Are we closing the gender gap in renewables? 2025 key findings

The global renewable energy sector is booming. According to the latest IRENA report (2025), the renewable energy workforce reached 16.2 million jobs in 2023 and is projected to nearly double to 30 million by 2030. This rapid growth is not just about technology and climate—it’s about people, gender equity, salary gaps, and regional representation.

Here are the key findings on women in energy.

• Administrative roles: Women account for 45% of these positions in renewables.
• Non-STEM technical roles: 36% are held by women (e.g., legal, policy, sustainability).
• STEM roles: Only 28% of these technical positions are filled by women.
• Medium-skilled jobs: Women hold just 22%.
• Senior management: Women represent only 19% of these leadership roles, with 26% in middle management.

Solar PV stands out as the most inclusive technology, with women representing 40% of full-time positions—almost double the share in wind energy (21%) and oil and gas (23%). However, women are still underrepresented in technical and field-based roles, such as solar PV installers (12%).

Want more insight into talent trends in the renewable energy industry? Click the link below to download our latest whitepaper.

What barriers do women face in the energy sector?

The IRENA 2025 report identifies several persistent barriers:

• Workplace barriers: Gender bias in recruitment, lack of family-friendly policies, and the “glass ceiling” are the most significant, especially for advancement.
• Societal constraints: Stereotypes, lack of role models, and legal restrictions continue to limit women’s participation.
• Academic barriers: The “leaky pipeline” in STEM education and a lack of mentorship and networking opportunities hinder women’s career progression.
• Pay gap: 68% of individuals surveyed believe men are paid more than women for similar roles, though only 32% of organisations admit to such disparities.

Nearly half of women in the sector report experiencing gender-based discrimination, but only a minority see organisational action taken.

Regional and organisational insights

• Regional differences are modest: Africa and Asia-Pacific report slightly higher female participation (33%) than Europe and North America (27%), but underrepresentation is a global issue.
• NGOs and government agencies have higher female participation (up to 48%) than private enterprises (25%).
• Smaller organisations tend to have more gender-balanced workforces, while larger firms report declining female shares as size increases.

How can the renewable energy sector achieve gender equity?

• Governments must enforce non-discrimination, equal pay, gender budgeting, and gender-sensitive data collection.
• Employers should implement work-life balance policies, mentorship, transparent recruitment, and pay equity.
• Society must challenge stereotypes, promote diverse role models, and encourage male allyship.

At Airswift, inclusion drives innovation

The energy transition is not just about decarbonization—it’s about building a fairer, more inclusive workforce. As the sector grows, so does the responsibility to ensure that women and other underrepresented groups have equal opportunities to lead, innovate, and thrive.

Want more insight into talent trends in the renewable energy industry? Contact our team for guidance on building a diverse and inclusive workforce for your renewable energy projects.

Here at Airswift, we partner with companies around the world that are making it their mission to reduce carbon emissions and improve energy efficiency in their operations. 

We are also committed to supporting the gender balance and building a diverse, equitable, and inclusive workforce by investing and training a team focused on renewable energy resources, like hydropower, bioenergy, offshore wind, onshore wind, green hydrogen, geothermal energy and solar energy. 

Learn about Airswift's gender equality on our 2024 Environmental, Social and Governance (ESG) report: