The energy transition is key in the fight against the climate crisis and economic competitiveness, and also an opportunity to move forward with gender equality. This is the conclusion of the ClosinGap report "Opportunity cost of the gender gap in the energy transition", promoted by Enagás and presented today, which analyses how the under-representation of women is a decisive obstacle to fair, egalitarian and competitive development.
The study, prepared by Afi, quantifies for the first time the economic impact of the gender gap in sectors linked to the energy transition: if parity were achieved, Spanish GDP could increase by 122 billion euros per year, equivalent to 7.7% of national GDP in 2024. The report shows that female talent, key to the success of the energy transition, remains under-utilised in strategic sectors of the future.
In the words of Judit Carreras, Director of the Just Transition Institute, "reports like this are key to understand that the energy transition is not only technological or climatic, but a lever for the quality of employment and to move towards a fairer society. We find that the greater the ambition for gender equality, the greater the speed of convergence and the positive impact on the economy and collective well-being.
As Arturo Gonzalo, CEO of Enagás, pointed out during the presentation, "behind every data point in this report there are people, talent and opportunities that we cannot afford to lose. Equality cannot wait and the purpose of this research is to be action-oriented. Measuring gender inequality and its consequences is the way to firmly adopt the right policies and measures.
Regarding the progress made by Enagás, Arturo Gonzalo pointed out that "diversity and inclusion are key pillars of our strategy and we translate this commitment into specific policies and actions: we have 50% women on our Executive Committee and 40% on the Board of Directors, as well as in management and pre-management positions".
Marieta Jiménez, President of ClosinGap, stressed that "the report is, above all, an invitation. To look at issues with a gender perspective. To work urgently. To design the energy transition from the conviction that equality is not an add-on, but an indispensable condition for progress. If we manage to bring together all the voices - those of today and those of tomorrow - we will ensure that the energy that moves the country is also the energy that closes gaps, generates opportunities and builds a more prosperous society for all.”
Proposals for action: equality as an economic and social engine
The panel discussion to present the ClosinGap report - moderated by Enagás' General Director of People and Transformation, Javier Perera, with the participation of the company's Director General of Energy Transition, Natalia Latorre, the Director General of AVAESEN, Pedro Fresco, and the Independent Director and Dean of the ICAI College of Engineers, Isabel Reija - concluded that guaranteeing equality in the energy transition is not only a question of social justice, but a strategic priority to maximise competitiveness and economic development in the country.
The report - presented by Enagás' People and Diversity Director, Susana Toril, and ClosinGap's Managing Director, Lucila García - makes it clear that reducing the gender gap would not only contribute to equity, but would also represent a significant qualitative leap in growth, innovation and sustainability for the Spanish economy.
Accordingly, the document details a package of proposals to facilitate the incorporation of women in the sector, from specific incentives in training and selection, visibility campaigns and female referents, to improvements in the monitoring and evaluation of equality policies. It also calls for automation in access to fuel poverty assistance and better statistical monitoring of gender gaps.
Structural inequality despite educational progress
The report reveals that, although they account for 38% of university-educated employees in the sector, women occupy only 24% of total employment linked to the energy transition, with a particular presence in lower paid and administrative sectors, and low participation in technical, operational and leadership positions. The gap persists across all generations: the new cohorts show progress in education, but not in access to technical jobs or positions of responsibility.
There is also a low female presence in both vocational training pathways linked to the sector and in STEM university degrees, which limits women's access to emerging green job opportunities. Only 11% of female graduates in related degrees manage to find employment in the sector, compared with 23% of men.
The employment gap: a dual challenge and an opportunity for transformation
The better working conditions in the sector - with less temporary employment and smaller wage gaps than in the economy as a whole - have not been enough to close the gender gap. The "glass ceiling" continues to limit women's access to senior management: only 22% of senior management positions in the sector are held by women. In addition, talent retention remains a challenge; women spend a smaller percentage of their working lives in these sectors compared to men.
The document also emphasises one of the least visible aspects: energy poverty affects households headed by women more intensely, especially single-parent households and pensioners, leading to greater health risks, care overload and limitations in access to basic rights as energy consumers.
Women lead social and environmental commitment to energy transition
According to the CIS Barometer (March 2025), concern and commitment to climate action is significantly higher among women, especially among younger generations, where more than 94% of Generation Z women see the energy transition as an opportunity for business development and innovation.
According to the study's projections, if current trends continue, gender parity in the energy transition sector will not be achieved until 2061. Even with active policies, full equality will not be achieved before 2043. Only a radical change, in line with international targets (equality by 2030), could accelerate the closing of the gap, which would require increasing the female presence in the sector at five times the current figure.
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