Bridging the Gender Gap in Central Asia's Energy Sector

A recent report by the World Bank, titled "Exploring Opportunities for Women’s Empowerment in the Energy Sector in Central Asia," reveals the significant underrepresentation of women in the energy sector across Central Asia. The report highlights the importance of increasing female participation to address labor shortages, attract investment, and enhance efficiency, while also outlining key barriers and providing targeted recommendations for improvement.

Women remain significantly underrepresented in the energy sector across Central Asia, a situation that mirrors global trends. The World Bank’s 2024 report, "Exploring Opportunities for Women’s Empowerment in the Energy Sector in Central Asia," sheds light on the extent of this disparity and offers a roadmap for closing the gender gap. The findings highlight the urgent need to increase female participation in the energy workforce to drive sustainable development and innovation in the sector.

Underrepresentation and Its Impacts

In Central Asia, women's participation in the energy sector workforce is alarmingly low: 29% in Kazakhstan, 18% in the Kyrgyz Republic, 15% in Uzbekistan, and a mere 11% in Tajikistan. These figures reflect a broader global pattern, where women make up about 16% of the energy sector workforce.

This underrepresentation is not just a social issue but an economic one. The report emphasizes that increasing women's participation can help address labor and skills shortages, attract investment, boost energy production, and enhance efficiency. A gender-diverse workforce is linked to higher levels of innovation, enhanced problem-solving capabilities, and improved financial performance.

Barriers to Entry and Advancement

One of the key barriers to women's participation in the energy sector is the transition from education to work. Although women account for about half of all higher education students in Central Asia, their representation in energy-related STEM (Science, Technology, Engineering, and Mathematics) courses is much lower. For example, women constitute only 15% of engineering students in Kazakhstan and just 4% in Tajikistan.

Misconceptions about the suitability of energy sector jobs for women deter many from pursuing these fields. These stereotypes are perpetuated by societal norms and a lack of awareness about the opportunities available in the energy sector. Addressing these misconceptions requires comprehensive awareness-raising efforts targeting school-aged girls and their families.

Women who do enter the energy sector often find themselves in administrative roles, with few opportunities to work in technical or field-based positions. Gender stereotypes and assumptions about women's care responsibilities further hinder their recruitment and retention. These challenges are compounded by a lack of practical experience, which is often a requirement for career advancement in the sector.

Creating a Safe and Inclusive Workplace

The report also highlights the need for safer and more inclusive work environments. Policies to prevent workplace harassment vary across countries, and while some progress has been made, much remains to be done. Companies need to recognize gender equality as a strategic business issue and develop comprehensive policies to support a diverse workforce.

Implementing family-friendly policies, such as flexible working hours, return-to-work support after maternity leave, and childcare support, can significantly improve retention rates of female staff. Ensuring equal opportunities for career progression and addressing biases in recruitment and promotion processes are also critical.

Policy and Institutional Reforms

To create a more inclusive energy sector, the report recommends several policy and institutional reforms. Policymakers should address legislative barriers that restrict women's employment and incorporate gender equality objectives into energy sector policies. Legislative and policy reforms should also encourage a more equitable distribution of family and care responsibilities among men and women.

Educational institutions play a crucial role in supporting young women’s transition from education to work. Strengthening collaboration between universities and energy sector employers can provide students with practical training, work experience, and better job placement opportunities. Highlighting the achievements of successful women in the sector can also serve as an inspiration for young women considering careers in energy.

A Call to Action

The World Bank’s report underscores that bridging the gender gap in Central Asia's energy sector requires proactive and collaborative efforts from policymakers, companies, and educational institutions. By addressing the barriers that women face and leveraging the benefits of a diverse workforce, the energy sector can become a driving force for sustainable development and economic growth in the region.

Creating a gender-diverse energy sector is not just about fairness; it is a strategic imperative that can unlock immense potential for innovation and progress. The path forward involves concerted efforts to challenge stereotypes, implement supportive policies, and foster an inclusive environment where women can thrive and contribute to the future of energy in Central Asia.

The findings and recommendations of this report provide a clear roadmap for creating a more inclusive and equitable energy sector. As the region looks to the future, embracing diversity and ensuring equal opportunities for all can transform the energy landscape and drive sustainable development.