The IRENA report shows the percentage of women working in renewables has not changed since its first gender analysis in 2019. As a result, the Agency is calling for ‘effective measures to address the persistent lack of progress’, warning that ‘without greater gender equality, the energy transition will not be fair or sustainable, with risks of labour shortages and a lack of diverse perspectives’.

The data shows the widest gap in senior leadership positions, of which women only account for 19%. Women are significantly better represented in administrative roles, where they account for 45% of the workforce. Their share drops to 28% in science, technology, engineering and mathematics (STEM)-related positions. It is lowest (22%) in trades, such as installers, machine operators, electricians and construction workers, which typically require technical certifications, vocational training or apprenticeships.

IRENA Director General Francesco La Camera comments: ‘Unfortunately, despite performing better than in fossil fuel industries, little progress has been made. The sector still has a lot of work to do. To realise the energy transition’s full potential, women must be recognised as equal partners and leaders in shaping the renewables-based future.’

The lack of gender balance in the sector stems from systemic barriers that persist at every stage of professional development, says the report. Women continue to face bias and cultural stereotypes when they join the workforce; cope with growing challenges in balancing professional and caregiving responsibilities throughout their careers; and confront discriminatory practices and glass ceilings that hinder advancement into leadership positions.

Women are frequently the primary users and managers of household energy systems, bearing the greatest burden of energy poverty in developing countries, it adds. In non-governmental organisations focused on off-grid and community-based projects, women account for around 35% of employees, highlighting significant potential to expand their leadership and decision-making in advancing the United Nations sustainable development goal for universal energy access.

The study also finds disparities among different types of organisation. Private enterprises, which dominate the renewables sector, report the lowest levels of female participation at 25%. By comparison, non-governmental organisations have nearly 48% female representation, while government and non-commercial institutions report 37%.

IRENA is calling for both top-down and bottom-up strategies, as well as cross-cutting initiatives to overcome the barriers. Governments should enforce laws on non-discrimination, equal pay and access to education, while embedding gender equality into climate and energy policies, it says.

In addition, employers must introduce flexible work arrangements, transparent recruitment and promotion practices, mentorship opportunities and safe, as well as respectful, workplaces. Educational institutions, trade unions, civil society and international organisations also have a critical role in dismantling stereotypes, expanding opportunities and holding institutions accountable, concludes IRENA.

UK energy sector still failing to remove career barriers for women

The IRENA report findings echo the picture seen in the UK energy sector, as reported by POWERful Women (PfW) in its Annual State of the Nation Report in June this year. PfW is a campaigning organisation supported by the Energy Institute.  

Ongoing challenges and incremental progress in female representation within the UK energy sector were revealed in this year’s report. Despite improvements at some levels, the sector currently sits below 40% female representation in leadership and middle management, a target that POWERful Women has set the industry for 2030.  

This year’s report benchmarks female representation in an expanded list of the largest 100 UK energy employers (representing a combined workforce of over 230,000 people). It shows that across the whole sector women are in:

• 30% of company board roles (executive and non-executive), a small increase from 29% in 2024.
• 16% of executive director roles on boards, up from 15% in 2024.
• 34% of leadership roles, unchanged from 2024.
• 34% of middle management roles, where there has been the highest increase, from 32% in 2024.

It also finds that 15 UK energy companies still have no female board members at all and 73% of company boards still have no female executive directors.

The report reveals a significant gap in female representation in the top decision-making roles within the energy sector, which continues to hinder overall gender diversity. Only 8% of CEOs and 9% of Board Chairs in the top 100 energy companies are women. The CFO role has the highest female representation, with women holding 16% of positions. Moreover, the energy sector is significantly behind the FTSE 350, which has already achieved its 40% women on boards 2025 target. That is unattainable by the energy sector unless each company adds one woman to its board within the next six months, according to PfW.

However, there are reasons for optimism. Five of the nine female Chairs, three of the eight female CEOs and eight of the 13 female CFOs were appointed in the last two years. Furthermore, the number of companies adding women to their boards over the past 12 months outpaced those removing them (20 boards added at least one woman, while seven boards removed one or more).

Monica Collings, Chair of POWERful Women, comments: ‘To achieve net zero, it’s essential to attract fresh talent and cultivate new green skills, and this is a powerful opportunity to build an industry that truly reflects the diverse communities and customers it serves. And it’s not just about attraction, but retaining talented women within a supportive workplace culture. With just five years left to achieve our 40% representation target, we must be bold in our ambition and intensify our efforts. By showcasing outstanding examples of good practice from companies that have already achieved gender balance, we aim to spark a transformative acceleration of progress across the industry. Now is the time to step up and drive meaningful change.’