From Stereotypes to Solutions: Women at the Forefront of Energy Transformations

Olha Buslavets

“When women finally get a chance to demonstrate themselves in top positions, they are entrusted with something broken.” On the “glass cliff” concept and other barriers for women in the energy sector

In my professional career, I have faced gender discrimination. More than once, a man was chosen for the position I applied for, even despite being less competent and experienced than I was. I felt that in this “male” profession, you need to be head and shoulders above your male competitor in terms of professional knowledge and qualities, including leadership ones, to be recognized and occupy a relevant position. So, I had no choice but to continue working on improving my professional level and leadership qualities.

We have many barriers in our minds, actually. Still, we can’t underestimate social stereotypes, which need to be broken. I remember a story from my student years. I got married before my fifth year at university and gave birth to my son a month before defending my thesis. While talking to my thesis supervisor, a professor, before the defense, I heard him saying, “You’ve already fulfilled your main mission in life.” Though said in a humorous way, this reflected existing stereotypes.

That is, no one believed that we, girls, could succeed in such a “male” field as the energy sector. Despite the gender stereotypes instilled by society, my experience and outcomes demonstrate that if you rely on yourself, believe in yourself, and strive for something, you will succeed.

Giving preference to men in leadership positions is a trend observed, unfortunately, not just in our country. It depends on many factors: from stereotypes in society regarding the role of women to men tending to appoint those of “their own kind” to leadership positions and then push them further up the career ladder.

Even my appointment as the head of the Ministry can be explained by the concept of a “glass cliff,” when a woman is appointed head of a crisis company during a difficult period to save the business. That is, when women finally get a chance to demonstrate themselves in top positions, they are entrusted with something broken. And the reason to do so is because in case of failure, one can say, “She’s just a woman, what could she ever do?” But if something works out — well, good.

“I had to urgently resolve many acute, problematic issues and new challenges that no one had dealt with before.” On the challenges and achievements as Minister of Energy of Ukraine

Let me remind you that in April 2020, when I headed the Ministry of Energy and Environmental Protection, I had to deal with the collapsed apparatus of the former two ministries merged in the fall of 2019, a very unsuccessful transformation. And all this happened during the lockdown and a deep crisis in the energy sector, which formed after the opening of a new market model, which, unfortunately, was very distorted from the outset.

The energy industry was completely unbalanced financially, technically, and economically. Previous administrative decisions to twist the new market model entailed huge debts, in particular in the key nuclear generation, imposed with special obligations to cover non-market prices for the population.

The renewable energy industry was literally in a coma. Investors lacked information on how to continue their activities and were on the verge of defaulting on their payments. With the start of electricity imports and with pricing in electricity surplus conditions, the price no longer covered operating costs and the fuel component of both thermal and nuclear generation. Miners had to go on downtime due to the loss of a significant volume of mined coal sales.

Besides, we needed to solve not only energy issues but also environmental ones. At that time, forests were burning. My first work trip together with the President and Prime Minister of Ukraine was on the ninth day after my appointment exactly to the Chornobyl zone, which was suffering from fires then.

Thus, I had to urgently resolve many acute, problematic issues and new challenges that no one had dealt with before. There are no simple solutions in such cases; they must be complex and very often unpopular.

But I have something to be proud of, although I was a minister for only seven months and then the First Deputy Minister for another month. During this time, a number of crises were resolved and work on strategic reforms in the energy sector started.

The energy transition is exactly what I had to deal with, and a lot was done in this regard. We stabilized the operation of the electricity market: the rules of market participants’ work were improved, as well as the financial condition of state-owned energy enterprises (in particular, Energoatom), producing almost half of electricity generation. Meanwhile, large consumers, industrial enterprises, got the opportunity to purchase electricity at a competitive and fair price.

Then, the renewable energy crisis was resolved: a Memorandum of Understanding was signed with investors, the “green” tariff was reduced without its extension, payments for electricity generated from renewable sources were renewed, and conditions for conducting “green” auctions were improved to further develop renewable energy.

Miners’ strikes stopped, domestic coal sales were ensured, miners returned to work, salary arrears were repaid, the Concept for Reforming the Coal Industry was developed, and work on a fair transformation of coal regions was started, which is a crucial aspect in the energy transition context. Still, our enemy has accelerated all our aspirations to reduce thermal generation and, thus, the coal industry’s role.

We developed key legislation to increase the economy’s energy efficiency and create decarbonization tools. Work on draft production sharing agreements for the exploration and production of oil and gas in eight areas, which were agreed with investors and approved by the Cabinet of Ministers’ orders, was unblocked.

