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 expensive to 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
