Women’s Empowerment Exploring Opportunities for  Energy Sector in Central Asia in the  2024 Exploring Opportunities for Women’s Empowerment in the Energy Sector in Central Asia © 2024 International Bank for Reconstruction and Development / The World Bank 1818 H Street NW Washington DC 20433 Telephone: 202-473-1000 Internet: www.worldbank.org This work is a product of the staff of the World Bank, with external contributions. The findings, interpre- tations, and conclusions expressed in this work do not necessarily reflect the views of the World Bank, its Board of Executive Directors, or the governments they represent. The World Bank does not guarantee the accuracy of the data included in this work. The boundaries, col- ors, denominations, and other information shown on any map in this work do not imply any judgment on the part of the World Bank concerning the legal status of any territory or the endorsement or acceptance of such boundaries. 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Photo credits Cover, pp. 5, 19, 29: Zoteva | Shutterstock; p. v: Pornpimon Ainkaew | Shutterstock; p. viii: SofikoS | Shut- terstock; ;p. 1: kittirat roekburi | Shutterstock; p. 11: WOSUNAN | Shutterstock; p. 23: NFstock | Shutterstock Contents Acknowledgments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii Executive Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iii Key Findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iv Recommendations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ix 1 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 Context . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Structure of the Report . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 2 Kazakhstan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Transition from Education to Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Recruitment, Retention, and Progression . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Safe and Inclusive Work Environments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Institutional and Policy Reform . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 3 Kyrgyz Republic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Transition from Education to Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Recruitment, Retention, and Progression . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Safe and Inclusive Work Environments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Institutional and Policy Reform . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 4 Tajikistan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Transition from Education to Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Recruitment, Retention, and Progression . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Safe and Inclusive Work Environments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Institutional and Policy Reform . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 5 Uzbekistan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Transition from Education to Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Recruitment, Retention, and Progression . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 Safe and Inclusive Work Environments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Institutional and Policy Reform . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 6 Recommendations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Facilitate the Transition from Education to Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Advance Recruitment, Retention, and Progression . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 Promote Safe and Inclusive Work Environments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 Reform Institutions and Policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 Acknowledgments This report was produced by a team led by Jelena Lukic, The report was prepared with the technical and finan- Senior Social Development Specialist, and composed cial support of the Energy Sector Management Assis- of M. Manuela Faria, Social Development Specialist, tance Program (ESMAP). ESMAP is a partnership and Jennifer Solotaroff, Senior Social Development between the World Bank and 19 partners to help low- Specialist, with the support of Ergon Associates (Jans and middle-income countries reduce poverty and boost Mynbayeva and Kirsten Newitt) and Al Mar Consulting, growth through sustainable energy solutions. ESMAP’s and under the overall guidance of Varalakshmi Vemuru, analytical and advisory services are fully integrated into Practice Manager, and Tatiana Proskuryakova, Country the World Bank’s country financing and policy dialogue Director. Valuable comments and suggestions were in the energy sector. Through the World Bank Group, provided by Tamara Babayan, Marina Elefante, Hiwote ESMAP works to accelerate the energy transition Tadesse, and Sana Zia. Laura Johnson edited and required to achieve Sustainable Development Goal 7 to designed the report. ensure access to affordable, reliable, sustainable, and modern energy for all. It helps to shape Bank strategies The project team gratefully acknowledges the partici- and programs to achieve the World Bank Group’s Cli- pants of the focus groups discussions and key informant mate Change Action Plan targets. interviews for sharing their views to inform of this study. Executive Summary W Key Findings omen are underrepresented in the energy sector across Central Asia. The size of the gender gap in the energy Transition from education to work workforce varies considerably by country: national statistical data indicate that women represent There are relatively few women enrolled in energy 29 percent of the industry’s workforce in Kazakh- sector-related science, technology, engineering, stan, 18 percent in the Kyrgyz Republic, 15 percent and mathematics (STEM) courses. While women in Uzbekistan, and 11 percent in Tajikistan. This pat- typically account for about half of all students in tern is consistent with global patterns in the indus- higher education in Central Asian countries, they try: women account for an estimated 16 percent of represent only 15 and 12 percent of engineering energy sector employment worldwide. students in Kazakhstan and Uzbekistan, respec- tively; and 10 and 4 percent of students in energy- Narrowing these gender gaps is crucial to secur- related courses in the Kyrgyz Republic and Tajik- ing the sustainable development of the energy istan, respectively. Women’s participation rates sector across Central Asia. Increasing women’s in technical and vocational education and train- participation in the sector can help economies ing (TVET) relevant to the energy sector are even address labor and skills shortages, attract invest- lower, representing only 10 percent of students ment, boost energy production, and enhance effi- enrolled in TVET for the power and energy sector ciency—facilitating the transition to low-carbon in Kazakhstan, only 5 percent of students enrolled energy sources over the long term. The benefits of in TVET for the energy and engineering sector in a gender-diverse workforce to companies include the Kyrgyz Republic, and only 3 percent of students a broader talent recruitment pool, higher levels enrolled in TVET for the energy sector in Tajikistan.1 of innovation, enhanced problem solving, and improved financial performance. Widespread misperceptions that the energy sec- tor does not offer suitable employment for women This study assesses gender gaps in the energy discourage many from pursuing energy-related sector in Kazakhstan, the Kyrgyz Republic, Tajik- technical education and careers. Female students istan, and Uzbekistan. It is based on a series of and energy sector staff across all four countries focus group discussions and key informant inter- report the widespread view that the energy sector views, accompanied by focused statistical analy- does not provide desirable career opportunities sis and a review of national policy and legislative to women, and many female students and gradu- frameworks. A key contribution of this study is the ates of technical studies experience pressure from provision of new qualitative insights into the prac- family members to pursue employment in sectors tical barriers to women’s increased participation in perceived to be more “appropriate” for women. the energy sector, reflecting the views of students However, some young women have been exposed in energy-related disciplines, academic staff, and to more positive messaging. Several women report employees and company representatives across having family members working the energy sec- the four countries. Finally, targeted recommenda- tor as a key motivating factor in their pursuit of a tions are offered on how policy makers, companies, technical education and career in the energy field. and educational institutions can reduce gender Interviews suggest that tackling persistent mis- gaps in the energy sector across Central Asia. conceptions about the energy sector will require 1. Data on the share of women students enrolled in TVET for energy-related disciplines in Uzbekistan are unavailable. iv Exploring Opportunities for Women’s Empowerment in Energy in Central Asia comprehensive awareness-raising efforts starting There is scope to strengthen the links between at an early age that focus on school-aged girls and educational institutions and energy sector their families. employers to support women’s school-to-work transition. Students learn about job opportunities Female graduates are more affected by the sec- largely through family, friends, social media, and tor’s emphasis on practical experience than are online job platforms; a few companies also dissem- their male counterparts, making it challenging for inate information about job openings or adver- many to gain a foothold in the industry. Energy tise available vacancies at universities. Yet many sector employers often require candidates to women lack the connections necessary to break have practical experience, yet many students feel into energy sector jobs while at the same time are that there are limited opportunities for practical actively discouraged from pursuing employment in the industry. These factors highlight the impor- training corresponding to industry needs. Women tance of ensuring that advertisements for energy interviewed for this study believe these require- sector jobs expressly encourage applications from ments affect women graduates disproportion- qualified female graduates. ately because many perceive women as having less practical knowledge than men, partly due to Recruitment, retention, and progression gender stereotypes but also due to the lack of opportunities for women to gain the relevant work Across the region, women working in the energy experience. Interviewees suggest that teaching sector are concentrated in administrative and staff are often reluctant to send women students office-based roles and are less likely to work to work “in the field” with technical equipment, in technical or field-based roles. High levels of instead directing them to desk-based work. gender-based occupational segregation mean that technical and operational roles are predom- In some countries, there are initiatives to inantly held by men, while women are more likely to be employed in administrative positions as strengthen women’s participation in energy- lawyers, accountants, and economists. There are related STEM education. In some instances, the reportedly very few women in field-based opera- availability of targeted state funding is making tional roles because the few female graduates who technical education more accessible to women. In pursue employment in the technical engineering Tajikistan, for example, authorities have introduced field are usually engaged in office-based work, quotas on the number of university placements such as design and documentation. reserved for female STEM students on state- funded scholarships. Uzbekistan’s policy makers Interviews suggest that gender stereotypes and have increased the availability of government- assumptions about women’s care responsibilities funded scholarships to facilitate access to higher pose a significant obstacle to equal opportunity education for young women from low-income in recruitment. Despite the presence of nondis- families. Some higher education institutions sup- crimination legislation across the region, employ- port the transition from school to work, partnering ers are reportedly reluctant to hire women due to with energy sector employers to provide practical concerns about the possibility of women taking training, work experience, internship opportuni- lengthy maternity leave or having limited flexibil- ties, and recommendations to support graduates’ ity and availability to work overtime due to family recruitment; however, these schemes do not typi- obligations. Respondents across all four countries cally include a gender focus. shared the view that it is significantly more difficult Executive Summary v for women to secure employment in technical roles Increased support for employees’ care respon- compared with men. There are reports of hiring sibilities could bolster women’s recruitment managers setting informal requirements not to and retention in the energy sector, especially in hire women of childbearing age to fill vacancies. field-based operational roles. Across the region, Interviewees stated that female candidates for prevalent sociocultural norms mean that women operational and field-based roles are further dis- typically bear a disproportionate share of family advantaged by sometimes unnecessary physical responsibilities and household tasks. Employees strength requirements and biased assessments of in the energy sector suggest that family-friendly women’s lack of practical experience or skills. policies that support working mothers with flexible vi Exploring Opportunities for Women’s Empowerment in Energy in Central Asia working hours, return-to-work support after mater- to women due to legislative restrictions on wom- nity leave, and childcare support could signifi- en’s employment. Women tend to begin their cantly improve the sector’s retention rate of female careers in office-based roles, hindering their ability staff. The perception that field-based positions are for career advancement in the sector. incompatible with women’s family obligations are widespread because the jobs require shift work, Gender bias and negative perceptions about wom- working at night, frequent travel to sites, overtime, en’s leadership abilities present another barrier to and around-the-clock availability in the event of an women’s professional development and advance- accident or emergency—demands that are partic- ment in the sector. Women who are employed ularly challenging for women who bear the primary in technical positions report that management childcare responsibilities. often overlooks women’s achievements and con- tributions and are much more likely to offer pro- For many women, their care responsibilities out- fessional development opportunities, additional side of work makes it is more difficult for them training, and business trip opportunities to their to advance into leadership roles. Interviews indi- male colleagues. At some companies, interview- cate that women across the region are often more ees suggest, women are not being considered for reluctant than their male counterparts to apply for managerial positions despite outperforming their senior and managerial roles, believing the extra male counterparts, reportedly due to stereotypical responsibilities of higher-ranking positions would assumptions about women being more emotional likely interfere with their childcare and household and less resilient under stress, thereby negatively duties. However, while some women prefer to focus impacting women’s opportunities for promotion on family life, some women are ready and willing to roles requiring decision-making and problem- to take on the additional responsibilities associ- solving skills under pressure. The pervasive view ated with leadership roles. In these cases, over- that men are better suited for technical and man- protective attitudes and misplaced assumptions agerial roles also erodes women’s confidence in about women’s family responsibilities sometimes their own abilities, discouraging qualified women impede their access to professional development from applying for those jobs in the first place. opportunities. Some interviewees suggest that management may not assign a woman for travel to The presence of female role models and mentors an operational site based on assumptions about is key to supporting women’s career develop- her family-related responsibilities, even if she ment in the energy sector. Across Central Asia, expresses a strong interest in the assignment. women interviewed for this study shared the view that highlighting the achievements of women in Limited experience in operational roles also ham- senior technical and leadership roles, and provid- pers women’s career progression. In Uzbekistan ing opportunities for them to share their experi- and the Kyrgyz Republic, for example, technical ence and to support their female colleagues in the education and experience in operational roles are sector, could offer positive examples for women requirements for promotion to chief engineer or a pursuing careers in the energy sector. Women’s managerial position. However, entry-level opera- mentoring programs and professional networks tions jobs associated with unpredictable sched- organized by industry associations have helped ules, physical effort, and “practical skills” are highly women advance in their careers and access new male-dominated, and in Tajikistan, Uzbekistan, and opportunities in Kazakhstan and in the Kyrgyz the Kyrgyz Republic might not even be accessible Republic. Executive Summary vii Safe and inclusive work environments the modernization of the sector and automation of previously physically demanding tasks increasingly Companies are primarily focused on complying offers more attractive employment and safer work- with national legislation; few have taken active ing conditions for both women and men. steps to increase the share of women in their workforces or to build inclusive workplaces. Workplace sexual harassment is a risk to wom- According to human resources managers, there is en’s workplace safety across Central Asia, but significant scope to train and raise awareness of few companies have taken specific measures to staff and management to change attitudes toward protect female workers or encourage reporting. women’s employment and to build inclusive corpo- Energy sector staff in Kazakhstan report instances rate cultures. of women engineers leaving their jobs due to being sexually harassed by their colleagues. In Many women feel unrecognized or undervalued Uzbekistan, concerns related to personal safety in the workplace, particularly those in technical makes many female employees reluctant to work positions and those on male-dominated teams. at night, but no companies have taken specific Women in technical positions report that it is actions to mitigate the risks of gender-based vio- often difficult to be accepted as a part of male- lence at work. National surveys suggest that one in dominated operations teams and that they often four women have been sexually harassed at work in feel unwelcome in field environments, resulting in the Kyrgyz Republic. In Tajikistan, workplace sexual many preferring office-based work. Gender norms harassment is believed to be underreported due to often influence how tasks are assigned in the social stigma and fear of retaliation by employers, professional environment. In Kazakhstan, women but one company has recently introduced a pol- report that female team members are sometimes icy on the protection of women from harassment. expected to fill out paperwork and handle doc- Although general complaint channels are available ument completion tasks on behalf of their male to energy sector workers throughout the region, colleagues. At the same time, desk-based work is most companies do not offer comprehensive not highly valued, and men are generally perceived gender-sensitive grievance mechanisms that would to be more “trusted” and knowledgeable. In the enable individuals to safely report gender-based Kyrgyz Republic, female employees report feeling violence and harassment and to seek support. less able to openly express their opinions at work compared with their male colleagues. Institutional and policy reform There is scope to improve the physical work- Across all Central Asian countries, there are sup- ing conditions for operational and field-based portive national policy environments for efforts to positions for men and women alike, including strengthen women’s employment in the energy by providing basic facilities for female workers. sector. Gender equality is a policy priority for the According to technical staff, most energy sector governments of Kazakhstan, the Kyrgyz Republic, companies do not provide adequate facilities for Tajikistan, and Uzbekistan. National policies in women in the field, such as separate showers or Kazakhstan and Uzbekistan, for example, aim toilets. Work in the energy sector is also consid- to increase women’s participation in leadership ered physically difficult. Entry-level operations roles. The Concept of Family and Gender Policy jobs reportedly require manual labor and a level of in the Republic of Kazakhstan to 2030 contains physical strength, which deters many women from ambitious targets to expand women’s share of pursuing employment in the industry. However, decision-making roles in government and in the viii Exploring Opportunities for Women’s Empowerment in Energy in Central Asia public and corporate sectors to 30 percent by 2019, grants labor authorities the power to carry 2030, while the Strategy for Achieving Gender out preventive measures within organizations Equality in Uzbekistan by 2030 envisages the (regardless of ownership) to prevent gender-based introduction of temporary quotas for women’s violence and harassment in the workplace; how- employment to close gender gaps in employment ever, the legislation does not explicitly make a ref- in government bodies. Growing women’s partici- erence to the prohibition of sexual harassment in pation in vocational training and higher education, employment. Workplace sexual harassment is not particularly in STEM subjects, is a priority in all four currently prohibited in Kazakhstan. While in the countries. Kyrgyz Republic, the Labor Code does not explic- itly prohibit sexual harassment in employment, the Nevertheless, legislative restrictions in the Kyrgyz Law on State Guarantees of Equal Rights and Equal Republic, Tajikistan, and Uzbekistan continue to Opportunities for Men and Women prohibits sexual constrain women’s employment in the energy sec- harassment in the workplace, obliges employers to tor. Longstanding legal barriers to women’s access take measures to prevent sexual harassment, and to energy sector jobs have recently been abolished provides for civil remedies to compensate victims in Kazakhstan, but legislative restrictions on wom- for material and moral harm. en’s employment in certain operational roles con- tinue to limit employment opportunities for women in the Kyrgyz Republic, Tajikistan, and Uzbekistan. Recommendations Employers in the Kyrgyz Republic and Tajikistan are prohibited from hiring women as electricians The findings of this study indicate that there are engaged in overhead transmission line repair or persistent gender gaps in the energy sectors of maintenance of electrical equipment. In Uzbeki- Kazakhstan, the Kyrgyz Republic, Tajikistan, and stan, although women’s employment in certain Uzbekistan. Women face multiple barriers to energy sector roles is no longer expressly prohib- education in technical fields and energy sector ited, it remains “not recommended,” and employers employment across Central Asia, and female par- can create their own lists of jobs for which female ticipation rates are particularly low in technical and labor is to be “limited.” managerial positions. Policy makers in the Kyrgyz Republic have taken A gender diverse workforce can yield substan- actions to strengthen the legislative framework tial benefits for individual energy companies and on workplace sexual harassment. Tajikistan and national economies alike, but addressing the com- Uzbekistan have introduced anti-harassment leg- plex challenges to women’s participation in the islation, and legal reforms are under consideration sector requires proactive and collaborative action in Kazakhstan. In line with Tajikistan’s National by key stakeholders, including policy makers, com- Development Strategy for 2016–2030, which panies, and educational institutions. The following aims to strengthen legislation on the prevention recommendations include measures designed to of violence against women, a new law on equality support women’s transition from STEM education and the elimination of all forms of discrimination, into employment; advance women’s recruitment, adopted in 2022, has for the first time introduced retention, and progression; promote safe and inclu- the concept of workplace harassment into the sive work environments; and ensure an enabling national legislative framework in Tajikistan. How- legislative and policy environment through institu- ever, the law does not include sexual harassment. tional and policy reforms. Meanwhile, Uzbekistan’s legislation, introduced in SUMMARY OF RECOMMENDATIONS Facilitate the transition from education to work RECOMMENDATION 1. Companies should strengthen their outreach efforts to young women and girls to encourage their participation in science, technology, engineering, and mathematics (STEM) education and employment in the energy sector. RECOMMENDATION 2. Policy makers should encourage the increased involvement of young women and girls in STEM education through public awareness-raising campaigns and financial support. Advance recruitment, retention, and progression RECOMMENDATION 3. Educational institutions should strengthen collaboration with employ- ers to support young women’s transition from education to work in the energy sector. RECOMMENDATION 4. Companies should take steps to ensure equal opportunity in recruit- ment for women. RECOMMENDATION 5. Companies should take steps to support women’s career progression and increase women’s representation in senior leadership. RECOMMENDATION 6. Companies should raise the profile of successful women in the sector, particularly in technical and field-based operational roles. Promote safe and inclusive work environments RECOMMENDATION 7. Companies should recognize gender equality as a strategic business issue and strengthen policy frameworks on gender equality and equal opportunity. RECOMMENDATION 8. Companies should allocate resources to develop safer and more inclu- sive workplaces that cater to the needs of both women and men. RECOMMENDATION 9. Policy makers should explore opportunities to partner with energy companies and industry associations to strengthen women’s representation in the sector. Reform institutions and policies RECOMMENDATION 10. Policy makers should address legislative barriers and gaps that affect women’s employment in the energy sector. RECOMMENDATION 11. Policy makers should incorporate gender equality objectives and tar- gets into energy sector policies. RECOMMENDATION 12. Policy makers should introduce legislative and policy reforms to encourage more equitable distribution of family and care responsibilities among women and men. 1. Introduction T his assessment aims to identify gender gaps workforce is key to ensuring that the transition to in employment and representation in the low-carbon energy sources is inclusive and effec- energy sector in Central Asia and explore tive over the long term. opportunities for narrowing these gaps across the region. The report focuses on barriers to women’s In light of the strategic importance of the energy participation in technical and managerial positions sector to sustainable development in each of the in energy companies in Kazakhstan, the Kyrgyz Central Asian countries, it is vital that principles Republic, Tajikistan, and Uzbekistan. It offers rec- of gender inclusion be integrated into efforts to ommendations to policy makers and companies advance the energy transition and sector growth. to increase gender diversity and inclusion in the Policies fostering women’s participation could energy sector. play a key role in supporting the development of renewable energy by filling growing labor and skills gaps. Additionally, ensuring equal oppor- Context tunity in employment can enable energy sec- tor stakeholders to attract investment, increase The low participation rate of women in the energy energy production, and enhance energy efficiency, sector is a global challenge, with significant gender thereby facilitating the energy transition across disparities in every subsector of the global energy Central Asia. industry. Women account for only an estimated 16 percent of the workforce across the energy sector This study provides new insights into women’s and just under 14 percent in leadership roles (IEA participation in the energy sector in Central Asia, 2022). Participation rates vary by subsector: wom- including the challenges that affect women’s edu- en’s share of employment is highest in the renew- cation, employment, and career advancement. able energy subsector, at 32 percent, compared It aims to contribute to the knowledge base on with the oil and gas subsector, at only 22 percent women’s participation in the energy sector in the (IRENA and ILO 2023). In the renewable energy region through a series of interviews and focus subsector, the share of women’s employment is group discussions (FGDs) that were conducted higher in the solar photovoltaic sector (40  per- with students and academic staff in energy-related cent), but lower in the hydropower and wind indus- disciplines, as well as employees and company tries, at just 25 and 21 percent, respectively (IRENA representatives in the energy sector in Kazakhstan, and ILO 2023; World Bank 2023). the Kyrgyz Republic, Tajikistan, and Uzbekistan. These interviews provide a nuanced picture of Increasing women’s participation is crucial as the women’s experiences of studying and working in energy industry undergoes a transition toward the energy sector in Central Asia and highlight the cleaner, more sustainable energy sources. Inter- current practices of educational institutions and national research demonstrates the significant energy sector employers with respect to equal economic and human development costs associ- opportunities. ated with persistent gender disparities (Wodon et al. 2020). Conversely, closing these gaps presents The findings outlined in this study will serve to companies and