Authored by: Manisha Nair
India’s clean energy transformation is often measured in megawatts, investments and technology, but at its heart, this transition is about people.
India is projected to create over 35 million clean energy jobs by 2047. The organisations that will truly thrive are those that invest today in building diverse, skilled and inclusive talent pools. A just workforce transition is not merely a moral imperative; it is a strategic one that is shaping the very outcome of India’s energy ambitions. Workforce equity must evolve from a peripheral conversation to a central principle guiding boardrooms, corporate strategies and policy decisions.
India produces 43 percent of the world’s women STEM graduates. Yet only 27 percent of the STEM workforce is female, and their representation drops to just 11 percent in renewables, far below the global average of 32 percent.
Meanwhile, green job postings have surged nearly tenfold in the last five years, and emerging talent hubs such as Indore and Kochi are gaining prominence. These disparities risk embedding old inequalities into a high-growth sector if left unchecked. The challenge is not simply filling roles; it is about shaping a workforce that reflects India’s diversity, creativity and resilience.
There is still a long road ahead because many of the barriers women face are built into the system itself. A study from IIM Ahmedabad found that 67% of women struggle to juggle personal and professional responsibilities.
Stress runs higher, returning to work after maternity leave is often uncertain, and pay gaps continue. Women in the energy sector still earn about 15% less than men in similar roles. Everyday hurdles such as cultural bias, limited mentorship and rigid workplace norms further add to this, quietly pushing women out of the leadership pipeline.
Bias doesn’t start at the promotion stage, it begins much earlier, sometimes even before a woman walks into an interview room. Words like “assertive” or “dominant” are still read as masculine traits, and even a name on a resume can lead to assumptions about technical ability. But these patterns can be changed.
Simple, practical steps like blind hiring, anonymised resumes, structured interviews and diverse panels can make the recruitment process far fairer. And while they may seem small, these interventions can open doors that have been closed for far too long.
Recruitment is only the starting point. What truly moves the needle is building real pathways that allow women to grow, stay and lead within the renewable energy sector. Apprenticeships, graduate trainee programmes and strong university partnerships can help convert India’s deep STEM pool into skilled professionals ready to drive the green transition.
But talent cannot flourish without the right environment. Workplaces must make women feel supported and valued, not just in policy but in everyday practice. That means access to healthcare, childcare support, flexible work models and HR systems that are rooted in empathy rather than formality.
And on project sites, safety and infrastructure have to be guaranteed, from secure transport to clean sanitation and well-maintained facilities. Inclusion becomes real only when it’s felt.
The State of Inclusion 2025 report highlights that trustworthy management and fair treatment are some of the strongest contributors to a sense of belonging for women.
Leadership, too, cannot be left to chance. Structured mentorship programmes, employee resource groups and cross-functional exposure help create visibility and open the door to new opportunities. Active allyship, where senior leaders consciously support women in promotions and key project allocations, can completely reshape career journeys.
Research from EY reinforces that companies with formal allyship programmes see stronger retention and advancement, proving that cultural sponsorship matters just as much as skill-building. But diversity goals mean little without equity in everyday systems. Regular audits of pay parity, transparent promotion pathways and data-driven performance evaluations are essential if organisations want to walk the talk.
Investors are already asking for clearer ESG disclosures, turning inclusion into a business mandate rather than a ‘nice-to-have’. What once seemed progressive is quickly becoming the new standard for responsible, future-ready companies.
Bridging the gap between good intentions and real, on-ground impact starts with accountability. It’s not enough to talk about inclusion because companies and policymakers need clear, measurable targets.
Hiring more women in field roles, supporting them when they return from mid-career breaks and ensuring they move into leadership positions are all markers that show whether we’re moving in the right direction. Progress becomes far more tangible when skilling programmes and incentives consciously include gender goals and when DEI indicators sit firmly within performance reviews and ESG reporting.
Reskilling has to look ahead too. The industry is quickly shifting towards green hydrogen, advanced energy storage and AI-enabled systems, and women should be shaping these frontiers, not catching up to them. When workforce planning keeps pace with technology, India can grow its renewable capacity while building a clean-energy economy that is genuinely inclusive.
But despite the advances we talk about, the imbalance is still hard to ignore. Leadership meetings and energy roundtables often don’t reflect the diversity we claim to champion. India’s renewable sector could create nearly 35 million jobs by 2047, and if women are left out, we risk both a serious talent gap and a lost economic opportunity.
For policymakers, diversity has to be embedded into skilling, education and job-creation systems. For companies, equity in hiring, retention, leadership pathways and pay isn’t a “nice to have” anymore, it’s simply smart business.
India’s green transition is about much more than producing clean power. At its heart, it’s about people and whether every person gets a fair chance to be a part of this shift. Equity has to guide the way we design policies, make hiring decisions and shape leadership.
If we build inclusion into the workforce now, India won’t just meet its renewable energy targets; it could show the world what a genuinely fair and future-focused transition looks like. The choices we make today will decide what kind of economy we create; how many doors open for women and how strong and sustainable this sector will be in the decades ahead. The time to act is today. If we want a green future that lifts everyone, the work has to begin now, not eventually, but today.
Authored by: Manisha Nair, Senior Vice President & Head – HR, Admin & Corporate Communications, BluPine Energy