J.4 Gender Analysis 2023 - Energy Sector in BiH.docx

GENDER ANALYSIS 2023 – ENERGY SECTOR IN BIH

DRAFT REPORT

Attachment J.4 This document is made possible by the generous support of the American people through the United States Agency for International Development (USAID). The contents are the responsibility of the authors and do not necessarily reflect the views of USAID or the United States Government.

USAID.GOV

MONITORING AND EVALUATION SUPPORT ACTIVITY II (MEASURE II)

GENDER ANALYSIS 2023 – ENERGY SECTOR IN BIH

Draft Report

July 27, 2023

Prepared under the USAID Bosnia and Herzegovina Monitoring and Evaluation Support Activity II (MEASURE II), Contract Number AID-167-1-17-00004; Task Order Number 72016819F00001 Submitted to:

USAID/Bosnia Herzegovina, July 2023

Contractor:

American Institutes for Research (AIR)

USAID.GOV

ABBREVIATIONS

BD

Brcko District

BiH

Bosnia and Herzegovina

CEDAW

1979 Convention on the Elimination of All Forms of Discrimination Against Women

CoE

Council of Europe

EP HZHB

Elektroprivreda Hrvatske Zajednice Herceg Bosne

FBiH

Federation of Bosnia and Herzegovina

FERK

Federal Energy Regulatory Commission of FBiH

GAP

Gender Action Plan

HoP

House of Peoples

HoR

House of Representatives

IRENA

International Renewable Energy Agency

LoGE

Law on Gender Equality

NGO

Non-governmental Organization

NSCP-BiH

National Survey of Citizens Perceptions in Bosnia and Herzegovina

RS

Republika Srpska

STEM

Science, Technology, Engineering, and Mathematics

UNDP

United Nations Development Programme

EXECUTIVE SUMMARY

Bosnia and Herzegovina (BiH) has a significant gender gap in its energy sector, a pattern that hinders the effective implementation of gender-equitable and sustainable energy policies and practices. This gender disparity is prevalent even though the country has a legal and institutional framework that supports gender equality, notably the Law on Gender Equality (LoGE) and the corresponding Gender Action Plan (GAP). However, implementation of the law and the GAP has been patchy and incomplete, and within the energy sector, this has been particularly neglected.

Women are underrepresented in the energy sector, especially in decision-making roles. They account for only 6 percent of management positions in BiH's energy industry. Women are more represented in electricity and gas and less so in the mining sub-sector. Women tend to be employed in administrative and non-technical roles, with men dominating technical roles.

Cultural norms and beliefs play a significant role in shaping this gender inequality. Traditional gender roles are often reinforced, with men expected to pursue careers in technical fields and women encouraged to pursue more "feminine" roles, such as careers in pedagogy, philosophy, pharmacy, or medicine. This, along with prevalent beliefs about women's capabilities and competencies in technical areas, hinders their advancement in the energy sector. Other gender roles, such as the belief that women should focus on their roles in the family, also contribute to the obstacles that women face in the energy sector. Furthermore, societal beliefs about women's roles, particularly their responsibility for unpaid labor, limits their opportunities for income generation, education, and leisure.

BiH’s energy sector, which is heavily dependent on fossil fuels, is a significant contributor to global climate change. However, there is an opportunity to advance both gender equality and climate action through clean energy initiatives. As part of its commitment to the Paris Agreement, BiH agreed to transition from fossil fuels to more sustainable energy sources. Such a transition not only mitigates climate change but also provides new employment and economic opportunities. However, women's current underrepresentation in the sector hinders the full realization of these opportunities. As such, the transition to green energy sources provides a critical opportunity to address this labor segregation and create new and better opportunities for women.

