CLASP, a global nonprofit focused on appliance efficiency, serves as an example of how intentional HR strategies can foster gender balance and empower women.
Meret Philip, Director, Human Resources, CLASP
If you’ve ever walked into an energy sector boardroom and felt like you accidentally stepped into an all-boys club, you’re not alone. Women are estimated to make up 15% of the workforce in India’s energy sector, as per a study that will be released by NRDC and CEEW. And leadership roles? Even fewer.
This isn’t just a gender equity problem; it’s a business and innovation crisis. McKinsey research showed that companies with diverse leadership teams are 25% more likely to outperform their competitors. Yet, the energy sector continues to face skewed gender hierarchies. For the industry to power the future, it needs to start by flipping the switch on outdated HR policies.
HR policies as a catalyst for change
No, we’re not asking for pink hard hats or “women in energy” panels with zero women speakers. What actually moves the needle? Smarter, more inclusive HR policies. Here are a few that work:
- Eliminating hiring bias: Gender-balanced hiring panels and structured evaluation criteria ensure fair recruitment.
- Career growth opportunities: Leadership training, sponsorship programs, and mentorship can provide women with the right networks and skills.
- Work-life integration: Hybrid work models, parental leave, and flexible schedules can help retain top female talent.
- Equal pay audits: Regular salary reviews and transparency in pay structures are critical.
On the cusp of change
Some organizations are already proving that inclusive policies aren’t just good PR-they work. CLASP, a global nonprofit focused on appliance efficiency, serves as an example of how intentional HR strategies can foster gender balance and empower women to lead across various functions.
Even in India’s traditionally male-dominated energy sector, companies are making progress. NTPC Ltd., India’s largest power producer, has launched all-women engineering batches, while Tata Power’s ‘Women in Leadership’ program is actively training and mentoring women for senior roles.
What does a sector-wide commitment look like?
One or two companies making an effort won’t fix an entire sector. The energy industry can benefit immensely by addressing women in leadership as an an operational necessity.
Governments, industry bodies, and other organizations in the sector must work together to:
- Set gender-focused hiring targets
- Fund skilling programs for women engineers and technicians
- Ensure gender-neutral workplace policies
Moving beyond symbolic gestures
As we celebrate International Women’s Day, let’s move past LinkedIn posts about “women empowerment” and start fixing the policies that hold women back. The energy sector isn’t just about sustainability, it’s about building a smarter, more innovative, and inclusive workforce. The best time to start? Yesterday. The second-best time? Right now.
Meret Philip
Director, Human Resources (Europe, India, Indonesia, and Kenya)
CLASP
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