The renewable energy sector is witnessing rapid growth and expanding employment opportunities. However, questions remain about the development of the workforce to keep pace with this expansion, particularly in terms of skill availability and gender diversity. In a recent episode of the Renewable Watch Podcast, Mohammed Ali Siddiqi, Research Analyst, and Sakshi Bansal, Research Analyst, Renewable Watch, interacted with Bornali Bhandari, Professor, and Isha Dayal, Consultant, National Council of Applied Economic Research (NCAER). The discussion focused on key findings from their research on skill gaps and women’s participation in the sector, structural challenges in workforce development, the persistent gender imbalance in technical roles, and the policy and institutional measures required to build a more inclusive and skilled renewable energy ecosystem. Key takeaways from the conversation…
Rapid growth and rising workforce demand
As renewable energy deployment continues to accelerate, the demand for a skilled workforce capable of supporting this expansion is also increasing. According to the researchers, the sector has been experiencing strong growth in employment alongside capacity additions. Data from the National Sample Survey Office’s Periodic Labour Force Survey indicates a sharp rise in workers engaged in solar energy and other non-conventional energy segments in recent years. This growth reflects the expanding project pipeline across solar and wind installations and the emergence of new roles in installation, maintenance, engineering and project management.
However, despite this positive employment outlook, the sector continues to face skill shortages. Companies often struggle to find workers with the technical competencies required for specific job roles. Even when candidates are available, they may lack the specialised training needed for tasks such as system design, plant operations or advanced maintenance. These challenges have brought the issue of workforce development to the forefront of discussions around the renewable energy transition.
Gender imbalance in the renewable energy workforce
One of the most striking findings of the NCAER’s recent report titled “National Skill Gap Study for High Growth Sectors” is the limited participation of women in the renewable energy workforce. The study was conducted as part of a broader national skill gap assessment across multiple high-growth sectors, with the objective of understanding how workforce development strategies could also contribute to increasing female participation.
When the researchers analysed available labour market data, they found that women’s presence in the renewable energy sector was extremely limited. This prompted further investigation through stakeholder consultations with industry participants.
These consultations confirmed that the sector remains heavily male-dominated, particularly in technical and field-based roles. Women who are employed in renewable energy companies are often concentrated in corporate offices and support functions rather than engineering or operations positions.
Typical roles where women are present include accounts, human resources, project finance and administrative functions. Some women are also involved in policy analysis, regulatory work, management information systems and project coordination. However, their representation in core technical roles such as engineering design, plant operations or equipment maintenance remains relatively small.
Industry stakeholders themselves acknowledged this imbalance, noting that women are still under-represented in field-based technical jobs across solar and wind energy projects.
Barriers in the skills pipeline
A key reason for the gender imbalance lies in the early stages of the skill pipeline. The researchers observed that very few women enrol in industrial training institutes or technical training programmes related to renewable energy.
This trend is partly shaped by broader social norms that discourage women from pursuing vocational training in technical disciplines. However, the renewable energy sector also faces certain structural challenges that further limit women’s participation. For instance, training for wind energy technicians often requires institutes to be located near operational wind farms so that students can gain practical, on-site experience. Establishing training infrastructure around wind installations means that many such institutes are located in remote areas. These locations can make it difficult for women to access training programmes, particularly when accommodation and transport facilities are limited.
Hostel facilities are another critical factor. Since wind farms are typically located far from urban centres, trainees may need to stay near the training site. In the absence of adequate residential infrastructure, women may be discouraged from enrolling in such programmes.
In the solar sector, training institutes can set up laboratories with solar panels for practical instruction. However, demand for solar technicians is often concentrated in specific states where large solar parks and clusters are located. Workers trained in other regions may need to relocate to these areas to secure employment. This spatial mismatch between training locations and job opportunities can also discourage participation.
Employers often prefer a locally available workforce for project sites, which means that training local communities becomes particularly important. Understanding why local women may or may not enrol in technical training programmes is, therefore, a crucial area for further research.
Structural challenges in field-based roles
Renewable energy projects often involve complex field operations that require workers to operate in remote locations, coordinate with local communities and manage logistical challenges. For example, technicians working at wind energy sites may need to interact with landowners, negotiate access routes, coordinate equipment deliveries and ensure smooth project execution.
Such roles require a combination of technical expertise and interpersonal skills, including the ability to communicate in local languages and manage interactions with multiple stakeholders. While these requirements apply to all workers, social norms and mobility constraints may make it more difficult for women to take up such assignments.
Access to safe transport and secure accommodation also plays a crucial role. Evidence from other sectors shows that inadequate transport infrastructure can limit women’s access to education and employment opportunities. Ensuring reliable and safe transportation to training institutes and work sites can therefore significantly improve participation.
Technology as an enabler of inclusion
Technological advances may help address some of the barriers that have traditionally limited women’s participation in technical roles. Automation and digital technologies are gradually transforming the way renewable energy plants are operated and maintained.
For instance, the cleaning of solar panels is increasingly being carried out using drones and robots, reducing the need for manual labour. Similarly, remote monitoring systems and diagnostic tools allow operators to assess equipment performance and detect faults without physically inspecting each component.
In the wind energy sector, improvements in turbine design and maintenance technologies may reduce the need for physically demanding tasks such as climbing tall structures. Future installations may incorporate lifts and other mechanical systems that make turbine access easier. These technological developments shift the focus to analytical and technical skills. As a result, roles involving data analytics, forecasting and digital monitoring are likely to become more prominent. Such roles may offer greater opportunities for women to participate in the sector.
Policy priorities for a gender-responsive sector
From a policy perspective, the researchers emphasised the importance of strengthening the entire skill ecosystem rather than relying solely on targeted quotas. Expanding access to technical education and improving the quality of training institutions are critical steps to building a robust workforce pipeline.
Engineering colleges and vocational institutes need updated curricula, better facilities and stronger industry linkages to ensure that graduates possess the practical skills required by employers. Hands-on training and industry exposure are particularly important in sectors such as renewable energy, where technologies evolve rapidly.
Career counselling and mentoring also play a crucial role in encouraging women to pursue technical careers. Providing clear information about career pathways, income prospects and opportunities for advancement can help build confidence among potential candidates. Engaging with schools and local communities can further help raise awareness about emerging job roles in renewable energy. By presenting these careers as aspirational and achievable, educators and policymakers can inspire more young women to enter the sector.
Improving labour market data and workforce planning
Another challenge highlighted during the conversation relates to the availability of reliable labour market data for the renewable energy sector. The researchers found that existing data sets do not always provide sufficiently detailed information on specific job roles.
To address these gaps, the researchers recommended more detailed surveys focused on employment patterns. Collecting granular occupational data would allow policymakers and industry stakeholders to better understand emerging skill requirements and workforce shortages. Regular surveys of firms could also help identify vacancies that are difficult to fill and highlight areas where additional training programmes may be needed. In addition, analysing online job postings and other sources of labour market data could provide valuable insights into evolving demand for specific skills.
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