The calls for diversity and inclusion in the energy sector are louder than ever

By heeding the findings of the study and implementing proactive measures, organisations can foster environments where women thrive, innovation flourishes, and the industry moves closer to achieving its sustainability goals

Organisations in the energy sector need to demonstrate that their work on the energy transition and diversity are far more than just lip service, a global study on women in the sector has said.

The fifth annual edition of the ‘Women in Energy Global Study’ provides valuable insights for business leaders, managers, recruiters and diversity, equity and inclusion (DEI) professionals - indeed, anyone needing to attract and retain talent in the modern energy workplace.

It was produced by energy recruitment leaders NES Fircrot and Energy Jobline and is supported by POWERful Women, which is part of the UK’s Energy Institute, and Ally in the US.

The study is the result of a survey done from October to November of women and men working in the global energy industry across five continents.

A total of 2,517 people responded to the survey, 1,670 (67 per cent) of whom were women.

"This year’s Women in Energy Global Study sends a crucial message to the energy sector: Employees want to work for companies that are committed to bringing people together to achieve Net Zero. When asked what they value most in an employer, both women and men cited "a strong commitment to Net Zero" as number one, followed by an inclusive working environment," says Katie Mehnert, CEO & Founder, ALLY Energy, e-digital community and marketplace powering the energy workforce of the future.

"In the dynamic landscape of the global energy sector, the call for diversity and inclusion resonates louder than ever," she says.


The study unveils persisting disparities in gender representation and career progression within the energy sector.

While women constitute a significant proportion of the workforce, they remain underrepresented in senior leadership roles (33 per cent males versus 20 per cent females).

Gender imbalances persist, with men (62 per cent) dominating upper management echelons while women (46 per cent) populate entry and mid-level positions.

The study suggests that closing this gap necessitates multifaceted strategies encompassing mentorship, sponsorship, parental leave policies, and a supportive organisational culture. Moreover, fostering inclusive workplaces demands proactive measures to combat biases and provide equitable opportunities for career advancement.


In the quest for a diverse and skilled workforce, the study sheds light on key challenges and opportunities.

Flexible work arrangements, instrumental in achieving work-life balance, emerge as a cornerstone of talent retention.

However, the rollback of pandemic-induced flexibility warrants vigilance, as organisations navigate evolving work patterns.

Despite strides in diversity and inclusion (DEI) initiatives, a decline in organisational commitment underscores the need for sustained advocacy. Bolstering professional development avenues, implementing sponsorship programs, and enhancing parental leave policies are pivotal steps towards fostering an inclusive workplace culture.

Amidst shifting workforce dynamics, the study illuminates evolving mobility trends and sectoral preferences.

While job mobility among women shows a decline, aspirations for career transitions persist. Women express a keen interest in sectors offering compelling projects, growth opportunities, and future potential.

However, barriers such as limited leadership prospects and feelings of isolation warrant attention.

By leveraging transferable skills and fostering an environment conducive to growth and inclusivity, organisations can cultivate a robust talent pipeline poised to navigate the complexities of the energy transition.


The Women in Energy Global Study serves as a compass guiding the energy sector towards a more inclusive and sustainable future.

By amplifying the voices of women and addressing systemic barriers, stakeholders can harness the full spectrum of talent and propel the industry towards net-zero goals.

As organisations recalibrate their strategies in response to evolving workforce dynamics, a steadfast commitment to diversity, equity, and inclusion emerges as the linchpin of success.

By championing a culture of inclusivity and empowerment, the energy sector can harness its greatest asset its people to catalyze transformative change on a global scale.

In essence, the study underscores the imperative of nurturing an inclusive workforce that reflects the diversity of the communities it serves.

By prioritising commitments to Net Zero, fostering inclusive workplaces, and nurturing talent for the energy transition, organisations can position themselves at the forefront of innovation and sustainability.

Through concerted efforts to address disparities and cultivate a culture of belonging, the energy sector can pave the way for a more equitable and prosperous future.

The Women in Energy Global Study serves as a clarion call to action a testament to the transformative power of diversity and inclusion in shaping the energy landscape of tomorrow.

As we reflect on the insights gleaned from the 2024 Global Study, it becomes evident that the journey towards a more inclusive energy sector is multifaceted and ongoing.

By heeding the findings of the study and implementing proactive measures, organisations can foster environments where women thrive, innovation flourishes, and the industry moves closer to achieving its sustainability goals.

The voices of women in energy serve as catalysts for change, steering the sector towards a future defined by equity, opportunity, and environmental stewardship.

By Abdulaziz Khattak