Women in the Electrical Sector: Progress and Challenges across Europe

Europe is currently facing a widespread shortage of electricians, with at least 16 European countries reporting highly severe gaps. This situation stems from a combination of factors, including the persistent negative perception of Vocational Education and Training (VET), insufficient investment in technical schools, and demographic trends, notably the retirement of older generations of electricians.

EuropeOn has long advocated for promoting vocational education and increasing the attractiveness of VET for young people and career changers. However, any discussion on attracting new talent inevitably raises another critical issue: the lack of diversity and the underrepresentation of women in the sector. As Emma Elheim Karlsson, EuropeOn’s Vice-President, puts it, “it’s ridiculous that we can only attract one half of the population when trying to increase our workforce.”

While the number of women in the sector has increased over the years, progress remains slow and uneven across countries. National associations and electrical contracting companies are increasingly aware of this imbalance and have taken steps in recent years to address it.

What do the figures say?

The representation of women in the electrical sector varies across countries and remains difficult to quantify precisely. However, data from EuropeOn members provide some insights:

These figures show that, despite gradual improvements, the proportion of women in technical roles remains very low across Europe. Even as female employment in the energy sector slowly increases, women are still more often found in administrative roles than in technical positions. IRENA notes that the highest share of women in the renewable energy sector is in administrative roles, while medium-skilled positions (such as installers and electricians, typically coming from VET pathways) have the lowest representation.

A low share of women in the installation sector is a missed opportunity for businesses. Attracting more women would not only help address workforce shortages but also add significant value to companies. Søren Østergaard, CEO of Copenhagen-based electrical contractor Høyrup & Clemmensen, highlights this: “The female electricians we hired have made an active, considered choice to become electricians, and the quality of the work they perform is really high. They take responsibility, deliver results, and sometimes question things differently than their male counterparts. It is really good for the company.”

This satisfaction goes both ways. Women in technical roles report high levels of engagement and fulfillment. According to Techniek Nederland, men in the technical sector rate their work satisfaction at 8.1 on average, while women give it an 8.3. Among women in the sector, job satisfaction reaches 96%.

What About the Next Generations?

We cannot predict the future, but current education trends offer important signals. In recent years, significant efforts have been made to attract more girls and young women to vocational education and training (VET). Although in some countries this has led to an increase in the share of women starting technical studies, the overall percentages remain low.

  • TEKNIQ (2022) reported that only 3% of new apprentices in Danish electrician education are women.
  • In Sweden, women account for around 10% of participants in adult education in the electrical sector, but only 2–3% among young people enrolled in electrical VET programmes.
  • In Catalonia, women enrolled in VET courses represent 4.5% in Electricity and Electronics, 10.0% in Installation and Maintenance, and 6.8% in Energy and Water.

Despite efforts to attract more women, evolution is slow. EuropeOn members have explored why the sector still struggles to engage women. One reason is that, despite efforts to change the image of the sector as being physically demanding and masculine, gender roles are difficult to override, both from the candidate and employer’s perspectives.

Encouraging girls to see themselves in technical professions should start early. The Swedish children book “Ghost disco – with fun facts about electricity”, produced by the Upplyst initiative, teaches boys and girls about electricity, fuse boxes and solar energy. More importantly, it features a woman electrician and shows a girl solving electrical problems, offering young readers a visible role model.

Indeed, the scarcity of female role models is a major reason why girls and women often do not consider the electrical sector. The Danish initiative “Boss Ladies” elaborated a guideline on how to strengthen diversity through digital communication and one of their key recommendations is making  sure that gender diversity of the company is visible in their visual materials.

Another barrier is how VET courses are branded and presented to prospective students. A case study from the University of Tampere (Finland) illustrates the impact of simple changes. The University launched their “Energy Transition Degree Programme” in autumn 2023, and around 40% women enrolled in its first year. By contrast, the share of women in traditional electrical engineering and other technology programmes typically ranges between 10% and 20%. This example suggests that rebranding of traditionally male dominated courses could help attract more women, by putting the focus in aspects such as the innovative side of the profession.

Is there a retention problem?

At the same time, attracting women to technical education is only the first step; ensuring they complete their training and transition into working life is equally important. Several EuropeOn members have identified an additional challenge: retaining female talent during and after studies.

