As Australia accelerates its transition to clean energy, the sector faces a critical challenge: building a workforce large enough to tackle the challenge of meeting net-zero targets, and one that reflects the diversity of the communities it serves.
At Beca, the largest employee-owned engineering and consulting firm in the Asia-Pacific, this challenge has become a catalyst for change.
Through its award-winning gender initiatives, Beca is not only addressing gender imbalance in engineering but also helping to shape a more inclusive and representative energy sector in Australia.
A sector-wide challenge
The engineering and energy industries in Australia remain heavily male-dominated. Nationally, only 14 per cent of engineers are women.
At Beca, that figure is more than double – 33 per cent of the company’s Australian workforce identifies as female, according to its 2024 Diversity Census.
But this only scratches the surface of the work to be done.
Recognising the need for systemic change, Beca has launched a suite of company- and employee-led initiatives designed to attract, retain and elevate women and gender-diverse individuals across the business, with a strong focus on its energy team.
Influencing from within
Two flagship programs are at the heart of Beca’s efforts.
Firstly, the Mac.Robertson Girls’ High School STEM Partnership led by the employee championed Gender@Beca team, launched in 2023, introduces Year 10 and 11 students to real-world engineering and energy careers.
Since its inception, 83 students have participated, with Beca reporting that 40 per cent have returned for further engagement – demonstrating the program’s effectiveness in building a future talent pipeline.
Complementing this is the Killibinbin Sponsorship Program, which launched in 2024 and is running again in 2025 following a successful first year. This initiative pairs emerging female leaders with senior sponsors, offering tailored development and career mentoring.
Among the 12 participants in its inaugural year were four women from Beca’s energy team. Five participants have already been promoted in 2025 – a powerful indicator of the program’s impact on the participants’ development opportunities.
Designing for inclusion
Accessibility and flexibility are central to Beca’s gender initiatives.
Events like Gender@Beca’s online speed networking and educational forums are structured to accommodate remote employees and those on parental leave.
The Killibinbin program offers facilitated learning modules with a focus on strengths-based development and one-on-one sponsor support, ensuring participants can engage meaningfully regardless of their circumstances.
Importantly, these initiatives are inclusive by design. Events previously exclusive to women are now open to male colleagues, fostering allyship and shared responsibility for gender equity.
Driving cultural change
These programs have become a cultural movement within Beca that is supported and felt by everyone, regardless of role or seniority.
Guided by the company’s 40/40/20 gender balance target by 2030 (40 per cent women, 40 per cent men, 20 per cent any gender), the initiatives are embedded in Beca’s broader Diversity and Inclusion strategy.
The company said this alignment ensures long-term sustainability and accountability.
Beca has found that the impact is already visible – creating safe spaces for dialogue, shifted internal mindsets, and embedded equity into leadership practices.
It’s also elevated Beca’s presence in the wider energy community. Leaders like Principal Melody Valentine and Senior Principal Vai Rane have become prominent advocates, speaking in renewables-focused forums about excelling as women in energy.
A model for the sector
With a net promoter score of 92/100 by attendees for Killibinbin and a growing number of female leaders in its energy team, Beca is setting a new benchmark for equity in the clean energy sector. The initiative’s success lies not just in its numbers, but in its ability to inspire change – from high school classrooms to city boardrooms.
As Australia works toward a more sustainable energy future for its communities, Beca wants to bring along the best talent to be part of the solution, especially in under-represented groups.
These initiatives offer a compelling example of how inclusive leadership and targeted action can help build a workforce that’s not only technically capable but also socially representative.
When the people solving Australia’s most complex energy problems reflect the diverse communities they serve, the future becomes brighter for everyone.
For more information visit https://www.beca.com/en-au