economies with opportunities for inform the activities of the World Bank’s Women’s substantial gains (Wodon et al. 2020). Increasing Empowerment in Sustainable Energy in Europe and women’s participation can enrich the energy sector Central Asia (WeSEE) network, recently established with a wider spectrum of skills and expertise, grow- to promote opportunities for women in the energy ing the talent pool for energy enterprises world- sector across the region as part of the World wide. Attracting and retaining a gender-diverse Bank’s Europe and Central Asia Gender and Energy 2 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia Program. The findings of this assessment aim to The methodology for the FGDs and key informant support national-level dialogues among educa- interviews, conducted between August 2022 and tional institutions, employers, and policy makers January 2023, is set out in further detail below. on promoting equal opportunity and strengthen- ing women’s participation in the energy sector. Focus group discussions Focus group discussions were conducted with Methodology 210 employees at 48 companies across most major energy subsectors (electric utility, renewable, oil, Objectives and overview and gas), including both private and state-owned enterprises in Kazakhstan, the Kyrgyz Republic, This assessment is primarily based on qualitative Tajikistan, and Uzbekistan. Participants included data gathered through key informant interviews both technical and nontechnical staff in junior- and and focus group discussions, intended to capture senior-level positions at the companies. In addi- the experiences and perceptions of female and tion, FGDs were held with 82 students undertaking male students and employees related to educa- technical studies relevant to the energy sector at tion, employment prospects, opportunities for 19 universities across the four countries. career progression, and workplace culture in Cen- tral Asia’s energy sector. The report does not seek In Kazakhstan, FGD participants included 20 stu- to provide a comprehensive quantitative assess- dents (50 percent women) from 7 universities and ment of women’s participation in technical educa- 61 employees (80 percent women) from 20 com- tion and the energy sector workforce. panies across the energy sector. In the Kyrgyz Republic, 20 students (50 percent women) from The research for this report is based on the follow- 5  universities and 50 employees (80 percent ing elements: women) from 8  companies took part in FGDs. FGDs in Tajikistan included 22 students (32 per- l FGDs with female and male employees of cent women) from 2 universities and 58 employees energy companies as well as female and male (84  percent women) from 6 companies. In Uzbeki- students at universities providing instruction in stan, 20 students (55 percent women) from 5 uni- science, technology, engineering, and mathe- versities and 41 employees (83 percent women) matics (STEM); from 14 companies participated. l In-depth interviews with key informants, Interviews with key informants including women working at energy compa- nies, human resources staff, and representa- In-depth interviews were conducted with 60  key tives of academic institutions providing STEM informants in Kazakhstan, the Kyrgyz Republic, education; Tajikistan, and Uzbekistan (15 key informants in each country). These included interviews with l An analysis of select national statistical data on women working in the energy sector, senior man- women’s engagement in technical education agers, and human resources staff at select compa- and employment in the energy sector; and nies, as well as academics and representatives of educational institutions providing STEM education l A desk review of relevant national legal and pol- relevant to the energy sector. icy frameworks that affect women’s employment in the energy sector. 1. Introduction 3 Structure of the Report Kazakhstan, the Kyrgyz Republic, Tajikistan, and Uzbekistan, including qualitative insights from This report comprises three principal sections: key informant interviews and FGDs conducted as part of the study; and l Section 1 outlines the context and objectives of the study and provides an overview of the l Section 6 offers a series of practical recommen- methodology applied; dations for policy makers, companies, and edu- cational institutions on how to narrow gender l Sections 2–5 set out country-specific findings gaps in the energy sector across Central Asia relating to gender gaps in technical educa- and remove barriers to women’s participation in tion and employment in the energy sector in technical and managerial roles. 4 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia 2. Kazakhstan A s of 2022, women represented 29 percent energy-field specializations, participation rates of the energy sector workforce in Kazakh- among young women are the lowest in the thermal stan (Bureau of National Statistics of Kazakh- energy field. stan 2023). Recent studies suggest that women are better represented in Kazakhstan’s renewable The enhanced availability of state-funded scholar- energy subsector, accounting for 30 percent of the ships for technical specialties, awarded in recent workforce, compared with the coal and oil and gas years by the Ministry of Science and Higher Edu- industries, where women make up 22 and 18 per- cation, has facilitated overall access to STEM edu- cent of workers, respectively (UNDP 2023). cation. However, it is unclear whether or not this effort has resulted in more women engaging in technical studies in Kazakhstan—while some male Transition from Education students in energy-related disciplines attributed to Work their choice of profession to the availability of gov- ernment funding, none of the female students did. Young women are underrepresented in technical Moreover, students report that the overall number education relevant to the energy sector in Kazakh- of state-funded scholarships allocated for energy stan (figure 2.1). Although women accounted faculties remains low. for 54 percent of all students enrolled in higher education in 2021, they represent an average of Gender stereotypes about technical fields, includ- only 15 percent of students seeking engineering ing the belief that the energy sector is ill-suited degrees (Bureau of National Statistics of Kazakh- for women, contribute to many women’s decision stan 2021a). Similarly, women accounted for almost not to pursue an education in STEM. While hav- half (47 percent) of all students attending technical ing a family member working in the energy sector and vocational education and training (TVET) insti- plays an important role in motivating some young tutions in 2020/2021 but just 10 percent of stu- women to pursue a career in the industry, focus dents enrolled in TVET concentrated on power and group discussions (FGDs) with female students energy (Bureau of National Statistics of Kazakhstan enrolled in energy-related university courses indi- 2021b). Many female students in energy-related cate that many parents discourage their daugh- disciplines interviewed as part of this study report ters from specializing in energy, viewing the field that there are few other women in their classes, as male-dominated and physically demanding. with some being the only woman in their cohort. Female students also report being advised by uni- Although female students are a minority in all versity professors during enrollment consultations FIGURE 2.1. Share of Women and Men Among Students in Higher Education and TVET in Kazakhstan, 2021 All higher education 54% 46% Higher education in engineering 15% 85% All TVET 47% 53% Power and energy TVET specializations 10% 90% Women Men Source: Bureau of National Statistics of Kazakhstan 2021a, 2021b. TVET: technical and vocational education and training. 6 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia to choose a different profession—that of a doctor viewing it as a sector with few opportunities for or teacher—rather than specializing in an energy- career progression. related field. At the same time, young women who do pursue technical studies relevant to the energy sector tend to perform well, are perceived Recruitment, Retention, by their peers and professors as more responsible and Progression than the male students, and are often appointed as head of class. Graduation rates are reportedly Kazakhstan’s energy sector is generally thought higher among female students than their male to offer attractive employment for women and counterparts. men alike. Employees of energy companies say they chose to work in energy because of the rela- Limited access to internships and work experience tively high salaries, stable employment prospects, presents barriers to employment in the energy interest in the sector, and opportunities for profes- sector for women and men alike, particularly given sional development. that practical experience is often a post-gradua- tion job application requirement. According to However, few women who graduate from energy- students of energy-related disciplines consulted related specialties gain employment in technical through FGDs, university studies focus largely on roles in the sector; instead, they are more likely theoretical knowledge rather than developing to be engaged in administrative roles. According practical skills that correspond to industry needs. to key informant interviews, women account for At the same time, cooperation between educa- an average of 25 percent of the workforce in the tional institutions and energy sector companies is companies that participated in this study but only limited, and often students must organize intern- 5–6 percent of engineers. FGDs with energy sec- ships and work experience placements on their tor employees suggest that women are typically own. In addition, students report that private sec- engaged in nontechnical business and administra- tor employers prefer to hire those with at least one tion roles, such as human resources and account- to three years of work experience, yet their univer- ing, but are rarely employed in technical positions. sities do not support students working while they University students and faculty similarly indicate are in school. This further constrains female stu- that women are often directed toward adminis- dents, who are often thought to have less practical trative, managerial, and paperwork roles in the knowledge than male students. There is scope to strengthen outreach to students “For a long time, I didn’t think about gender to attract female talent. Although professors share advice on companies suitable for employment, inequality, and I wouldn’t believe people there is little coordinated guidance from univer- who talked about it. But I have definitely sities on post-graduation employment opportuni- experienced it now—there have been so ties, particularly when it comes to “new” specialties, such as renewable energy. Students report learn- many times when during salary discussions, ing about job opportunities from their group- management would say: ‘Why do you need mates, friends, and relatives. University professors money? Your husband earns it.’” consulted during FGDs and interviews observe that there is significant scope to strengthen the – Female senior engineer “marketing” of energy-sector jobs to new gradu- ates, particularly to women, who are often discour- aged from pursuing employment in the industry, 2. Kazakhstan 7 In FGDs, some women spoke of encountering “The opinions of men have more weight. obstacles when seeking leadership positions. However, women’s voices will be heard in Female employees expressed the view that women are not considered for managerial positions at departments that are headed and occupied by some companies despite performing better and women, where women will have more rights.” being more responsible than their male coun- – Female engineer terparts. Energy sector students and employees alike shared perceptions that women are more emotional and less resistant to stress, which can energy sector, and they are underrepresented in be perceived as a disadvantage for roles involv- positions that require hands-on work or involve ing decision making and problem solving under physical labor. pressure. Although employment discrimination is prohib- Care responsibilities were cited by female FGD ited by law, gender stereotypes still hinder wom- participants and interviewees as a key obstacle en’s recruitment for technical positions. Although to women’s advancement in the energy sector, job requirements for women and men are the particularly in operational roles, for which work is same, female FGD participants and interviewees organized in shifts or requires frequent travel. In report instances where employers refused to hire some cases, overprotective attitudes and assump- qualified women for operational roles because tions about women’s family responsibilities hinders they did not trust women to carry out high-level access to professional development opportunities, responsibility tasks, such as repairs, or because with FGD participants citing instances of manage- they found it easier to communicate with other men ment not allowing women to travel to operational and felt uncomfortable working with women. Some sites, even when female staff expressed a strong employers are hesitant to hire women over con- interest in such an assignment. cerns about maternity leave. FGDs revealed that hiring managers sometimes set informal require- There is scope for senior female employees to ments not to hire women of childbearing age when serve as role models and to support other wom- filling vacancies. en’s career advancement. Many women believe that having other women in managerial positions Gender norms and stereotypes pose additional sets a positive example and motivates women challenges to women employed in the energy sec- to explore their own career opportunities. They tor, resulting in their need to work hard in order believe that women in managerial roles are more to be taken seriously. Young women in technical likely than their male counterparts to support and roles, for example, report that male managers often promote other women. Although not universal, ignore their proposals on engineering or process some female employees act as mentors for their improvements, while men are generally perceived female friends and colleagues at the company. to be more “trusted” and knowledgeable. Although Others report that mentorship and professional Kazakhstan’s legislation mandates equal remuner- development opportunities, facilitated by energy ation for equal work, there are sociocultural norms sector projects financed by international organiza- and expectations regarding the responsibilities of tions, have helped women advance in their careers women and men in the family, with men viewed as and access new opportunities in the sector. “breadwinners” and women’s incomes considered secondary. 