by Arika Dhia

Introduction  

As we celebrate International Women’s Day, it is a fitting time to reflect on the progress we have made so far toward achieving gender equality. Having experienced myself in heavily male-dominated industries, I find it interesting that discussions on gender equality often revolve around barriers and discrimination. While it is true that women remain underrepresented in the energy sector, my personal experience, as a woman in the field, has been nothing but positive.  

Throughout my career, I have had my fair share of opportunities to grow, spaces to learn, and rewarding experiences. However, I also understand why the energy sector has historically been male-dominated, and it is not solely due to an exclusionary or unwelcoming environment for women. The realities, building a career in most industries in the sector, come with special norms and work conditions, that many women may not choose to pursue. It’s important to understand why the energy sector attracts fewer women in the first place and how we can create an environment that supports their participation.  

In this article, I would like to share my perspective, not on forced inclusion advocacy, but on the realities of the industry and how to foster meaningful opportunities for women in energy. 

Working in Energy: The Reality 

The core activities of most energy-related fields take place on-site. This is inherently a challenging environment for many workers. Typical site work involves exposure to extreme weather, working at heights, and going into confined spaces, requiring physical endurance. Additionally, site-based roles often demand extensive working hours, from long-hour shifts to overnight work, with extra time required for completing the paperwork and reporting. With the ‘normal’ six-to-seven working days at a remote location away from home, making the job both physically and mentally demanding.  

This nature of work varies depending on the role and industry. Some are assigned to site for a limited period of time, while others spend their entire careers on-site. In my case, working in construction, site work is only occurring during certain project phases. This, in my opinion, provides a good balance, as I still get to spend enough time working at the office, being close to my family. However, for many energy professionals, long-term site work is an unavoidable commitment, requiring a level of dedication that not everyone is willing or able to make. 

Given these realities, the challenges of working at energy sector may be perceived as greater for women. However, these difficulties should not discourage women from entering the industry. In fact, my own experience has shown that working on-site can be as enjoyable for women as it is for men, both professionally and personally. 

On-Site Assignment: A Woman’s Experience in the Field 

While some might view site work as exhausting, I find it to be the most fun part of the job. Unlike office-based roles, site work involves constant physical movement and outdoor activities. This type of work can be refreshing as it keeps me active and makes me feel more energetic. Also, the roster can be helpful in forming a routine and eating habit. Again, it might not be the case for everyone, but the odds to work both on- and off-site has kept my job dynamic and engaging. 

Furthermore, site work might be the chance to gain a deeper and more comprehensive understanding beyond knowledge acquired in office-based roles. Seeing the designs materialise in real-world application gives valuable context to the design’s implementation and practicality. It significantly nurtures technical skills, adaptability, troubleshooting, and risk mitigation ability in which are essential for continuous improvement. 

Essentially, the focus should not be on gender ratios but on ensuring that women who wish to enter and thrive in the energy sector have the necessary support to do so. 

Career in Energy: The Consideration 

The physical demands, long hours, and remote nature of energy sector jobs inevitably influence career choices. While these factors do not exclude women from performing in the field, the nature of the jobs often makes such jobs less appealing to many women when compared to the comfortable in-door-based professions. From my standpoint, rather than being the result of gender biases or workplace culture, male dominance in these industries is largely a matter of pragmatism. 

A major consideration for anyone working in energy is the commitment required to sustain a long-term career. The reality is that site work, extensive travel, and demanding schedules are difficult to balance with household and caregiving responsibilities, which women often disproportionately bear. This expectation, whether by societal norms or personal preference, limit the time for professional development and career advancement. This situation makes it to be more difficult for women to maintain the same level as their male colleagues, often at the expense of career progression. Let’s be honest, especially for those with family responsibilities, these working conditions might not be sustainable in the long run. 

This dynamic suggests that underrepresentation in the energy sector is not merely a matter of limited opportunities but also the result of how industry structures intersect with life decisions. This does not mean that women cannot succeed in energy — many do. However, the nature of the industry itself may not align with the career preferences of a larger percentage of women compared to men. For those who thrive in high intensity, the energy sector can be incredibly rewarding. And for others who has different priorities, this career paths can be less appealing. It sums up the key considerations for both women entering the industry and for companies hiring women into these roles.  

Inclusive Workplace: Structural Change for Equality 

Understanding these realities, efforts to promote gender diversity in energy should focus not only on increasing female representation but also on addressing the structural challenges in sustaining long-term careers. 

Women are just as capable as men in handling the technical and physical demands of the energy sector. But the structure of on-site work indeed made long-term career progression more complex for women. Men, who often gain greater exposure to practical, hands-on learning, may have an advantage in developing deeper industry expertise, which can be critical for advancing into leadership positions. 

A fundamental issue that must be addressed is the shared responsibility of caregiving. Caregiving should not be a gendered responsibility, and companies should actively support male employees in taking on greater caregiving roles. Encouraging men to participate more fully in household and caregiving duties not only improves their well-being but also creates a fairer playing field for women in the workplace. 

Policies such as equal parental leave and flexible work arrangements can help bridge this gap. More importantly, career breaks for caregiving, education, or personal reasons should not automatically set professionals back. Addressing these gaps through fair workload distribution and inclusive policies can make leadership positions more accessible to both men and women. 

Gender in Energy: Career Growth for All 

While the energy sector remains male-dominated, it does not necessarily restrict opportunities for women. Given the physically intensive work, long hours, and harsh site conditions, it is understandable that fewer women pursue these paths. And frankly, I respect that choice.  

Ultimately, career path is a matter of personal choice. For those women who do enter these fields, the experience can be as rewarding as it is for men. But like any demanding profession, it’s not for everyone. The goal should not be to enforce equal numbers, but to ensure that those who wish to build careers in energy have a fair opportunity to succeed. 

If the industry truly appreciate diversity in perspectives and values, then it must prioritise sustainable career pathways that support talent retention for all workforces. True workplace equality is yet to be achieved. Although, it cannot exist in isolation, it is the extension and representation of how responsibilities are shared down to the family level. As we continue to push for greater inclusion to enhance decision-making, drive innovation, and strengthen industry resilience, one important question remains: How can we create a work environment that embraces diversity, where both men and women can equally thrive, based on their skills, interests, and aspirations? 

Finally, I want to express my utmost gratitude to all men and women working in the energy sector. This industry undoubtedly demands resilience, dedication, and hard work. At the end of the day, it’s the people behind it who truly matter.