Gender equality lies at the heart of a just energy transition. Yet, women continue to be largely marginalized – despite their critical roles as consumers, workers and leaders – within the efforts and institutions driving the shift toward clean energy. 

Women as energy users

Sixty-two million people in the Asia-Pacific region lack electricity and nearly 1.1 billion people are without access to clean cooking fuels and technologies. Women are most acutely impacted by energy deficits, and therefore closing the gaps on energy access is a major step forward in addressing gender inequalities. However, the voices of women are not being heard in discussions on resource allocation and policy prioritization. This is despite the reality that women are often primary household energy managers and are uniquely positioned to drive the adoption of cleaner and more sustainable energy technologies, such as energy-efficient appliances and clean cookstoves. Without giving greater space for the voices of women in energy access planning and project implementation, the effectiveness and relevance of energy transition efforts are undermined. 

Women as energy sector workers and professionals 

 Women account for only 16 per cent of the traditional energy sector, and are paid 15 per cent less than their similarly skilled male counterparts. Female representation in the renewable energy sectoris higher, at 32 per cent, but still does not approach equity. 

The underrepresentation of women is largely due to the industry’s historical male dominance and persistent cultural stereotypes. Energy jobs are often seen as physically demanding and technical, reinforcing perceptions that they are better suited for men. Women are disadvantaged in accessing information regarding job opportunities, and companies often lack gender-inclusive policies such as flexible working hours or family support, which can deter women from entering or advancing in the sector. Furthermore, companies in some contexts also consider female employees to be more expensiveto employ due to paid parental leave and are thus disincentivized to hire women. This is compounded by a scarcity of female role models and mentors, limiting young women’s ability to envision themselves in these careers.

However, even before women can enter the workforce, low female participation in science, technology, engineering and mathematics (STEM) education is influenced by cultural norms, gender stereotypes, and societal expectations that steer women away from technical fields. In the best cases, women represent less than one-third, but more  often less than 20 or even 10 per cent of STEM graduates in Asia-Pacific countries (Figure 1). Research from the region has found that, in China, girls surveyed agreed that boys are better at mathematics than girls, while in Australia, girls choose non-STEM careers despite confidence in STEM subjects, and across several countries, gender bias, perceptions of subject difficulty and a lack of support cause girls to discontinue their STEM studies. Asia-Pacific countries are increasingly recognizing the issue, and numerous initiatives have been introduced by governments, civil society organizations, and the private sector to promote female participation in STEM education and careers. However, progress has been slow and far more efforts are needed to bridge the significant gaps that exist. 

The female share of STEM graduates is low, pointing to a need for greater support

Figure 1: Percentage of STEM female graduates in tertiary education, latest year (Data source: UNESCO Institute for Statistics / https://data.uis.unesco.org/)

Women as energy sector decision-makers

Evidence demonstrates that companies with more gender-balanced boards have higher returns, yet female representation is low, and even non-existent, in many energy sector decision-making roles. Women in senior leadership roles in the global corporate energy sector is just 17 per cent, while women make up just 7 per cent of founders in start-up companies (Figure 2). Just 9 per cent of companies have gender-diverse founders, far less than the average across non-energy sectors, which is approximately 20 per cent.

Women represent a minority share of founders and managers

Figure 2: Gender breakdown of founders and senior managers in the global energy sector

Source: International Energy Agency, Gender and Energy Data Explorer

Recent data illustrates regional variations in Asia and the Pacific  (Figure 3). Thailand stands out, with the highest shares of women in executive and C-suite roles. New Zealand and the Philippines have relatively strong representation compared to others, but women generally hold less than two out of five positions. 

Women are highly underrepresented in corporate roles within the energy sector 

Figure 3: Percentage share of women in executive and board roles, by economy (Source: S&P Global, 2024 / https://www.spglobal.com/commodityinsights/PlattsContent/_assets/_files/en/specialreports/naturalgas/women-in-energy.html

In governments, globally it will take 162 years for women to reach gender parity in leading environmental (including energy) ministries.  Women are often pigeonholed into limited roles, preventing advancement up the ladder to top-tier leadership positions. In 2024, amongst Asia-Pacific regional ESCAP member States, not one ministry of energy is headed by a woman, and women holding positions within the upper ranks of the ministries are few. 

Promoting gender equality and empowerment in a just energy transition

Women as energy users, workers, and decision-makers are crucial to shaping the energy sector’s future, yet barriers limit female participation. Systemic change and efforts are needed to overcome the disproportionate barriers for women, and to create a more inclusive environment where girls and women feel confident and empowered. This requires efforts to improve education access, create inclusive workplaces, promote female role models, and open leadership pathways. Only by removing structural and cultural obstacles, can women’s enormous potential to drive innovation and sustainability be realized and leveraged for a just energy transition.