Que: What gender gaps do you see in the current policies within the energy sector?

Ans: In my opinion, while India’s energy policies mention inclusivity, they often miss women’s real participation. Take the PM-KUSUM scheme, which supports farmers in renewable energy —but how often do women farmers get direct access to subsidies or a seat in decision-making? On paper, the “beneficiary” is usually male, even when women do just as much work.

I think of Jyoti Bisht from Uttarakhand, who led a solar microgrid project in her village. Yet, her name never appeared in state energy reports. The gap is clear and there is no database or recognition system for women-led renewable projects. The fix is simple: track gender participation in every energy scheme and reward states that meet these benchmarks.

Que: Have you personally encountered unconscious bias in your career? How was it handled (or not handled)?

Ans: Bias in the energy sector is often subtle; it’s not outright exclusion — it’s the invisible assumptions. Women are seen as “better at community engagement” but rarely put in technical field roles or high-stakes project negotiations. I recall an instance where a woman engineer I know was told she was “too valuable in outreach” to be moved to the design team, although she was equally qualified. The bias wasn’t addressed because no internal policy required role rotations or transparent skill mapping.

And here’s the question: if we don’t make bias visible, how do we expect to dismantle it?

Que: What do you think are the most common structural barriers preventing women from advancing in this sector?

Ans: It’s rarely one big obstacle; it’s the way many small ones stack up. Field roles often mean long travel to remote sites, with no safe transport, no separate toilets, and PPE that doesn’t even fit properly on women. Rigid schedules and no childcare support make balancing work and home almost impossible. Even getting in is tough; there are few skilling or apprenticeship programmes that truly open technical roles to women.

For those who make it, the climb is slow: promotions stall, pay isn’t always transparent, and real sponsorship is rare. Over time, many steps aside, not because they lack talent or ambition, but because every step forward feels like a fresh battle. The truth is, it’s the system that needs to adapt, not the women.

Que: What kind of visibility or recognition would help amplify women’s contributions in energy?

Ans: I feel we rush past the basics. If every agency and company simply published gender-disaggregated hiring and promotion data, we’d see the real gaps and who’s actually closing them. But numbers aren’t enough. Recognition should mean putting women engineers, installers, and field supervisors on stage at conferences, not only on Women’s Day. We should run awards that celebrate women in operations, design, and community engagement. Share case studies of women-led projects so they are part of the mainstream story. Because when one woman is seen leading, dozens more will think, “Why not me?”

Que: What specific gender-responsive policies would have the most immediate impact in the energy sector?

Ans: Three simple changes could move the needle quickly. First, make it mandatory for every energy programme to share gender-specific data and link part of their funding to it. Second, invest in skilling and paid apprenticeships for women in technical roles like O&M, rooftop solar, or battery storage, and ensure these lead to real job placements. Third, add a “Safety & Access Clause” in all tenders, including safe transport, separate facilities, and PPE designed for women.

These aren’t expensive reforms; they’re practical, doable steps that send a clear message: women belong on every site, in every control room, and around every board table. And if we align them with ESG standards, it becomes the new normal, not an exception.

Que: How do you envision the energy sector transforming if gender-inclusive policies are truly implemented?

Ans: In my opinion, it would change things fast. Skilled worker shortages would ease as more women step into technical roles. Diverse teams could create stronger, more practical solutions. I’ve seen how, in many villages, women on field teams build trust faster, which speeds up adoption. The result? Projects roll out quicker, run more reliably, and deliver cleaner results. Economically, bringing more women into the workforce lifts GDP and boosts local buying power. To me, this isn’t just about fairness, it’s about building resilience and scaling impact. A gender-inclusive energy sector simply performs better.

Que: What message would you give to younger women aspiring to join India’s clean energy mission?

Ans: I believe this energy transition needs your curiosity, grit, and perspective. Don’t wait. Get certified, take up apprenticeships, and step into the field. Ask employers straight: "What’s your gender data? What’s the career path? How do you support inclusion?" These questions make them think and act. And every time you take space, you make it easier for the next woman to do the same. Your presence, skilled and confident, can help India move toward clean energy faster and fairer.