There are specific, actionable steps that BiH can take to improve gender equality in the energy sector. Specific interventions include promoting gender equality by transforming cultural norms and beliefs through education and awareness campaigns, promoting science, technology, engineering, and mathematics (STEM) studies among girls from an early age, and conducting gender-related assessments of the sector to inform future policies. Further recommendations include offering leadership training for women in the energy sector, developing and implementing gender-inclusive workplace policies, recognizing, and celebrating success, and promoting gender-aware recruitment practices. Continuous professional development for women already in the energy sector was also identified as an area for growth.

Furthermore, supporting the development of a comprehensive gender action plan with an approach for the energy sector is suggested to ensure a gender-balanced energy sector. Other recommendations include boosting female entrepreneurship in the energy sector, prioritizing research into women’s unique energy needs and solutions, and establishing a platform for women’s voices in energy policy. Initiatives to challenge societal expectations around women's roles, such as disseminating stories of women who have successfully balanced their family roles and careers, are also suggested.

INTRODUCTION

This analysis aims to provide insight into the gender dynamics in Bosnia and Herzegovina’s (BiH) energy sector, elucidating patterns of gendered effects and disparities that can inform better policy decisions and contribute towards a more equitable and just energy future. To realize this aim, a systematic desk review of available documentation was conducted. This desk review included an examination of relevant policies, studies, official reports, and other literature pertaining to the energy sector and gender issues in BiH. This method allows for collating and analyzing a wide-ranging of data and information to form a coherent picture of the gender dynamics in the sector. Understanding these dynamics and integrating them into policy, program, and project design can result in a more inclusive, effective, and sustainable energy sector. The findings and recommendations produced in this analysis can serve as insights to be used for driving policy improvements and interventions that align with gender equality principles.

LEGISLATIVE AND INSTITUTIONAL FRAMEWORKS

LEGAL FRAMEWORK

The “enjoyment of the rights and freedoms” to all in BiH “without discrimination on any ground such as sex, race, color, language, religion, political or other opinion, national or social origin, association with a national minority, property, birth or other status” is ensured by the BiH Constitution and the system of international laws and conventions adopted.[footnoteRef:2] Integrated within the BiH Constitution are also international instruments focused on the protection of human rights and promotion of gender equality. BiH ratified the 1979 Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) in 1993, along with the Optional Protocol. In addition to the CEDAW, BiH also adopted the 1995 Beijing Declaration and Platform for Action, which focused on women in the economic sphere and in relations to the environment and beyond; the United Nations Security Council Resolution 1325 on ‘Women, Peace and Security’ (UNSCR 1325), a resolution reaffirming the importance of the role of women in peace and conflict prevention and resolution; and the Council of Europe (CoE) Convention on preventing and combating violence against women and domestic violence, referred to as the Istanbul Convention. Although the BiH legal framework includes provisions for gender equality, interpretations of the law result in a gender-blind implementation.[footnoteRef:3] [2: Constitution of Bosnia and Herzegovina, Art. II.4, p. 4, https://www.ustavnisud.ba/public/down/USTAV_BOSNE_I_HERCEGOVINE_engl.pdf] [3: Moving towards the Gender Equality Index Bosnia and Herzegovina, UN Women, 2022, https://eca.unwomen.org/en/digital-library/publications/2022/11/moving-towards-the-gender-equality-index-bosnia-and-herzegovina-2022]

The BiH Law on Gender Equality (LoGE),[footnoteRef:4] which was originally adopted in 2003 and further amended in 2009, serves as the foundational framework for the implementation and monitoring of gender equality in BiH. A range of institutional mechanisms has been established to ensure the effective execution of this law. [4: The BiH Law on Gender Equality (LoGE), 2010, https://arsbih.gov.ba/wp-content/uploads/2014/02/GEL_32_10_E.pdf]

This legal foundation underscores BiH's commitment to upholding international standards regarding gender equality and non-discrimination, aligning with broader United Nations objectives such as the Sustainable Development Goal 5: Achieve gender equality and empower all women and girls.[footnoteRef:5] The LoGE itself offers a comprehensive legal structure, addressing a wide array of gender-related issues including gender-based violence, discrimination, and the importance of gender balance in decision-making processes at all levels of power. [5: UN Sustainable Development Goal 5, the UN Sustainable Development Goals, https://sdgs.un.org/goals/goal5]

