In its endeavour to strengthen gender diversity and equity in emerging areas such as energy storage, clean tech and e-mobility, India Energy Storage Alliance (IESA) is introducing initiatives which can further boost women’s contribution to India’s Net Zero Goal. IESA has received recommendations from over 100 women leaders in the energy storage and clean tech sector for voicing among stakeholders. The organisation will review and submit these recommendations to the government for favourable policies and enhanced women’s workforce participation. IESA is actively working to increase women’s involvement in the sector through initiatives like “Women in Energy” (WE), which aims to connect, educate, and inspire women in the clean energy and green technology space. IESA (WE) aligns with the global initiatives for gender equity, reflecting a broader call for sustainable growth and diversity in India’s clean energy sector.
Netra Walawalkar Vice President of Customized Energy Solutions, India said, “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.”
A few of the key recommendations presented by women leaders to the industry body are as follows:
Analysis via ESG Rating
ESG (Environmental, Social, and Governance) ratings can be analysed by officials to understand the true representation of women in the workforce and to evaluate organisations’ dedication to gender equity. This analysis can identify and work upon the best practices that companies can take to enhance the inclusion of women in leadership roles and the economy. In fact, a special rating can be introduced based on women involvement at different levels in the organisation.
POSH (Prevention of Sexual Harassment) Policies
There should be a proper implementation of a zero-tolerance policy of sexual harassment (POSH) with clear guidelines and strict penalties for any misconduct towards women associates.
Flexible Working Hours
Considering flexibility in work schedules for female employees with caregiving responsibilities is a necessity. This can facilitate a harmonious balance between their professional and their caregiving responsibilities, ultimately preserving their competencies in the workplace.
Upskilling of Women
The Government of India has introduced initiatives to upskill women in new sectors, which will further support women’s participation in the workforce. It can further contribute towards boosting the participation of skilled women professionals in the workforce.
Dismantle Gender Bias
It is crucial 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!
Ask, Don’t Assume
As women make strides in various industries with their leadership approach, certain roles are still assumed to be reserved for men and not open to women. For instance, women with young children are often overlooked for leadership positions that involve extensive travel. In such cases, HR should communicate openly with women candidates and ask the concerned individuals instead of making assumptions.
Childcare Support in Offices
Many young mothers who are willing 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 account for only 32% of the global renewable energy workforce, and the figure for India is similarly low. The government has introduced and implemented several initiatives to boost the participation of women in the workforce. The allocation of this year’s budget for the upskilling of women is a crucial step taken by the government. This move can significantly help narrow the gender gap and increase women’s participation in the workforce.