Transition, feminine noun

The energy sector is undergoing a historic phase of transformation. More than a simple replacement of fossil fuels with renewables, the energy transition we are experiencing today demands a profound restructuring of human capital.

In grammar, the word “transition” is a feminine noun. In the market reality, however, women still struggle to find their space in leadership and decision-making roles. There will be no truly just energy transition if it is not able to absorb, in all its spheres, the talent of women, especially in emerging careers that are shaping the infrastructure of the future.

Globally, women hold about 32% of full-time jobs in the renewable energy sector, according to the International Renewable Energy Agency (IRENA). This is a relevant figure, no doubt, but it has remained stagnant since 2019, suggesting that cultural and structural barriers continue to hinder the organic progress of representation.

In Brazil, the numbers are even more challenging. Data compiled by the National Electric Energy Agency (ANEEL) indicate that only 20% of the workforce in the national electricity sector is composed of women. The most critical data, however, is the distribution of this workforce: while 66% of women in the sector work in administrative areas, the female presence in high-level leadership positions, such as boards and directorates, is only 5.55%. This phenomenon, known as the “leaky pipeline” at the top, excludes diverse perspectives precisely at the most strategic moments.

For us to see more women in the sector and in strategic roles, we need to confront obstacles that begin in education and persist in the corporate environment. The discouragement of young women in science, technology, engineering, and mathematics (STEM) fields must be countered with effective mentoring and visibility programs. Furthermore, workplace safety is non-negotiable: a 2021 study by the Brazilian Network of Women in Solar Energy (MESol), in partnership with the Cities Finance Facility (CFF) project, indicates that over 70% of women in the solar sector have already faced some form of harassment or discrimination. Healthy environments and retention policies are essential for female talent to remain and grow in the energy industry.

Beyond challenges in the labor market, women still face structural obstacles in society. Although gaining new spaces represents progress, the accumulation of roles — professional, family, and social — generates constant, often invisible, overload. Therefore, it is essential to rethink the division of responsibilities and promote fairer and more balanced conditions so that this presence in different spheres does not mean excessive work, but rather autonomy and recognition.

Looking ahead to 2026, the theme of UN Women – Rights, Justice, and Action for ALL women – resonates strongly in the energy sector. It is time to turn commitments into real actions. The energy transition requires flexibility, resilience, and social innovation, attributes intrinsic to female leadership. The future of energy in Brazil will be renewable by nature, but it needs to be feminine as a matter of economic intelligence and social justice. Only by integrating human potential in its entirety will we be able to deliver the clean and safe energy that the 21st century demands. Transition is a feminine noun, and to be complete, it must be led by women.

By Veronica Vara, Deputy CEO and Chief HR & Communication Officer at EDF Power Solutions Brazil.