In recent years, the female population has started to become part of sectors from which they were previously excluded, and has even managed to take on leadership positions that were historically held by men.
When Grant Thornton began its research on Women in Business, , they held only 19.4% of senior management positions in the mid-market. By 2024, this figure had risen to 33.5%.
While this is progress, it remains slow.
At the current rate of change, the mid-market will not reach gender parity in executive roles until 2053.
“According to the report, women occupy 40% of leadership positions in Spain, making the country one of the most advanced in Europe,” explains Laura Gonçalves, Managing Director of Powerdot in Spain.
However, this percentage drops to 27% in the highest responsibility positions.
“This reflects that, although there has been progress, there are still barriers to accessing the most influential positions within organisations, particularly in sectors like mobility, where the gender gap is even more pronounced,” Gonçalves comments to Mobility Portal Europe.
But why is it important to include women in these positions?
Deloitte’s 2024 Women in the Boardroom report confirms that companies with greater gender diversity on their boards tend to achieve better financial results and greater long-term stability.
It has also been shown that companies with more women in decision-making positions are more innovative and have a more balanced organisational culture.
The data supports this positive impact: McKinsey’s 2023 Diversity Matters Even More report revealed that in 2015, companies in the top quartile for gender diversity were 15% more likely to outperform their competitors in the bottom quartile financially.
By 2023, this advantage had grown to 39%.
“Having diverse teams allows for new perspectives and also results in greater business efficiency. This applies not only to gender but also to different cultures or social contexts,” says Gonçalves.
This means that encouraging women to take on leadership roles is not just the right thing to do, but also a strategic advantage.
“Companies that prioritise diverse leadership experience greater innovation, more solid decision-making, and a broader understanding of customer needs,” says Auste Pranckute, Co-Founder at Stuart Energy.
She continues: “The mobility and automotive industries are evolving rapidly, and bringing different perspectives ensures that we are creating solutions that work for everyone, not just for one specific demographic.”
On the other hand, it is worth mentioning that a study on open innovation conducted by Dr. Aurelia Engelsberger emphasizes that a collaborative and inclusive mindset improves knowledge sharing and accelerates technological progress.
“This is especially relevant in electromobility, where rapid advances in technology and infrastructure require fresh ideas and inclusive leadership,” says Ivelina Kadiri, Regulatory Affairs Manager, E-mobility at AMPECO.
“Research shows that organizations that embrace gender diversity benefit from a broader range of perspectives, leading to more effective decision-making and innovative advancements,” she adds.
Which sector is taking the initiative?
Kadiri states that the electric vehicle charging business is gaining ground in implementing Diversity, Equity, and Inclusion (DEI) principles faster than other industries.
“This could be due to the extreme dynamics of the sector in all its aspects: technological improvements and the evolution of the regulatory landscape,” she acknowledges.
It is worth mentioning that the fact that the electric mobility sector is relatively young, as are many of the companies within it, presents an opportunity.
“New companies tend to have fresher cultures, as many of them come from other European countries where the sector is more developed,” states Inma Cima, Country Manager of Fastned in Spain.
She confirms this through her own experience:
“I’m lucky to work in one of the most inclusive companies I’ve ever known, where what’s truly valued is the talent and capability of people, regardless of their gender or even whether they have experience in the sector or not.”
How to boost women’s leadership in the e-mobility sector?
Data from this year’s Grant Thornton research indicate that the progress made so far is fragile.
There has been a drastic decline in the percentage of female CEOs, suggesting that women no longer occupy real positions of power within organisations.
In this regard, the research highlights that decisive measures are needed to keep them in these roles.
Fortunately, the emerging nature of sustainable mobility presents a unique opportunity to implement progressive policies from the outset, ensuring that diversity and equity are foundational pillars of its development.
“Companies must understand that diversity in leadership is key to innovation and growth, two key success factors in the e-mobility industry,” says Olga Rybakova, Head of Sales and Marketing at VEGA Chargers.
But how can this be achieved?
“With clear equity policies to ensure women have the same opportunities for promotion as their colleagues. It’s important to create a comfortable and respectful work environment where everyone feels valued,” Rybakova acknowledges.
For her part, Pia Kilian, Lead Employer Branding at gridX, highlights that “as in many industries, visibility and access to opportunities play a key role.”
“Strengthening networks, creating more role models, celebrating women’s achievements, and ensuring equal access to professional development are important factors,” she asserts.
Kilian also recognises that fostering mentorship programmes, where women in leadership positions can share their experiences and guide new generations, would be beneficial.
Uliana Torkunova, CEO & Co-Founder at LetMeCharge, agrees with this stance:
“It is crucial to create more opportunities for visibility, training, and access to technical and leadership roles. At LetMeCharge, we believe that the future of electric mobility should be built with diverse talent.”
“To achieve this, it is essential to invest in training programmes, promote inclusion policies in the sector, and ensure a flexible and equitable work environment. Only then will we achieve real and sustainable change in female participation in e-mobility.”
Other measures that can be implemented include eliminating biases in recruitment and selection processes, encouraging young women to explore careers in STEM and engineering from an early age, and promoting more female role models in e-mobility to inspire the next generation to see this field as a place where they belong and can lead.
Respect is also needed
Mobility Portal Europe asked these women if they had ever felt that their opinions were judged simply because of their gender.
The response is not surprising: most of them said yes.
“It’s an experience that many women in the sector have faced. On several occasions, I’ve noticed how my ideas were ignored until someone else, usually a man, expressed them,” acknowledges Torkunova.
“There were moments when I had to repeat my ideas to be heard or when my experience was questioned more than that of my male colleagues,” says another one of them.
“But I’ve learned to handle it by staying confident, proving my worth through results, and building a strong network of allies,” she adds.
Talent and ability have no gender. Continuing to open doors and create opportunities for everyone, regardless of their identity, will ensure not only a more representative sector but also one that is more dynamic and resilient.
The mobility of the future must be sustainable in every aspect, and diversity is key to achieving this goal.