There is still not enough information to determine whether the dropout issue disproportionately affects women, or if it reflects a broader retention problem in the installation sector. For instance, ECA Electrical Skills Index shows that, while interest in electrical careers continues to grow in the UK, fewer than 1 in 5 learners enrolled in classroom-based electrical courses progressed into an apprenticeship or skilled employment over 2025/26.

However, different reports highlight the challenges women face in male-dominated technical sectors. One of them, is a higher level of pressure resulting from impostor syndrome and wanting to prove themselves in a male-dominated field. For instance, many female VET students feel that it is their responsibility to disprove the prejudices about women in craft trades, which lead to higher levels of stress and sometimes even drop-out. Teachers and apprenticeship providers can help by avoiding the expression of negative expectations in front of female students, such as sceptical questions not posed to their male peers (“are you sure you can handle that?”).

Once in the workplace, employers can take specific steps to attract and retain women. “Boss Ladies” highlights the importance of benefits like flexible working hours and strong maternity policies as fundamental to fostering retention and creating an inclusive workplace.

Initiatives from Across Europe

Progress is gradual, and some challenges are difficult to overcome; but EuropeOn members are actively developing initiatives to attract and support women in the electrical sector.

In Sweden, Upplyst was launched in 2017 as a joint initiative between Installatörsföretagen and the trade union Elektrikerna. Its objective is to make it as natural for women as for men to become electricians. The initiative works with schools, decision-makers, young people and the industry at large to promote inclusion and gender equality. In 2025, Upplyst was recognised with the Gender Equality Rocket award, underlining the visibility and impact of its work.

In the Netherlands, Techniek Nederland launched the campaign “Wij Hebben Je Nodig” (“We Need You”), targeting women aged 20 to 40. The campaign speaks to young women, career changers and women returning to the workforce after raising children. Through personal stories, opinion pieces and an interactive test that helps users identify suitable technical professions, it presents the sector as accessible and full of opportunity.

In Denmark, the “Boss Ladies” campaign, supported by EuropeOn member TEKNIQ and other technical sector stakeholders, aims to inspire more girls and young women to pursue careers in installation and construction. Beyond awareness-raising, the initiative has developed a knowledge hub with practical resources to promote diversity, well-being and attractiveness in traditionally male-dominated professions. One of its recent outputs, produced in collaboration with EuroSkills Herning 2025, analyses the barriers and opportunities women face both before recruitment and during their participation in skills competitions.

In Germany, the “ElektroHeldinnen” (“Electrical Heroines”) initiative brings together key actors from the electrical industry to strengthen the visibility and recognition of women in the sector. Officially launching at the Light + Building trade fair on 8 March 2026, the initiative aims to create a long-term platform for exchange, networking and engagement.

These initiatives show that while structural challenges remain, the sector is working to improve working environments and make the electrical sector more diverse.

Next Steps for Gender Equality in the Electrical Sector

Increasing the participation of women in the electrical sector is not just a matter of gender equality; it is essential to addressing workforce shortages and securing the sector’s future. While the electrical contracting sector has already taken steps and some improvements have been observed, there is still a long way to go.

  • The first step is to have accurate data. As Member States assess the gap between available and in-demand energy efficiency professionals (obligation established on article 28 of the Energy Efficiency Directive), they should also evaluate the specific gender gap in the sector. Understanding where women are underrepresented will help design more effective policies and initiatives. EuropeOn also calls on our member associations to gather more data specific to our sector.
  • At the EU level, the upcoming VET Strategy offers a key opportunity to advance gender equality in technical education. EuropeOn has already urged the Commission to ensure the strategy promotes VET careers through national and EU-wide campaigns. These campaigns should also focus on attracting girls and women to the installation sector, highlighting the value, diversity, and innovation in electrical professions.
  • Electrical contracting companies play a central role. A proactive recruitment strategy targeting female trainees and candidates will help expand the talent pool. Benefits that may be particularly attractive to women must be considered. National associations can provide guidance and support to help businesses develop more inclusive workplaces.
  • EuropeOn has already facilitated discussions on this topic through a roundtable on women in the sector. Repeating this exercise would allow for further data collection, deeper insights, and the sharing of best practices across the European electrical contracting sector.

Empowering more women to join and stay in the sector will not only help close the skills gap but also contribute to building a more resilient and innovative electrical workforce. In the words of Søren Østergaard, “female electricians take responsibility, bring results, and sometimes question some other things than their male counterparts”.