The Energy Transition as an Opportunity to Close Gender Gaps

The energy transition as an opportunity to close gender gaps

Program: Renewable Energy Innovation Fund (REIF)

Country: Uruguay

Duration: 2022–2026

Funding: A $10 million grant from the UN Joint SDG Fund

Implementation: UNIDO, UNDP, UN Women, and the Office of the Resident Coordinator

National counterparts: MIEM, Ministry of the Environment, OPP, and UTE

Financial partners: Private banks in the Uruguayan financial system

March 2026

Presentation of the AUME–UN Women partnership within the framework of REIF.

Globally, women account for only 22% of the workforce in the energy sector.

Moving toward a more inclusive energy transition requires working simultaneously across different levels of the production and financial ecosystems.

A Gender Perspective on Uruguay's Second Energy Transition

Uruguay has established itself as an international leader in the transformation of its energy mix, achieving nearly 100% renewable electricity generation. The current challenge is to move toward a second transition, aimed at decarbonizing key sectors of the economy—such as industry and transportation—by promoting electrification, technological innovation, and new infrastructure investments.

Globally, women account for only 22% of the workforce in the energy sector, and in Uruguay, an analysis of 11 companies in the sector reveals a marked gender divide: 80% of professionals in key technical fields (such as systems engineering, computer science, and electrical engineering) are men, while they make up 71% of the workforce in innovation; by contrast, women predominate in administrative and accounting roles, accounting for 72%. These gaps in workforce participation raise the risk that new industries linked to the energy transition will reproduce historically male-dominated production structures. i

In this context, the Renewable Energy Innovation Fund (REIF) is promoting an innovative financing instrument designed to catalyze private-sector investment to accelerate the decarbonization of industry and transportation in Uruguay. The program promotes an inclusive and sustainable energy transition, incorporating gender equality as one of the guiding principles in the design of its instruments, technical assistance, and institutional strengthening initiatives.

Presentations

To promote an energy transition that also helps reduce inequalities, REIF is pursuing various initiatives aimed at integrating a gender perspective into the energy and financial sectors.

Technical assistance for businesses: The program provides technical assistance on impact and gender issues to companies developing investment projects related to the energy transition, incorporating tools for measuring and analyzing gender gaps, conducting workshops on unconscious bias in the workplace, and providing support for the adoption of the Women’s Empowerment Principles (WEPs).

Integrating gender criteria into sustainable finance: REIF incorporates a gender perspective into the evaluation of projects it co-finances with commercial banks and monitors its portfolio using specific indicators.

Strengthening the Energy Ecosystem: The program supports leadership training for women in the energy sector to strengthen their personal and professional development skills.
Generating evidence and knowledge: REIF promotes the production of studies and analyses on gender gaps related to the energy transition. This evidence aims to highlight existing inequalities and provide relevant information to companies, public institutions, and financial sector stakeholders to guide policies and strategies that promote a more inclusive transition.

Results

31% of participants in technology training programs are women

75% of companies with projects funded by REIF have adopted the Women's Empowerment Principles (WEPs)

More women leaders in the sector: 100 women from the Uruguayan Association of Women in Energy (AUME) received training to strengthen their leadership with support from REIF.

Development of gender-sensitive management tools and processes in companies

– Application of diagnostic tools diagnostic such as the Gender Gap Analysis Tool (GGAT) to identify gaps and define action plans.

– Development and implementation of protocols for prevention and response to harassment, violence, and discrimination in the workplace.

– Inclusion of internal policies related to equitable recruitment, work-life balance, and an inclusive organizational culture.

Training within organizations: Workshops were held on unconscious bias, gender equality, shared responsibility, and workplace harassment prevention, attended by middle and senior management.

Study on the women's participation and gender gaps in STEM fields and energy.

Gender and Sustainable Mobility Baseline Study focused on public transportation in the capital.

Lessons Learned

REIF’s experience shows that moving toward a more inclusive energy transition requires working simultaneously across different levels of the productive and financial ecosystem, and that gender-related outcomes do not occur automatically; rather, they require a deliberate approach, with explicit incentives, concrete actions, and sustained support to ensure that opportunities emerge and take root. Since the program’s implementation, several key lessons have been identified:

Strengthening networks and organizations in the sector helps increase women's participation

Initiatives that emerge from within the energy sector’s professional community—such as women’s networks or specialized associations—play a significant role in highlighting career paths, creating role models, and fostering opportunities for exchange. Furthermore, it is essential to promote collaboration and the formation of partnerships to strengthen and expand the initiatives already underway, thereby increasing their reach and impact.

Companies play a key role in creating more inclusive work environments

The implementation of internal policies, protocols, and organizational practices aimed at gender equality improves opportunities for women to participate and advance professionally in traditionally male-dominated sectors. These changes not only help reduce inequalities but also strengthen business competitiveness by expanding access to and retention of talent and improving work environments.

Generating evidence is key to guiding effective interventions

Having systematic data on women’s participation in sectors related to the energy transition strengthens dialogue among the public and private sectors and international organizations, highlighting gaps and supporting the integration of gender equality into policies and programs.

75% of companies with projects funded by REIF have adopted the Women's Empowerment Principles (WEPs).

References

i. UN Women. (2025). Gender Gaps in STEM: A Look at the Energy Sector. https://reifuruguay.org.uy/brechas-de-genero-en-stem-una-mirada-al-sector-energetico/