As Pakistan strives to meet its Nationally Determined Contribution targets and pursue a green transition, discussion often centres on technology, finance, and infrastructure. However, the human element, including mobilising human capital and considering the diverse beneficiaries, also needs to be part of the equation.
In many communities, women are the primary backbone of social structures. Yet, women remain underrepresented in roles related to the design, deployment, and policy of green systems and solutions.
Recognising women as key stakeholders in the social context supports development by addressing gender-specific barriers but treating women as only beneficiaries limits impact. Meaningful change is only possible when women are included in the decision-making process, bringing diverse perspectives and often opportunities to explore new avenues. This inclusion, however, hinges on equipping women with the necessary green skills to access and thrive in green job roles.
At present, there is no agreed-upon definition of green skills, and they vary across institutions. In a recent report by The Economist, green skills are defined as the knowledge, competencies, values, and attributes needed to develop and support a sustainable, low-carbon, and resource-efficient society. However, institutions such as the International Labour Organisation defines green jobs “as decent jobs that contribute to preserving or restoring the environment, in traditional sectors such as manufacturing and construction, or in new, emerging green sectors such as renewable energy and energy efficiency.”
Women make up only 35pc of STEM graduates in Pakistan translating into even lower participation rates in technical roles
Notably, both these definitions are gender-neutral, highlighting the need to ensure that both men and women are equally equipped for green roles to foster inclusive governance. Data from the International Monetary Fund shows that women account for six per cent of green jobs in advanced economies, but this figure falls to 4.6pc in emerging and developing markets.
Global trends show that fewer women than men hold green job roles. Barriers such as access to safe transport and workplace conditions, the burden of childcare and family responsibilities, and cultural norms play a role here. Furthermore, non-traditional barriers include the low number of women graduating in science, technology, engineering, and mathematics (STEM) fields across economies.
According to Unesco data, women make up only 35pc of STEM graduates in Pakistan translating into even fewer women in technical roles, especially in energy, waste management, climate technology, and engineering, all of which are key growth areas for green jobs.
To reverse these trends, companies can invest in structured pathways to help women transition into green roles. The Roshni Baji programme, established by K-Electric, trains women to serve as safety ambassadors who go door-to-door to engage households on electrical safety and energy conservation, and offers training to become certified electricians.
Moreover, Dawlance runs a nationwide apprenticeship programme for female technical interns, providing hands-on training in appliance repair, wiring, and entrepreneurship. In 2024, two graduates opened Pakistan’s first women-led Dawlance Authorised Workshop in Multan after completing the apprenticeship, with plans to open more that year. The workshop remains in high demand for appliance repair, as female customers prefer female technicians for house calls.
While upskilling provides a mode of inclusion for entry and recruitment, there is also a need to look at the roles women are being hired for in organisations. Recent research from International Renewable Energy Agency shows that women are underrepresented in job categories across all industries, with a greater representation of women in administrative roles than in STEM or green job roles. Administrative roles have a limited impact on strategic decision-making, leaving the gendered perspective unaddressed.
A starting point for addressing this would be first to identify which roles can be classified as green jobs and to ensure equal representation of women in those roles. Additionally, after being hired, women should be informed of the importance of sharing their perspectives.
Finally, it is essential to address the lack of women in leadership roles by ensuring advancement within organisations. At the board level, the Securities and Exchange Commission of Pakistan requires boards of listed companies to establish a dedicated sustainability committee with at least one female director, ensuring that women are represented in green roles at the topmost level.
The International Labour Organisation estimates that the green transition will create 24 million new jobs by 2030 through the adoption of energy efficiency, electric vehicles, and building efficiency and 20m additional jobs in the renewable energy sector. This could result in implementing energy users’ knowledge as active creators into design and delivery for new green solutions.
Nazish Shekha is Head of Initiative, CERB and Safia Hussain, Programme Manager, SDG Programmes and Partnerships
Published in Dawn, The Business and Finance Weekly, March 8th, 2026
