Introduction Uzbekistan is investing heavily in modernizing its power sector and expanding renewable energy to meet fast-rising demand. Electricity needs are expected to double to around 123 billion kWh by 2035, prompting reforms and large-scale investments in generation, transmission, and efficiency under the recently adopted Power Sector Master Plan until 2035. Power sector reforms also aim to improve inclusivity and ensure equal participation of women in the workforce. This is not just a policy change; it represents a growing emphasis on empowering women, embracing diversity, and fostering inclusivity. Securing better opportunities for women, including in the workplace, is a prerequisite for sustainable development and efficient resource use. Since 2018, Uzbekistan has integrated gender aspects into national policies, including the Law on Guarantees of Equal Rights and Opportunities for Woman and Man, Development Strategy of the New Uzbekistan, and the National Program for Increasing Women Participation. However, it has been challenging to translate commitments under these programs and strategies into sectoral progress—particularly in energy. For instance, only 11.4% of women work in the energy and oil and gas industries, and only 5% occupy leadership roles and 33% technical positions as of January 2025. Breaking Barriers in the Energy Sector The prevailing perception of energy as a “man’s job” continues to limit opportunities for women, even though they are essential as primary energy consumers and contributors to household energy management. The sentiment that “energy is not a woman’s business” reflects a widespread social stereotype that fails to consider modern realities. Comments like, "There are only men in the energy sector, it's not a place for women", can often be heard in response to girls' desire to study at the Faculty of Energy or work in an energy organization. Only 7% of girls selected scientific, engineering, manufacturing, and construction fields in 2022. Such stereotypes greatly reduce women’s participation in the energy sector. Under the Power Sector Development Plan (2020–2030), the Ministry of Energy has been addressing these challenges by conducting an in-depth analysis of gender issues in the sector. This is reflected in draft policy documents, such as the Gender Strategy of the Ministry of Energy for 2025–2029 and its Action Plan. Gender Strategy 2025–2029 aims to create a favorable environment to ensure equal opportunities for professional development and career advancement of both female and male employees, along with promoting gender-balanced participation in leadership and decision-making processes. It is accompanied by the Policy on Prevention of Gender-Based Violence and Harassment in the Workplace. This sets the ministry's commitment to a zero-tolerance of gender-based violence and harassment, as well as prevention of and response to such incidents. By adopting and implementing such initiatives, the ministry is fostering a safe and inclusive work environment. The Ministry of Energy is among the first government institutions to adopt gender-responsive policies, aligning with Uzbekistan’s national and international commitments to increase opportunities for women and girls. Workshop on gender strategy for the Ministry of Energy. Photo credit: Ministry of Energy of Uzbekistan. Progress in the Energy Sector The increasing focus on gender in energy globally underscores the importance of this approach. At the same time, the growing share of women in renewable energy—about 32% compared to 22% in fossil fuel sectors as of 2025—highlights their potential to lead the transition toward sustainable energy solutions. Together, these trends show that empowering women in both leadership and workforce roles is not only a matter of equity but also a strategic dimension in accelerating the clean energy shift. In Uzbekistan, gender equality in the energy sector is being advanced through ongoing policy reforms and institutional measures that address outdated stereotypes and expand opportunities for women. Institutional progress is visible with Uzbekneftegaz JSC and Uztransgaz JSC hiring full-time dedicated gender specialists to support implementation efforts. At the policy level, Gender Strategy for 2025–2029 provides a framework for implementing gender-related programs and projects across the sector. Gender-inclusive policies also extend beyond workforce participation. These are linked to improvements in energy decision-making where governments can develop comprehensive and effective strategies that address diverse needs. A Pipeline for Long-Term Inclusion Looking ahead, Uzbekistan—through its policymakers and government agencies—could continue investing in programs that promote opportunities for women in the workplace, including expanded educational opportunities, mentorship initiatives, and supportive workplace policies to develop leadership skills. These efforts can be complemented by strengthening connections with women’s energy networks to further enhance collaboration and knowledge sharing. Developing inclusive workplace policies that empower women can also strengthen organizational resilience, innovation, and efficiency in the energy sector. Embracing the participation of women in leadership roles will foster a diverse workforce capable of addressing evolving energy challenges—ultimately contributing to a fair and more sustainable energy future for Uzbekistan. Resources Asian Development Bank. 2020. Uzbekistan: Power Sector Reform Project. Subprogram 1. Gender Assessment. Government of Uzbekistan. 2021. Resolution of the Senate of the Oliy Majlis of the Republic of Uzbekistan “On Approval of the Strategy for Achieving Gender Equality in the Republic of Uzbekistan until 2030”. Government of Uzbekistan. 2023. Decree of the President of the Republic of Uzbekistan “On the Strategy “Uzbekistan -2030”. International Renewable Energy Agency. 2019. Renewable Energy: A Gender Perspective. Government of Uzbekistan. 2022. National Program for Increasing Women’s Participation in All Spheres of the Country’s Economic, Political, and Social Life for 2022–2026. Ask the Experts Farida Djumabaeva Senior Gender and Social Development Officer, Gender Equality Division, Climate Change and Sustainable Development Department, Asian Development Bank Farida Djumabaeva is a development professional with over 18 years at ADB where she leads gender mainstreaming in its Uzbekistan portfolio. Before ADB, she taught and conducted research at the Tashkent Automobile and Road Institute. She also worked on ADB-funded projects on education, agriculture, and water resources, the Kuwait Fund for Arab Economic Development, and the OPEC Fund. She holds a degree in mechanical engineering and a PhD in technical and vocational education and training. Follow Farida Djumabaeva on Nilufar Azimova Regional Manager, ACWA POWER Central Asia Nilufar Azimova manages Culture and compliance at ACWA Power Central Asia. She holds a master’s degree in law and is certified in ILO Gender Audit. With over 15 years of experience, she has developed expertise in development strategies, monitoring and evaluation systems, and capacity building across government, NGOs, and the private sector. Follow Nilufar Azimova on Gulnora Kupaysinova Gender Mainstreaming and Policy Support Analyst, Uzbekistan Resident Mission, Asian Development Bank Gulnora Kupaysinova holds a master of law degree. She specializes in gender inclusion, policy analysis, and project management across government, international financial institutions, and consulting agencies. She is focused on advancing sustainable development and gender equality initiatives. Follow Gulnora Kupaysinova on Leave your question or comment in the section below: View the discussion thread.