India Energy Storage Alliance (IESA) is announcing initiatives to enhance the women's contribution to India's Net Zero Goal. IESA has received recommendations for over 100 women leaders in the energy storage and clean tech sector for voicing among stakeholders. The organization will evaluate and submit these recommendations to the government for favourable policies and enhanced women's workforce participation.
Through the initiatives like 'Women in Energy'(WE) IESA is actively working to escalate women's involvement in the sector which aims to connect, educate and inspire women in the clean energy and green technology space. This aligns with global efforts for gender equity, reflecting a broader push for sustainable growth and diversity in India's clean energy landscape.
Netra Walawalkar Vice President of Customized Energy Solutions, India stated "Women leaders are at the forefront of India's clean energy shift, driving innovation and advocating for policies that shape a greener future. We need to focus on issues such as gender disparity, empowering women for technical & leadership roles, and eliminating gender bias for certain opportunities in the clean energy space, as it is crucial for paving the way towards a sustainable future. These recommendations from women leaders are an eye opener and will surely bring changes in the upcoming years, taking India's clean tech and renewable energy industry to newer heights"
The key recommendations presented by women leaders to the industry body are as follows:
Officials can analyze ESG (Environmental, Social, and Governance) ratings to analyses and understand the factual representation of women in the workforce and evaluate organizations' commitment to gender equity. This analysis can identify best practices for companies to enhance women's inclusion in leadership roles and economic participation. Additionally, a specific rating could be introduced to based on women involvement at various levels within the organization.
There should be a proper implementation of a zero-tolerance policy harassment(POSH) with clear guidelines and strict penalties for any misconduct towards women associates.
Providing lexibility in work schedules for female employees with caregiving responsibilities is essential. This flexibility can help them achieve a harmonious balance between their professional and caregiving duties, ultimately preserving their competencies in the workplace.
The Government of India has launched initiatives to upskill women in emerging sectors, which will support their participation in the workforce. This will also contribute to increase the number of skilled women professionals in various fields.
It is essential to dismantle gender bias stereotypes that prevent capable women from taking up certain roles such as those involving technical on-ground services or extensive travel, or attaining top leadership roles because of their gender. Efforts are needed to address such disparities!
As women advance in various industries through their leadership, some roles are still perceived as exclusive to men. For example, women with young children are frequently overlooked for leadership positions that require extensive travel. In these situations, HR should engage in open communication with women candidates and consult them directly rather than making assumptions.
Many young mothers who are eager to work and join the workforce are unable to do so due to a lack of childcare support in offices. Employers should prioritise solving this issue and provide a childcare ecosystem so that young mothers can contribute to the workforce.
The International Renewable Energy Agency (IRENA) reports that women make up only 32% of the global renewable energy workforce, with similar figures in India. The government has launched several initiatives to enhance women’s participation in the workforce. This year's budget allocation for women's upskilling is a vital step by the government, as it can significantly help narrow the gender gap and increase women's involvement in the workforce.
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