8 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia Safe and Inclusive Work “Harassment of women is common obstacle, Environments but 99 percent of the time people do not talk Interviews and FGDs with company employees about it. We even had a case where a woman and human resources staff indicate that most complained but was ignored, so she just left, companies lack specific gender equality policies, resigned from her job because she did not do not offer equal opportunities, and have not taken active steps to increase the share of women want to work in a place where her personal on their staff. Both women and men expressed boundaries were not respected.” the belief that expanding support and benefits – Female senior engineer for working mothers, such as providing childcare support, would be a crucial step toward retaining more women in the workforce. Interestingly, some Women experience a lack of acceptance in male participants pointed out instances of men male-dominated operational teams, resulting in taking parental leave, indicating a positive shift a preference for office-based work. Some women from traditional gender roles. engineers report feeling excluded in field envi- ronments, where men do not treat them as part of More can be done to improve working condi- the team, and with some employers even warning tions for women in technical positions, including young women to prepare themselves for men to be in field-based and operational environments. rude and use offensive language at work. Accord- Male and female technical employees report that ing to female FGD participants, feeling unwelcome most energy companies do not provide adequate in the field contributes to women engaged in tech- facilities, such as separate showers or toilets, for nical roles preferring to work in office-based envi- women in the field. Given that field work experi- ronments. At the same time, some women express ence is considered an advantage when it comes that office-based work is not valued and dismissed to promotion opportunities, the lack of basic facili- as “just paperwork.” ties serves as a key barrier to women’s professional development. More broadly, operational work is Workplace sexual harassment is an important perceived to be physically demanding and dan- barrier to continued employment in the energy gerous. However, the development of the energy sector. Female FGD participants report that this is sector and the automation of physically demand- particularly challenging on male-dominated teams, ing tasks may open more opportunities for wom- sharing examples of women engineers leaving en’s employment. their jobs because they have been sexual harassed by their colleagues. Gender norms and stereotypes influence how tasks are assigned in the professional environ- Evidence suggests that many companies lack ment. Women FGD participants who work in tech- effective gender-sensitive mechanisms that allow nical roles report that male colleagues tend to female workers to lodge grievances and seek avoid filling out their paperwork and downplay its support. According to employees, the grievance significance. They are known to ask their female or complaints process in their workplace typically team members to handle document completion involves reporting concerns to the head of their for them, further undermining the capabilities of department, the human resources department, women on teams. 2. Kazakhstan 9 or a labor union representative, with the possibil- The Concept of Family and Gender Policy in the ity of escalating the matter to the company’s top Republic of Kazakhstan to 2030 includes specific management. While grievance boxes and logs objectives to increase women’s participation in exist, they are rarely used and, in some cases, vocational training in technical sectors and com- employees have been dismissed after using these bat discrimination against women in nontradi- channels. Women in junior-level positions in par- tional occupations. Ambitious targets for women’s ticular feel that existing grievance mechanisms are participation in decision-making roles have been ineffective because they require the disclosure adopted, with the policy envisaging an increase of the complainant’s identity, with no anonymous in the share of women in decision-making roles in reporting options available. Many never report government and in the public and corporate sec- incidents of harassment or other complaints to tors to 30 percent by 2030. human resources or through a grievance log for fear of rumors spreading. Instead, many attempt The authorities have recently taken positive steps to resolve issues privately or decide to leave the toward removing longstanding legal barriers to company. women’s access to jobs in Kazakhstan’s energy sector. A 2021 amendment abolished discrimina- tory clauses in national labor law that previously Institutional and Policy restricted women’s employment in more than Reform 200  occupations. However, Kazakhstan’s legisla- tive framework does not currently prohibit work- Increasing women’s participation in high-value place sexual harassment, although the government economic sectors such as energy is a key prior- is reportedly considering recommendations to ity of the Kazakhstan government. For example, introduce such legislation. 10 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia 3. Kyrgyz Republic W omen’s representation in the energy associated with low pay, strenuous labor, and sector workforce in the Kyrgyz Republic barriers to entry. Such roles are viewed as being has grown significantly in recent years, predominantly for men; women choosing to enter increasing from 10 percent in 2018 to 18 per- the field are often met with skepticism. Some par- cent in 2021. Women accounted for 6,300 of the ticipants shared the view that the development 34,800  individuals employed in the energy sec- of renewable energy specializations could offer tor in 2021. Despite this recent increase, however, opportunities to increase the number of women women remain relatively underrepresented in the engaged in the energy sector. sector compared with other industries: women cur- rently represent 38 percent of individuals employed Efforts are underway to challenge stereotypes across all sectors in the Kyrgyz Republic (National that position energy as a “sector for men,” thereby Statistical Committee of the Kyrgyz Republic 2022). attracting women to the field. Female students and faculty alike have welcomed the establish- ment of the Association of Women in Energy as Transition from Education a positive step, citing public commitments by the to Work head of the association to attract girls to science, technology, engineering, and mathematics (STEM) Young women in the Kyrgyz Republic, account studies and to encourage them to pursue careers for approximately 51 percent of higher education in the energy sector. University professors inter- students across all academic disciplines but only viewed as part of the study report that educational 10 percent of those enrolled in energy-related institutions have previously organized site visits for courses (figure 3.1). Young women represent only female students and talks by female engineers to about 5 percent of students participating in energy raise young women’s awareness of career oppor- and engineering vocational education. By compari- tunities in the field. At one university, 10 additional son, women represent about 57 percent of students state-funded scholarships have been allocated to engaged in all vocational disciplines (National Sta- girls to study technical disciplines. However, a lack tistical Committee of the Kyrgyz Republic 2023). of funding for such awareness-raising efforts can pose challenges, with some professors reporting Both male and female students enrolled in ener- that universities do not provide funding for visits gy-related courses highlight a common mis- to hydropower generation facilities, with students conception about work in the energy sector. instead collecting the money for such excursions Many incorrectly believe that the work is mun- by themselves. dane, involving electrical or repair jobs that are FIGURE 3.1. Share of Women and Men Among Students in Higher Education and Vocational Education in the Kyrgyz Republic, 2022 All higher education 51% 49% Higher education in energy-related disciplines 10% 90% All vocational education 57% 43% Vocational education in energy and engineering 5% 95% Women Men Source: National Statistical Committee of the Kyrgyz Republic 2023. 12 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia Higher educational institutions provide some sup- about job vacancies in the energy sector. More port for the school-to-work transition. Energy sec- broadly, respondents emphasize the importance tor employers often require job applicants to have of stronger collaboration between universities and some practical experience, and some educational employers in the energy sector to align educa- institutions have partnered with energy enter- tional offerings with industry demands. prises to provide work experience opportunities to current students to enhance their employability It is particularly important to highlight opportu- in a competitive industry. At some institutions, stu- nities available for women in the sector because dents can even undertake international exchange women often lack the necessary connections to programs and internships in energy organizations break into energy sector jobs. Female and male and colleges in countries like Kazakhstan, Ger- respondents alike report that while men and many, and the Russian Federation. Occasionally, women in STEM education are treated more or universities facilitate access to employment by less equally during their studies, women are at a recommending students through their teachers, considerable disadvantage in finding employment. deputy heads of departments, or deans, or by pro- Friends and family already working in the industry viding information about job openings. are said to play a key role in helping new gradu- ates find employment, providing information about job opportunities, sharing insights into what the job involves, helping establish connections with “It would be easier if energy companies an employer, providing recommendations for could advertise vacancies via the university’s available vacancies, and serving as post-hire role website. Because graduates are not aware models and mentors. Yet most women lack such industry connections, and some are actively dis- of available vacancies, companies get only a couraged from pursuing employment in a sector couple of applications and have limited choice, seen as “unsuitable” for women due to the diffi- but if they had more applicants, they would cult nature of the work and the male domination of teams. Several married female graduates of also have greater choice in recruitment.” energy-related courses attribute their choice not – Male university professor to work in their specialty to their husband’s family’s negative perceptions of the profession. However, there is scope to streamline the tran- sition to employment, including through better Recruitment, Retention, dissemination of information about job openings. and Progression Currently, students rely primarily on online plat- forms like Lalafo, Instagram, Telegram, Headhunter, Evidence suggests that women who graduate with and Job.kg to find job opportunities, alongside technical degrees are rarely employed in engineer- recommendations from friends, family, and teach- ing or other technical positions, resulting in occu- ing staff. According to faculty interviewed as part pational segregation among the energy sector of this study, energy companies could increase the workforce in the Kyrgyz Republic. Key informant number of applications they receive if they were to interviews and focus group discussions (FGDs) advertise available vacancies through universities. with energy sector employees indicate that women In addition, some professors suggest that the Min- represent an average of 17–20 percent of the work- istry of Energy could play a role in facilitating grad- force at companies that participated in this study uate employment by disseminating information but only 5 percent of engineering staff. Instead, 3. Kyrgyz Republic 13 women are predominantly engaged in administra- At the same time, some women in technical roles tive positions as lawyers, accountants, and econ- report being overlooked in favor of male col- omists. There are reportedly very few women in leagues for professional development opportu- operations because the small number of female nities and promotions. Female FGD participants graduates of energy-related courses who do go claim that top-level managers sometimes overlook on to pursue employment in technical engineer- women’s achievements and contributions in favor ing roles are engaged in office-based work such of their male counterparts. These managers also as design and documentation. A female technical display a preference for men in terms of profes- employee of one company reported that although sional development, additional training, and busi- young women represent roughly 40 percent of stu- ness trips, justified by the belief that men possess dents who receive practical training in operations greater practical knowledge and experience than as part of their internship and work experience women. Some female employees in technical roles placements every year, very few ultimately choose describe their involvement in projects for which, to pursue employment in the field. Only one female despite being responsible for significant portions graduate who participated in this study is currently of the work, only male team members were selected working in the field of her specialty. for work-related trips. The prevailing notion that women are unsuitable for leadership roles remains Gender stereotypes create another barrier to a major obstacle to their career advancement. Men women’s recruitment for technical roles. Although are also thought to benefit from favoritism based some female graduates can work as dispatchers on kinship ties and connections in terms of pro- and controllers in the Kyrgyz Republic, students motions—another barrier to equal opportunity for and faculty claim that it is significantly more difficult women’s career progression. for women to secure employment in operations compared with men due to perceived require- ments of physical strength and concerns regarding “Even if a woman wants to work in a senior pregnancy, maternity leave, and family responsibil- ities. Focus group participants report a prevalence role, she will not be promoted. Many think of the perception that it is difficult for women to that senior positions should be held by men, work in field-based roles and that female job appli- so men are appointed. For example, there is a cants are often directed to office-based, design, and documentation roles instead. view that engineers and managers should be men. Men are probably preferred because the Women’s lack of operational experience negatively work and working conditions of engineers are impacts their career prospects in the energy field. Employees report that while career opportunities difficult.” – Female engineer may appear to be equal for men and women, in reality, the typical starting point is at the tradition- ally male-dominated operations level. High-skilled The perception that senior and management roles engineering roles are rarely accessible to new are incompatible with family responsibilities pres- graduates. Technical education and experience in ents a further challenge to women’s employment field-based operations are often required for pro- and advancement in the energy sector. Female motion to a managerial position and career devel- FGD participants and interviewees report how opment. It is therefore challenging for women, who women are often more reluctant than men to apply tend to start their careers in office-based roles, to for senior positions due