The Turkish Women in Renewables and Energy Network (TWRE) was established in March 2018 as a social enterprise and networking platform for women in the renewables and energy sector. The network currently boasts almost 4,000 online members from a range of sectors, including energy, construction, sustainability and decarbonisation. Following the completion of over 100 projects, technical trainees, site visits, mentoring, a sailing team, gender equality research, a report and career guidance, TWRE has motivated more than 500 women pursuing STEM careers to pursue careers in energy transition.
In June 2022, with the support and approval of the energy sector, 24 women with diverse career backgrounds and achievements, who are the core of the network’s volunteers, established the Green Collar Women’s Association (GCWA). Since then, TWRE has become GCWA’s women’s community network.
The global energy sector is experiencing year-on-year growth. Turkey’s energy sector is undergoing a direct proportional development in the global energy market. Indeed, over the past decade, we have witnessed a period of significant growth, driven by the acceleration of the transition to clean energy. By 12 August 2024, we had reached an installed capacity of 58% renewables. Our goal is to increase this figure to 80% by 2035.
The growth in this sector is the result of a number of factors, including technological developments, industrial capacities and infrastructure, sustainable finance, capital and incentives.
In addition to the aforementioned factors, the availability of a skilled workforce is a crucial element in driving this growth. This leads to the question of who is meant by the term “human resources.”
Due to the difficulty of accessing data in the energy sector, it was not possible to create a detailed profile. However, a general statement can be made. As is the case across the globe, the Turkish energy sector is predominantly male-dominated. However, this situation is beginning to evolve, with some indications of change over recent years. It is evident that women are also playing an increasingly active role in the sector. Given the current need for qualified personnel, the allocation of resources is a crucial area for women’s employment. It is therefore vital to conduct research in the energy sector and contribute to its development in a variety of ways. TWRE and GCWA identified a need to collect data to drive greater inclusivity and equality in the sector and to provide diverse insights into energy transition.
GCWA has analysed the prospects of the Turkish energy sector in the context of gender equality. Collected data from energy distribution, and transmission companies, as well as plant owners and OEM companies. In this context, the report entitled “Gender equality in the Turkish energy sector – Women’s Employment: global and local Dynamics” in cooperation with the German Energy Agency dena , Turkish German Energy Partnership Program. The findings presented in the report provide in-depth insights into the challenges faced by women in the Turkish energy sector, from employment inequalities to gender stereotypes. It provides a comprehensive analysis of the current landscape by identifying barriers and opportunities for women’s participation and advancement in the energy sector.
The research was conducted using both quantitative and qualitative data. A total of 189 individuals were surveyed using a questionnaire, while fourteen female employees were also interviewed. Additionally, twenty-five companies were consulted to gain insight into the overall gender distribution of their workforce. The objective of this study was to examine the role of women in the energy sector.
The research was conducted in a way that allowed researchers to focus on their experiences and ask questions accordingly. Within collected data from responding companies’ study has shaped the total number of employees of 45,000. Approximately 35 K of these are male employees, while only 9K are female employees. Examining the distribution of white- and blue-collar employees, the findings are as follows: While 66% of white-collar male employees are men, this figure is 34% for women. While 88% of blue-collar employees are men, only 12% are women.
The research revealed that 34% of female employees believe they have experienced gender discrimination in the workplace, while 33% reported that they have encountered prejudiced behaviour due to their gender. Despite the fact that 72% of respondents indicated that they were accepted in their workplaces as women, 37% reported that they felt the need to prove themselves. While 35% of female employees participating in our research highlighted that the division of labour is based on gender, 42% emphasised that it is independent of gender. In response to the question of whether gender is an important factor in professional progression and promotion, 54% of participants indicated that it is not. In terms of the impact of gender on recruitment processes, 43% of participants indicated that it is a significant factor. Forty-seven point three per cent of respondents believe that female employees may encounter greater challenges in pursuing senior management roles compared to their male counterparts. A majority of respondents (73.7%) indicated that their company has an effective gender equality policy. However, a significant proportion (54%) of participants stated that there is no effective gender equality programme in their company. When the number of directors is analysed, the gender imbalance is even more pronounced. Accordingly, while men comprise approximately 78% of the board of directors, women represent only 22%.
In conclusion, the research findings indicate that organisations with gender equality policies foster a more egalitarian work environment among employees. It is crucial for companies to implement inclusive policies and conduct training and awareness programmes. To address the gender imbalance in the energy sector and cultivate future leaders, it is crucial to direct and encourage female students towards this field. The expansion of training programmes, scholarships, mentoring practices, job and internship opportunities for female students will contribute to workforce diversity in the sector. To achieve sustainable progress on gender equality, it is essential to raise awareness across the energy sector. Educational seminars, workshops, internal communication campaigns, and effective use of social media and digital platforms are key strategies for awareness-raising activities.
It is of great importance to promote the activities of civil society organisations in order to develop gender equality in the energy sector. Energy sector companies can expand their impact in this area by partnering with civil society organisations to develop training programmes, campaigns and events. It is crucial to ensure the regular collection of data in the energy sector to achieve social-gender equality. The sector must collect data on gender distribution, wage gaps, gender ratios in promotions and appointments, and gender representation at each level of decision-making on a regular basis. The regular collection of data will enable companies to develop effective policies and to monitor the sector’s annual performance. It is evident that internationalisation plays a pivotal role in addressing the gender imbalance in the energy sector. It is crucial to encourage the formation of international business alliances and networks at this juncture. The exchange of best practice examples, the development of shared strategies and policies, and the formation of international partnerships can accelerate progress on gender equality.
Please do not hesitate to contact with Green Collar Women Association for any suggestions and partnership offers.
Sedef Budak, Founder President, GCWA
Author
Mesut Kul
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