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Women working in the rooftop solar sector
Abstract
Highlights
Executive summary
Section 1. Employment in India’s clean energy sector
	Why rooftop solar?
		Indian women’s participation in the labour force is low at present
		Why women’s participation matters
Section 2. Gender profile of India’s rooftop solar sector
	Men dominate the workforce, but gender diversity varies across the value chain
		More women in office-based jobs
		Fewer women have onsite jobs in core business activities
			Higher positions have lower female representation
			Fewer women applicants for engineering jobs in project management
Section 3. Existing barriers to and support for women’s participation in the sector
	1. Access to opportunities for women
		The perceptions of insufficient safety and security may limit opportunities for women to work in some roles traditionally held by men
		Organisational support plays a key role in encouraging women employees to take up roles in male-dominated functions
		Role models and mentorship could help to increase the proportion of women in leadership positions
	2. Formal policies and procedures
		Support is needed beyond legally mandated policies at the company level
		Gaps in wages remain despite initial steps taken by some companies
		Childcare-related support: Another area for improvement
		Can external pressure drive a better gender balance in the rooftop solar sector?
	3. Norms and practices at workplaces
		Human resource strategies should address the differentiated needs of employees and recognise the benefits for companies
		Rooftop solar work culture provides a flexible working environment for women
	4. Individual consciousness among employees
		Progressive gender policies depend on recognising the value of and need for gender equality at the workplace
			Interventions focused on sensitisation of employees create a more empathetic work culture
			Cultural diversity has a positive influence on personal values and professional aspirations, regardless of gender
Section 4: The way forward – Recommendations for enabling sectoral interventions
	Gender and employment to complement the clean energy policy agenda
		Areas where companies can make a difference
			1. Encourage site visits for women to relatively safe and accessible locations
			2. Keep up with innovations in the value chain
			3. Address the persistent gender pay gap
			4. Adopt more progressive and flexible work policies, especially when women’s attrition rate is highest
			5. Raise awareness through more employee diversity, gender sensitisation, and soft skills training
			6. Strengthen a supportive work culture
			Investors play an important role
References
Table of contents
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Acknowledgements