Women in hydro | Tangible possibility


Aida Mabjaia is a leading Mozambican energy executive with over 20 years in the hydropower sector, who strives to use her experience to open doors for others, mentor young talent and contribute to a more inclusive and diverse energy sector. “When a young talented woman sees someone who looks like her leading a hydropower plant, negotiating an energy policy, or managing major infrastructure project, something shifts. Possibility become tangible,” she says. Working in hydropower as a woman in a male dominated sector is both challenging and rewarding, Mabjaia admits. And in the early stages of her career, female representation in technical and leadership roles was extremely limited. “I was often the only woman in the room,” she


explains, “which demanded additional effort to ensure my voice was heard and that my contributions were recognised on merit. At times, doubts arose not from lack of competence, but from persistent gender stereotypes that still associate engineering and technical leadership predominantly with men.”


Sometimes the challenge is not obvious discrimination, she says. It can often be subtle bias such as assumptions about physical capability, leadership style, or commitment. But when more women are included across the entire energy value chain, from technical operations to executive leadership, Mabjaia says projects become stronger, companies become more innovative and societies benefit from more balanced and sustainable development. Mabjaia believes that we are now witnessing a movement toward inclusion and equal opportunities, but need to remember that gender equality in the energy sector begins with a simple but powerful conviction: talent and potential are not defined by gender.


The Trellis Fund According to Jaradat et al, who undertook research into


improving equity in the Canadian renewable workforce, the challenge is not just about underrepresentation of women and equity-deserving groups. It’s also about the structural and cultural dynamics that reproduce exclusion even amid rapid sectoral expansion. As previously mentioned, existing research on the


renewable energy workforce tends to rely on surveys, market data, or projections. Far less is known about the lived experiences and motivations of different groups entering the sector. Such an omission matters, the authors explain, because mainstream data often overlooks the qualitative, values-driven perspectives and circumstances that shape career pathways - particularly those of women, newcomers, youth, Indigenous peoples, and LGBTQ+ workers.


In their study, Jaradat et al looked at the Trellis Fund Bursary Programme Grassroots Initiative, which is designed to address the growing shortfall in qualified professionals to support Canada’s energy transition. Designed and developed by seven professional women in Canada’s energy sector, the bursary aims to remove barriers to female participation. Run by volunteers, The Trellis Fund is described as “a


grassroots feminist niche initiative”. Its goals include: ● Reducing financial stress. ● Providing access to credentials and conferences. ● Amplifying the voices of women and other equity- deserving applicants in the energy space.


26 | June 2026 | www.waterpowermagazine.com Students in all fields of study that are relevant to the


energy workforce can apply for Trellis grants, as well as students of all ages and at all professional career stages. This is because the fund was designed to be inclusive and welcoming to a widely diverse group of students, reflecting the diversity of professional opportunities and skills required to support the growth of the sector. Each year, $2500 no-strings-attached grants are


awarded to four recipients. Each grantee is given the opportunity to grow their profile and leadership skills through Trellis programmes, including participating on industry panels, speaking at Trellis events, and receiving marketing and communication profiles on Trellis platforms. Trellis also provides mentorship opportunities, with recipients and applicants gaining access to industry events through direct engagement with the women on the Trellis Advisory Committee, as well as curated mentorship opportunities with other energy sector professionals. According to Jaradat et al, women, newcomers, BIPOC, LGBTQ+, and under-25 applicants are not lacking interest, ambition, or talent. Instead, they face financial, cultural, and institutional barriers that systematically constrain participation within the sector. Addressing these inequities requires coordinated changes in funding models, education systems, and sector hiring practices. In conclusion, the authors note, Trellis applicants are


motivated by climate responsibility, equity, community representation, and innovation, demonstrating that they already representative of a future workforce aligned with the leadership and social-engagement needs of Canada’s energy transition.


References


Women in the Renewable Energy Sector Within G20 Countries: A Bibliometric Analysis by Bella Siwela and Knowledge Shumba. Adm. Sci. 2026, 16, 119 https:// doi.org/10.3390/admsci16030119


www.worldbank.org/en/news/feature/2026/02/27/ bhutan-s-power-sector-is-increasingly-a-woman-s- world


www.stantec.com/nz/ideas/content/careers/2025/ lessons-from-dams-engineering-conversation-with- rachael-bisnett


www.hydropower.org/blog/women-in-hydropower- svitlana-stepanenko


www.hydropower.org/blog/women-in-hydropower- elvan-tugsuz-guven


www.hydropower.org/blog/women-in-hydropower- sabrina-kost


www.hydropower.org/blog/women-in-hydropower- claudine-bouchard


www.hydropower.org/blog/women-in-hydropower- annevella-anak-mathew


www.hydropower.org/blog/women-in-hydropower- aida-antonio-mabjaia


Improving equity in Canada’s low-carbon energy workforce: Learning from the lived experiences of diverse applicants to a grassroots bursary Arwa Jaradat, Rebecca Black, and Christina E. Hoicka 2026 Faculty of Social Sciences Faculty Publications. https:// dspace.library.uvic.ca/bitstreams/6ead1d1b-4417- 42a9-9992-3e5c010b75bc/download


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