This week Women in Solar+ Europe gives voice to Alba Sande, lawyer at Spanish law firm ASande Legal. She states that, despite progress, women remain underrepresented in the renewable energy industry. "As a woman and a mother, I have often encountered the unspoken assumption that professional ambition must take a backseat to family life, a bias rarely applied to men," she says.

The solar, energy storage, EV charging, and grid infrastructure sectors sit at the heart of the energy transition. What makes these industries particularly suited to, and in need of, gender diversity and inclusion is the nature of the challenge itself. The energy transition demands innovative thinking, long-term vision, and the ability to manage complexity across technical, legal, regulatory, and social dimensions. Gender diversity brings varied perspectives, leadership styles, and problem-solving approaches. Inclusion ensures those voices are heard and valued.

These industries work best when they reflect the diversity of the communities they serve. Decision-making becomes stronger when collaboration replaces uniformity. Diverse teams are not only fairer; they are more effective, more resilient, and better prepared to build a sustainable future.

From my experience, diversity, equity, and inclusion are directly linked to the resilience and success of the renewable energy sector. DEI broadens the range of inputs organizations rely on to navigate complexity. Inclusive workplaces foster trust and psychological safety, encouraging open dialogue and the kind of bold ideas that innovation requires. This is essential in a fast-evolving sector like renewable energy, where adaptation is constant. When professionals feel empowered to contribute, retention improves, decision-making becomes more robust, and strategies are better aligned with societal needs. DEI is not separate from business success, it is integral to long-term impact.

Looking back at my own career, I encountered systemic barriers that many women in male-dominated industries will recognise. Implicit biases about how leadership should look and sound, often shaped by traditional models, were persistent. The absence of visible female role models and the lack of structural support, particularly for those balancing care responsibilities, created additional friction. Overcoming these challenges required building strong support networks, staying grounded in purpose, and allowing results to speak clearly. It also meant resisting pressure to “fit the mould” and instead demonstrating that strategic thinking, empathy, and consistency are powerful leadership traits.

Over time, I have observed important shifts in how the industry approaches gender inclusion in leadership. There is greater recognition that diverse leadership is not simply desirable; it is necessary. We are seeing more women in strategic roles and greater openness to flexible career paths. That said, inclusion at senior levels still requires deliberate effort. True progress happens when organisations understand that leadership potential is not tied to a single profile or personal circumstance. Valuing varied life experiences, including those shaped by caregiving, strengthens leadership culture and builds resilience.

Navigating bias and scepticism has been a defining part of my professional journey. As a woman and a mother, I have often encountered the unspoken assumption that professional ambition must take a backseat to family life, a bias rarely applied to men. Yet this is not about choosing one over the other; it is about integration. Early on, I realised that women with young children are frequently expected to prove they are prioritising work in order to be taken seriously. My response was consistency, results, and a clear message: commitment is not gendered.

Even today, driving DEI initiatives at an executive level remains challenging. Despite progress, women remain underrepresented in decision-making spaces. In my experience, around 80% of strategic meetings still involve only men, particularly when critical decisions are being made. One of the greatest challenges is feeling like an equal, owning expertise, and expressing it with confidence in environments where women are often required to repeatedly prove their competence, while male colleagues are assumed to be capable by default. This imbalance makes DEI both essential and deeply personal to lead.

There are still specific gender dynamics within the energy sector that influence career progression. Women, especially mothers, are more frequently questioned about long-term commitment or availability. There remains an unequal expectation to prove expertise. While these dynamics are evolving, progress is slow. Acknowledging them and addressing them without penalising different life experiences is essential for building an inclusive, high-performing industry.

To young women entering the solar and renewable energy sector today, my advice is simple: believe in your voice and your contribution from day one. This industry needs critical thinkers, communicators, and leaders who reflect the diversity of society. Do not allow outdated assumptions to shape your path. Seek mentors who support your growth and organisations that recognise potential beyond traditional models. Being a woman is not a limitation, even when you are the only one in the room. Trust your expertise, ask questions boldly, and bring your full self to the table. The sector will be stronger for it.

Alba Sande is an administrative and regulatory lawyer specialised in energy, environment, and infrastructure. After several years advising major national and international clients at Clifford Chance Madrid, she founded Asandelegal, a boutique legal practice focused on strategic regulatory support for the energy transition. Her experience includes advising banks, funds, and energy companies on permitting, litigation, and regulatory matters in large-scale renewable energy projects—especially wind, solar PV, and storage. Alba holds a double degree in Law and Economics (ICADE) and a Master’s in Energy from the Spanish Energy Club. She is a regular contributor to industry publications and a speaker at sectoral forums. As a woman and mother working in a traditionally male-dominated industry, she is an advocate for inclusive leadership and visibility of diverse talent in energy law and infrastructure. She believes that legal certainty, diversity, and sustainability must go hand in hand to meet the challenges of the green transition.

