Hostile work climate: gender barriers in the European energy R&I workforce.

Achieving climate neutrality by 2050 demands a fundamental transformation of the energy sector, which currently accounts for 76.6% of global greenhouse gas emissions. Meeting these targets requires attention not only to the green technologies produced by research and innovation (R&I), but also to who drives these innovations and under what working conditions. Despite progress made over recent decades, women remain systematically underrepresented in the energy sector, owing to deeply rooted structural dynamics: male-dominated organizational cultures, recruitment and evaluation processes shaped by gender bias, and professional climates that hinder women's full participation and career advancement. This study examines the R&I workforce in the energy sector, a domain in which gender imbalances have thus far received limited scholarly attention. A cross-national survey was conducted among employees of European public and private universities and research organizations, structured around sociographic and professional variables, organizational context variables, and four validated psychometric scales-Work-Related Quality of Life, Perceived Subtle Gender Bias Index, Just Energy Transition Knowledge Production, and Workplace Diversity Climate-comprising a total of 43 items. The data enabled examination of: i) perceptions regarding institutional support for women's career trajectories and the handling of both overt inequalities and implicit biases; ii) everyday workplace practices, such as professional recognition, empowerment, and well-being, as key determinants in fostering a genuine commitment to sustainability. Methodologically, the latent structure of the 43 items was identified through exploratory and confirmatory factor analysis, yielding nine composite factors subsequently used to perform a cluster analysis. The results identify two contrasting profiles: a Critical Cluster, predominantly female, in which the working environment is perceived as hostile and gender discrimination manifests in multiple forms, including implicit bias, verbal harassment, and inadequate support for work-life balance; and a Neutral Cluster, predominantly male and concentrated in the renewable energy, characterized by a more positive assessment of the organizational climate and limited awareness of gender stereotypes and discriminatory practices. This polarization calls into question the inclusivity and equity of the current R&I system in the energy sector. The study provides an empirical contribution to the debate on inclusive energy transitions and puts forward policy recommendations to strengthen gender equity measures within R&I organizations.