Powering progress: why female empowerment is the key to South Africa’s energy future

• The energy sector has long been a male-dominated industry, not just in South Africa but globally.
• Yet, as the world shifts towards a more inclusive and diverse workforce, the importance of female empowerment within this space has never been more critical.
• As we navigate the complexities of sustainable energy transitions and strive for greater innovation, one truth becomes increasingly clear: the future of energy is inextricably linked to the empowerment of women.

Candice Oliver, Country Head for Human Resources (HR) Africa at Wärtsilä, offers a powerful perspective on this vital issue.

Candice Oliver, Country Head for Human Resources (HR) Africa at Wärtsilä

Having started her Wärtsilä journey 12 years ago as a HR Generalist, Candice’s role within the company has evolved into a leadership role across Africa, which underscores the transformative potential of fostering inclusive environments.

“Since Wärtsilä is a multi-national company, its focus is on prioritising professional growth and providing an inclusive culture for all,” she shares. “Working in this field allows one to contribute to the development of sustainable and reliable energy sources, which has a significant impact on society.”

However, the path to progress is not without its challenges. Candice candidly acknowledges the hurdles women face in the workplace, including the persistent struggle for work-life balance, the double standards that demand women “prove themselves much more than men,” and the lack of robust networking and role models. These challenges are not unique to the energy sector, but their impact is acutely felt in an industry traditionally dominated by men.

Yet, Candice’s vision for the future is one of profound optimism and tangible action. Her driving force behind Wärtsilä South Africa’s commitment to achieving 50% female employment is a testament to her belief in the power of diversity and inclusion. Currently the company has 30% female employment, a statistic that continues to grow year on year.

In addition, Wärtsilä globally creates an inclusive culture that drives engagement and performance which is one of the priorities in our People Strategy. At Wärtsilä we value, respect, and embrace diversity and inclusion (D&I). The company is proud to have a diverse representation of nationalities and cultures at all levels, departments, and functions of the organisation. Currently, our workforce comprises some 130 nationalities and share of women in total workforces is around 18.2% globally.

“A diverse workforce brings a variety of perspectives, which can lead to more innovative solutions and better decision making,” she emphasises. “Studies have shown that companies with higher gender diversity tend to perform better financially. For instance, gender diverse companies are 21% more likely to have above-average profitability.”

This commitment extends beyond mere numbers. It’s about creating a workplace culture that truly empowers women. Candice highlights the importance of inclusive leadership, equal career opportunities, and celebrating individual strengths. She also advocates for practical steps employers can take, such as setting clear goals, encouraging open communication, creating supportive policies, providing mentorship programs, and investing in training programs that focus on leadership and negotiation skills.

The energy sector, in particular, stands to gain immensely from increased female participation. According to Stellenbosch University, South Africa has seen gradual progress in this area, however, the numbers remain low — only 13% of STEM (Science, Technology, Engineering and Manufacturing) graduates are women, and just 7% of engineers registered with ECSA are female . Candice emphasises the importance of exposing young girls to engineering and energy careers early on to change this narrative.

The appointment of female leaders, such as Wärtsilä’s Managing Director in South Africa, Feroza Cassim, proves that women can excel in top roles.

The benefits of having more women in leadership positions are many. Female leaders often demonstrate transformational leadership styles, bringing different perspectives and approaches that lead to better performance and improved team collaboration. Moreover, their visibility inspires the next generation and creates opportunities for mentorship, fostering greater retention and employee engagement.

Mentorship, in particular, has been a cornerstone of Candice’s own career. “It kickstarts your professional development, you gain confidence and often leads to a broader self-discovery,” she explains. Her approach to mentoring emphasises empowering mentees to take ownership of their growth, sharing her experiences, and introducing them to key stakeholders.

Increasing women’s participation in the energy sector is not just beneficial, it is essential; it’s a strategic imperative. “Where women are given the opportunity, it will drive efficiency in remarkable ways,” Candice asserts. “Empowering women in the energy sector can greatly contribute to economic growth by unlocking new sources of expertise, talent and creativity.”

For young women considering a career in the energy sector, Candice’s advice is clear: “Ask questions, be confident in your ideas and thoughts and always understand the impact of your work on others.” The energy sector is an ever-changing landscape, at the forefront of renewable trends, offering diverse career opportunities and meaningful investments for the future.

As South Africa navigates its energy challenges, embracing female empowerment is not just a moral imperative; it’s a strategic necessity. By creating inclusive environments, fostering mentorship, and championing diversity, we can unlock the full potential of our workforce and build a sustainable energy future for all. And with leaders like Candice driving change, the future of women in the energy sector looks brighter than ever.

Author: Bryan Groenendaal