‘If I notice a woman being interrupted or overlooked, I intentionally bring the word back to her’

I believe that all industries benefit from diverse teams of skilled contributors, but this is especially true in solar and storage. The industry is global, it is moving fast, and teams need agility to identify and act on opportunities. A uniform group can easily reinforce shared assumptions and continue operating in old patterns, even while the electricity system itself is rapidly changing.

Technology, markets, and policy are evolving rapidly while global electricity consumption continues to grow at an extraordinary pace. This is an industry where diverse teams are particularly well-suited to solving challenges because they bring different perspectives, experiences, and ways of thinking into the conversation.

A changing industry, but not yet balanced

When I joined the solar industry in 2010, it was still very male-dominated. Most meetings consisted of male engineers and male investors. Over time, however, I started to see more women entering the sector, and I began building a stronger network among women across the industry.

Still, progress can feel uneven. I remember arriving at Smarter E just a few years ago on a shuttle bus from the airport, and out of a completely full bus, only five passengers were women. It made me reflect on the dynamics that still exist within our sector. Are men simply more likely to attend trade shows? Does it depend on the roles companies choose to send? I honestly do not know. But I would certainly like to see more women represented across the industry.

Building a career in a new industry

At the same time, I consider myself fortunate. Throughout my career, I have largely been spared from obvious systemic barriers. The energy transition market intelligence space was still very new when I entered it, which gave me the opportunity to create my own position and build expertise in an emerging field.

Over the past years, my managers, both men and women, have valued my skills and actively supported my growth and promotions, including after I became a mother. I have also worked within highly diverse teams, often with women in leadership positions, which makes a significant difference in shaping workplace culture and expectations.

S&P Global has championed DEI initiatives for several years. One example that stands out to me is the company policy enabling both women and men to take at least six months of paid maternity or paternity leave. What I find especially encouraging is seeing fathers actually taking that leave. Policies matter, but culture matters just as much.

Recognizing the “eclipse” moments

One of the most important leadership lessons I have learned is that women should not break down in situations when they might get eclipsed by a man. It still happens that I am about to say something publicly, and a man decides he has something more important to say.

Sometimes you can continue speaking firmly, or a skilled moderator will intentionally bring the conversation back to you. Other times, you need to adapt to the situation and address it later, or simply let it pass. But these moments are important to recognize because they still shape whose voices are heard.

As a leader and moderator myself, I pay close attention to these “eclipse” situations. If I notice a woman being interrupted or overlooked, I intentionally bring the word back to her because I trust that she has something relevant and valuable to contribute. Leaders need to stay observant because these dynamics can happen very subtly and very quickly.

The power of inclusive leadership

Another experience that shaped my career was remote work. In 2013, S&P Global closed its office in Barcelona, and I decided to remain there and work remotely. At the time, I genuinely thought this decision might limit my career progression. Instead, my male manager believed in me and recognized the value of my contribution. That trust changed everything.

From there, I began managing people and was promoted several times. It reinforced my belief that inclusive environments are not only about formal policies. They are also built through leaders who recognize talent, trust people’s abilities, and create opportunities for them to grow.

Advice for the next generation

For young women entering the solar and renewable energy industry today, my message is simple: welcome to a dynamic and exciting sector.

First, look toward the future. This industry is evolving incredibly fast, and by learning new expertise quickly, you can create your own position, whether within a large company, a smaller organization, or even your own business.

Second, value yourself when you receive a job offer. Throughout all the interviews I have conducted, I have noticed that only men consistently question the salary offered to them. As a result, they are often able to secure a higher starting salary. And that starting point matters because it influences your future salary trajectory over time. 

So if you receive an offer, remember that you have nothing to lose by asking for more.

Josefin Berg is an Associate Director for renewables markets at S&P Global Energy, where she covers trends and company strategies in the renewables market. Her focus areas include IPP, developer and EPC strategies, the demand for renewables in emerging markets and the role of renewables in the power generation mix. With more than 16 years of experience in the solar power industry, Berg authors reports on renewable power markets and trends, and she regularly speaks at industry events.

Interested in joining Josefin Berg and other women industry leaders and experts at Women in Solar+ Europe? Find out more: www.wiseu.network