Gender inequality leads to poor management and the results will have a negative effect on organizations. This article is written by Alison Kay and focuses on the gender preferences of executives in energy companies. According to Kay, only 4% of senior management at the 100 largest energy companies are women and the remaining 96% are men. Due to this inequality of preferring more men in senior management and ignoring women working in senior management, the energy sector is facing management problems. There is talent among women that could be useful in decision-making and business development in the energy sector, even private or public companies, but the entire energy sector lacks the talent of women, this is the reason why challenges are increasing in these organizations and very less development and success has been seen in the last few decades. According to Kay, diversification in the U.S. energy sector plays an important role, but there is no diversity in the energy sector and it is dominated by male executives in the energy sector. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Additionally, author Kay described that this is not just a gender issue, but also a business issue. One of the main jobs of a board of directors is to have the ability to foresee change as a whole so that the organization can adapt, but if you have all male executives in senior management, the Innovation will be weak due to less diversity in employee gender. You don't have to be an evangelist in all sorts of areas to understand that precise reasoning is necessary when it comes to electricity and utilities. An investment of $17 trillion is needed in power and energy establishments worldwide by 2035, and approximately 60% of the global utility sector workforce is over 40 years old. There is a shift in the game towards a renewable and appropriate age, and away from conventional and collected plans of action. However, with men making up 96 percent of senior managers, there is no way for women to show initiative. For a while, male authority may be less pleasant. There is still a domestic club provision that hurts the energy segment. Part of the club understands that the time and skills they have are never enough in this changing world. Change efforts are underway. By focusing organizational coaching plans, Kay says adaptable working arrangements and normal speeches on a decent variety in the meeting room. This should depend on the motivation of each meeting of the UK's utility sector leaders. You need to be exceptionally proactive about changing sexual balance, it's definitely not happening, of course. Yet the energy sector also has a representation problem among women. The view of job openings in the energy sector can be changed through enrollment, promotion and messaging, and also working with young women from the start. The author agrees that energy companies are missing half of their capabilities if they don't acquire more women. I think that service organizations have an obligation of consideration to advance and energize,’.