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

Ans: Despite women forming nearly half of India’s population, their participation in the energy sector remains disproportionately low. Globally, women make up 22 percent of the traditional energy workforce and only 32 percent in renewables, and in India, their share is even smaller. Within solar energy, for instance, women represent just 11 percent of the workforce.

Most policies in India acknowledge the need for gender inclusivity, but the gaps appear when we look at outcomes. For example, there are no binding targets to track women’s participation in clean energy jobs, no widespread initiatives to integrate women into leadership roles, and little focus on bridging the skills gap.

At Delta, we believe policy only becomes meaningful when it is matched with action. That’s why more than 82 percent of our shop-floor workforce consists of women. This not only creates inclusivity but also demonstrates that large-scale industrial operations can thrive with women leading from the front.

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

Ans: There are several persistent structural barriers:

• Pipeline issues: Although 40 percent of STEM graduates in India are women, only about 14 percent of them work in STEM jobs. This shows a clear leak in the talent pipeline.

• Lack of mentorship and leadership pathways: Many women enter the energy workforce but don’t advance due to limited guidance and fewer opportunities to access senior roles.

• Infrastructure challenges: From inadequate facilities at worksites to a lack of flexible policies, many organisations unintentionally create environments that don’t retain women.

• Cultural factors: Traditional expectations around caregiving and household responsibilities often prevent women from pursuing demanding careers in energy and infrastructure.

At Delta, we address these barriers through mentorship, training, leadership development, and safe workplace practices, ensuring women not only join but also advance into leadership positions.

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

Ans: Recognition must be authentic and meaningful. Too often, women’s roles are highlighted only on special occasions or in symbolic ways. What truly amplifies women’s contributions is:

• Showcasing their technical achievements—for example, highlighting women engineers who have developed cutting-edge energy solutions.

• Ensuring women leaders are visible at strategic forums and policy tables, where their perspectives can influence industry direction.

• Sharing success stories that inspire younger women to see themselves in these roles.

At Delta, we actively highlight women who are innovating and leading in fields like automation, energy management, and manufacturing. This not only motivates employees internally but also sends a strong message to the industry: women are not participants on the sidelines—they are central to progress.

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

Ans: Immediate impact can come from a few targeted policies:

1. Skill-building and training initiatives focused on energy and renewables, ensuring women are industry-ready.

2. Structured mentorship and leadership programmes that guide women from entry-level positions into senior roles.

3. Safety and workplace infrastructure policies—such as secure transport, well-equipped facilities, and harassment-free environments—that make women feel safe and respected.

4. Flexible work policies, especially in sectors like energy, where fieldwork is common, enabling women to balance personal and professional responsibilities.

These measures don’t just support women—they improve retention, productivity, and innovation across the entire sector.

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

Ans: If gender-inclusive policies are implemented with commitment, the energy sector will be transformed in three ways:

• Innovation: Diverse teams bring diverse ideas. Studies have shown that companies with gender-diverse leadership are more innovative and profitable. For a sector like clean energy, which demands new solutions, this diversity is critical.

• Scalability: India’s clean energy transition needs a massive workforce. By tapping into women’s talent, the sector can grow much faster and more sustainably.

• Leadership transformation: More women in decision-making roles would bring a balance of perspectives, resilience, and adaptability—qualities crucial for long-term energy security and sustainability.

In short, gender inclusivity will make the energy sector more innovative, resilient, and future-ready.

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

Ans: My message is: Step forward with confidence—your voice and vision are needed now more than ever.

India produces the highest percentage of women STEM graduates in the world (around 40 percent), and this is a springboard for women to take leadership roles in clean energy. The opportunities in this field are vast—from solar and wind projects to automation, robotics, and energy management.

Don’t wait for permission to lead. With every woman who joins, the sector grows stronger, more innovative and more inclusive. You are not just part of the clean energy mission—you are shaping the future of India’s sustainable growth.