Gender equality in the energy sector: analysis and empowerment

Abstract

This article is devoted to topical issues of gender equality in the energy sector. It is a retrospective analysis of the problem of gender equality over the past 50 years in various countries and sectors of the economy. The situation with the improvement of the gender balance in general is changing, but unevenly, which increases the relevance of attention to the gender factor in policy development, particularly in the energy sector. It has been established that in the energy sector, there remain so-called "glass walls" and "glass ceilings" for the development of women's professional careers, which leads to horizontal and vertical segregation. The main barriers to gender balance in the energy sector are highlighted. The institutional conditions for ensuring gender equality in the energy sector have allowed for a more comprehensive view of the problem of gender occupational segregation. A number of institutional problems of gender equality in the energy sector are highlighted and characterized. These include: inconsistency of formal norms of gender equality and existing economic practices; lack of gender mainstreaming in energy policy making due to insufficient attention to social relations; the creation of additional tensions in industrial relations to ensure gender equality; 20 unemployment of able-bodied women due to segregation in the labor market in the energy sector., Using a number of practical proposals for ensuring gender equality at the industrial and company levels, the authors propose a conceptual model of institutional support for gender equality in the energy sector. The implementation of these proposals would help eliminate gender imbalances in the energy sector and promote the development of energy companies on a sustainable basis.

Employability challenges of vocational college graduates in the state of Johor

“…The study also reveals that female graduates face a significant challenge in choosing a graduate career for five programs in Johor, with 99 female graduates and 77 male graduates. This is due to employers' trust in the industry towards women in physical energy-related jobs (Shatilova et al, 2021). The highest level of VC graduates is found in the Electrical Technology and Electronic Technology study programs, with 42 and 40 graduates respectively.…”

Developing Effective Interventions for Gender Equality in UK Construction Project Organisations

“…Quotas reduce the under-representation of women in male-dominated environments, improving career advancement and helping women avoid feelings of isolation and unwarranted harassment and resistance (Simon and Clarke, 2016). However, quotas might be perceived as contradicting the concept of recruiting the "best candidate" (Galea et al, 2020(Galea et al, , p. 1224, and have been perceived by some women as a "confirmation of the biased perception of men being more qualified and desirable employees, and therefore a woman can only get a job or position thanks to the quota" (Shatilova et al, 2021).…”

“…Gender wage gaps are narrowed through organisations disclosing disparities in gender pay. Furthermore, transparency on employee's salaries leads to an increase in the number of women being recruited and to higher rates of promotions for women (Shatilova et al, 2021).…”

Employment and Competencies of Employees in the Energy Sector in Poland

“…Summarizing the competency profile and factors determining employment in the energy sector, the issues of gender equality and the remuneration system should also be emphasized. Including the gender factor in personnel selection, employment, upgrading qualifications, and employment restructuring would increase the level of women's representation in the energy sector [25]. With regard to remuneration for all employees, it would be helpful to define a standard that should be subject to evaluation and result from the current conditions of the company and employee development.…”