Wind energy is one of the key solutions to mitigating climate change – the most critical mission facing the world today.
Studies from the International Renewable Energy Association (IRENA) show that wind energy capacity must quadruple over the next decade to keep global warming at least 2°C below pre-industrial levels and steer us towards a 1.5°C development pathway. This urgent mission will require enormous collective effort, commitment and talent.
The energy transition must be gender-equitable to ensure that top talent, innovation and skills are dedicated to the task ahead. But the global wind energy sector reflects inequalities in representation and pay, as well as perceptions of bias. Women represent only 21% of the global wind workforce and only 8% of its senior management, according to a 2019 survey by the Women in Wind Global Leadership Programme and IRENA.
The lowest shares of women in the workforce were identified in Africa (8%) and the Asia-Pacific region (15%).
The sector must act to ensure that it is tapping into the widest pool of human talent and perspectives. Robust and inclusive talent recruitment programs will hone the competitiveness of the wind sector and place it at the forefront of innovation and growth.
More broadly, integrating diversity and inclusion principles into talent recruitment and business decision-making will contribute to global goals for decarbonisation and sustainable development.
The Women in Wind Global Leadership Programme has compiled a set of best practices for gender diversity in talent recruitment. This guide aims to support employers in clean energy in adopting a diversity lens to strengthen their hiring practices and ultimately increase the dynamism and competitiveness of their workforce. The following best practices should act as guidelines and not hard rules; each job has a distinct set of requirements, and each market has its context and available talent pool.
You can access the Women in Wind Global Leadership Programme best practices guide online.