to concerns about bal- advance in their careers in this sector. ancing the increased responsibilities associated 14 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia with higher-ranking positions with their existing the energy sector have reportedly sparked many responsibilities at home. Women are reportedly not women’s desires to expand their knowledge and considered for managerial roles that can require expertise. overtime work and 24-hour availability—which can be particularly challenging for women who bear primary childcare responsibilities. At one company Safe and Inclusive Work in the energy distribution sector, staff attributed Environments the fact that men held managerial roles even in nontechnical administration departments to the Consultations with relevant human resources staff fact that they were able to work longer hours or suggest that none of the energy sector companies work on weekends, if needed, unlike female staff. participating in this study have developed proac- Lack of family support can further exacerbate such tive policies to support gender equality or tackle challenges and limit women’s career opportunities; the barriers women face in the sector. According respondents cited cases of husbands forbidding to female employees in the energy distribution their wives from working and male family members sector, companies could significantly increase the failing to understand the demands of certain jobs. retention of female staff by offering flexible work- FGD participants note that women over the age ing hours to women with young children and by of 40, whose children have grown, find it easier to ensuring that they are not discriminated against devote themselves to their careers. in their professional development after returning from maternity leave. At the same time, human resources representatives observe that a lack of “It’s especially difficult in energy supply: you understanding about the importance of equal opportunity and what gender-based discrimina- must be ready to spend day and night at work tion means in practice pose significant obstacles and forget about home. If I was offered to to building an inclusive corporate culture. As such, become a manager or commercial director, I it is important that the introduction of gender equality policies be accompanied by training and would refuse.” – Female engineer awareness raising for both male and female staff. Women working in the Kyrgyz Republic’s energy sector welcome efforts to highlight the impor- “I think there should be trainings to explain tance of women’s employment in the field. Many a gender equality policy to men. Otherwise, female respondents have embraced the opportu- men are unlikely to understand it, they have a nity to join the Association of Women in Energy, dedicated to advancing international collabora- different mindset.” tion, awareness-raising initiatives, and mentoring – Female human resources specialist programs to increase women’s representation in leadership roles in the energy sector. Addition- ally, women strongly advocate for the sharing of Employees of electricity distribution companies professional experiences with their peers, both also observe that the modernization of the Kyr- within and beyond the Central Asia region, as well gyz Republic’s power system could offer more as opportunities to travel abroad for professional opportunities for women to work in operations. development and participation in energy-related In particular, the automation of processes and conferences. Rapidly evolving technologies in data digitalization would reduce the need for 3. Kyrgyz Republic 15 physical strength to perform field-based opera- nonmanagement roles. Male senior and mid-level tions and maintenance jobs. According to female managers perpetrate an estimated 44  percent employees, the digitalization of distribution net- of the instances of workplace sexual harassment works would also reduce the need to visit house- (UNDP 2022a). While none of the companies in the holds—currently a challenge for women working Kyrgyz Republic participating in this study track as controllers. the prevalence of workplace sexual harassment, women in male-dominated industries, including Ensuring an inclusive and supportive work envi- the energy sector, are typically more likely to expe- ronment is particularly important because expe- rience sexual harassment at work, resulting both riences of gender bias can leave women feeling in significant stress for survivors and negative excluded at the workplace, erode their self- impacts to companies resulting from decreased confidence, and ultimately discourage talented productivity, lower employee satisfaction, and loss women from building careers in energy. Female of talent. employees of one energy distribution company reported feeling less able to openly express Focus group discussions and interviews with their opinions at work than their male colleagues. company staff suggest that energy companies do Female FGD participants and interviewees across not currently undertake any specific measures to the energy sector noted how stereotypes about prevent workplace sexual harassment or encour- men being better suited for technical and mana- age reporting. Energy sector employees report gerial positions leads to female candidates being that workplace conflicts may be reported to the overlooked in recruitment and promotion deci- company or to labor unions, and some workplaces sions, and serves to erode women’s confidence in have a box for anonymous grievances. However, their abilities, discouraging qualified women from employees typically try to resolve issues privately applying in the first place. rather than lodging complaints with company man- agement or their union. “We women can sometimes lack the confidence to go after senior engineering and Institutional and Policy managerial roles. When we are first offered Reform a job, the immediate response is: “I probably Legislative restrictions on women’s employment can’t do it.” Men, even if they don’t actually in certain operational roles limit their employment know, will go: “I know. I can do it.” They’re opportunities in the energy sector. Although the Kyrgyz Republic’s laws do protect a woman’s right more confident. – Female junior engineer to work and choose her occupation, guarantee equal pay for equal work, and generally prohibit gender-based discrimination in labor relations, Sexual harassment is another key obstacle to there are restrictions placed on the employment of workplace safety, with national surveys con- women for particular jobs, including in the energy ducted by the Kyrgyz Association of Women sector. For example, the law currently prohib- Judges indicating that one in four women in the its women from working as electricians engaged Kyrgyz Republic have been sexually harassed at in overhead transmission line repair or in the work (UNDP 2022a). Sexual harassment is thought maintenance of electrical equipment. Although to be particularly common in the public sector, these restrictions are ostensibly in place to safe- frequently affecting unmarried younger women in guard women’s reproductive health, such blanket 16 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia prohibitions significantly hinder efforts to recruit was introduced by the parliament in 2021 and and retain women in the energy sector. In addition is currently under consideration (UNDP 2022b). to limiting employment opportunities for women, If passed, it would make employers responsible these prohibitions perpetuate the idea of the sec- for providing a safe working environment and for tor as being “unsuitable” for women, deterring putting in place mechanisms to protect female qualified female candidates from field-based employees from workplace harassment. Mean- operational roles in favor of office-based positions, while, the Law on State Guarantees of Equal Rights or from pursuing careers in the energy sector at all. and Equal Opportunities for Men and Women (last amended in 2011) currently prohibits sexual harass- Although the Kyrgyz Republic’s Labor Code does ment in the workplace, obliges employers to take not currently outlaw workplace sexual harass- measures to prevent sexual harassment, and pro- ment, draft amendments to the law introducing vides for civil remedies to compensate the victim protection from harassment in the workplace for material and moral harm. 3. Kyrgyz Republic 17 4. Tajikistan 18 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia N ational statistical data indicate that, as of energy-related studies is very low compared with 2019, women represented around 11 per- the former Soviet period, when women were more cent of employees in the energy sector in “welcomed” and faced no sociocultural barriers to Tajikistan, a slight decline from 13 percent in 2016 working in the energy sector. (Agency for Statistics Under the President of the Republic of Tajikistan 2020). The Tajikistan government has sought to encour- age women’s enrollment in technical education through the provision of state-funded scholar- Transition from Education ships and quotas on the number of university to Work placements reserved for female students whose education is funded by the state. According to In Tajikistan, the share of university students opt- faculty, quotas were initially introduced for girls ing to pursue an education in an energy-related to encourage female students to enter technical field is relatively low, at 2 percent of university stu- universities. Currently, male students represent dents studying toward degrees in the energy field roughly 40 percent of all students on state-funded (Agency for Statistics Under the President of the scholarships, and female students account for Republic of Tajikistan 2022). Thirteen out of Tajiki- 60  percent. Between 70 and 80 percent of stu- stan’s 41 higher education institutions (32 percent) dents who took part in FGDs as part of this study offer science, technology, engineering, and math- said their education was funded by the state. ematics (STEM) degrees. Partnerships between universities and employ- Young women account for just 4 percent of univer- ers in the energy sector facilitate the transition sity students in energy-related courses (figure 4.1). of graduates from STEM education to employ- By contrast, women represent around 37  percent ment. Both of the two universities whose students of Tajikistan’s university students across all disci- and faculty participated in FGDs and interviews plines. Similarly, women account for 69 percent of for this study have established agreements with all students in secondary vocational education but hydropower and thermal power companies, by only 3 percent of those receiving vocational edu- which graduates are offered employment oppor- cation in energy (Agency for Statistics Under the tunities upon completion of their studies based President of the Republic of Tajikistan 2022). Focus on the university’s recommendation. In addition, group discussion (FGD) participants noted that female students report being aware of existing the number of female students in engineering and official agreements that guarantee employment for FIGURE 4.1. Share of Women and Men Among Students in Higher Education and Vocational Education in Tajikistan, 2021 All higher education 37% 63% Higher education in energy-related disciplines 4% 96% All vocational education 69% 31% Vocational education in energy and engineering 3% 97% Women Men Source: Agency for Statistics Under the President of the Republic of Tajikistan 2022. 4. Tajikistan 19 women on state-funded scholarships. During their track graduate employment outcomes, female studies, all students undergo practical training at students estimate that only about 10 percent of energy sector enterprises, obtaining work expe- female graduates go on to work in the energy sec- rience universally regarded as beneficial for their tor compared with half of male graduates. future employment and career prospects. Students and faculty alike highlight the need for comprehensive awareness raising to tackle per- “Recently, the government has paid a sistent misconceptions around the energy sector lot of attention to the education of girls: and to educate families about career opportuni- ties for women in the energy field. Both female quotas have been in place for several years. and male students expressed a common concern Government programs have helped change regarding the public’s misunderstanding of the attitudes: before, it was thought that girls had duties of a power engineer: many erroneously per- ceive the position as that of an electrician tasked no need for a university education, but now with socket installation or pole climbing—and fathers want their daughters to be educated. that this is “unsuitable” for women. Students and It is my hope that we will see this change in professors of energy-related studies suggest that comprehensive awareness campaigns should tar- relation to technical education too because get parents to challenge these stereotypes and there are many jobs in technical organizations, that they should involve career guidance initiatives factories, and hydroelectric plants where for students at schools and universities, as well as through media platforms such as television and women are needed.” radio. An important aspect of this effort would be – Male university professor to ensure that parents and relatives, particularly in rural areas, do not dissuade young women and girls from pursuing technical studies and careers However, sociocultural expectations and stereo- in energy. types about work in the energy sector hinder women’s participation in technical education and progression into employment in the industry. “Last year, to support recruitment, we held Young women and girls are often discouraged from pursuing and continuing their studies in energy- a contest where winners were sent to study related fields: despite their desire to remain in at the Department of Energy at Dushanbe’s school and graduate, some female students face Polytechnic University. About 30,000 people significant family pressure to drop out, with par- ents and husbands not “seeing the point” of their applied, but many girls from villages were not studying energy, expressing concerns about allowed to participate by their families.” time spent in male-dominated environments, and – Female engineer encouraging them to become teachers instead. FGD participants said that it is easier for men to find employment because many families do not allow women to work in the energy sector even if they have successfully graduated from techni- cal studies. Although universities do not currently 20 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia Recruitment, Retention, and family. Some women employees in technical roles claim that while employment in the energy and Progression sector was considered prestigious when they chose their profession, and their employer pro- Although employment discrimination is otherwise vided good benefits, working conditions, and high prohibited under Tajikistan law, there is evidence salaries, they would not want their daughters to that gender bias can result in unfair treatment become energy engineers because the children of during recruitment. Tajikistan’s labor code prohib- female engineers “almost never saw their mothers.” its employers from refusing to hire women based Employees also report that employers in the sector on pregnancy or