We revitalized international activities. In particular, the governments of Ukraine and Germany signed a joint statement on launching an energy partnership in various areas. Thus, cooperation with Germany strived to support our technical synchronization with ENTSO-E [European Network of Transmission System Operators for Electricity] power systems, with the subsequent integration of Ukrainian markets into European ones.

We also expanded cooperation with Finland, resumed work of the Ukrainian-Danish Energy Center, and intensified bilateral cooperation with EU countries, as well as with Great Britain, the U.S., Canada, Korea, and China. We introduced the UNIDO [United Nations Industrial Development Organization] loan guarantee fund to implement energy efficiency measures at Ukrainian enterprises.

Unfortunately, as I left office, many of the already developed initiatives were frozen, and only during the full-scale war did some of them begin to be adopted and implemented. But time has been lost. I’m sure that if everything had been implemented on time, we would have had distributed generation and a completely different technical and financial state of energy enterprises already in 2022.

“Men have a different approach to decision-making, often focusing on short-term results.” On complex and unpopular decisions in the energy sector

In my opinion, men have a different approach to decision-making, often focusing on short-term results. To maintain your status, you need to hold on to your position. To hold on to your position, you should not offer unpopular or complex solutions. But that’s not the case in the energy sector; it requires strategy and long-term work.

For example, I suggested that the president support the “Great Construction” in the energy sector, which would have provided large-scale benefits in the future and strengthened our energy independence. We even went to the Dniester pumped storage power station (PSPS) together, where three more generators were to be built. We also discussed developing the Kaniv PSPS.

However, these initiatives were of no interest, for they do not give instant results. It takes three years to implement such a project, and that is a long time. Unfortunately, simple solutions that quickly bring popularity turned out to be more attractive. Take a road: It can be built quickly, and the result is visible at once. It is used, with everyone satisfied and applauding.

“I support introducing quotas for political positions, on supervisory boards, as part of corporate governance.” On how to ensure greater inclusion and equal opportunities for women in the energy sector

To ensure greater inclusion, it is important to work at the state level. Ukraine, unfortunately, still faces a persisting trend: The higher the authority and position level are, the fewer women there are. In political positions, in the Cabinet of Ministers, the gender gap is significant. I support introducing quotas in politics, supervisory boards, and corporate governance. The more women enter politics, the more the subject matter of political decisions expands and includes issues of social justice and inclusiveness, which generally reflects the diversity of the needs of our society. We must also remember about ageism, which often becomes a barrier. This should be fought as well.

It is necessary to highlight the role of women and their success at different levels. In this regard, I would like to note the role of the Women’s Energy Club, which started a wonderful tradition of annually nominating women in various categories and celebrating their achievements. This is a very good initiative giving others inspiration, knowledge, and additional information. Perhaps, other’s example can indeed motivate someone to action.

In addition, it is important to demonstrate the success stories of companies with gender-balanced management. Studies show that such organizations have better financial indicators, while their decisions consider not just profits but also social and environmental responsibility. That’s what may allow us to break or transform many stereotypes.

I believe the opportunities for a successful career in the energy sector are so wide that everyone can find themselves. Apart from engineers, the energy sector needs financiers, economists, lawyers, and IT specialists. The industry is transforming and includes more and more new areas related to renewable energy, digital technologies, and environmental standards.

Talking to young women who are just choosing a professional path, I always emphasize: Believe in yourself, study, and develop in your chosen area. Disregard stereotypes. My own path, from the beginning of my career to its heights, confirms this. Sometimes you need support, but there are things to be inspired by. I constantly tell my students there are no obstacles when you believe in yourself and have a goal.

Inna Sovsun

“When I talk to women in local governments or communities, they often avoid discussing complex issues, including the energy sector.” On women’s participation in policymaking on energy transition, climate change, and green recovery

Women’s participation in policymaking on energy transition, climate change, and green recovery remains insufficient for several reasons. First of all, this is due to the lack of a state policy in these areas. If decisions are made, this happens behind closed doors by a narrow circle of people, among whom are very few women.

At the national level, the situation is slightly better, women are more often involved in such processes. But at the local level, I see a significant problem. When I talk to women in local governments or communities, they often avoid discussing complex issues, including the energy sector. This may be due to a fear of technical aspects, a feeling that they lack knowledge, or even stereotypes imposed since childhood, such as “that’s not a woman’s business.”

The traditional division of responsibilities also persists, with women being mainly engaged in education, healthcare, and social affairs and energy or public utilities issues remaining outside their reach. This is also due to the fact that such decisions often involve working with large financial flows, which causes additional fear and caution.