In addition to the LoGE, BiH adopted the third Gender Action Plan (GAP),[footnoteRef:6] planned for the period 2018-2022. This action plan served as a framework document for the promotion of gender equality across all areas of social life through specific guidelines aimed at the development of operational plans of institutions at all levels of government countrywide. The plan was successfully implemented in certain areas, such as in addressing domestic violence, but remained limited in implementation in other spheres, including the energy sector. Furthermore, the GAP for 2018-2022 provided general guidelines without specific steps for addressing certain challenges for women. For example, although the action plan was aimed at increasing the representation of women in underrepresented sectors, the plan lacks concrete measures for how the energy sector, one of the sectors with the lowest participation of women, could directly address this issue. The fourth GAP which will cover the period beyond 2022 has not been produced as of the time of conducting this analysis. [6: Gender Action Plan of Bosnia and Herzegovina 2018-2022, 2018, https://arsbih.gov.ba/wp-content/uploads/2019/02/GAP-BIH-2018-2022_ENG.pdf]

The deficits in the GAP, particularly regarding the energy sector, signal a need for more targeted and sector-specific action plans. This includes a more thorough mapping of barriers to women's participation and the creation of concrete strategies to overcome these barriers. The absence of the fourth GAP in mid-2023 also raises concerns about BiH’s commitment to achieving the stated gender equality objectives and suggests a need for a renewed focus on this front.

INSTITUTIONAL FRAMEWORK

Under the executive institutional mechanism, several entities play a critical role in promoting gender equality in the energy sector. The BiH Gender Equality Agency, along with the Gender Centers in the entities of Republika Srpska (RS) and the Federation of Bosnia and Herzegovina (FBiH), contribute to the implementation of gender equality policies and initiatives. Additionally, the Mayors' Coordination Boards or Gender Focal Points at the local level contribute to the execution of gender equality measures. The roles of these entities are multifaceted, encompassing advocacy, education, policy development, monitoring, and enforcement. They are critical in maintaining momentum for gender equality, and their work helps to integrate a gender perspective into all areas of policy-making and public life.

The legislative institutional mechanism involves various committees at different levels of governance that are involved in promoting gender equality. At the national level, the BiH Parliamentary Assembly consists of the Gender Equality Committees in both the House of Representatives (HoR) and the House of People (HoP). Similarly, the FBiH Parliament comprises Gender Equality Committees in its respective HoR and HoP. In RS, the National Assembly has a dedicated Committee for Equal Opportunities, while the Brčko District (BD) BiH Assembly Committee for Gender Equality focuses on gender-related issues at the BD level. Furthermore, each cantonal assembly has its own committee responsible for gender equality matters. Finally, at the municipal level, there are Council/Assembly Commissions specifically established to address gender equality concerns.

These legislative mechanisms reflect the broad-scale commitment to gender equality in BiH, demonstrating an understanding that the issue of gender equality extends beyond the scope of any one institution. Each committee plays a vital role in shaping legislation that serves all genders equitably and ensures that these principles are reflected in practice at all levels of governance.

These institutional mechanisms, established in accordance with the BiH Law on Gender Equality, collectively contribute to promoting and monitoring gender equality in BiH.

Nevertheless, while the establishment of these mechanisms is a commendable stride, the true measure of progress lies in their effectiveness in addressing the gender inequality that persists in various societal sectors, including the energy sector. An ongoing evaluation and improvement of these mechanisms, as well as the formulation of more targeted gender action plans, is necessary to ensure that BiH continues its path toward achieving complete gender equality.

