The global transition to renewable energy is expected to generate over 10 million jobs globally by 2030. This projection presents a critical opportunity to reshape the workforce of a traditionally male-dominated sector by prioritising diversity and inclusion. To meet the projected demand for renewable energy workers, governments and corporations must dismantle the structural barriers that continue to stall gender parity in the sector. Doing this requires a clear-eyed diagnosis of the hurdles women face in their sprint to upward career progress in the industry.
Challenges Women Face in the Renewable Energy Industry
- Male-Dominated Industry
On a global scale, women represent 45.9% of positions in an economy-wide range, but this is not so in the energy sector. Despite the massive growth in the energy transition industry, the sector is male-dominated, with women constituting only 22% of the labour force in the oil and gas industry and a mere 7% holding leadership positions. In the renewable energy space, excluding solar photovoltaic—PV and wind, women make up just one-third of the workforce, with men taking up most of the technical and leadership positions. Despite the increased representation of women in the solar PV sector, where they make up one-fourth of the workforce, they still fall short of the global average of 45.9%. In Germany—the European hub for renewable energy—women's share as executives in the sector is just 12%.
Figure 1. Percentage of Women in the Energy Sector. Source: IRENA.
A survey conducted by the Renewable Energy Association of Nigeria, shows that 3 of every 10 staff in Nigeria's renewable energy sector, predominantly solar energy, are women. Of the existing share of women, 64% hold non-STEM positions, and 21% occupy administrative roles. The share of women in STEM roles was the least, at 8%. A more diverse industry could improve climate awareness and accelerate progress toward a cleaner energy future, which will boost economic growth and success in the industry.
- Societal Expectations and Cultural Norms
As seen above, there has been a long-standing male dominance in the energy industry, making women sceptical about their ability to thrive in certain technical roles that require leadership skills. Many professionals operate with the assumption that women are not cut out for working in the renewable energy business because of its technical nature. A significant number of female professionals working in the field have reported encountering cultural biases and a lack of incentives which discourage their participation4. This prejudice discourages young women from pursuing employment in the energy space. It also decelerates women’s career growth in the sector, making it difficult for them to establish themselves.
- Workplace Challenges and Work-Life Balance
According to the REAN Women in Energy survey report, organisations claim they have no problem working with women and are gender inclusive. However, these organisations complain of increased leave requests, a need for micro-management, and cultural prejudices from the womenfolk. Conversely, female professionals cited work-life balance and difficulty finding mentorship as the primary barriers to career advancement.
Statistics from the annual Global Women in Energy survey, 2022, show that more than 60% of women in the energy sector consider leaving their jobs in a year or two. An insight titled Women We Are Losing by POWERful Women—an initiative in the UK focused on creating a gender-balanced, diverse, and inclusive UK energy sector—shows that women in the energy sector often leave their jobs because they feel undervalued, have an unmanageable work-life balance, or have an unsupportive working environment.
- Gender Policy Issues
A 2022 survey report titled Cultivating Female Talent in Energy by Bain & Company and POWERful Women, UK, highlights that many organisations say their policies promote inclusivity. Still, in reality, the policies simply fail to perform what they are supposed to. Despite flexible work schedules in certain organisations, women still miss out on climbing the career ladder. Line managers frequently implement policies poorly, and more importantly, women are not supported by a welcoming and encouraging corporate culture. The survey revealed that women often feel left out regarding access to on-the-job coaching, mentorship, and sponsorship due to their inconsistent presence. To facilitate women's advancement in the energy sector, key industry executives should implement gender-inclusive hiring policies, skill training, mentorship, and check-ins during maternity leave to reduce the number of maternity replacements and postpartum productivity gaps.
- Challenge of Equity in Payment and Lack of Investment in Women-Led Energy Businesses
National energy policies in Nigeria acknowledge the need for gender inclusion. As seen in The Nigeria SEforALL Action Agenda (2016) and the National Renewable Energy and Energy Efficiency Policy (2015). However, these policies focus more on powering rural areas rather than addressing gender equality and pay equity, particularly in corporate leadership. To bridge this gap, the Nigeria Electrification Project (NEP) is taking measures to promote gender inclusion by ensuring that grant recipients are primarily women.