In general, even if women lack deep technical knowledge, policy development is a much broader process having place for their ideas, as well. Now, though, women’s participation in such important decisions is still very limited at the local level.

“Compared to the sector as a whole, there are more women than men among those involved in European integration.” On the opportunities that exist for women in politics to promote the issue of energy security and green transition

There are more women in matters related to the green transition. This indicates that there are more opportunities for them there than in purely energy issues, which are often related to business, finance, and oligarchic interests. There are more women in topics related to ecology, where they can use their knowledge and skills. For example, our Minister of Environmental Protection and Natural Resources is a woman. This is also indicative, isn’t it?

Women’s significant participation in European integration processes is also noticeable. Here, they may have an unexpected prerogative due to the “You’re a girl, you should study philology” stereotype. Respectively, women speak English better, which simplifies communication and work in the EU-related areas. Compared to the energy sector in general, there are more women than men among those involved in European integration.

However, in matters concerning purely internal decisions, especially related to technologies or management of municipal services, there are significantly fewer women, for instance, in communal services. There are exceptions, though, such as the head of the department dealing with these issues in the Ministry of Communities and Territories Development, Nataliia Khotsianivska.

In general, we can say that women already occupy leadership positions and demonstrate success, but their participation considerably depends on the matter and rate of involvement, national or local.

“It is important to focus not only on formal approaches, like quotas, but also on informal tools.” On political steps that should be taken to increase the number of women in decision-making in the energy sector

It is vital to institutionalize women’s involvement, and recently, by the way, I signed bill No. 12198, developed by another colleague, which provides for establishing a quota for women on companies’ supervisory boards. This issue has long been debated. However, historical experience proves that countries that have introduced such quotas demonstrate positive results. This solution has contributed to involving more women, which automatically expands the pool of candidates and has a positive impact.

Nevertheless, effectively implementing such an approach requires having the respective number of trained women. Currently, the problem is that women often get stuck at the middle level of their careers and lack the opportunity to quickly move to the level of, for example, supervisory boards. This does not mean that there are no cases. We have women on supervisory boards, for instance, Nataliya Boyko at Naftogaz or Nataliya Mykolska at Ukrhydroenergo. Still, these are exceptions rather than the result of systematic work.

It is also important to focus not only on formal approaches, like quotas, but also on informal tools., e.g., creating associations, clubs, or other platforms where women can communicate, share experiences, and support each other.

“Identifying a high-level responsible person is the first step, after which communication and cooperation structure can be built.” On the lack of intersection of green and gender-based recovery

I don’t see the intersection of green and gender-based recovery really taking place. This is wrong, as apart from technology, “green” is about new approaches to the policy process, inclusiveness, and involving different perspectives. For instance, a green city is not just about planting trees; it is a city that has considered how parents with baby carriages or people with disabilities will use public transportation. In this regard, ideologically, the green approach is very close to the gender-based one.

In practice, though, these two approaches are separated. It is different people, organizations, and working groups that deal with them, and even discussions on these topics are conducted in parallel. I know this well, since I belong to both groups, and I must say that they practically never intersect. These are different time slots, different teams, and hence, there is simply no synergy.

What can be done? I think we should start with the organizational structure. A responsible person in the government should be identified, for example, a vice prime minister for green transition. Thus, these areas could be linked and communication between different participants in the process established. Currently, we lack this, and that’s a long-standing problem.

There is another important aspect: donor funding. Generally, donors work narrowly, with some supporting gender initiatives, and others supporting the green transition. They do not communicate with each other, which only increases the gap between these areas. As a result, we have a vicious circle blocking synergy.

Therefore, in my opinion, identifying a high-level responsible person is the first step, after which communication and cooperation structure can be built. This is the only way to move this situation forward.

“Create retraining opportunities and provide working conditions that consider their needs.” On how to “return” women to Ukraine who were forced to flee due to the war

In order to return women who went abroad and integrate them into Ukraine’s green and energy reconstruction, it is necessary to create retraining opportunities and provide working conditions that consider their needs. There are already examples of private companies starting to train women in professions that were previously considered atypical, such as electricians or drivers. This is caused by the lack of personnel due to mobilization. There are also public sector programs, in particular initiatives of the Ministry of Economy, aimed at retraining women.

To “return” women, it is important to demonstrate not only prospects but also specific financial incentives, i.e., expected salary rate. Many people consider whether it is worth putting effort into training if they do not know what reward they might have. For instance, the prospect of earning UAH 30,000-40,000 can be a convincing argument for returning, especially for those who have not lost their housing and have a place to return to.

