Author: Holly Skyrme, EDI Champion
Accelerating Action for Gender Equality
International Women’s Day (IWD) is a time to celebrate the achievements of women and recognise the challenges that persist. Despite progress, there is still work to do, particularly in the sectors Pembrokeshire Coastal Forum (PCF) focuses its efforts; marine renewable energy, coastal governance, environmental conservation, and promoting responsible enjoyment of our coast. This year, the theme #AccelerateAction calls for urgent steps to dismantle systemic barriers to gender equality. At the current rate of progress, it will take until 2158, which is roughly five generations from now, to reach full gender parity, according to data from the World Economic Forum.
Women remain underrepresented in leadership roles, STEM (Science, Technology, Engineering and Maths) careers, and policy decision-making. In sectors like marine renewables and environmental conservation, women continue to face barriers to progression. This IWD, PCF reaffirm our commitment to breaking these barriers and ensuring that women’s contributions are valued and amplified.
Bridging the Gap in STEM
Women’s participation in STEM remains disproportionately low, particularly in engineering, renewable energy, and marine science. PCF is playing a key role in initiatives like the SPARC Alliance, which is dedicated to bridging the gender gap in STEM and low carbon careers.
With over 150 girls aged 12-14 enrolled in Pembrokeshire in its pilot year, the SPARC Alliance provides industry experiences and insights into the low carbon energy sector, ensuring that young women see STEM careers as an exciting and accessible career path. SPARC serves as a direct challenge to the outdated notion that STEM isn’t for women.
Women in Leadership: More Work to Do
Broader industry statistics show stark gender imbalances:
- Women hold just 26% of the UK’s STEM workforce roles.
- Only 16% of executive positions in the energy industry are held by women.
- The UK’s environmental sector still lacks gender parity in leadership.
While PCF has above sector average female employee representation at 38.9%. and 44% at board level, there’s still room to improve, especially at senior management level. We also recognise that increasing diversity within our team across other characteristics is an important area for improvement. Achieving this could enhance variety of thought and innovation within our team.
PCF’s Progress
PCF is actively working to shift these numbers and set a better standard organisationally by:
- ✅ Appointing a rotating EDI Champion. My role is the first of its kind in the organisation. Since March 2024, we have held a monthly working group to identify areas for improvement and implement complementary changes.
- ✅ Earning the Great Place to Work certification, recognising our commitment to a positive workplace culture.
- ✅ Improving our events by following our “Guide to Inclusive Events”.
- ✅ Aiming for 50% female speaker representation at all PCF-hosted events to ensure women’s voices are amplified in conversations about our sector.
- ✅ Improved maternity, paternity and adoption policies to ensure they are fairer and more attractive to a diverse workforce.
Sector-wide Gender Equality Initiatives
There are several great initiatives that you can support or be a part of aimed at making the sector more diverse.
- ReWiRE: Run by REGEN, ReWiRE prioritises gender diversity at all levels of the clean energy sector. They also offer a female mentoring programme with two intakes per year.
- POWERful Women A professional initiative working with business leaders, D&I experts, government, and regulators to promote more women into senior leadership roles and board positions in the UK energy sector.
- SPARC Alliance is a Pembrokeshire-based initiative inspiring young women into STEM and low carbon careers.
- Women’s Environmental Network (WEN): An environmental charity connecting women’s health, equity, and environmental justice through an intersectional feminist approach.
Dispelling Myths
There are still many misconceptions about women’s roles in environmental industries. Below are some myths we have dispelled:
Myth: “Environmental jobs are “soft” and better suited to women.”
Reality: Women flourish in leadership, policy, technical, and engineering roles, proving that gender doesn’t define capability.
Myth: “Green tech, marine energy, and engineering are male dominated for a reason.”
Reality: Women excel in technical roles when given equal access and opportunities. With the shift towards digital solutions, there are fewer physical barriers than ever before.
Myth: “Women don’t aspire to leadership in environmental sectors.”
Reality: Women face structural barriers, not a lack of ambition. When provided mentorship, networking, and career pathways, women excel in senior roles.
Myth: “Diversity isn’t a priority in sustainability.”
Reality: Research shows that gender-diverse teams drive better financial, environmental, and strategic outcomes.
Accelerating Gender Equality
As we celebrate International Women’s Day 2025, we must recognise that equality cannot wait. At PCF, our work in coastal conservation, marine energy, and community engagement is driven by a commitment to diversity and inclusion. But we know that more must be done.
This International Women’s Day we must push for action, not just words. We can create a future where every woman and girl can take her place in the environmental and marine sectors.
What steps will you take this IWD to #AccelerateAction?