Introduction

Transitions to renewable energy are critical for energy security and low-carbon development, carrying significant implications for livelihoods and well-being. By 2024, at least 16.6 million people were employed in the renewable energy sector, the highest level recorded to date. This shift is expected to generate net job creation as renewable energy value chains are generally more labour-intensive than those for fossil fuels. However, women are likely to remain underrepresented, particularly as new roles are concentrated in male-dominated positions such as installers, technicians, plant managers, and engineers. Boosting women’s participation is essential to reduce gender gaps in labour market outcomes and to address severe labour shortages currently slowing the renewables rollout.

The extent and scale of women’s participation in the solar PV sector

Solar photovoltaics (PV) accounts for the largest proportion of global renewable energy employment, representing over 7.2 million of the 16.6 million total jobs in 2024. Globally, women accounted for 32% of full-time employees in the renewable energy sector in 2024, which is higher than the 23% seen in the oil and gas sector. However, this participation is stratified by role; women occupy 40% of full-time positions in solar PV but are concentrated in administrative roles (58%) rather than technical or leadership positions. For example, women hold only 32% of STEM technical roles and 17% of senior management positions.

The distinction between centralised and decentralised solar further influences these dynamics. Centralised solar projects are capital-intensive and often located in remote areas, requiring travel that may disadvantage women with mobility or care constraints. Conversely, decentralised solar—such as mini-grids and solar home systems—offers more community-based employment. In 2023, decentralised solar employed over 300,000 people across Ethiopia, India, Kenya, Nigeria, and Uganda. While women have made gains as researchers, retailers, and entrepreneurs in these regions, they still hold only an estimated 12% share of installation roles.

Barriers for women in the solar PV sector

Women encounter numerous obstacles to entering and progressing within the sector, starting with skills and training. Although technical STEM skills are vital, women represented only 28% of engineering graduates globally between 2016 and 2018. Barriers include financial constraints, the perception that technical energy roles are physically unsuitable for women, and anxiety regarding competence in male-dominated subjects like mathematics. Additionally, gender equality is often not mainstreamed in national policy documents concerning skills development for the green transition.

The workplace environment presents further challenges, including a prevailing masculine culture and a lack of women mentors and role models. With few women in senior positions, there is a limited pipeline to support early-career professionals. Sexist workplace cultures also persist; a survey in Brazil found that 62% of women working in the solar PV sector reported hearing sexist comments. Furthermore, broader gender-based barriers such as the unequal distribution of unpaid care work and mobility restrictions limit women’s participation. Focus groups in Ethiopia noted that cultural expectations regarding childcare often lead to familial disapproval of women taking on roles away from the home.

Enhancing women’s equitable participation in the solar PV sector

Addressing these participation gaps requires a multifaceted approach. To boost training access, formal education systems could delay track selection to keep STEM subjects compulsory for longer. Informal training programmes have also proven successful. For instance, Solar Sister has trained over 12,500 women entrepreneurs in sub-Saharan Africa, and Barefoot College has trained over 3,500 rural women as solar technicians. Financial aid is another critical intervention, as demonstrated by a study in Italy where targeted scholarships resulted in over 200 additional female engineering graduates between 2022 and 2024.

Transforming workplace environments involves gender-responsive recruitment and the fostering of inclusive cultures. Projects in Kenya, such as Solar Mamas, have successfully recruited women for engineering roles, helping to shift local gender norms. Mentorship and leadership initiatives, like the IFC’s Energy2Equal, have reported improvements in retention and advancement. Additionally, robust action against discrimination is vital; formalising harassment policies in Nepal’s hydropower sector led to an 88% reduction in absenteeism and a 7% increase in women recruited for non-traditional roles.

Structural approaches are also necessary to overcome barriers related to care and mobility. Bogotá’s network of Care Blocks provides childcare and education services, enabling women to seek employment while their responsibilities are covered. Similarly, improving safety and accessibility in transport, as seen in the Quito Metro Line project, can enhance women’s participation in technical sectors. By 2023, the Quito project saw women account for 40% of its workforce, including 50% of management positions.

Conclusion

While economic opportunities in the solar PV sector are expanding rapidly, proactive policies are required to ensure they are inclusive. Current gaps in data—particularly concerning decentralised solar and intersectional demographics—must be addressed to inform effective policy. There is a pressing need to move beyond simple participation metrics to more rigorous impact evaluations that assess women’s economic empowerment. Sustained political will and coordinated action across governments, international institutions, and the private sector are essential to close the outstanding knowledge and action gaps in the solar energy workforce.