Women in Renewables conference returns on Tuesday 15 September in Belfast. As we count down the weeks to the all-female event, we hear from some of the inspiring women taking part this year.

In this post Eimear Watson, Head of Networks, SONI, explains why having female role models is so important.

Almost a year ago, I had the privilege of speaking at the Women in Renewables Conference about a question that matters deeply to me: how do we encourage more women to see a future for themselves in the energy sector, and how do we make sure they have the opportunity to build lasting, fulfilling careers when they get here?

Twelve months on, that question feels just as important.

The energy sector is undergoing one of the most significant transformations in its history. As we work towards a cleaner, more sustainable future, the industry needs people with diverse skills, perspectives and experiences to help solve complex challenges. This presents a tremendous opportunity, not only for the sector, but for young people considering what their future careers might look like.

While I believe significant progress has been made, there is still more we can do to attract and retain women in the energy sector. Increasing the visibility of female role models at different stages in their careers, strengthening outreach in schools and universities, expanding mentoring and sponsorship opportunities, and supporting flexible ways of working can all help encourage more women to consider careers in our industry and build long-term careers once they join.

For many years, engineering and energy have been viewed as traditionally male-dominated professions. Although that perception is changing, it can still influence how young people think about their future careers. If you cannot see someone who looks like you in a role, it can be difficult for some to imagine yourself there.

That is why visibility matters.

When women see female engineers, project managers, technicians, analysts, network specialists and senior leaders succeeding across the sector, it helps challenge outdated assumptions about what an energy career looks like. It also highlights the breadth of opportunities available. The energy sector needs people from a wide range of disciplines, including engineering, policy, legal, communications, project management and many others. There is no single pathway into the industry, and that diversity of careers is one of its greatest strengths.

Throughout my own career, I have been fortunate to work alongside people who recognised potential, invested in development and created opportunities to grow. Because of those experiences, I believe the energy sector offers rewarding careers where individuals can make a real difference while contributing to a more sustainable future.

Creating that visibility starts earlier than many of us think.

As a parent, this is something I feel particularly strongly about. By the time many young people are choosing GCSE subjects, perceptions about different professions can already be taking shape. If children have never met an engineer, visited a workplace or heard about the opportunities available within the energy sector, they may never consider it as a career option.

That is why engagement needs to start from primary school age. We need to spark curiosity, challenge stereotypes and help young people understand that engineering and energy careers are innovative, rewarding and open to everyone.

For girls especially, early exposure can be influential. When they see women working as engineers, scientists, project leaders and technical specialists, it sends a powerful message that these careers are achievable and welcoming.

Eimear (second on left) on last year’s Women in Renewables panel

Across the sector, organisations are working hard to support this. At SONI, initiatives such as Engineers Week give us opportunities to engage with schools and inspire young people to explore careers in engineering and energy. These programmes help connect classroom learning with real-world impact, showing how STEM subjects can lead to meaningful careers that support the transition to a cleaner energy future.

If we want to increase diversity within our sector, we need to think about the entire talent pipeline. That journey begins long before someone submits a job application. It starts by helping young people understand that these opportunities exist and giving them the confidence to pursue them.

However, attracting women into the industry is only part of the solution. Retention and progression matter just as much.

We need to create environments where women can thrive, grow and build long-term careers. That means fostering workplace cultures where different perspectives are valued, where development opportunities are accessible, and everyone feels supported to progress and succeed.

For the past two years, I have had the privilege of serving as a mentor with SistersIN, an inspiring programme that connects young women with female role models from across industry. Through mentoring, participants gain confidence, broaden their understanding of career opportunities and receive encouragement to pursue ambitions they may not otherwise have considered.

It is not about having all the answers. It is about helping someone recognise their potential and giving them the confidence to take the next step.

The same principle applies throughout our careers. Leadership development programmes, mentoring networks and sponsorship opportunities can all play an important role in helping women build confidence, expand networks and realise their full potential.

As we look ahead to this year’s Women in Renewables Conference, I remain optimistic. I have seen talented women entering the sector, stepping into leadership roles and helping to shape the future of energy.

Eimear Watson, Head of Networks, SONI

We must continue to raise awareness, challenge perceptions and create pathways for future generations. We must continue to celebrate role models, strengthen outreach in schools and universities, invest in mentoring and sponsorship programmes, and create meaningful opportunities for development. Most importantly, we must continue to build inclusive workplaces where talent is recognised and grown.

The transition to a sustainable energy future will require all of our talent, ideas and ambition.

By creating opportunities for more women to join, grow and lead within our sector, we can help build a stronger, more innovative and more inclusive energy industry for the future.