motherhood, and discrimination tend to prefer men over women because the for- against pregnant women or mothers of children mer are perceived to be able to work longer hours under three years of age during recruitment is a and travel to sites more easily than women, who criminal offense. However, women employees who bear the primary responsibility for childcare and took part in FGDs report instances of female job are therefore less “mobile.” candidates offered employment only on the con- dition that they commit to not taking maternity The lack of support and family-friendly policies leave. In another case, a woman was reportedly hinders the career progression of working moth- refused employment because she had upcoming ers, as greater responsibility at work can be seen plans to get married and the employer assumed it as incompatible with a woman’s family responsi- likely that she would soon have children and take bilities. Female employees at one electricity com- maternity leave. pany reported being offered managerial positions but chose not to accept the promotions due to The underrepresentation of women in Tajiki- stan’s energy sector is particularly pronounced family circumstances. Women in the electricity sub- in technical and leadership roles. Key informant sector also shared the view that taking maternity interviews with representatives of companies in leave can set back a woman’s career by at least Tajikistan’s energy sector suggest that women’s three years. At the same time, family support can share of the workforce amounts to an average of play an important role in enabling women’s career around 10 percent across participating companies. development, and female employees expressed However, participants reported that there are typi- support for the introduction of flexible working cally very few, if any, women among technical oper- hours to support a work-life balance for women in ations personnel and on leadership teams. Women the energy sector. are primarily concentrated in planning, adminis- trative, and office-based technical roles because The expansion of mentoring opportunities and field-based work is associated with difficult, physi- female role models could further support women’s cally demanding working conditions, particularly in career development in the sector. According to mountainous areas. employees, there are currently no formal mentor- ship programs for women in the sector, although Difficulty balancing work with family responsibil- senior staff do sometimes provide “unofficial” men- ities is a key challenge for women’s employment toring to junior colleagues. More broadly, female in the energy sector. Employees report that even employees say that more could be done to high- when a woman’s family supports her employment light the achievements of women in the sector, in the energy sector, combining a job with one’s including by enabling successful women to act as family responsibilities is very difficult, resulting role models by showcasing their career journeys in women often having to choose between work via interviews and television coverage. 4. Tajikistan 21 Safe and Inclusive Work evidence from FGDs and interviews that company grievance mechanisms are appropriately designed Environments or resourced to enable staff to safely report issues related to gender-based violence and harassment Companies in Tajikistan’s energy sector are and to receive appropriate support. increasingly recognizing the importance of attitu- dinal change to ensure equal opportunity in their operations. Company staff at one energy enter- Institutional and Policy prise, for example, received training on gender Reform inclusion and diversity as part of an internation- ally funded project. According to FGD partici- Gender equality is a priority area for the Tajikistan pants, such “explanatory work,” particularly with government, as stated in the National Develop- male managers, colleagues, and family members, ment Strategy for 2016–2030. In particular, the can play an important role in changing attitudes government has adopted measures to strengthen toward women’s employment in the sector and the legislative framework on gender equality and must serve as a key component to any effort to the prevention of violence against women. strengthen women’s representation. A newly introduced law prohibits harassment in FGD participants also shared the view that com- Tajikistan. The Law on Equality and the Elimination panies need to take active steps to employ more of All Forms of Discrimination, adopted in 2022, has women in the sector. Employees suggested intro- for the first time introduced the concept of sexual ducing quotas for the recruitment of women when harassment into the national legislative framework. employers prepare annual recruitment plans. However, it does not address sexual harassment in the workplace—only general harassment of a Some companies have already sought to pro- nonphysical nature. In addition, it does not con- tect female employees from harassment at work. tain any specific requirements for the prevention of Although there are limited data on the prevalence workplace harassment or the protection of work- of workplace sexual harassment in Tajikistan, it is ers from such harassment, and the prohibition is believed to be widespread but underreported due not incorporated into the Labor Code. to social stigma and fear of retaliation by employ- ers (Radio Ozodi 2017). One electricity company However, Tajikistan law currently prohibits the recently introduced a policy on the protection of employment of women in several roles in the women from harassment. energy sector. Legal restrictions prevent women from working in 194 professions, including as elec- However, there is scope for companies to tricians engaged in certain types of cable repair strengthen their grievance mechanisms to ensure and the repair of overhead transmission lines. In that any concerns related to workplace harass- addition to limiting employment opportunities ment or discrimination can be safely reported. for women, the presence of such restrictions risks FGDs and interviews with energy sector staff indi- reenforcing deeply ingrained gender stereotypes cate that employees typically have the option to that dictate the kinds of occupations women in bring any concerns to their department head or a Tajikistan are expected to pursue and those they labor union representative and, if the issue remains are discouraged from entering. International unresolved, escalate it to senior management. In observers have therefore advised the government practice, however, the workers themselves typi- to abolish wholesale prohibitions on women’s cally resolve most problems directly. There is no employment. 22 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia 5. Uzbekistan W omen account for around 15 percent of involve and oppose young women’s choice of pro- Uzbekistan’s energy sector workforce fession, viewing the industry as “not for women” as of 2022 (Statistics Agency Under the and therefore as having few jobs for women. President of the Republic of Uzbekistan 2023b). By contrast, women’s participation in employment across all economic sectors in Uzbekistan stands “Many parents don’t want their daughters at 41 percent. choosing this profession because jobs in energy are difficult, physically demanding, Transition from Education and involve working night shifts and travelling to Work to sites. This is the reason why most of the In Uzbekistan, female students represent around girls who choose to specialize and work in 12 percent of students pursuing higher education the energy sector are ones whose parents in engineering, considerably lower than the female are technical specialists themselves and have share of university students across all disciplines (46 percent) (Statistics Agency Under the Presi- therefore supported their daughters’ choice of dent of the Republic of Uzbekistan 2022). Young studies.” – Female university professor women also account for around 53 percent of stu- dents at all vocational educational institutions in the country, although the female share of students studying energy-related disciplines in vocational Although universities support their students by education is unknown (Statistics Agency Under the organizing internships and work experiences at President of the Republic of Uzbekistan 2023a). energy sector companies, gender bias can pre- (See figure 5.1). vent female students from making the most of their studies. Although female and male students Focus group discussions (FGDs) with female stu- of technical courses are both expected to attend dents indicate that family support can significantly five days of theory training and one day of prac- impact access to education in energy-related tical work experience per week, some FGD partic- fields for young women and girls. Some students ipants report that professors do not trust female report that recommendations from family members students with technical equipment and direct them working in the energy sector was what motivated to work with documentation “to avoid accidents,” them to pursue a technical education. Others, while male students are referred to build work however, state that family and relatives often do experience at power stations. As a result, female not fully understand what jobs in the energy sector students do not gain as much practical experience FIGURE 5.1. Share of Women and Men Among Students in Higher Education in Uzbekistan, 2021 All higher education 46% 54% Higher education in engineering 12% 88% Women Men Source: Statistics Agency Under the President of the Republic of Uzbekistan 2022. 24 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia during their education, putting them at a disad- participants and interviewees claim that the ongo- vantage when it comes to securing employment in ing development of the energy sector in Uzbeki- a sector that values practical skills. stan means that the profession will always be in demand, noting the construction of new solar and There is scope to strengthen links between edu- hydropower plants. Meanwhile, discussions with cational institutions and energy sector employ- current energy sector employees indicate that ers to support the school-to-work transition in energy sector specialists, including those with Uzbekistan. According to students, universities knowledge of engineering software and those with do hold job fairs for students and provide rec- technical skills, are in demand to avoid disruptions ommendations to support graduate employment. in the electricity supply. However, there are no strong links or partner- ships between educational institutions and energy However, sociocultural expectations that women companies that would facilitate the transition into bear the primary responsibility for childcare, employment. Some students suggest that greater combined with perceptions of work in the energy cooperation between universities and employers, sector as incompatible with motherhood, result such as in the form of a joint technical educational in many female graduates of technical studies center, would ensure that graduates receive suffi- not progressing into employment in the sector cient training that corresponds to industry needs or dropping out of work soon after starting their and better equips them for work in the sector. careers. Male and female employees of energy companies share the view that it is easier for men FGD participants and interviewees say that to find employment in the sector than it is for their awareness-raising efforts about energy sector female counterparts. Although Uzbekistan’s labor careers should target school-aged children and law explicitly prohibits employers from refusing to their families. According to faculty, young peo- hire women because of pregnancy or having chil- ple’s first exposure to the energy sector typically dren, men are reportedly “preferred” in recruitment occurs either through a parent or other relative because employers are concerned about the pos- employed in the industry or a university profes- sibility of women taking lengthy maternity leave sor. However, to attract more women to education and having limited availability to work overtime and careers in energy, awareness-raising activities due to family obligations. Female employees in should begin at an earlier age, including outreach the sector also report that it is common for young and career guidance to school-aged children women to quit their jobs after marriage because and their families, to encourage a better under- their husbands do not support their working out- standing of the career opportunities available to side the home. women and to dispel the myth that the sector only offers jobs to men. The energy sector workforce displays patterns of occupational segregation whereby men predomi- nantly occupy operational roles. According to key Recruitment, Retention, informant interviews, women account for, on aver- and Progression age, 15–20  percent of the total workforce of the companies participating in this study but hold only Students and faculty in energy-related fields feel 5 percent of engineering positions. Women in the that the energy sector offers attractive employ- energy sector work largely in administrative posi- ment opportunities, contrary to the common tions or in jobs that involve working with documen- misperception that the only career path for an tation, although women are reportedly prioritized energy specialist is to become an electrician. FGD for employment at regional power networks, where 5. Uzbekistan 25 they are recruited as dispatchers and controllers. are significantly underrepresented on leadership Men are typically recruited for field-based opera- teams, holding an estimated average of 5 percent tional roles involving work with equipment, which of management roles. is attributed to the physically demanding nature of these jobs. However, as FGD participants point out, some companies have taken positive steps to encour- FGDs with staff at thermal and hydropower plants age women’s professional development through suggest that family obligations pose a particu- improved access to training. At one thermal power lar challenge to women’s employment in oper- company, for example, employees with secondary ations. Field-based operations jobs reportedly and vocational education who have worked at the require shift work, night work, travel, overtime, enterprise for at least five years may receive higher and around-the-clock availability in the event of an education qualifications at the employer’s expense. accident or emergency. Women, as well as some Management at another thermal power station has men, are therefore reluctant to apply for positions reportedly encouraged female employees without that would interfere with their family obligations. a technical education to pursue energy-related studies alongside their work to obtain the rele- vant technical qualifications. Some energy sector “A key difficulty for women engineers is that staff note, however, that employers are much more accidents are common in the energy system. likely to offer professional development courses and training to men than to women because they If an accident occurs after working hours believe that men can later be engaged in more when you are at home, it is difficult to get to physically demanding jobs. work because of children, or husbands may Female role models can encourage women to pur- not