WOMEN'S REPRESENTATION, PARTICIPATION, AND ACCESS TO RESOURCES IN DECISION-MAKING

WOMEN REPRESENTATION IN BIH'S ENERGY SECTOR

The representation and participation of women in the global energy sector, as well as in BiH, is consistently low. Despite having a gender law in place for BiH, women remain underrepresented, particularly in decision-making roles within the energy sector. Only 6 percent of women hold management positions in BiH's energy industry, while 30 percent of environmental sector ministers worldwide are women.[footnoteRef:7] Remarkably, the FBiH Ministry of Environment and Tourism in BiH is led by a woman, as all other entity-level ministries of energy and energy-related fields are exclusively headed by men. Men overwhelmingly dominate management and senior roles, leaving women predominantly employed in administrative or non-technical positions[footnoteRef:8]. According to data from the International Energy Agency,[footnoteRef:9] only 4.5 percent of senior managers in the BiH energy sector are women. [7: Samo 6% žena na rukovodećim pozicijama u energetskom sektoru u BiH, UNDP BiH, 2022, https://www.undp.org/bs/bosnia-herzegovina/news/samo-6-%C5%BEena-na-rukovode%C4%87im-pozicijama-u-energetskom-sektoru-u-bih] [8: Borčak, A., Knežević, B., Chubb, C., Tomić I., Walley, J., Hadžimuratović, L., Đogić, M., III Panel – Role of Women in the Just Transition of the Energy Sector, 2022 Energy Summit, Neum, BiH] [9: Gender and Energy Data Explorer, International Energy Agency, https://www.iea.org/data-and-statistics/data-tools/gender-and-energy-data-explorer?Topic=Senior+Management&Indicator=Share+of+female+senior+managers+%28country+of+headquarters%29]

Women's employment in the overall energy sector in BiH stands at a mere 17 percent, below the European standard of 22 percent. Interestingly, different energy sub-sectors show varying levels of female representation: 22 percent in electricity, gas, steam, and air conditioning supply and 10 percent in mining and quarrying. However, it is worth noting that within the energy sector, there are also differences between institutions in terms of the participation of women. For instance, the FERK shows higher overall participation of women at 74 percent compared to the electric utility company EP HZHB, where only 35 percent of women are employed.

GENDER BARRIERS IN ENERGY SECTOR DECISION-MAKING

The research suggests that women tend to hold more administrative and non-technical positions within the energy sector, while their male counterparts dominate technical roles, accounting for 70 percent of such positions.

The BiH Law on Gender Equality aims to promote equal opportunities for women across all sectors, but the energy sector lacks an action plan to ensure this, and gender impact assessments, as required by law, are not carried out.

Several factors contribute to the underrepresentation of women in the energy sector. These include a lack of awareness and information about employment opportunities, prevailing social attitudes, and misconceptions about women's technical abilities in STEM (Science, Technology, Engineering and Mathematics) fields. Cultural norms and beliefs also play a significant role in undermining women's confidence and interest in pursuing interdisciplinary STEM subjects. As a result, successful women in the energy sector are still perceived as exceptions rather than the norm.

CULTURAL NORMS, GENDER ROLES, RESPONSIBILITIES, AND TIME USE

CULTURAL NORMS AND GENDER ROLES IN STEM

Cultural norms and beliefs play a significant role in shaping gender equality in the energy sector in BiH. These norms and beliefs affect societal attitudes and expectations regarding gender roles, which in turn impact women's participation and representation in the energy sector. In BiH, cultural norms often reinforce traditional gender roles, where men are expected to pursue careers in technical fields like energy, while women are encouraged to pursue more "feminine" roles, such as in careers in pharmacy, pedagogy, philosophy, and medicine. These cultural norms also contribute to the perpetuation of stereotypes and biases, with STEM subjects being seen as more suitable for men.