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

The European Commission has launched an in-depth investigation to assess whether a €61 million ($71.6 million) arbitration award in favor of Malta-based ACF Renewable Energy is compatible with EU State aid rules.

The European Commission said it will investigate an arbitration award ordering Bulgaria to pay €61.04 million plus interest to ACF Renewable Energy Ltd., which invested in a Bulgarian solar plant under a 2011 renewable energy support scheme.

Bulgaria modified the scheme in 2013 and 2014, prompting ACF to pursue arbitration. The arbitral tribunal found Bulgaria breached the Energy Charter Treaty and awarded compensation in January 2024. Bulgaria notified the European Commission but has not paid the sum.

The European Commission said its preliminary view at this stage is that implementing the award would constitute state aid under Article 107(1) of the Treaty on the Functioning of the EU, making it potentially incompatible with the internal market. The investigation will also consider whether the award breaches EU treaty provisions on the jurisdiction of the Court of Justice of the European Union.

The probe allows Bulgaria and interested parties to submit comments. It does not indicate the European Commission’s final decision.

EU law generally prohibits intra-EU investor-state arbitration under bilateral investment treaties or the Energy Charter Treaty, following the 2018 Achmea judgment and the 2021 Komstroy ruling. The EU formally withdrew from the Energy Charter Treaty in June 2025.

The European Commission said that legal protections for investors remain through national courts and EU law, and member states must ensure renewable energy support measures are stable and do not undermine the economic viability of projects.

In December 2025, Bulgaria’s Ministry of Energy awarded more than 4 GWh of energy storage capacity across 31 projects under its RESTORE 2 procurement plan, committing BGN 228.9 million ($137.2 million) to develop standalone renewable energy storage infrastructure nationally.

And in October 2025, International Power Supply switched on Bulgaria’s first battery energy storage system (BESS) manufacturing facility near Sofia with an initial annual capacity of 3 GWh, with plans to expand to 5 GWh by the second quarter of 2026.

The U.S. Department of Energy moved to de-obligate or revise billions in financing for clean energy projects while prioritizing natural gas and nuclear power.

From pv magazine USA

The U.S. Department of Energy (DOE) announced it will restructure or eliminate $83.6 billion in loans and conditional commitments, shifting focus away from renewable energy sources like solar and wind in favor of baseload power like gas and nuclear.

Along with this action the DOE has renamed the loaning organization, the Loans Programs Office to the Office of Energy Dominance Financing (EDF).

The action follows a review of the Biden administrations $104 billion principal loan obligations, “including approximately $85 billion rushed out the door in the final months after Election Day,” said a press statement from DOE.

The department stated that nearly $30 billion has been or is being de-obligated, while an additional $53.6 billion is undergoing revision.

According to the department, approximately $9.5 billion in subsidies for wind and solar projects were eliminated. These funds are being redirected toward baseload energy sources, including natural gas, nuclear power, and coal-fired facilities. The agency said that the changes are intended to prioritize grid reliability and lower electricity costs for consumers.

The department maintains $289 billion in available loan authority. It identified six sectors it will fund, notably excluding renewable energy and battery energy storage.

The EDF is set to oversee the allocation of funds across a diverse range of energy and industrial sectors. These include nuclear power, fossil fuels such as coal, oil, gas, and other hydrocarbons, as well as critical materials and minerals essential for technological development.

Secretary of Energy Chris Wright said the office will now focus on supporting the private sector through energy projects that provide consistent power rather than intermittent generation.

Recent analysis finds that solar and battery energy storage costs have fallen enough where cost-competitive “anytime electricity” is available around-the-clock.

The department has already begun closing loans under the new priorities, including a deal to restart the Three Mile Island nuclear facility. A coal-powered fertilizer plant in Indiana also received support.

Meanwhile, many solar and storage developers that had received conditional commitments under the previous administration must now navigate a revised landscape where federal backing is no longer guaranteed for renewable technologies.

The department noted that $85 billion of the original portfolio was finalized in the final months of the Biden administration, a timeline the current leadership described as “rushed.”

The move signals a departure from federal support for the energy transition as previously defined, focusing instead on traditional energy production and nuclear expansion.