allow their wives to go to work at that sue careers in the energy sector. To date, none of time of the day. If there is gender equality in the participating companies in Uzbekistan have the family and the husband understands the taken active steps to highlight women in techni- cal and managerial roles, nor have they introduced situation, then he may allow her to work at mentoring programs specifically aimed at female night.” – Female engineer staff. However, one energy sector company offers a mentoring system for graduates in technical roles, where a mentor trains new staff members for A lack of experience in entry-level technical the first few months prior to their taking an exam roles associated with unpredictable schedules to obtain the necessary qualifications. and physical effort can hinder a woman’s career progression over the long run. FGD participants and interviewees working in the energy sector “There was this one woman who was a relay report that to become a chief engineer, staff are protection specialist. It was inspiring to see expected to have “passed through” all the levels of operational jobs, starting from the position of how she worked with the equipment, and electrical fitter. One female senior engineer shared how everything depended on her work. That that “[she] could not be a chief engineer or a was when I decided I wanted to do the same director, because initially [she] would not be able to complete the beginning steps of electrical fit- thing.” – Female senior engineer ter.” According to key informant interviews, women 26 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia Safe and Inclusive Work night. However, none of the participating compa- nies report taking any specific measures to miti- Environments gate the risks of gender-based violence at work. Both men and women perceive work in the energy FGDs and interviews with energy sector employ- sector as being physically demanding, especially ees suggest that some companies have intro- positions involving turbine and electrical equip- duced dedicated channels for women to report ment repair and works at tall heights under high workplace harassment alongside existing griev- voltage. According to FGD participants, many pro- ance procedures to address staff complaints cesses in the energy sector are not currently auto- and concerns. At one thermal power company, mated and require physical strength to perform, women have the option of reporting harassment- precluding women from accessing many opera- related concerns to the Women’s Council at their tional roles. Human resources staff at energy sec- workplace, to the labor union, or by submitting tor companies similarly observe that few women complaints via grievance box or grievance log. apply for the positions of electrician or locksmith Representatives of the Women’s Council also con- because these jobs require the carrying of heavy duct regular site “walk-overs” to monitor working loads. The physical nature of these entry-level jobs conditions and gather staff feedback. In addition, also reportedly deters young men from pursuing employees have access to a complaint hotline and careers in energy, driving them toward sectors such can meet directly and individually with senior lead- as information technology, where working condi- ership during specific time slots. Female technical tions are considered easier and incomes higher. At staff in the hydropower sector also welcome pro- the same time, participants highlight the construc- active leadership engagement with the workforce, tion of new fully automated hydropower stations noting that senior management conduct regular without the need for manual labor as offering more personal site visits and have demonstrated a gen- attractive employment to both men and women. uine interest in the well-being of staff and working Female students and staff in technical roles share conditions. the view that automatization of processes in ther- mal and hydropower generation, along with the development of solar, wind, and nuclear power in Uzbekistan, will create more opportunities for Institutional and Policy women to work in the energy sector. Reform International observers report that gender equal- “There are staff who are on duty at night; they ity has been a priority for the Uzbekistan gov- do walk-overs of the power plant and facilities. ernment in recent years. The authorities have, for example, prioritized increasing the number of But, as a woman, I would be afraid to work women in managerial positions in both the pub- there at night.” – Female junior engineer lic and private sectors, as well as in higher educa- tion, as part of the national Strategy for Achieving Gender Equality in Uzbekistan by 2030 (UNDP Personal safety concerns can discourage women 2022b). In line with the strategy, gender gaps from pursuing certain operational roles. For in employment in government bodies may be example, female employees of hydropower plants addressed by the introduction of temporary quo- expressed that they would be reluctant to accept tas for women’s employment; and the number of some technical positions that required working at government-funded scholarships to support the 5. Uzbekistan 27 admission of young women from low-income fam- Uzbekistan’s labor code allows employers to estab- ilies to higher educational institutions is set to lish—in agreement with a trade union and consid- increase (UzDaily 2021). ering government recommendations—their own lists of jobs with unfavorable working conditions, The recent removal of restrictions on women’s where the use of women’s labor is to be “limited.” employment has widened the range of jobs avail- In practice, according to FGD participants at one able for women in Uzbekistan’s energy sector. thermal power plant, despite the lifting of restric- Until 2019, the law prohibited the employment of tions on women’s employment in 2019, there has women in a range of occupations where working been no increase in the number of women working conditions were deemed hazardous or otherwise in previously prohibited roles. “unfavorable,” including jobs in energy, such as in the operation of machinery in the oil and gas sec- Combatting harassment and violence against tor and the repair of equipment at power plants women in the workplace is another key priority of and networks. the government’s gender equality policy. The Law on Protection of Women from Harassment and Vio- However, although the list of prohibited jobs for lence, adopted in 2019, grants labor authorities the women has been abolished, advisory restrictions power to carry out measures within organizations remain in place. A document listing professions (regardless of ownership) to prevent gender-based and jobs that adversely affect women’s health and violence and harassment in the workplace. Sex- for which the use of women’s labor is not recom- ual harassment has recently been classified as an mended was adopted after the express prohibition administrative offense in Uzbekistan. However, the on the employment of women in specific sectors current legislation does not explicitly make a ref- was lifted—it currently lists the same energy sector erence to the prohibition of sexual harassment in jobs as “not recommended” for women. Moreover, workplace. 28 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia 6. Recommendations F ostering inclusive workplaces that fully uti- This section sets out a series of practical recom- lize women’s talents is essential to securing mendations aimed at eliminating obstacles to wom- a competitive future for the energy sector in en’s participation in Central Asia’s energy sector for Central Asia. Focus group discussions (FGDs) and companies, policy makers, and educational institu- interviews conducted as part of this study indi- tions in Kazakhstan, the Kyrgyz Republic, Tajikistan, cate that women face multiple barriers to edu- and Uzbekistan. The recommendations apply to all cation in technical fields and employment in the four countries covered in this study, as FGDs and industry, particularly in technical and managerial interviews clearly indicate notable similarities in the roles. Increasing women’s participation can yield challenges faced by women in the energy sector substantial benefits for individual companies and across Central Asia. However, because there are national economies alike. However, addressing the also significant economic, legislative, and socio- complex challenges that hinder women’s educa- cultural differences among the four countries, how tion, employment, and progression in the energy these recommendations might be implemented sector requires commitment and collaboration in practice should be the tailored based on fur- among key stakeholders, including policy makers ther discussions among educational institutions, and public and private companies in every country. employers, and policy makers in each country. Facilitate the Transition from Education to Work RECOMMENDATION 1. Companies should strengthen their outreach efforts to young women and girls to encourage their participation in science, technology, engineering, and mathematics (STEM) education and employment in the energy sector. Companies should take proactive measures to Outreach should be conducted at all educational raise awareness of the diverse array of rewarding levels. Programs that extend to primary and sec- job opportunities for women in the energy sector ondary schools can be highly effective in coun- and to improve the sector’s profile as an “employer tering deeply ingrained gender stereotypes and of choice” for women. Given the importance of dispelling the image of energy sector jobs, par- family support to young women’s choice of stud- ticularly technical roles, as “unsuitable” for women. ies, along with widely held misperceptions of the To facilitate female graduates’ progression into energy sector as only offering jobs for men, rais- employment in the energy sector, companies could ing awareness among girls and their families about consider establishing partnerships with universi- the myriad careers in the sector and projecting a ties and technical and vocational education and positive image of their potential employment pros- training (TVET) providers to offer scholarships or pects is key. These efforts could include outreach internships specifically targeted at women, with a to girls via companies’ own workforces: FGDs sug- focus on increasing their participation in technical gest that having family members with experience fields and developing practical skills. Close coop- in the energy industry can have a positive influ- eration between employers and educational insti- ence on career choices, particularly among young tutions can provide a channel for disseminating women. information on positions and encouraging female graduates to apply (e.g., through student informa- tion sessions or career fairs). 30 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia RECOMMENDATION 2. Policy makers should encourage the increased involvement of young women and girls in STEM education through public awareness-raising campaigns and financial support. Policy makers can catalyze change by partnering gender stereotypes associated with technical and with educational institutions and employers on operational roles. In addition, policy makers can initiatives to encourage greater female partici- explore partnerships with educational institutions pation in energy-related education and technical and businesses to offer financial support, such as training. Government-backed public awareness co-funded scholarships, to encourage women’s initiatives aimed at inspiring young women and pursuit of STEM subjects. Some countries, like Tajik- girls to explore career opportunities in energy can istan, have already introduced government-funded address the prevailing lack of awareness about the scholarships as incentives for motivating young types of jobs the sector offers and challenge the women to pursue a technical education. RECOMMENDATION 3. Educational institutions should strengthen collaboration with employers to support young women’s transition from education to work in the energy sector. There is scope to strengthen cooperation between Given that many women lack the necessary con- educational institutions and the energy sector by nections to break into energy sector employ- incorporating into the partnerships a strategic ment, educational institutions should work with focus on equal opportunity to ensure that women employers to provide information about vacan- who graduate from technical studies progress to cies and implement guidance programs that con- meaningful careers in the energy sector, including nect female students with industry professionals, in technical roles. This should include attention to enabling them to build networks and gain insight encouraging and supporting women to accept into potential career paths. Educational institutions internships and work experience placements that can organize career fairs, seminars, and workshops provide them with exposure to operational and featuring successful women in the energy sector, field-based roles. Collaboration with energy sec- inspiring and informing female students about the tor employers could also provide valuable insights potential for fulfilling careers in this critical indus- into the specific skills needed in the energy indus- try. Collecting gender-disaggregated data on try, enabling educational institutions to design employment outcomes for graduates could also specialized programs and courses that align with help educational institutions identify and address industry needs and are more likely to lead female gender gaps related to the transition into employ- graduates to in-demand jobs. ment over the long term. 6. Recommendations 31 Advance Recruitment, Retention, and Progression RECOMMENDATION 4. Companies should take steps to ensure equal opportunity in recruitment for women. To enhance the representation of women in their Companies should also take steps to ensure that workforces, companies should actively seek female gender bias does not affect decision making in applicants and challenge stereotypes about work recruitment. Insights from discussions with energy in the energy sector. This involves paying special sector employees suggest that gender-related attention to external recruitment communications, considerations continue to impede equal oppor- such as job advertisements and company website tunity. According to FGDs and key informant inter- career pages, ensuring they emphasize the com- views, female candidates are sometimes rejected pany’s commitment to equal opportunity, expressly due to concerns over potential maternity leave encourage applications from female candidates, or family responsibilities. Companies should con- and showcase female role models where possi- sider reviewing their recruitment policies and ble. Any changes resulting from modernization and procedures to eliminate any potential for bias automation should be clearly communicated in job and provide training for hiring managers. More- descriptions and recruitment materials to dispel over, companies may opt to implement a policy misconceptions about technical roles, particularly to ensure that recruitment shortlists systematically for field-based operations. include at least one qualified woman, when pos- sible, and that interview panels always include at least one woman. RECOMMENDATION 5. Companies should