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

Ans: Despite significant changes in the energy workforce environment over the past several years since I entered the sector, there is still much to be done to create a truly inclusive atmosphere for women, particularly within the renewable energy sector. Women continue to be underrepresented, especially in technical, field, and leadership positions. While most national policies related to solar, hydrogen, electric vehicles, and efficiency are written in gender-neutral language, this neutrality does not automatically equate to gender inclusivity.

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

Ans: Over nearly two decades of experience in the energy workforce, across both the USA and India, from being a Project Engineer to global leadership roles, I have been fortunate to receive equal opportunities and have not personally been subjected to bias regarding my ability to lead and deliver results. Yet, the energy industry remains predominantly male-dominated, presenting challenges for women seeking to demonstrate capabilities equal to or beyond those of their male counterparts.

I feel that, though international work environments may offer better infrastructure and safety, India stands out as particularly welcoming to female employees and leaders. For women professionals, I believe that commitment and focus allow your work to speak for itself. It is not always necessary to fight every battle.

Que: What are the most persistent structural obstacles that prevent women from advancing?

Ans: The structural obstacles for women are similar for any field of work, and in today’s evolving environment, it’s important to accept that women are equally capable of taking any responsibility despite some practical challenges.

However, deep-rooted societal expectations and entrenched workplace norms often manifest as invisible barriers —such as the lack of flexible work arrangements, limited access to professional networks, and unconscious biases in hiring and promotion processes. Childcare responsibilities and insufficient support structures can further restrict women’s upward mobility, especially in roles demanding frequent travel or unconventional hours common in the energy sector. Moreover, the absence of female role models in technical and leadership roles perpetuates a cycle where young women hesitate to pursue or persist in such careers.

Que: What forms of visibility or acknowledgment would most effectively amplify women’s contributions within the sector?

Ans: Fostering representation is not solely about numbers—it is about ensuring women have meaningful seats at tables at every level where decisions about energy policy, company strategy, and industry standards are shaped. This involves targeted mentorship programmes, transparent promotion pathways, and active sponsorship from senior leaders to build a robust pipeline of female talent for leadership and board positions. Organisations must move beyond tokenism to nurture environments where diverse contributions are celebrated and where women feel empowered to innovate, lead, and redefine what is possible in the energy landscape.

When women’s voices and perspectives are woven into every level of the sector, they will feel truly empowered, and their contributions will be amplified.

Que: Which specific gender-responsive policies would offer the most immediate and meaningful impact on improving gender inclusion in the energy field?

Ans: Ensuring a safe work environment is fundamental to promoting gender inclusivity. Implementing policies that guarantee safety for all employees—regardless of their gender—when traveling or performing their duties, whether during regular hours or overnight shifts, can significantly enhance participation and retention of women in the energy sector.

Que: How might the energy sector evolve if gender-inclusive policies were fully and genuinely implemented?

Ans: If gender-inclusive policies are fully and genuinely implemented, India’s energy sector would be transformed into a larger, smarter, and fairer system. Women would move from being passive beneficiaries to active producers, technicians, entrepreneurs, and leaders, doubling the talent pool and strengthening innovation across clean energy value chains. Gender-responsive finance, safe workplaces, and leadership quotas would not only unlock women’s potential but also accelerate renewable adoption. In essence, inclusion would make India’s clean energy transition more sustainable and socially just.

Que: What message would you share with young women who hope to join India’s clean energy mission?

Ans: Your skills, vision, and leadership are essential for shaping India’s sustainable future. Seek out training, mentorship, and opportunities in clean energy disciplines like solar, wind, hydrogen, and energy efficiency. Challenge conventions, step confidently into technical and leadership roles, and remember that every idea you contribute strengthens the energy transition. The sector needs both your courage and innovation. So, build expertise, connect with peers, and claim your role in shaping the future of clean energy in India.