Inclusion in energy leadership is no longer just an ethical imperative—it is a critical driver of economic growth, innovation, and sustainable development. As Africa’s energy landscape evolves, the urgent need for diverse representation, particularly of women, has become a focal point for industry leaders and policymakers.
This is the overarching message from Women in Energy Forum which held earlier today in Abuja, on day one of the ongoing Nigeria International Energy Summit 2025.
With Dr Owen Omogiafo, Group Chief Executive Officer of Transcorp Plc delivering a keynote, prior to an address by Nigeria’s Minister for Industry, Trade and Investment, Dr Olajumoke Oduwole, the session which had a diverse and rich panel of women leaders operating in different areas of the energy sector emphasized that beyond mere participation, women must be strategically positioned within leadership structures to shape policies, drive investment, and lead the continent’s energy transformation.
The Urgency of Gender Inclusion in Energy Leadership
Despite Africa’s vast energy potential, the representation of women in decision-making roles remains disproportionately low. The issue extends beyond fairness; it directly impacts the sector’s ability to harness the full spectrum of available talent. The challenge is not a lack of competence or capability but rather systemic barriers that limit access to leadership opportunities.
At a recent energy summit, industry leaders and legal experts explored the pressing need to break these barriers. Discussions revolved around the necessity of capacity-building programs, policy-driven incentives, and a strong leadership pipeline to bridge the gender gap. A key takeaway was that inclusion and meritocracy are not opposing forces—rather, they are complementary drivers of excellence.
Access to Capital: A Major Hurdle for Women in Energy
One of the most significant challenges women face in the energy sector is access to capital.
According to Mrs Ngozi Ekeoma, Managing Director of NEPAL Oil and Gas, there are several ways of acquiring credit but almost all are hinged on integrity.
“Integrity is doing what you say you will do; and if not possible, notify your client and state your challenges as quickly as possible”.
The Oil Amazon also gave out free tips including not using short term credit for long term projects. She also advised “if you don’t have the resources to engage a consulting firm to undertake an assessment for your project, involve your bankers who will undertake such assessments for you as they are invested in your success”.
Whether acquiring energy assets, investing in infrastructure, or scaling businesses, securing funding remains a critical hurdle. Historically, financial systems have been structured in ways that disadvantage women, limiting their ability to access the necessary resources to compete at the highest levels. Many women lack financial networks, face restrictions in property ownership used as loan collateral, and encounter deeply ingrained societal biases.
Seating on the panel, Mrs Ijeoma Bassey, General Counsel, Transaction and Legal Chevron Nigeria Limited argued that addressing these challenges requires a fundamental restructuring of financial systems.
The Legal expert insisted that financial institutions and policymakers must develop gender-inclusive funding mechanisms to level the playing field. Investment funds dedicated to women-led energy enterprises, alongside inclusive lending initiatives, can ensure that female entrepreneurs and professionals have equitable access to capital.
Another panelist, Ms Patricia Simon-Hart went down memory lane; highlighting the difficulties associated with building a family as woman in the sector but most especially, advising women in the sector to be intentional about what they want to do. Patricia, who is a board member of Aradel Holding, tipped that going to conferences, forums and gatherings remain great places to find and locate networks.
Building a Strong Leadership Pipeline
Beyond financial constraints, there is a critical need to build a robust pipeline of women in energy leadership. The under-representation of women in executive roles often results from limited exposure to high-value transactions and industry networks. To correct this imbalance, the stakeholders identified several key strategies including:
- Targeted Capacity Building and Mentorship Programs
Structured mentorship initiatives can bridge the leadership gap by equipping women with essential skills, industry exposure, and executive connections. These programs should be institutionalized within corporations, governments, and industry associations, linking emerging female leaders with seasoned executives. - Policy and Regulatory Incentives for Gender Inclusion
Governments must implement policies that mandate female representation on boards and in executive roles. Regulatory bodies can also introduce incentives for companies that achieve gender diversity benchmarks. In parallel, stakeholders must advocate for these policies and challenge the status quo whenever leadership lists lack demographic diversity. - Investment in STEM Education and Workforce Development
Expanding access to STEM education for young women is essential in building a more inclusive energy workforce. However, as experts highlight, technical expertise is just one pathway. Legal, financial, and policy expertise are equally critical in the energy sector, necessitating a multidisciplinary approach to leadership development.
Women Making Bold Moves in Energy Leadership
Despite these challenges, women across Africa are stepping up and taking bold strides in energy and infrastructure. According to Mrs Ekeoma, “When i started, there were a lot of women who worked as finders but hardly any at the top end of the industry”.
She disclosed her drive towards becoming a top player in the sector, stating that there were opportunities for collaboration as partners could complement each other by providing capacities they didn’t have previously operating solo; also revealing the availability of angel investors, who were majorly interested in the return on investments.
Indeed, there is a growing recognition, even among traditionally male-dominated institutions, that women’s contributions are indispensable to the sector’s success. Governments, corporations, and advocacy groups are shifting the narrative—acknowledging that gender diversity is not just a social obligation but a strategic advantage.
While progress has been made, experts stress that the journey is far from over. Meaningful change will require continued collaboration, sustained commitment, and policy-driven reforms. The dialogue on gender inclusion in the energy sector is not merely about fairness—it is about unlocking Africa’s full potential to drive innovation and sustainable growth.
As the continent moves forward in its energy transition, fostering an inclusive leadership landscape is not just a goal; it is an imperative.
The Panel session ended with a call to action; which is that systemic barriers must be dismantled, and collective efforts from all stakeholders are required to ensure a truly inclusive and equitable energy sector