take steps to support women’s career progression and increase women’s representation in senior leadership. Women encounter distinct barriers to attaining l Broadening traditional selection criteria to managerial and leadership positions in the Cen- enable the inclusion of more women on short- tral Asian energy sector, yet few companies have lists for management positions without compro- adopted measures to tackle them. Neglecting mising on the core requirements of the job; women’s leadership potential is not an option— international studies consistently illustrate the l Reassessing succession plans to ensure that advantages to businesses linked to increased gen- women are explicitly integrated into the lead- der diversity in leadership roles, including better ership development process and are exposed decision making, increased innovation, and higher to assignments that enhance their suitability for profitability. There are a range of different mea- leadership roles; sures that companies can take to support women’s progression into leadership roles, including: 32 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia l Reviewing promotion and development proce- Ensuring equal access to professional develop- dures to eliminate any room for gender bias or ment, mentoring, and training opportunities for unwarranted assumptions regarding women’s women is also vitally important. This may involve professional aspirations or family commitments; creating dedicated leadership or mentoring pro- grams, as well as establishing professional net- l Setting targets for women in management, works for women. Industry associations can aligned with strategies adopted by leading play a crucial role in promoting women’s profes- international energy companies; and sional development in Kazakhstan. In fact, intra- sectoral women’s mentoring programs have l Increasing the number of women in technical already been implemented via the KAZENERGY roles to expand the pool of potential candi- Women in Energy Club. dates for promotion to management positions over the long term. RECOMMENDATION 6. Companies should raise the profile of successful women in the sector, particularly in technical and field-based operational roles. FGDs with students, faculty, and employees in the about career prospects in the sector. Success energy sector in each of the Central Asian coun- stories and accomplishments of female employ- tries indicate that exposure to female role mod- ees in the energy sector could be shared via myr- els plays an important role in encouraging female iad communication channels such as newsletters, graduates’ transition into the workforce, building websites, and social media. Companies could also women’s confidence, and helping professionals provide opportunities for accomplished women secure promotions and access leadership oppor- in the energy sector to share their experiences, tunities. Despite their underrepresentation in the insights, and career journeys with colleagues. Cre- energy sector, several women have already made ating award and recognition programs specifically noteworthy contributions to the field. Companies for female employees who excel in their roles could could highlight and commend these achievements further illustrate a company’s dedication to gender while raising awareness among younger women diversity. Promote Safe and Inclusive Work Environments RECOMMENDATION 7. Companies should recognize gender equality as a strategic business issue and strengthen policy frameworks on gender equality and equal opportunity. The introduction of company policies to ensure national laws to create more inclusive workplaces. equal opportunity for both women and men is cru- While labor legislation in Kazakhstan, the Kyrgyz cial to increasing women’s participation and pro- Republic, Tajikistan, and Uzbekistan contain essen- gression in the energy sector. Insights from FGDs tial provisions related to nondiscrimination in and interviews conducted for this study indicate employment, compliance alone has not resulted in that most energy companies are currently focused equal outcomes for women. Without proactive mea- on meeting legal requirements, not going beyond sures by employers, women’s underrepresentation 6. Recommendations 33 in the energy sector—including in operational and action plans with frameworks for measuring prog- senior leadership roles—is likely to persist. ress, and with senior management responsible for its implementation. Senior management support Energy companies need to prioritize gender equal- for women’s increased involvement in the sector is ity as a key strategic business goal, ensuring that crucial to fostering change. Company leadership gender diversity objectives become an integral should ensure that statements of support highlight part of broader business discussions rather than the business case for equal opportunity and posi- being perceived exclusively as a “women’s issue.” tion gender equality as a fundamental corporate Companies seeking to build an effective gen- value. der equality strategy can start by reviewing their human resources policies to identify opportunities Given that balancing work with family life is a key for moving beyond mere legal compliance, such challenge for female employees in all four coun- as by widening the availability of family-friendly tries, companies should consider implementing working arrangements or strengthening policies policies and practices that support work-life bal- against workplace sexual harassment. Consulta- ance for both men and women, including flexible tions with current female employees are essential working hours and childcare support. In addition, to understanding their priorities and concerns, supporting women returning from maternity leave which must be considered when introducing through return-to-work programs could help com- changes or initiatives. To ensure effective imple- panies improve retention by lowering the chances mentation, a company’s gender equality policy of women “dropping out” of the workforce after or strategy should be accompanied by concrete having children. RECOMMENDATION 8. Companies should allocate resources to develop safer and more inclusive workplaces that cater to the needs of both women and men. Investing in measures to ensure safe and respect- Given the importance of attitudinal change in ful workplaces for all can help energy sector fostering inclusive workplaces and the prevalent companies attract and retain talented employ- lack of awareness about gender-based discrim- ees—female and male alike. Such efforts should ination, gender equality, nondiscrimination, and include taking a strict stance against gender-based anti-harassment policies should be accompanied violence and harassment, providing gender-sensi- by awareness-raising campaigns and training for tive grievance mechanisms for female employees, all staff and managers, as one energy company in and taking disciplinary action when inappropriate Tajikistan has already done. behavior occurs. Workplace sexual harassment is a pervasive issue that cannot be ignored because The introduction of new technologies and the it creates a hostile work environment for women modernization of production processes can play and negatively affects productivity and retention. an important role in improving working condi- One company in Tajikistan has already imple- tions for women and men alike, particularly in mented a policy to protect women from workplace field-based operational roles that are considered harassment. physically difficult. Fully automated hydropower stations, for example, are already said to offer attractive employment opportunities for both men 34 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia and women in Uzbekistan. Exploring technology facilities for women in field-based environments, advancements could make technical and opera- such as separate bathrooms and changing rooms, tional roles safer and more appealing to women, is key to ensuring that women can engage in oper- as many may have been previously deterred by the ational roles. physically demanding tasks. Providing adequate RECOMMENDATION 9. Policy makers should explore opportunities to partner with energy companies and industry associations to strengthen women’s representation in the sector. Policy makers can support inclusive and safe accountability and allow stakeholders to monitor working environments in the energy sector by progress toward greater gender diversity in the encouraging companies to establish comprehen- entire sector. sive diversity and inclusion policies. Additionally, they can provide incentives for businesses to Given the limited organizational awareness of how adopt family-friendly work practices and support companies can support women’s employment— work-life balance for all employees, regardless of and for smaller companies their limited resources gender. Policy makers should also stimulate the to do so—industry associations are well posi- adoption of modern technologies and automation tioned to support energy companies in the devel- to make jobs in the energy sector more attractive opment of gender equality policies and grievance to both women and men. Requiring companies to mechanisms for reporting workplace issues by dis- report on the share of women in their workforces seminating guidance, providing training on gender and the presence of gender equality policies and equality, and offering opportunities for companies procedures could generate transparency and to share experience and lessons learned. Reform Institutions and Policies RECOMMENDATION 10. Policy makers should address legislative barriers and gaps that affect women’s employment in the energy sector. While some countries, like Kazakhstan, have made roles with low female representation, but also per- efforts to reduce the list of prohibited occupa- petuate gender-based occupational segregation tions for women in the energy sector, restrictions by reinforcing stereotypes about men’s and wom- on women’s employment continue to hinder their en’s professional capabilities, making the energy participation in the energy sectors of Tajikistan sector appear unsuitable for women. Policy mak- and the Kyrgyz Republic. In Uzbekistan, although ers should review occupational requirements and women’s employment is no longer expressly pro- working conditions in consultation with employers hibited in certain energy sector roles, it remains to assess opportunities for lifting the prohibitions “not recommended,” and employers can create on women’s employment in the sector, ensuring their own lists of jobs where female labor is to be that any occupational restrictions are based on “limited.” These regulations not only limit women’s informed risk assessments rather than on gender. employment opportunities, especially in technical 6. Recommendations 35 Policy makers can further support women’s eco- prevent gender-based violence and harassment nomic participation in the energy sector by in the workplace, there is no explicit prohibition strengthening national legislation to prohibit and of workplace sexual harassment. The adoption prevent sexual harassment. The concept of work- of comprehensive national legislation—statutory place sexual harassment has already been intro- obligations for employers to take action to pro- duced for the first time into the national legislative hibit, prevent, and respond to reports of gen- framework in the Kyrgyz Republic; however, no der-based violence and sexual harassment—is such legislation exists in Kazakhstan. Tajikistan crucial to advancing gender equality at all work- introduced the concept of workplace harassment places through the establishment of clear stan- into the national legislative framework, but sexual dards, by providing redress for survivors, and by harassment was not included. While Uzbekistan imposing penalties on offenders. law permits labor authorities to take measures to RECOMMENDATION 11. Policy makers should incorporate gender equality objectives and targets into energy sector policies. The governments of each of the Central Asian energy sector can be a transformative step: while countries considered in this study have already some countries have already announced goals to expressed a commitment to gender equality as increase women’s participation in leadership roles a key goal of national development, but there is and in government bodies, as well as increase the scope to strengthen women’s employment in the number of government scholarships reserved for energy sector by aligning gender equality objec- girls to study technical education, there are no tives with sector-specific policies. By integrating specific targets specifically related to women’s gender equality as a core principle in energy sector employment in the energy sector. Such targets policies and regulations, policy makers can ensure would provide a structured framework for increas- that women’s inclusion is not merely an aspirational ing the representation of women at all levels of the goal but a tangible requirement. The introduction industry, encouraging companies to actively recruit of national targets for women’s employment in the and promote women. RECOMMENDATION 12. Policy makers should introduce legislative and policy reforms to encourage more equitable distribution of family and care responsibilities among women and men. Policy makers can play an important role in foster- Policy makers could consider introducing paid ing women’s participation in the energy sector by paternity leave to ensure that women can return promoting a more equitable distribution of fam- to the workforce more easily after having children. ily and care responsibilities between women and Fathers in Kazakhstan, the Kyrgyz Republic, Tajiki- men. Currently, women bear the primary responsi- stan, and Uzbekistan are currently only entitled to bility for childcare across each of the Central Asian unpaid childcare leave until the child turns three countries, and work in the energy sector, partic- years of age, and uptake is reportedly low. Offer- ularly in operational roles, is frequently deemed ing paid paternity leave and encouraging fathers incompatible with family obligations. to use it could encourage shared caregiving 36 Exploring Opportunities for Women’s Empowerment in Energy in Central Asia responsibilities and foster a work-life balance for and expectations over the long term. Analyzing women and men alike, in addition to reducing and addressing existing gaps in the infrastructure career interruptions for women. These reforms and services needed by working parents (such should be accompanied by awareness campaigns as affordable and high-quality childcare) could to challenge gender stereotypes about caregiving also make it easier for working parents to pursue roles and to encourage more men to share fam- careers in the energy sector. ily and care responsibilities to shift societal norms 6. Recommendations 37 References Agency for Statistics Under the President of the Republic of Tajik- Statistics Agency Under the President of the Republic of Uzbeki- istan. 2020. Women and Men of the Republic of Tajikistan. stan. 2022. “В какой области знаний высшего образования /stat.tj/storage/posts/June2021/WomenMen_Tajiki- https:/ /stat.uz/ru/ обучается больше всего студентов?” https:/ stan_Statistical_Publication_ENG.pdf. press-tsentr/novosti-goskomstata/25106-oliy-ta-limning-qay- ———. 2022. 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