The energy transition is not just a technological challenge, but also a unique opportunity to transform the way we work, innovate, and lead. And in this process, diversity plays a key role: diverse talent is not an option, it is a necessity. However, data shows that there is still work to be done to ensure that the presence of women in the energy sector reflects its true potential.

On the occasion of 8th March, International Women's Day, I wanted to analyse what the data says about the presence of women in the energy sector. I can already tell you that these are figures that invite reflection.

According to the World Economic Forum’s Global Gender Gap Report, the gender gap in the energy sector remains significant. While women represent 39% of the global workforce, in the energy sector, this figure drops to 22%. And when it comes to leadership positions, the percentage is even lower.

According to a study carried out by Engineers Without Borders within the framework of the European project Empowering Underrepresented Women in the Energy Sector, in Spain, the gap is even larger: women represent 78.4% less of the sector's workforce compared to men and suffer a wage gap of -14.7% for similar positions.

Female representation in renewable energies is slightly higher (16.5% in Spain and 32% globally, according to the International Energy Agency – IEA), but it is still insufficient. Furthermore, according to a UN report, women are underrepresented in STEM careers (science, technology, engineering, and mathematics), which directly impacts their presence in the energy sector.

Looking at these figures, the question that comes to my mind is: what if we used the energy transition to try to close this gender gap?

As someone who believes that where there are challenges, there are also opportunities, I think yes, the energy transition is the best opportunity to demonstrate that the energy of the future needs new perspectives, innovative solutions, and a more inclusive vision. Let’s take advantage of this opportunity to close the gender gap in the energy sector.

The figures are not just an issue of equity, they are also about competitiveness. Various studies have shown that diversity in work teams improves decision-making, boosts innovation, and makes solutions more efficient and better suited to the social reality.

If the energy transition is the greatest paradigm shift of the 21st century, we need the best teams to lead it. And these teams will only be the best if they are diverse.

There are many benefits that diverse teams bring to addressing the energy transition. Here are some of them:

• Comprehensive and sustainable vision: The presence of women professionals with different experiences and approaches fosters more resilient energy models that align with sustainability.

• Collaborative leadership: Management based on cooperation and active listening, associated with female leadership, is a key element in a sector that needs alliances and global consensus to move forward.

• Boosting digitalisation: The presence of women in fields such as artificial intelligence and data analysis is growing, and these are fundamental pillars for energy optimisation and smart grid management.

• Connection with social impact: The energy transition is not just a matter of technical efficiency, but also of impact on communities. The diversity of voices in decision-making ensures that solutions are more inclusive and effective. Furthermore, women are leading initiatives that integrate the social dimension into energy planning.

These are just a few examples, but they reflect a key point: when the energy transition is built from diversity, the solutions are more innovative, sustainable, and aligned with the real needs of society.

The energy sector is evolving, and this gives us the opportunity to include all talent, close the gender gap, and embrace diversity faster than other sectors have done.

We are all aware that the energy transition is a global and urgent challenge. We cannot face it with just part of the available talent. It is not only about pointing out the problem, but also about becoming the protagonists to accelerate this change and drive concrete solutions.

Here are a few proposals to drive change, and I invite you to reflect on what you can do to be part of this transformation:

• Let’s foster interest in energy from an early age. If you are a woman professional in the sector, I encourage you to make your work visible. Become a role model.

• Let’s build more diverse teams with gender equality. The data shows that having them is a competitive advantage. If you lead a company, champion inclusion policies and diverse talent.

• Let’s collect gender-disaggregated data. Information is key to measuring the real impact of equality actions being carried out in the sector. If you are part of an institution, help collect, process, analyse, and disseminate this data, and promote policies that accelerate real equality in the sector.

• Let’s co-create: let’s work together. The energy transition requires diverse talent, and cooperation between companies, universities, and public bodies is key to attracting more women to the sector.

And what about you? Are you ready to join this change? I invite you to share what other proposals you are carrying out or think could be implemented.

From my perspective, it’s time to accelerate the change and demonstrate that the energy of the future will not only be greener but also more inclusive, more innovative, and more human. And on this journey, all voices are key.

As Mahatma Gandhi said: "Be the change that you want to see in the world."