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Nandita Sharma was working for a leading energy company. She was an electrical engineer and wanted to build her career in the energy sector. Despite the qualities, she recognized within a short time that she belonged to very few females in this male-dominated environment. As a result, she felt less belonged and underconfident. She often hesitated to voice her opinions and even felt ostracized during breaks and lunch hours. Her story does reflect a much larger issue. In India's energy sector: diversity, equity, and inclusion continue to remain significant challenges.
The energy sector is highly crucial for India's rapid pace of economic growth, although traditionally, it was a male bastion and associated with very few women, marginalized communities, and those coming from deprived socio-economic backgrounds. The Indian energy industry is at the very cusp of a critical change due to the increasing global focus on sustainability and renewable sources of energy. However, this change has to come along with steps for DEI if the country is ever going to utilize all its human potential.
The Demand for DEI in the Energy Sector
The energy sector, which includes power generation and distribution as well as renewable energy, is one of the most underrepresented sectors by gender as well as socio-economic diversity. According to a report conducted by International Renewable Energy Agency in 2020, about 32% of the renewable energy workforce is women around the world. In India, it is relatively low compared with the global average. Gender inequality combines with the underrepresentation of historically excluded sections, Scheduled Castes (SCs), Scheduled Tribes (STs) and other such groups.
But Why is This Sector Skewed Towards the Male Population?
1. Societal mindset and prejudice toward female citizens and residents of excluded communities to pursue careers in STEM
2. Unequal allocation in education that eliminates access to relevant training and qualifications that allow entry into this industry.
3. There remains a pervasive lack of inclusive practices in organizations, failing to heed the constraints of such groups in terms of family obligations or geographical constraints.
DEI in Business for Energy:
Having diversity, equity, and inclusion in the energy sector speaks not only to social justice but also to hard business needs. More companies are found to be innovative and productive when they have a diverse workforce, making them more resilient in an industry as technology- and innovation-driven as that of energy. Having a diversified composition of perspectives can give one's company an insight into taking a better shot at possibly inventive problem-solving and catering to market needs.
McKinsey has, for example, indicated that the likelihood of a company seeing profitability above average is 21% if its leadership is gender-diverse. Innovation through energy access in rural areas, proper use of renewable resources, and climate resilience can be addressed through innovation by the energy as well as the renewable sectors in India.
Aside from profitability, DEI can foster better stakeholder relations. Energy companies with diverse employees can gain deeper insights into their served communities, thus moving toward more representative energy solutions that satisfy every segment of the population.
Steps toward Advancing DEI in India's Energy Sector
Policy Interventions: Policies developed at all levels—governmental and organizational form a very crucial step toward enhancing DEI. The Indian government can enforce diversity and inclusion policies in the energy sector via regulatory frameworks, tax incentives, or funding initiatives. Quotas in the leadership positions or technical positions can also be established for women and marginalized communities to bridge the gap.
Support to Education and Training: To adequately address the root cause of underrepresentation within the energy sector, concerted efforts to upgrade education and training for women and marginalized groups in STEM fields are required. Scholarships, mentoring, and partnerships between government institutions, schools, and industry for targeted groups within this area are recommended.
Inclusive Workplace: Energy companies need the creation of truly inclusive workplaces where every employee is valued and empowered to contribute. Flexible work arrangements, mentorship programs, and unconscious bias training must be created as well as maintained. More importantly, fostering a culture of inclusion ensures that the diverse talent is retained and there are equitable opportunities for career advancement.
Community Engagement: With far greater community engagement—the historically underrepresented communities being one of the first point of contacts in such engagement-provides it with energy sector needs, and therefore solutions, tailored to diverse population requirements since they involve many segments of society.
Comparisons among different sectors:
Sector | Gender Diversity | Representation of Marginalized Communities | Leadership Opportunities for Women | Key DEI Initiatives |
Energy | Low, especially in technical and leadership roles (around 10-15%) | Very low representation of SCs, STs, and OBCs | Few women in leadership roles, limited initiatives | Limited initiatives; emerging focus on inclusivity in renewables |
Technology (IT) | High, with 30–35% female workforce | Moderate representation of marginalized communities | Growing number of women in leadership (e.g., Infosys, Wipro) | Flexible hours, mentoring programs, maternity benefits |
Banking and Finance | Moderate to high (around 30-40%) | Moderate representation; focus on inclusive hiring | Significant progress in promoting women to leadership (e.g., SBI) | Inclusive hiring practices, CSR for marginalized communities |
Manufacturing/Automotive | Low, particularly in production roles (around 10-20%) | Low representation, with gradual efforts to improve | Limited female leadership, but growing initiatives in some firms | Upskilling programs for women, focusing on gender inclusivity |
Healthcare | High gender diversity (especially in nursing and administration) | Moderate representation of marginalized groups | Women well-represented in lower and mid-level roles; fewer in leadership | More equitable access to healthcare roles; less focus on leadership diversity |
Conclusion: A Brighter Future for India's Energy Sector
India's energy sector stands at a critical point. The country will require the best-in-class to meet its ambitious target of renewable energy to address the burgeoning demand for clean energy. Nobody knows this better than India, whose DEI has never been more pressing. With such an approach, India can unlock the best it has in store from its workforce, stimulate innovation, and ensure years of sustainable growth by brokering a truce among the barriers in the way of DEI while actively working towards a more inclusive energy sector.
Let's see how we at Posterity focus on DEI Sector
As an equal opportunity employer, Posterity understands the work that goes into building an equitable and diverse workplace. With over 50% of our internal workforce being women, the need for a credible, industry ready and comprehensive framework becomes the major ask for any employer looking to make their workspace evolved to fit the needs of Diversity, Equity and Inclusion. We at posterity provide multiple offerings for DEI like
DEI Surveys
Diversity Talent Database
DEI Awareness Programs
Back-to-work initiatives for Women post maternity leaves
Policy and Framework formulation
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