Career progression is consistently the top reason professionals choose to switch sectors, and companies that clearly define paths to advancement will be best positioned to recruit and retain women in energy


In an industry long dominated by men, the tide is beginning to turn, albeit gradually.

Women in the global energy sector are carving out space in an evolving landscape shaped by technological advancement, climate imperatives, and a surging demand for diverse talent.

According to the 2025 Global Energy Talent Index (GETI) report, which surveyed over 10,000 professionals across 150 nationalities, the representation of women in the energy workforce has grown marginally in the past five years.

While progress is slow, the growing acknowledgment of the role women can play in shaping the energy future signals a promising, if overdue, change.

A SNAPSHOT OF REPRESENTATION

The GETI report reveals a modest increase in female representation across energy sectors. In the traditional energy domain – covering oil, gas, and petrochemicals – female participation has risen from 10 per cent in 2021 to 12 per cent in 2025.

The transitional energy sector, comprising power and nuclear, shows slightly better figures, with women now accounting for 14 per cent of the workforce.

The future of energy, driven by renewables and innovative technologies, reports the highest female representation at 22 per cent, a figure that has remained static in recent years.

This slow pace of growth suggests that while awareness has increased, significant systemic challenges remain.

Leanne Halliday, Global Head of Energy and Renewables and Hydrogen Subject Matter Expert at LRQA, highlighted that although the future energy sector is expanding rapidly, fewer professionals–including women–are showing interest in relocating.

Career progression, long viewed as a key draw for the industry, is now being sought closer to home, reflecting a wider shift in professional priorities.

BARRIERS AND OPPORTUNITIES

Several factors contribute to the underrepresentation of women in energy; one is the aging workforce.

With professionals under 35 declining across all sectors, the industry finds itself in a demographic bottleneck.

Margie Harris, former Executive Vice-President at Tellurian, points out that energy roles, particularly in traditional sectors, are often overshadowed by careers in technology.

"Few young people aspire to be petroleum engineers when roles in robotics and high tech are marketed as more compelling," she explains.

"We should shine a brighter light on the technological innovations in our sector, like unmanned drilling and drones, to help convince students and their parents that the energy industry offers dynamic, fulfilling careers".

Mentorship and training emerge as vital tools to attract and retain women in the sector.

The GETI 2025 reports a growing call for mentorship programmes, up from 20 per cent in 2021 to 28 per cent in 2025.

Notably, women are more likely than men to value the impact of their careers on climate change and sustainability, particularly in the transitional energy sector.

Here, 67 per cent of women said it was "very important" that their work contributes to the energy transition, compared to 63 per cent of men.

Despite the enthusiasm for careers that make a positive impact, the energy sector still faces a perception challenge.

For women contemplating a shift into or within the industry, flexible working arrangements, support for family relocation, and transparent career progression pathways remain decisive factors.

As Ciara King Hall, Project Manager at Duke Energy Corporation, notes, employers are beginning to tap into the retirement community and offer more structured career paths to appeal to both experienced professionals and new entrants alike.

BRIDGING THE GENDER GAP

Although the road ahead remains long, a few trends hint at how the gender gap might be bridged.

For one, the rise in pay across all sectors, including for women, indicates a slowly improving recognition of the technical competency required in energy roles.

In 2025, 50 per cent of professionals reported a pay increase, with 26 per cent seeing hikes above five per cent.

Hiring managers are aligned in this view, with 61 per cent noting wage growth, a shift that could help attract more women into the field.

Technology sectors continue to be a magnet for those considering a switch, and this trend includes many women from energy.

Nearly a third of professionals contemplating a move outside the energy sector cite technology as their destination of choice.

However, this flow can also work in the industry’s favour: By positioning itself as a high-tech sector capable of driving innovation in AI, robotics, and sustainable development, energy could win back talent otherwise lost to Silicon Valley.

To do so, energy employers must adopt a holistic approach to workforce development. This means going beyond salary incentives to offer long-term career development, supportive work environments, and meaningful engagement with climate and social goals.

As the GETI report makes clear, career progression is consistently the top reason professionals choose to switch sectors, and companies that clearly define paths to advancement will be best positioned to recruit and retain women in energy.