This week Women in Solar+ Europe gives voice to Melodie de l'Epine, Senior Project Manager/ Head of Research & Innovation at France's Becquerel Institute. She says that ncouraging men to shift from strict hierarchy to informal exchanges fosters more equitable rapport. Women can benefit from noticing how men address each other and consciously joining in, since subtle forms of address strongly shape power perceptions.

Our industries operate in a context of constant fluctuation. Policy frameworks change, market conditions evolve rapidly, and uncertainty is part of our daily reality. This means that, as an industry, we must be creative, adaptable, and resilient. From my perspective, the more diverse our teams are, the wider and more varied their experiences become. This increases the likelihood that we will find the viewpoint, the idea, or the understanding that allows us to adapt with resilience to changing environments. This richness of thought and experience is something our industry greatly benefits from, not only because we need it, but also because we tend to have a higher participation rate of women than many other energy sectors.

Looking back at my own career, the barriers I encountered were often systemic rather than explicit. In France, at least, I have found that respectfully encouraging men to move away from a strictly hierarchical viewpoint and into more informal exchanges has been incredibly useful in creating more equitable rapport. I would encourage women to be attentive to how men address each other and to consciously include themselves in this form of address. It is subtle, but forms of address underpin human perceptions in powerful ways.

At the same time, my knowledge and understanding have often been underestimated. In those situations, a willingness to raise my hand and demonstrate what I know has been fundamental in my roles. It is not easy to be visible, particularly when you feel you need to prove your competence, but learning to have confidence in myself was an important lesson in my professional development.

In terms of gender inclusion in leadership, I have observed meaningful shifts over time. Working in fields and jobs that have meaning and contribute to the greater good has often been a preferred pathway for women, and renewable energy clearly aligns with this motivation. However, reaching leadership roles has historically been hindered by several factors: the lower share of women in management positions, unconscious bias, and the commitment many women continue to have to home responsibilities. A generation of more accessible parental leave for fathers, alongside legislation mandating greater representation of women, is beginning to change this dynamic. I am thankful that in France, some major companies have clearly demonstrated their trust in women in leadership positions, ENGIE being one example.

I have also seen very tangible impacts from having diverse leadership teams. In my experience, diverse leadership has demonstrated that caring for the holistic wellbeing of employees and team members is both acceptable and beneficial. Women, at least in my experience, tend to be able to express this care more easily than men. I have seen women leaders identify and propose accommodations for employees experiencing stressful or difficult conditions at home much more regularly, often drawing on personal experience. The outcomes have been very positive, particularly in terms of anticipating work deadlines and making room for quality deliverables despite complicated availability.

An inclusive environment has also played an important role in my own career progression. I have teenagers, and when they were born and throughout their younger childhood, I was able to adapt my working hours and durations to be compatible with my care plans. That flexibility meant that I could concentrate fully on work when I was at work, without guilt, because I was also able to give my children the time I wanted to give them. French legislation has, of course, enabled this across the board. However, what truly made a difference was the attitude of my employer. This flexibility was welcomed as an opportunity to experiment with new people and new roles, rather than being seen as a constraint, and that made a significant difference to my experience.

For young women entering the solar and renewable energy industry today, my advice is grounded in experience. I believe we can change people’s perceptions by expecting the best of them. Expect men to treat you as their equal, and demonstrate this expectation through the way you work with them. Grow your own confidence—others cannot do it for you—and be conscious of your achievements. Know that you are valuable, that you can and will learn, and that a task is only undoable until you learn how to do it. Finally, do not hesitate to ask for advice and support from other women. We have been there too.

Mélodie de l’Épine is Head of Research & Innovation at the Becquerel Institute France, where she leads strategic analysis, market research and innovation programmes in photovoltaic energy. Recognised as a leading expert in the French PV sector with over 25 years of experience, she has previously coordinated the photovoltaic unit at HESPUL and contributed to national and institutional working groups on grid connection, support mechanisms and energy policy. Today, Mélodie works on European innovation projects spanning new PV technologies, manufacturing and operations, while also engaging in international collaborations, where she is co-manager of Task 1 for the International Energy Agency’s PVPS Programme. She regularly publishes market analyses and contributes to national and international reports on PV power applications, helping shape strategic insight into market trends and policy developments. 

Interested in joining Mélodie de l’Épine and other women industry leaders and experts at Women in Solar+ Europe? Find out more: www.wiseu.network

Year in Review series perspectives, from FEOC to data centres, from Vaughn Morrison, partner at US law firm Troutman Pepper Locke.