Receiving recognition from the Standard Bank Women in Industry Awards for its contribution to gender parity simply reflects the company’s long-term commitment to creating a diverse, inclusive and equitable workplace, says renewable- energy company G7 Renewable Energies chief project officer Karen de Bruyn.

The company’s approach extends beyond recruitment, with diversity, equity and inclusion embedded into workforce planning, succession planning and employee development to create equal opportunities for career progression.

“There’s often a perception that companies need to prioritise female candidates over male candidates to improve representation. Our experience has been different. We focus on appointing the best candidate for the role and creating an environment where everyone has an equal opportunity to succeed. Through that approach, we have still achieved close to gender parity, which demonstrates the depth of female talent available in our industry when barriers are removed,” she adds.

A key component of the company’s strategy is developing female talent through its internship programme. G7 Renewable Energies human resources head Colette Kuhn says the company has appointed more than 38 interns over the years, many of whom have remained with the company or continued their careers elsewhere in the renewable-energy sector.

The latest internship intake included three women, two of whom have since secured permanent positions. Women have “also progressed into management and leadership positions through structured career development, succession planning and continuous learning opportunities,” De Bruyn adds.

Retaining women employees has been a priority. De Bruyn states that flexible and hybrid working arrangements, support for new mothers and a focus on employee wellbeing have helped to create an environment where women can build long-term careers.

Mentorship and professional networking also form part of the company’s development approach. Rather than relying solely on formal programmes, G7 Renewable Energies encourages newer employees to attend conferences and industry events alongside senior colleagues.

“A good mentor can also provide perspective, guidance and access to opportunities that might otherwise take years to discover,” says De Bruyn, adding that these opportunities help employees build professional networks and confidence.

The company is also investing in developing a future skills pipeline through external internship programmes, career days and community outreach initiatives.

G7 Renewable Energies supports programmes such as the Spes Bona High School Career Day, and recently participated in the First Central Karoo Career Exhibition, in Laingsburg, in the Western Cape. The exhibition brought together local schools, municipalities, industry partners and community organisations, exposing more than 500 learners from Sutherland, Laingsburg and Touwsriver, as well as unemployed youth and community members, to career opportunities across several sectors, including renewable energy.

De Bruyn says these initiatives are intended to encourage more young women to pursue science, technology, engineering and mathematics (STEM) careers.

While progress has been made within corporate environments, she believes that more work is needed to ensure inclusive workplace practices.

“An area where the industry still has work to do is ensuring that the inclusive policies developed at head office translate into the day-to-day realities of construction and site-based environments. Women entering these roles must feel safe, respected and supported, and that requires a consistent commitment from everyone involved in delivering these projects.”

Continued collaboration among employers, government and educational institutions is needed to strengthen the pipeline of women entering technical careers through greater investment in STEM education and increased exposure to opportunities in the renewable- energy sector, De Bruyn concludes.