In addition to financial incentives, systemic problems should be addressed. One of the main factors is arranging childcare. The availability of kindergartens for children one year and older is a critically important condition. Unfortunately, nowadays, it is hard to find a place for even a 3-year-old child in the kindergartens of large cities. Parents of school-age children require extended day groups that function until the time matching their work schedules, as groups open until 4:00 p.m. do not cover the needs of working parents. Without this, many women simply cannot return to work, especially if children continue to study online or schools are not equipped with shelters.

Another problem is the rigid work schedule in the energy sector. This is an industry that often requires a fixed schedule, and it is difficult to ensure flexibility at regime facilities. That is why many women choose other professions. Hence, it is important to create conditions that allow combining work and household duties, for although men can take on more household tasks, it is clear that care work is still mostly women’s responsibility.

Juliia Usenko

“Women are clearly demonstrating they are capable of doing any job, including mining.” On the role of women in the energy transition and green recovery process in Ukraine

Women’s leadership is extremely important in the energy transition and green recovery process in Ukraine. Leadership, in my opinion, is primarily about responsibility. We see how many women, along with men, are ready to take on responsibility, even in areas such as mining. Women hold leadership positions, go down into mines, and perform hard physical labor. This is also a form of leadership, regardless of whether this is a forced or voluntary decision.

Another aspect of leadership is the ability to lead by example. And if we talk about a just energy transition, about equal opportunities for all, now women are clearly demonstrating that they are capable of doing any job, including mining. And I suppose that in the future, we will be able to demonstrate to Europe and the whole world how we are ensuring this just energy transition with women participating in absolutely diverse energy industries and sectors.

Female leadership also involves the ability to group and interact, working toward a common goal. Women have a talent to create effective teams where everyone complements each other and thus helps achieve a shared purpose. This is an important feature that should be used, in particular, in the energy sector.

“Overcome stereotypes and realize that a female leader can perform managerial functions no worse than a man.” On changes in attitudes toward women in the energy sector over the past few years

While there are positive changes in attitudes toward women in the energy sector, they are very slow, and I don’t like that. These changes cover not as many people as we might think. We often communicate within our industry, with our relatives and friends, and thus project these changes onto the entire country or the world, which, in my opinion, is not quite right. Many people are still guided by stereotypes in their lives and live with traditional ideas about the roles of men and women. Unfortunately, this cannot be changed in an instant.

There are some positive developments, though. For instance, in Ukraine women are occupying leadership positions in the energy sector as well as in other technical industries, manage departments and divisions, and some have reached top management positions. This is important, as leadership is about examples, too. And such examples are very much needed in order to accelerate these changes and provide more career opportunities for women in the energy sector.

It is not only women who need this, but also men, since they, too, should overcome stereotypes and understand that a female leader can perform managerial functions no worse than a man. The successes of women in these areas should be recognized, while their cases should become more visible.

“It is not so much the technical specialty that is important, but the motivation and desire to develop in the industry, as well as support from the state and employers.” On the importance of education for women in the energy sector

I don’t think that technical education itself is a prerequisite for building a career in technical industries. The energy sector is so diverse that you can work in it while developing financial models, new tools and products in energy markets, and trading mechanisms. Technical education is not a must in this case.

Now, the energy sector is extremely interesting and dynamic; it is constantly developing, in particular through digitalization, which is gaining momentum all over the world, including Ukraine. Today, such technologies as artificial intelligence and IT specializations are used widely. In order to create IT products in the energy sector, I believe, one can additionally get a bachelor’s degree, not necessarily a master’s, in energy engineering. That is, one can master IT as the main profession and get a master’s degree in energy engineering. This can be enough, when combining the efforts of a team of different specialists, to create the necessary modern solutions for energy markets and, in fact, work for developing the industry.

As for me, I have a technical education. I started as a railway power engineer, but after eight years of work in the railway industry, I realized that I would not be able to easily build a career, as I am a woman and do not come from a railway workers’ dynasty. Hence, I decided to go to the private sector offering more opportunities for career growth and self-realization. And I was right in my decision.

In fact, though, I believe it is not so much the technical specialty that is important, but the motivation and desire to develop in the industry, as well as support from the state and employers, who should encourage the wish of young people, especially women, to get an education and work in such industries.

“Success is possible only through a comprehensive approach: promoting the profession, state support, and public sector initiatives.” On the steps that should be taken to attract women to the energy sector

As for employers, if we talk about large companies or market leaders, they should pay more attention to promoting the profession. Still, companies often use social and advertising projects for their own PR rather than for promoting the industry as a whole. In my opinion, there should not be such a practice in the energy sector, as its development directly affects the quality of life of people and the state economy. Companies in these projects should sort of remain “in the shadow” or effectively combine advertising of their own services with the importance and advantages of industry professions. Their main mission is to support initiatives aimed at promoting the industry rather than their own brand. This is a future-oriented work to interest potential employees who can find their place in this field and choose an employer in the future.

