A Future Energy Skills initiative is overcoming gender inequality and critical skill shortages in Australia’s energy sector.
Australia’s energy sector is at a critical juncture.
The 2025 Powering Skills Organisation Workforce Plan reveals that job listings in energy trades have doubled over the past decade, yet apprenticeship completion rates remain at just 68 per cent.
This is a major concern, as the nation needs a significant influx of skilled workers to meet its clean energy goals.
A recent Jobs and Skills Australia report states that Australia will need up to 42,000 more electricians in the next seven years, and the clean energy workforce will likely need to grow to 84,000 by 2050. These numbers aren’t just for renewable energy projects, they’re essential to maintaining the broader economy while undertaking a domestic net-zero transformation.
In Victoria alone, 33 major renewable energy projects – including the Golden Plains wind farm and Portland BESS – are driving unprecedented demand for skilled electrical workers, particularly in regional areas.
Despite this critical need, women make up just three per cent of the energy trades workers in Australia. This underrepresentation is more than just a gender equity issue, it’s a significant barrier to building the skilled and inclusive workforce Australia needs.
To address these challenges, Future Energy Skills (FES) is leading a new project based on an inclusive gender equity apprenticeship model.
Funded by the Federal Government’s Building Women’s Careers (BWC) program, this is one of only ten large-scale projects selected nationwide. Its mission is to drive systemic, structural, and cultural change in the training and work environments critical for a sustainable future-energy workforce.
A collaborative network of change-makers
The strength of this initiative lies in its partnerships. FES is working with a diverse group of partners, each bringing unique expertise and reach.
This includes the Victorian branch of the National Electrical and Communications Association (NECA), a peak industry body providing essential resources and training to better equip electrical contractors.
Tradeswomen Australia is also involved, which advocates for gender inclusivity in traditionally male-dominated industries, offering mentorship and networking opportunities for women in trades.
Similarly, Bendigo Kangan Institute provides vocational education and training tailored to the energy and technical sectors, equipping students with the skills necessary to succeed in an evolving energy landscape.
Other partners include TASTAFE, a leading Tasmanian provider of training and workforce development, The Busy Group, which plays a crucial role in supporting businesses with recruitment, apprenticeships, and traineeships, and MEGT, a national organisation focused on apprenticeship and traineeship services.
By ensuring the project is firmly grounded in industry realities, this network of partners form a robust and collaborative network dedicated to building clean energy workplaces that are not only sustainable, but inclusive and equitable for all.
Transforming the apprenticeship ecosystem
Over the next three years, the FES project team will collaborate closely with employers to support female apprentices undertaking the Certificate III in Electrotechnology Electrician, with a focus on electives in new energy technologies.
This targeted intervention is designed not only to increase participation, but to reshape the apprenticeship ecosystem, making it more inclusive, future-focused, and responsive to the evolving demands of the clean energy sector.
To guide this transformation, the project is structured into four key stages:
Stage 1: applied research
The project begins with a gender impact assessment involving fully anonymised interviews to explore current workplace conditions, challenges, and opportunities for improvement.
Stage 2: co-design and implementation
Solutions will be collaboratively designed to support employers, apprentices, registered training organisations (RTOs), and apprenticeship connect providers. These strategies will be implemented in workplaces, with ongoing support provided to ensure successful integration.
Stage 3: review and refinement
The effectiveness of the implemented solutions will be reviewed through feedback from employers, apprentices, and other stakeholders. Adjustments will be made based on real-world experiences to ensure the strategies remain relevant and impactful.
Stage 4: final evaluation
A comprehensive evaluation will assess the overall success of the project, identifying best practices and areas for further development.
To ensure the solutions are scalable and widely adoptable, the outcomes will be shared through toolkits, case studies, and awareness campaigns. These resources will help embed gender equity into the culture of the clean energy sector – not just supporting a few women but reshaping the system itself.
The project is designed to deliver tangible, lasting impact. Key outcomes include:
- Increased female participation and retention in clean energy apprenticeships
- Encouraging and supporting change in workplace cultures
- Supportive ecosystems built through stakeholder collaboration
- Evidence-based solutions to reduce occupational gender segregation
- Improved visibility of clean energy careers for women through targeted campaigns.
These outcomes will not only benefit women, they will strengthen the entire industry by expanding the talent pool, improving workplace culture, and driving innovation.
Applied research for systemic change
The research phase of the FES project has been led by Dr Paula Fernandez Arias from Tradeswomen Australia, who is implementing a gender impact assessment to gather insights through confidential interviews with employers, apprentices, and industry stakeholders. These conversations are crucial to understanding the systemic and cultural barriers that prevent women from entering and thriving in electrotechnology trades.
The findings will guide the development of practical tools and policies for employers and training organisations. This will benefit all workers and include anti-harassment policies, flexible work guides, employer mentoring frameworks, and tailored cultural awareness resources.
These resources will be made available online, ensuring easy access and scalability across the sector.
Training delivery through the FES project will be tailored to support women’s success. This includes flexible training plans, collaborative learning environments, and peer support networks – all designed to foster confidence, build community, and support retention.
But the transformation doesn’t stop at the classroom. The project is also engaging group training organisations (GTOs) and employers to adopt gender-neutral recruitment practices, inclusive workplace policies, and individualised career development plans for apprentices.
These changes aim to create respectful, supportive environments for all workers.
Take the lead
For electrical business owners or employers in the energy sector, now is the time to be part of a transformative initiative addressing both skill shortages and gender equity.
Join Future Energy Skills and its partners in shaping a more inclusive, skilled, and future-ready workforce.
Register your interest today here.