The United Nations Development Programme (UNDP) Gender Gap in STEM in BiH study[footnoteRef:10] found that there exist gender differences and stereotypes in STEM. Although approximately half of pupils in primary schools and less than half of students in secondary school believe that it is more appropriate for men than women to have a developed career, both age groups (irrespective of gender) believe that men are more suited for fields such as technology, engineering, and informatics. The results of the USAID’s 2018 National Youth Survey in BiH showed that university education in STEM is more preferred by young men than young women who were more likely to study health, welfare, teacher training, and education.[footnoteRef:11] In UNDP’s study, students in tertiary education reflected similar opinions, agreeing that men are better in these fields and that science is overall a more appropriate field for men. The students also expressed that women cannot be as successful as men in the field of engineering. Due to these prevalent beliefs, women may face discouragement or skepticism when pursuing their interests in STEM and energy-related fields.[footnoteRef:12] [10: Gender Gap in the STEM, UNDP, 2021, https://www.undp.org/bosnia-herzegovina/publications/gender-gap-stem] [11: National Youth Survey in BiH, USAID, 2018, https://measurebih.com/uimages/MEASURE-BiH_NYS2020182007262018.pdf] [12: Ibid.]

WORKPLACE INEQUALITIES AND UNPAID LABOR BURDENS

Societal beliefs about women's capabilities and competencies in technical areas can hinder their advancement in the energy sector. Women may be perceived as less skilled or knowledgeable, leading to their exclusion from technical positions and decision-making roles and limiting women to specific gender roles. The legal framework in BiH ensures that women are guaranteed equal treatment and access to career opportunities however, data indicates that despite this, women often face inequalities in the labor market. These inequalities are often in the form of unequal opportunities for workforce participation and unequal positions in the labor market. Furthermore, the gender pay gap still persists despite being prohibited by relevant legislation. According to the Global Gender Gap Report 2023 by the World Economic Forum,[footnoteRef:13] BiH’s score of 0.698 in the wage equality for similar work index sets the country at the 86th place out of 146 countries, indicating a notable gap between men and women in the salaries they receive for the same work done. According to data from the BiH portal plata.ba,[footnoteRef:14] in the capital city of BiH, the wage gap between women and men reaches up to 25 percent, while in other parts of the country, women earn on average 17.6 percent less than men. [13: Gender Gap Report, World Economic Forum, 2023, https://www3.weforum.org/docs/WEF_GGGR_2023.pdf] [14: Samo 6% zaposlenih žena je među najbolje plaćenim zaposlenicima, Plata, https://www.plata.ba/analize/samo-6-zaposlenih-zena-je-medu-najbolje-placenim-zaposlenicima/50378]

In addition to the wage gap persisting in BiH, there also exists an inconsistency of competencies with jobs performed within the energy sector. According to research conducted by the Regional Education and Information Center in Sarajevo in 2021,[footnoteRef:15] most men feel that the jobs they perform are consistent with their competencies. On the other hand, women perform jobs that are less valued than those they were educated for, less complex than their expertise, and below their capabilities, and the number of women who believe their jobs are inconsistent with their competencies is about 20 percent higher compared to their male colleagues. [15: Regional Education and Information Center, Žene u energetici, 2021: https://www.reic.org.ba/wp-content/uploads/2021/09/Zene-u-bh.-energetici.pdf]

Other gender roles also contribute to the obstacles that women face in the energy sector. Overall, there is a persistent belief that women should focus on their roles in the family instead of pursuing their career ambitions. According to the UNDP Gender Gap in STEM in BiH study, on a scale of 1 to 5, male students at universities ranked at 2.27 in the belief that marriage is stressful when both the husband and wife are employed, at 2.17 in the belief that the family suffers when the mother works, and at 2.83 in the belief that mothers should be home to greet their children from school. Female students at universities share these beliefs but to a lesser extent, at 1.76, 1.73, and 2.47. These differences are, however, statistically significant.

