Transitioning to Net Zero – Getting More Women into Green Jobs.

One critical aspect of this transition is ensuring that women are adequately represented in the emerging green job market. Currently, the UK faces a significant gender gap in green jobs, which not only hampers progress towards gender equality but also limits the pool of talent available to drive sustainable innovation.

The green job market in the UK is expanding rapidly, with LinkedIn data indicating that green jobs now make up 33% of job postings in the country. Despite the growth of the green job sector, the number of women in these roles remains disproportionately low due to several contributing factors.

The under-representation of women in green jobs is deeply rooted in educational patterns and societal perceptions. STEM fields (Science, Technology, Engineering and Mathematics) serve as a critical foundation for many roles in the green economy, yet women continue to be insufficiently represented in these educational pathways. This disparity in STEM education creates a significant barrier to entry for women in green sectors, as many lack the technical background often required for these positions.

There is a notable tendency for women to underestimate their qualifications and suitability for green jobs compared to their male counterparts. This phenomenon reflects broader gender differences in self-assessment and confidence levels observed across various professional domains. Such self-doubt can lead to hesitation in applying for green jobs or pursuing career advancement in these fields, even when women possess the necessary skills and qualifications. The combination of educational disparities and internalised biases creates a self-perpetuating cycle that continues to limit women's participation in the growing green job market. This underscores the need for targeted interventions in both education and professional development to bridge this gender gap.

The transition to a green economy faces a significant challenge in the form of persistent gender disparities within key industries. Many high-growth green sectors, such as construction, manufacturing and energy have historically been male-dominated, fostering workplace cultures that can be unwelcoming to women. This occupational segregation is further exacerbated by a lack of female role models in leadership positions, leaving aspiring female professionals without visible mentors or clear career paths to emulate. The scarcity of women in senior roles not only perpetuates the cycle of under-representation but also reinforces stereotypes about women's capabilities in these fields.

Moreover, the rigid work structures often found in these sectors, characterised by a lack of flexible working arrangements and inadequate support for childcare and parental leave, create additional barriers for women seeking to balance career aspirations with family responsibilities. These factors collectively contribute to a challenging environment that deters many women from pursuing or advancing in careers within the green economy, ultimately limiting the diversity of perspectives and talent available to drive sustainable innovation and growth in these crucial industries.

Addressing the challenges and increasing women's participation in green jobs requires a comprehensive, multi-faceted approach. This strategy begins with targeted communication, moving away from the broad term "green jobs" to focus on specific tangible roles and industries, thereby improving awareness and understanding. At the same time, there must be a significant investment in STEM education for girls and women, with a particular emphasis on green skills, complemented by upskilling and reskilling opportunities for women transitioning from other sectors.

The recruitment process itself needs an overhaul, with job descriptions revised to eliminate masculine language and the implementation of inclusive hiring practices. This should be coupled with targeted career support, including advice and mentorship programmes for women interested in green sectors. Workplace policies also play a crucial role; flexible working arrangements, improved childcare support and shared parental leave policies can make green jobs more accessible to women. Finally, government intervention is essential, with the development of policies and funding initiatives that incentivise businesses to hire and promote women in green jobs. This comprehensive approach addresses the issue from multiple angles, tackling both systemic barriers and individual challenges to create a more inclusive green job market.

By addressing the barriers that prevent women from entering green jobs and implementing targeted strategies to increase their participation, the UK can create a more diverse, innovative and resilient green workforce.

At Partner Executive we believe that moving forward, it is crucial that all stakeholders such as government, businesses, educational institutions and civil society work together to ensure that the green transition is truly inclusive. By empowering women to play a central role in the green economy, the UK can not only accelerate its progress towards sustainability but also create a more equitable society for future generations. The path to net-zero is challenging, but with concerted efforts to close the gender gap in green jobs, the UK can lead the way in creating a sustainable economy that works for everyone. The time to act is now, our planet and our society depend on it.

To discuss any of the points raised in this insight piece, please contact us on 020 3178 4996.