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The women in energy: learnings about female talent in the energy industry

Published by , Editorial Assistant
Global Hydrogen Review,

The energy industry stands at the cusp of a transformation, driven by the dual imperatives of technological innovation and environmental sustainability. Historically, it has been a dynamic sector, characterised by its ability to adapt to changing economic, geopolitical, and technological conditions. However, the urgency of addressing climate change has added a new dimension to this evolution.

The Women in Energy Global Study is an annual guide that delivers insights on how to retain female talent during this transformational and dynamic period of the energy industry. It’s a critical roadmap for business leaders, managers, recruiters and D&I professionals to what women want, need and can offer in the global energy workplace.

The report dives into the data to reveal the nature and aspirations of the female energy workforce. It explores the kinds of jobs women are doing and the level of seniority that they are reaching, the career issues they face, what motivates them to contribute their skills to the energy transition and what they need to truly thrive.


The energy transition was a strong thread running through this year’s global survey with a commitment to net zero being the stand-out factor that attracts women to a company. Respondents came from an even greater variety of sectors and roles both within and outside the energy industry, reflecting the growing richness and complexity of energy today and the exciting new opportunities it offers.

This year's results showed that oil and gas is the largest employer of women, followed by renewables, and most respondents have reached middle-management level in their career. However, there are still more women than men at the bottom and more men at the top. Women are more likely to be in project management, while men are more likely to be in engineering, and only 6% of field services roles are held by women.

Work-life interface and flexibility

Employers appear to be rolling back some of the flexible working policies introduced during the COVID-19 pandemic yet offering options for where and when work is an important value proposition for any company wanting to attract and retain talent.

The good news is that most men and women feel they now have a good work life balance, a positive shift from last year when most said that they didn't. Women said that better flexible working would make the most difference to work-life balance.

Attracting and developing diverse talent and helping women thrive

Companies’ commitment to diversity, equity, and inclusion (DEI) appears to be declining, a reversal in trend from previous years. If this is more than just a lack of visibility of what has become ‘business as usual’, then organisations need to remember that better DEI leads to better business performance and it is critical to communicate efforts in this area. Key things women want from their employer are better professional development, sponsorship and mentoring, flexible working and the opportunity for job-share or part-time working, but there appears to be delivery gap between availability of policies and their uptake.

The demand for good paternity leave is huge among men – more than half said they wanted to see it introduced or improved – and this could be a game-changer for both sexes. Additionally, a strong commitment to net zero still makes a company more attractive to both women and men. Other key factors for women when choosing their employer are an inclusive workplace culture, benefits and a commitment to DEI.


Empowering women in the global energy market is not just a matter of equity; it is a strategic imperative for fostering innovation and driving sustainable growth. The energy sector, traditionally dominated by men, has been slow to integrate gender diversity, but the tide is turning. By amplifying the voices of women and acknowledging the unique challenges they face, we can begin to dismantle the systemic barriers that hinder their full participation. Challenges such as gender bias, lack of mentorship, and limited access to networks and resources can be addressed through deliberate, targeted strategies. This involves not only providing opportunities, but also creating supportive environments where women can thrive.

When the voices of women are amplified in the global energy market, we not only bring attention to the challenges they face, but also highlight the vast potential they hold. By understanding the barriers they encounter, leaders, managers, and recruiters can implement targeted strategies to create more inclusive and diverse work environments. This not only benefits women in the industry, but also fosters innovation and drives growth in the ever-evolving energy sector. As we pave the way for more opportunities and empowerment for women in energy, we are shaping a brighter and more sustainable future for all.

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