In BiH society, women are burdened with the responsibility of unpaid labor in the form of household chores and primary household activities, caring for children, and caring for the elderly. According to the 2022 National Survey of Citizens’ Perception in BiH (NCSP-BiH), 55 percent of citizens believe that most household responsibilities are naturally suited for a woman, regardless of if she is employed or not[footnoteRef:16]. A lack of access to modern sources of energy has an unequally negative effect on women’s and girls’ health and safety due to their domestic roles – from exposure to indoor air polluted by cooking with dirty fuels, to the heavy loads and risks of traveling long distances to collect biomass. These tasks contribute to the existing issues of time poverty of women and girls, limiting their opportunities for engaging in the economic sphere (through income generation), education, or leisure.[footnoteRef:17] [16: NSCP-BiH 2022 Office Reports [internal document] ] [17: https://www.undp.org/energy/our-work-areas/energy-and-gender-equality ]

CLIMATE CHANGE AND THE ENERGY TRANSITION

The energy sector in BiH has traditionally been heavily dependent on fossil fuels, particularly coal. This sector represents a significant source of greenhouse gas emissions, contributing to global climate change. According to the Energy Community’s Implementation Reports,[footnoteRef:18] BiH, like many countries in the region, faces the challenge of modernizing its energy infrastructure and shifting towards more sustainable energy production methods. [18: Bosnia and Herzegovina Implementation Reports, Energy Community: https://www.energy-community.org/implementation/reporting/BH.html]

In BiH, there is a unique opportunity for the advancement of both gender equality and climate action through clean energy initiatives. BiH, as part of its commitment to the Paris Agreement,[footnoteRef:19] needs to be actively working towards a transition from fossil fuels to more sustainable energy sources, a move that not only mitigates climate change but also provides new employment and economic opportunities. [19: Nationally Determined Contribution of Bosnia and Herzegovina for the period 2020-2030, United Nations Framework Convention on Climate Change, 2022, https://unfccc.int/sites/default/files/NDC/2022-06/NDC%20BiH_November%202020%20FINAL%20DRAFT%2005%20Nov%20ENG%20LR.pdf]

However, women in BiH, like in many parts of the world, are currently underrepresented in the energy sector, particularly in decision-making roles. For example, according to a publication on renewable energy by the International Renewable Energy Agency (IRENA)[footnoteRef:20], worldwide, only 32 percent of the workforce in the renewable energy sector are women, while 30 percent hold managerial positions, and 32 percent hold STEM positions. This not only limits the sector's potential but also reinforces gender inequalities. The transition to green energy sources in the energy sector, therefore, provides a critical opportunity to address this labor segregation and create new and better opportunities for women.[footnoteRef:21] [20: Renewable Energy: A Gender Perspective; International Renewable Energy Agency, 2019, https://www.irena.org/-/media/Files/IRENA/Agency/Publication/2019/Jan/IRENA_Gender_perspective_2019.pdf?rev=bed1c40882e54e4da21002e3e1939e3d] [21: Energy and Gender Equality, UNDP, https://www.undp.org/energy/our-work-areas/energy-and-gender-equality]

RECOMMENDATIONS

Based on the findings from desk research, several key areas for intervention were identified to improve gender equality in BiH's energy sector. These recommendations are of a general nature and provide a broad framework for strategies and initiatives aimed at enhancing women's participation and representation. While they are grounded in current research and best practices, these recommendations should be further tailored to suit specific contexts and needs in order to maximize their effectiveness. The following recommendations, therefore, provide a starting point for interventions whose goal is to promote gender equality in the energy sector. The recommendations are organized into mutual overarching themes.

CAPACITY BUILDING AND CAREER ADVANCEMENT

Offer leadership training for women employed in the energy sector. Promoting women's capacity and leadership skills can be a game-changer for the energy sector. Providing training programs that focus on leadership, negotiation, and decision-making, alongside technical aspects, will ensure a generation of well-prepared women ready to take on leadership roles within the sector.

Support capacity building around renewable energy skills. Provide training and capacity building programs to equip the workforce, particularly women, with the skills needed to thrive in the renewable energy sector. This could involve vocational training programs and higher education scholarships in relevant fields.

