. Most policies in the energy sector lack a gender-sensitive approach. This disregards the role of women as primary managers of traditional energy sources, their potential to contribute to mitigation efforts, and their potential as entrepreneurs in the transition towards clean energy.

Developing gender-responsive policies in the energy sector will equip the industry to tap into a diverse pool of talent, knowledge and skills. One of the critical challenges facing women in the energy sector is a lack of access to education and training opportunities. As a result, some talents may never be explored.

Another critical challenge is a lack of access to financing and business development support, which can restrict the growth and impact of women-led energy initiatives. Furthermore, the stereotypical culture that technology is a man’s forte affects women in this space, especially in cases where women’s capabilities are often undermined and overlooked.

In increasing women’s representation in the energy sector, policymakers must act to promote gender-responsive policies in the industry. These actions include developing and implementing policies that address women’s needs and concerns in the workplace. For example, energy companies can implement flexible work arrangements, including telecommuting and part-time work, to help women balance work and family responsibilities. Organisations can also provide targeted training and development opportunities to help women build the skills they need to succeed in the industry.

Statistics show it may take 3oo years to phase out gender inequality without proper actions and investments. Hence, creating more gender-responsive policies in the energy sector is a move in the right direction to achieve closing the gender parity gap.

Examples of successful gender-responsive energy policies include the Women in Renewable Energy (WIRE) program in Rwanda, which provides training and mentorship opportunities for women in the renewable energy sector. Also, the Sustainable Energy for All (SEforALL) initiative promotes gender equality and women’s empowerment in the energy sector. Although these actions are reassuring, more work is needed in this regard, especially in Nigeria.

Increasing women’s representation through gender-responsive policies in the energy sector is not only a moral imperative but also a business imperative. Studies show that companies with more diverse workforces perform better financially and are better equipped to innovate and adapt to changing market conditions. In the energy sector, diversity and inclusivity are critical to developing innovative solutions to address the world’s energy challenges.