Breaking: Closing the Gender Gap in Spain’s Energy Transition could Boost GDP by 7.7%
A new economic assessment links gender parity in green industries with a considerable boost to Spain’s economy, estimating a potential annual rise of 122 billion euros if women and men share energy-transition jobs more evenly.
Key findings in plain terms
Analysts say the gap in green employment is not only a social issue but a drag on national growth. Equal participation in energy-related sectors could translate into a GDP increase of about 122 billion euros per year, equivalent to 7.7% of the country’s total output. The study frames this as a productivity and competitiveness win from closing the gap in a sector already expanding rapidly.
Current landscape and context
spain’s labor market includes more than 1.4 million unemployed women and over 6 million inactive,non-retired women. Yet the female share in green jobs remains low. In 2024, the energy-transition sectors employed just over 2.8 million people, adding about half a million net jobs over the past decade, but women accounted for only about a quarter—roughly 663,600 workers, or 24%.
Experts note that long-standing labor-market inequalities persist in a sector poised to drive future growth. The energy transition is praised for generally offering better conditions—less temporary work,higher pay,and clearer career paths—but these benefits are not shared equally by gender.
Where women are concentrated—and where they aren’t
Women in green roles are largely found in service and trade activities, the lower-paid segments of the sector. They are underrepresented in technical, industrial, and operational roles that offer higher value added. Part-time work is less common in green jobs but when it occurs, it affects women disproportionately—about 15.5% of women in green roles work part time, versus 4.1% of men.
Education, training and the leadership bottleneck
Interestingly, women in the energy- transition workforce tend to have higher educational attainment than their male peers—38% hold university degrees versus 20% of men. The study highlights a bottleneck that starts in training: despite women being the majority on campus, their depiction in energy, industry, and digital study tracks remains limited, notably in vocational programs.
In leadership and technical-scientific roles, the equity gap is even more pronounced. Management positions show roughly 0.4 women for every man, and gaps in technical and scientific profiles are starker. The report underscores a core obstacle: only 11% of women who graduate in energy-related fields find sector employment, compared with 23% of men.
Pay, progression and the pace of change
While the sector offers avenues for higher earnings, women’s advancement lags behind men. the study finds a 1.5-point disparity in the year-to-year probability of income growth—36% for women versus 37.5% for men—smaller than gaps seen outside the energy transition (about 2.5 points).
On pay, women in the green sector earn about 3 euros more per day than workers in other sectors, but they still trail men in the same field by roughly 4.1 euros daily. Simply put,the energy transition shows a relative improvement in gender pay parity,even as the raw numbers reveal a persistent gap when comparing men and women in identical green roles.
Timeline: when might parity arrive?
If current trends continue, gender parity in energy-transition employment could remain elusive until 2061. Even with active policies aligned to Spain’s integrated energy and climate plan,experts say parity could arrive as early as 2043.
Quick facts at a glance
| Metric | Current status | Notes / parity scenario |
|---|---|---|
| Women in energy-transition jobs | 24% (663,600 of 2.8M) | parity would unlock greater value added in high-skill roles |
| Economic cost of underrepresentation | Critically important annual loss estimated in the tens of billions | closing the gap could add about 122 billion euros/year (7.7% GDP) |
| Unemployed/inactive women | 1.4M unemployed; 6M inactive non-retired | Broader labor-force participation impacts potential gains |
| Leadership representation | management ratio around 0.4 women per man | Higher-value roles remain disproportionately male |
| Education in energy fields (women) | 38% have university studies; 20% for men | Educational gains for women are not translating into sector entry |
| Employment placement after graduation (women) | 11% enter energy-related sector; 23% for men | Placement bottleneck needs targeted action |
| Pay gap within sector | Women earn 3 euros/day more than other sectors; 4.1 euros/day less than men | Relative parity is improving, absolute gaps persist |
| Parity timeline | 2061 at current pace; 2043 with PNIEC-aligned policies | policy choices shape the speed of change |
Evergreen implications for long-term growth
The findings suggest that gender equality in the energy transition is not just a fairness issue—it’s a strategic economic factor. To accelerate positive outcomes, policies could focus on expanding women’s entry into high-value technical and leadership roles, strengthening pipelines from vocational and university programs into energy fields, and addressing caregiving responsibilities that disproportionately affect women’s hours and career progression. A more diverse energy workforce could bolster innovation, resilience and competitiveness as Spain advances its climate and energy agenda.
What this means for readers
As Spain pursues a faster energy transition, ensuring women have equal footing in skilled roles can amplify growth. That means more inclusive hiring, targeted training pipelines, and policies that enable work-life balance without compromising career progression.
Your take matters
What policies would you prioritize to speed up gender parity in green jobs? How should companies redesign recruitment and promotion to close the leadership gap?
Do you think educational paths should be steered differently to encourage more women into energy, industry, and digital sectors?
Further reading
For broader context on gender and the energy transition from global authorities, see resources from
the International Energy Agency and
the International Labour Institution.
Share your thoughts
Join the conversation by sharing this report and leaving a comment below.