Support continuous professional development for women in energy. Invest in training and development programs for women already in the energy sector. Providing opportunities for women to continually improve their skills and knowledge can help propel their careers and contribute to more equal representation at all levels.

Boost female entrepreneurship in the energy sector, with special focus on renewable energy. Provide resources and support for women entrepreneurs in the energy sector. This might involve providing access to finance, networking opportunities, and business training to help women start and grow their own businesses in the energy sector.

Promote STEM education for girls. Addressing gender inequality from the grassroots level is crucial. This can be realized by actively promoting STEM studies amongst girls from an early age. Interventions can range from scholarships and mentorship programs to working closely with educational institutions to ensure the development of gender-inclusive curricula.

POLICY DEVELOPMENT, MONITORING, AND WORKPLACE CULTURE

Conduct periodical gender-related assessments. As stipulated by the BiH Law on Gender Equality, carrying out gender assessments can provide a clearer picture of the current state of gender equality in the sector. By regularly identifying gender-related challenges and adjusting policies accordingly, progress can be more effectively measured and managed.

Promote gender-inclusive workplace policies, organizational culture, and recruitment practices. For companies in the energy sector, implementing policies that foster gender equality can be transformational. Whether it is flexible work arrangements, comprehensive parental leave, or zero tolerance for sexual harassment, such policies create a more inclusive and supportive environment for women.

Work with energy companies to foster a culture that values diversity and equality. This might involve training on unconscious bias, developing clear policies around harassment and discrimination, and encouraging an open dialogue about gender issues.

Encourage energy firms to adopt recruitment and selection processes that actively target gender balance. This includes balanced interview panels, unbiased job advertisements, and the promotion of flexible working conditions that appeal to a diverse pool of candidates.

Support addressing the gender pay gap. Advocate for equal pay in the energy sector. Support initiatives that promote wage transparency and work towards eliminating the gender pay gap. Provide resources and expertise to help energy companies review and adjust their remuneration policies.

Support the development of the Fifth Gender Action Plan, including an approach for the energy sector. For ensuring a gender-balanced energy sector, the establishment of a clear, comprehensive gender-specific action plan is essential. This document should outline specific goals, strategies, and metrics to effectively measure progress towards gender equality across all levels of the sector.

PROMOTING GENDER EQUALITY AND CHANGING SOCIETAL PERCEPTIONS

Promote gender equality through education and awareness campaigns that challenge persistent norms and beliefs. To promote gender equality in the energy sector, it is crucial to challenge and transform contemporary cultural norms and beliefs. Awareness campaigns can challenge damaging stereotypes and educate the public on the crucial role women can play in this sector fostering a broader societal change and acceptance. For example, education and awareness campaigns that promote the inclusion of women in STEM fields can challenge stereotypes, and highlight successful female role models in the energy sector.

Promote success stories of women balancing family and career. Celebrate and disseminate stories of women who have successfully balanced their roles in the family with their careers in the energy sector. This can help to challenge and change societal expectations around women's roles.

RESEARCH AND COLLABORATION

Prioritize research on women’s unique energy needs and solutions. Fund research that explores how women's energy needs might differ from men's and how these needs can be better met. This research can inform policy and product development to ensure a more inclusive energy sector.

Facilitate industry collaboration. Fostering cooperation between energy companies, governmental bodies, non-governmental organizations (NGOs), and academic institutions can lead to an exchange of best practices, challenges, and solutions for gender equality in the energy sector, thereby strengthening the overall effort.

Establish a platform for women’s voices in energy policy. Create platforms where women in the energy sector can contribute their insights and experiences to policy debates. Their perspectives can help to ensure that energy policies are effective, inclusive, and equitable.

Recognizing and celebrate success. Celebrating women's achievements in the energy sector can serve as an inspiration for others. Acknowledging companies with strong gender equality practices through awards or recognition programs can foster a positive change in industry standards.

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