The energy sector has historically been marked by a predominance of men. However, new initiatives focused on diversity have been gaining ground in the market, contributing to the creation of more inclusive working environments for women. This movement has intensified in recent years, driven by companies that recognise gender equity as an institutional value.<\/p>\n
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Cladtek is one of the companies leading this transformation by promoting programs aimed at expanding women\u2019s access to professional development within the sector. As a result, by the end of 2025, approximately 30% of the company\u2019s global workforce was composed of women \u2014 a percentage expected to increase in 2026 amid recent hiring growth. In addition, 25% of the company\u2019s leadership positions are held by women, compared to an industry average of around 15% to 20% in the oil and gas sector.<\/p>\n
The increase in the number of female employees is the result of a structured plan based on three main pillars: expanding women\u2019s access to opportunities in the industrial environment, investing in professional development and training, and strengthening an internal culture in which diversity is embedded in the company\u2019s daily operations.<\/p>\n
In Brazil, the Apprenticeship Program has already achieved a 41% female participation rate, opening doors for women entering the workforce for the first time. We have also successfully implemented the Cladtek Pulse Trainee Program, which focuses on the technical and leadership development of women of colour who are engineering students or recent graduates.<\/p>\n
Following these strong results, the company plans to adapt and scale these initiatives across other regions, tailoring its diversity programs to suit the unique requirements of its locations throughout APAC and EMEA.<\/p>\n
A Structured Approach to Talent Development<\/h3>\n
Materials engineer Juliana Fonseca participated in the first Pulse Program. The daughter of a welder, Juliana pursued a career in metallurgy and joined Cladtek to follow this professional path.<\/p>\n
\u201cDuring the Pulse Program, the presence of female managers was immediate. It demonstrated that the company maintains female representation within its leadership positions,\u201d Juliana said.<\/p>\n
Cladtek has modified its recruitment processes to align with these institutional values. The company now utilises specialised recruitment teams focused on candidate profiling and has revised evaluation criteria to prioritise development potential over prior experience.<\/p>\n
Following selection, candidates undergo a structured onboarding process that includes technical training, coaching sessions and an operational integration plan. Throughout, Cladtek\u2019s internal leadership maintains an accessible management style to facilitate ongoing dialogue and professional development.<\/p>\n
\u201cThis selection and onboarding process was a real differentiator. It prioritised preparation and the exchange of experiences. Today, I am proud to tell everyone I know that I am part of the Pulse Program \u2014 an initiative through which Cladtek demonstrates the value of female participation in the industrial environment,\u201d Juliana concluded.<\/p>\n
Market Leadership and Knowledge Sharing<\/h3>\n
Cladtek\u2019s strategy focuses on structural changes to industrial organisation rather than simple access. Human Resources Director Luciana Caldas states that diversity correlates with increased safety, innovation and operational efficiency. Consequently, the company is pursuing a long-term equity roadmap.<\/p>\n
\u201cThe objective is for Cladtek to serve as an industry reference. Beyond pioneering diversity initiatives, the focus is on contributing to a shift in market culture,\u201d Caldas said.<\/p>\n
\u201cThis initiative extends beyond isolated equity targets to influence the broader energy and oil and gas market. We collaborate with other organisations to share our diversity frameworks, aiming to facilitate a broader shift in industry standards,\u201d Caldas added.<\/p>\n
Expansion of Diversity Initiatives<\/h3>\n
In the coming years, Cladtek intends to expand its diversity programs by prioritising technical training, female leadership development and the continuous audit of internal processes to ensure equity.<\/p>\n
For Caldas, progress is also linked to professional collaboration. \u201cIt is essential for women to recognise their potential and operate with greater cohesion. Through collaborative efforts, it is possible to dismantle historical barriers. The strategy for those entering the sector is to prioritise professional growth and view peers as strategic allies,\u201d she said.<\/p>\n
\u201cWith the necessary technical preparation and confidence, it is possible to occupy any role within the sector,\u201d Fonseca added.<\/p>\n<\/div><\/div><\/div><\/div><\/div>