2023-11-08-世界银行-全力执政_实现水电行业的性别平等（英）-2023.10-100页_100页_2mb

Introduction

This technical report, produced by the World Bank's Energy Sector Management Assistance Program (ESMAP), examines the status of gender equality in the hydropower sector and proposes strategies for improvement. The sector employs approximately one in every ten people in low- and middle-income countries but currently faces challenges related to gender representation and inclusion. This baseline assessment highlights key barriers and offers actionable recommendations for stakeholders.

Main Findings

Gender Representation

• Workforce Share: Women make up approximately 25% of the hydropower workforce, significantly lower than the sector's overall employment growth projections (aiming for 3.7 million workers by 2050). This underrepresentation is particularly pronounced in technical roles.
• STEM Degrees: Globally, women remain a minority in science, technology, engineering, and mathematics (STEM) programs, limiting the pipeline of qualified female candidates for technical positions.

Key Barriers

• Educational Pipeline: Traditional gender norms discourage girls from pursuing STEM fields, limiting the availability of female talent in technical hydropower roles.
• Workplace Culture: Hydropower workplaces often exhibit male-dominated cultures, with biases, harassment, and a lack of female role models acting as significant deterrents for women.
• Remote Locations: Requirements for extended stays in remote or isolated sites pose practical challenges for women balancing work and family responsibilities.
• Unwelcoming Environments: Limited facilities for women (e.g., sanitation, childcare) and safety concerns further exacerbate barriers to female participation.

Recommendations for Improvement

1. Enhance Education and STEM Training: Promote STEM fields to young women, improve access to relevant training, and address societal biases discouraging female enrollment in these programs.
2. Adopt Gender Mainstreaming Policies: Systematically integrate gender equality into company strategies, hiring practices, and workplace policies to close existing gaps.
3. Raise Awareness: Promote hydropower as an attractive and inclusive career option, emphasizing diversity in roles beyond engineering.
4. Establish Mentorship and Networking Programs: Facilitate support networks for women in the sector, including mentorship and peer groups to foster retention and career advancement.
5. Engage Men as Allies: Encourage male participation in gender equality initiatives to challenge biases, promote inclusive workplace norms, and reduce barriers for women.

Conclusion

The hydropower sector possesses the potential to lead in gender equality in renewable energy, offering significant social, economic, and environmental benefits. Addressing the identified barriers through targeted measures can enhance workforce diversity, improve company performance, and contribute to gender equality worldwide.

For further information, see the main report Power with Full Force.