Corporate social responsibility also plays an important role. Over the past 10 years, this concept has become popular, and I would advise integrating issues of gender equality, accessibility, and inclusion into it. We should create proper conditions for women, people with disabilities, and war veterans. This is not only about arranging workplaces but also about creating a setting for building teams that will support new employees. This is a sensitive topic, but if we deal with it now, after the war it will become a familiar rule rather than a challenge.

The state should also contribute. Unfortunately, the issue of gender equality and inclusion is not sufficiently covered in strategic documents and regulatory legal acts. Though the European practice of “soft law” having a recommendatory nature works well, in Ukraine such recommendations are hidden and not sufficiently popularized. The state should declare its positions more, demonstrating its readiness to support both employers and people who need new conditions and opportunities. This is especially important in the context of our movement toward the European Union.

Incentives can take different forms. Many think of these as only financial stimuli: tax breaks or grants. However, I’m sure there are more effective ways that do not depend solely on money. For example, the social responsibility ratings of companies that demonstrate best practices could be an excellent motivator. This is a simple and effective tool as companies want to be in top categories and be proud of their activities. The state could conduct social advertising campaigns, popularizing such ratings.

The role of public organizations, such as the Women’s Energy Club, should be regarded as well. They successfully promote the energy sector, involve various experts in their events, and organize competitions, like “Women of Ukrainian Energy.” Such initiatives showcase women in the profession and motivate them to develop and take on leadership roles. For instance, last year, I won in the Decarbonization Leader category, while this year I nominated other women myself. This inspires, forms a community of like-minded women, and helps break stereotypes.

Success is possible only through a comprehensive approach: promoting the profession, state support, and public sector initiatives. In addition to creating equal opportunities, it is important to show examples of how to achieve success in the energy sector.

“To not only spread gender issues but also talk about ensuring equal opportunities for different categories of population.” On a comprehensive approach for all people in the energy sector

In October, my column on Energoreforma was published, in which I wrote about gender equality, absence of barriers, and inclusiveness in the green energy transition. I highlighted a comprehensive approach to the energy transition. In the European Union, for example, attention is drawn to gender policies in promoting the European Green Deal agenda.

At the same time, while the whole world focuses on Ukraine, we have an opportunity to not only spread gender issues but also talk about ensuring equal opportunities for different categories of the population: internally displaced people, veterans, people with disabilities, etc. A person may fit several categories at once, for instance, an internally displaced woman with disabilities. Therefore, it is necessary to develop comprehensive inclusive policies that take into account the specificities of each category.

I also want to emphasize that inclusiveness can’t be only declarative. For example, if we consider training programs for veterans, it is important that professional psychologists work there to help them adapt to civilian life. Without this, all efforts risk becoming a formality, just speculation on this topic.

Interestingly, many veterans, after completing retraining programs, do not necessarily want to enter the hired labor market. Their desire for entrepreneurship is impressive. They want to create their own businesses and be leaders in their field. It is especially inspiring when women veterans say this. This once again proves that we have incredible people, and we have a great future. A successful energy transition is inevitable in Ukraine!

 

The NGO Women’s Energy Club of Ukraine (WECU) is an independent professional association of women working in the energy sector, and participation is voluntary.

The club unites over 200 female members, including female experts on energy, female advocates from both national and international organisations working on reforming Ukraine’s energy sector, female envoys of businesses and NGOs, female MPs, and women simply interested in just and sustainable development of Ukraine’s energy sector.

The annual Women in Ukrainian Energy Award was initiated by the NGO Women’s Energy Club of Ukraine (WECU) in 2019.

The purpose of this competition is to recognise the important roles that women play in developing the Ukrainian energy sector, supporting them, and motivating them to further advancements in the field and related sectors, recognising the competitors’ contribution to establishing gender equality in the energy sector, vocational training, research, and specialised journalism.

Categories for the contest are determined annually. Through the years, they have included Company of the Year, Female Boss of the Year, Female Worker of the Year, Female Journalist of the Year, Female Educator of the Year, Female Leader on Decarbonisation, Female Politician, Female Volunteer, and Female Lawyer.

The competition is held under the auspices of the Kyiv (Ukraine) office of the Heinrich Böll Foundation.

 

Photos provided by article heroines 

Illustration by Oleksandr Grekhov