Every 8 March, International Women’s Rights Day is an opportunity to reflect on the progress made and the challenges that remain in achieving professional gender equality. In the energy sector, committed and passionate women contribute every day to changing mindsets and enriching their professional environment. Here are 6 of them, from RTE International and MAI Group, to share their insights and experiences with us.
Diversity in the workplace: a key asset for our teams
In an ever-evolving professional landscape, diversity is a major asset for companies. Sandra, Environment Manager at MAI Group, believes diversity brings immediate value to the projects she carries out for her customers: “My job is to address the environmental impact of companies. The more diverse your profile, the broader your perspective, and the more likely you are to find right solutions.”
To find appropriate solutions, to Isabel, a Human Resources intern at MAI Group, empathy is central to her role: “Empathy is essential in human resources. I’m working for a company, but first and foremost with people. Understanding their abilities and situations is crucial to provide the appropriate support.”
Magdalena, aka Meg, is from New Zealand. She is a power systems engineer at RTE international, fond of math and problem solving. According to her, “diversity brings different perspectives that really help with problem-solving, boost team morale, and push us to challenge outdated ideas. A diverse workplace also creates a more inclusive and supportive environment, which benefits everyone.”
Meanwhile, Bella, Sales Assistant at MAI Group, highlights other key skills that are essential in the commercial sector: “Women often excel at fostering collaboration, adapting to change, and paying attention to detail.”
Emilie, Business Developer at RTE international and a graduate in physics and mathematics, takes a more personal approach: “I’m answering as a person rather than as a woman. I bring my energy, my enthusiasm for my work… and a touch of Marseilles sunshine!”
Persistent prejudices holding back gender equality
While attitudes are changing, certain misconceptions persist. Laurence, a newly appointed Project Manager at RTE international, addresses one of the most widespread clichés: “People still assume that women will be less present at work due to motherhood. It would be interesting to objectively assess this assumption: what was once true is now changing. Men today are far more involved in childcare, and the gap with women is narrowing.”
For Sandra, the real challenge lies in the lack of recognition of her status: “If I attend a meeting with a male colleague, clients tend to assume he’s the one in charge. I feel like I constantly must prove myself to be recognised”. Bella supports Sandra’s thoughts, pointing to the “glass ceiling”, believing that the most persistent prejudice lies in “the idea that women are less capable or prepared for leadership roles“.
Emilie highlights another bias, the emotional stereotype: “A woman who raises her voice or tears up risks being labelled hysterical or overly sensitive. This forces us not to be natural at work. Instead, she advocates for authenticity: “Whatever the situation, the key is to be yourself, stay true to your values and walk with confidence.”
Promoting gender equality in the workplace
At RTE International, Laurence is happy to note that “having a woman as CEO is a first positive indicator“, which is fuelling a dynamic in favour of professional gender equality. For Sandra, the key lies in dialogue and awareness: “We need to talk about it! In the workplace, equality should be everyone’s concern, and we must work together to address disparities. That starts with creating open spaces for safe discussion.”
For Meg, it all starts with the recruitment policy: “Instead of waiting for diverse candidates to apply, companies need to take an active role in inspiring and attracting them. Creating a diverse workplace takes more than just being passive, it requires real efforts in outreach, mentorship, and opening doors for underrepresented groups.”
Bella also emphasises the importance of concrete actions: “Companies should make pay structures transparent, implement mentorship programmes and offer flexible working arrangements.”
Advice for future generations on entering the energy sector
To encourage young women to pursue careers in energy, Laurence says: “Don’t set yourself unnecessary limits. Engineering and energy careers are open to everyone, and they’re very rewarding careers that offer a wealth of skills beyond the purely technical.”
Sandra is all about assertiveness: “Trust your guts, don’t be afraid to show who you are. If you have an idea, even if it’s not the most common one, speak up, raise your voice!”
Bella also encourages self-confidence: “I would tell them to have confidence in their abilities and not to hesitate. From my point of view, young women should be encouraged to seize opportunities in the energy sector with confidence.”
Meg could not agree more! “It can feel intimidating stepping into a field where you don’t see many people like you, but don’t let that hold you back. Build a network with other women in your sector, never be afraid to ask for help and take on challenges.”
Progress towards gender equality in the workplace, but still a long way to go
Progress has been made, but further efforts are needed. Isabel mentions a positive initiative in Spain: “A new equity law was introduced this year to encourage companies to maintain a certain percentage of female employees. At MAI, we have a strong women presence with incredible potential, their journeys are truly inspiring.”
Emilie concludes on a hopeful note: “We have come a long way, but there’s still work to be done to close the gender pay and equality gaps! A few decades ago, there were far fewer women in leadership positions. Today, things are changing. But you don’t have to be running a country or a corporation to be an incredible woman. You can make a difference in your own way and at your own scale.”
A huge thank to all of you!
