15 November 2024
Women in Solar Europe (WiSEu)

From my perspective, the solar industry is more open to women than traditional industries and we have a lot of opportunities. In fact, throughout my professional career, I have met many talented women who are both part of the industry and contribute to it through leadership roles.

However, it is crucial to underline the need for the industry to prioritize work-life balance for all its members. When it comes to women, there is still much work to be done to provide the necessary support at important stages of our lives. For example, companies need to adopt consistent strategies and opportunities that support mothers.

On the other hand, finding balance between work and life can be difficult. Based on my personal experience, I appreciate the opportunity to access remote and hybrid work options and flexible working hours as I adapt to this new phase of life.

I have also personally witnessed many women who have difficulty returning to the workplace after maternity leave, often because companies lack effective support systems. This oversight hinders their professional development, limits their opportunities, and deprives organizations of talented individuals who can significantly contribute to success.

It is crucial to recognize common negative assumptions about mothers’ commitment and ambition to their careers. In contrast, fathers often struggle with inadequate parental leave; This is a clear reflection of paternal bias, undermining their role in early parenting. To combat these biases, organizations need to take decisive action. This can be achieved by normalizing parental leave for all parents, ensuring transparency around career development and post-employment promotion expectations, and developing robust support systems to help employees transition back to work smoothly. By doing this, companies can foster a more equitable workplace that values ​​the contributions of both mothers and fathers.

Based on a general definition, the motherhood penalty relates to a well-known phenomenon that refers to the decrease in earnings experienced by women after becoming a mother. Protecting the health and well-being of all employees, regardless of parent status, should always be among the top priorities of companies.

For new parents, it is very important to know that their workplace supports them in this new life stage. Improving opportunities for both parents to spend time with their newborn and using data and metrics rather than assumptions to monitor employee performance are some actions that can shape this support.

Improving work-life balance is one of the most critical benefits of combating maternal and paternal bias. A good work-life balance is essential to reduce stress and prevent burnout in our professional and personal lives. The solar industry and its significant increase in job opportunities must go hand in hand with improving working conditions for all its members.

Ercilia Estrada is a project manager engineer with over twelve years of experience in the solar industry. Ercilia started his career in the photovoltaics market in 2012. During these years, he focused on Renewable Energy projects in Italy and mainly provided technical consultancy services. He holds a degree in electrical engineering from Universidad de Costa Rica and Università degli Studi dell’ Aquila and an Executive Master’s in Project management from 24 Ore Business School.

I’m interested in joining Ercilia Estrada and other female industry leaders and experts at Women in Solar Europe? Learn more: www.wiseu.network

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