- Opportunities for Women in Renewable Energy:
Women are agents of change in energy access. Including women in the energy labour market (especially in the under-represented sectors will accelerate the implementation of climate policies. There are many opportunities for women in the renewable and clean energy labour market, especially for off-grid solutions. Women contribute in domains such as project management, consultation, planning, building, operation, technical, and company development. In the case of wind turbines and solar, women can work in all key sectors, from original equipment manufacturing to installation, renewable energy project development, and even the business side. All the opportunities available for men are also available for women. Breaking the bias and creating a diverse labour force will help achieve the net-zero climate goal of lowering the earth’s temperature to 1.5℃ by 2050.
Notable Women in Nigeria’s Renewable Energy Space
Several Nigerian women have made significant contributions to the energy sector. Table 1 presents 15 of these trailblazers and highlights their achievements. Leading the charge is Damilola Ogunbiyi of SEforALL, who, during her tenure as the managing director of the Rural Electrification Agency, supervised mini-grid projects to power underserved communities. She aims to lift 2.5 million Nigerians out of energy poverty through this.
Building on this momentum, Ifeoma Malo, founder of Clean Technology Hub, has played a pivotal role in advancing clean energy solutions in Nigeria. Among her initiatives is the Power For All campaign, which she led to drive the adoption of clean cooking technologies and decentralised renewable energy systems in underserved communities.
Similarly, Hanna Kabir, founder of Creeds Energy, has made notable contributions to renewable energy development in Nigeria. Through her work, she has improved the lives of over 2,000 people and received multiple awards for her impact. Her company has installed more than 300 kw of solar energy across seven states, with the long-term goal of becoming one of the leading renewable energy firms in West Africa.
Heather Ono launched the SGI Rural Women Tech Squad, an all-female technical team in the solar energy industry. By training women as solar installers, the initiative aims to build trust in solar products while driving adoption, expanding distribution networks, and creating employment opportunities in the industry.
Habiba Ali, founder of Sosai Renewable Energy Company Limited, further amplifies women's presence in the sector. She launched the business in 2014 with just $6,000, growing it into an enterprise with an annual turnover exceeding $600,000.
These women have demonstrated excellence in implementing off-grid renewable energy solutions across Nigeria. Despite facing challenges such as limited access to funding, inconsistent government policies, and volatile market conditions, they have remained resilient. Their commitment to leadership, a growth-oriented mindset, and sustainability has ensured that their initiatives deliver lasting social impact.
Table 1. List of Notable Nigerian Women in the Renewable Energy Space.
The contributions of Nigerian women in the energy sector highlight that women are not just energy end-users but active drivers of innovation, leadership, business development, and the expansion of renewable energy solutions. Despite their growing impact, women still face barriers such as limited access to mentorship, funding, and leadership opportunities within the sector. With supportive policies, robust mentorship, and inclusive professional networks, Nigerian women can thrive in leadership roles and accelerate progress within the industry. A diverse, gender-inclusive workforce enhances decision-making and performance, key to achieving Nigeria’s energy access goals and broader net-zero commitments.
References
Gender. (n.d.-b). The role of gender in the energy transition. International Renewable Energy Agency. https://www.irena.org/Energy-Transition/Socio-economic-impact/Gender#:~:text=The%20study%20finds%20that%2032,renewable%20energy%20workforce%20are%20women
Mackenzie, W. (2024, March 6). Why women are at the heart of a successful energy transition. Wood Mackenzie. https://www.woodmac.com/news/opinion/women-successful-energy-transition/
Women in renewables can be agents of change. (2023, March 8). International Renewable Energy Agency. https://www.irena.org/News/articles/2023/Mar/Women-in-Renewables-Can-Be-Agents-of-Change
