'We've lagged': Wind power faces up to its diversity problem as Siemens Gamesa sets gender targets

Siemens Gamesa set gender representation targets and appointed a global head of diversity and inclusion, as it became the latest of the world’s wind giants to admit the industry has so far fallen short.

Marta Jimeno takes up the role as the Spain-based wind group sets out to boost female representation in executive management and in the company as a whole to 25% by 2025, up from 12% and 19% respectively as of last year.

While the company said gender is among the “most pressing disparities”, Jimeno, backed by a new corporate diversity and inclusion advisory board, will also lead efforts to advance diversity more broadly among the company’s workforce of almost 25,000, including in areas such as parental leave and LGBTI issues.

Siemens Gamesa CEO Andreas Nauen said: “Our company and the wind industry have lagged on diversity and inclusion issues. We recognise though that they are critical for business recovery and further success as they are true drivers of performance.

“That is why we are intensifying our efforts with this new action plan to create lasting change within Siemens Gamesa, leading to a more open, diverse and inclusive society.”

Jimeno, who has a long background in human resources, including diversity issues, in Siemens Gamesa said: “To be truly successful, we must harness the unique skills, experiences and cultural assets of all our employees. They must feel valued and included for who they are and what they contribute to our business.”

Siemens Gamesa is not alone in highlighting wind power’s diversity deficit and taking measures to close it.

'Strong internal goals'

Sheri Hickok, CEO of GE Renewable Energy’s onshore wind business in Asia, told a recent industry event that the equipment giant had set “strong internal goals” initially focused on gender diversity.

Hickok said measures to boost gender diversity had already shown results, in her own business area and more widely, claiming the benefits would rapidly filter through to the wider company.

“When people feel fully included, the businesses will absolutely benefit from that. You actually will have more passion and engagement.

“Sometimes I wonder why we make having diverse teams such a challenge [when] in the end it will actually solve the problems we’re trying to solve faster,” said Hickok.

For its part, global onshore wind market leader Vestas unveiled measures a year ago designed to tackle diversity, including targets for female leadership and a review of pay equity between men and women, amid concern over gender bias in the wider wind industry.

Vestas wants to lift the proportion of women in leadership positions to 25% by 2025, and 30% by 2030, up from 19% now.

The focus on diversity in the wind industry and wider renewables sector is likely to intensify, as clean energy grows to support a potential 30 million jobs globally by 2030, up from 11.5 million in 2019, according to Irena figures.