Hydropower is the single largest source of renewable, low-carbon electricity in the world. Hydropower accounted for 39% of the world’s installed renewable electricity capacity and 15% of electricity generation from all sources in 2022.1,2 The hydropower sector employed 2.49 million people in 2022.3 As pressure mounts to use decarbonization to meet climate targets simultaneously and to improve social outcomes, the equity attributes of employment in the energy sector merit close examination. The global solar and wind sectors exhibit important gaps between men and women regarding participation, advancement, and perceptions of compensation and opportunity. Do similar gender gaps exist in the hydropower sector?
According to a survey by The World Bank, women hold just 1 in 4 jobs in the global hydropower industry.4 This disparity in overall employment suggests a substantial opportunity to advance equal opportunities for both men and women as new investments expand generation capacity.
In addition to a low overall participation rate by women, the workforce landscape in hydropower reveals stark divisions: nearly 80% of women are in nontechnical roles due in part to the ubiquitous low representation of women in STEM fields of education and training. Women comprise very low fractions of managerial positions across boards of directors (19%), senior executives (24%), and mid-level management positions (29%).
The survey reveals divergent views on the factors that hinder women’s entry into the hydropower sector. Both genders agree that a scarcity of women with STEM skills is a key barrier. However, men perceive that women’s limited awareness and interest in the sector is the key barrier, while women point to a shortage of female role models and a bias among senior managers toward hiring men. There is consensus, however, that the sector’s overall work environment is not conducive to women’s participation.
Perceptions of the gender salary gap are notably divided along gender lines. Compared to men, a larger fraction of women perceive that women are paid less than men, pointing to a concern within the sector about wage equality. Notably, men are more likely to believe that salaries are equal between genders. These results underscore the different experiences and perhaps the acknowledgment of gender disparities within the hydropower industry.
The survey presents proposed measures to enhance women’s participation in the hydropower sector, with most of the suggested actions receiving greater endorsement from women than men. The most significant disparities are observed for improved family-friendly policies and the inclusion of women in policymaking, emphasizing the practical and strategic changes women believe are necessary for gender equality in the sector. This indicates a clear call to action for tailored policies that support and advance women in the hydropower sector.
1 Capacity includes renewable hydropower, pumped storage, and mixed hydropower facilities. Source: International Renewable Energy Agency (IRENA), Hydropower Data, accessed November 15, 2023, https://www.irena.org/Energy-Transition/Technology/Hydropower.
2 Generation: Energy Institute: 2023 Statistical Review of World Energy, https://www.energyinst.org/statistical-review
3 IRENA and ILO (2023), Renewable energy and jobs: Annual Review 2023, International Renewable Energy Agency, Abu Dhabi and International Labour Organization, Geneva, Link
4 Energy Sector Management Assistance Program (ESMAP). 2023. Power with Full Force: Getting to Gender Equality in the Hydropower Sector. Washington, DC: The World Bank, Link
