Gender Equality Plan (GEP) of the Research Centre for Energy Economics (FfE)

Preamble

The Research Center for Energy Economics (FfE) has been engaged in application-oriented research and science-based consulting for over 75 years. This makes it one of the leading energy research institutions in Germany. Our network of politicians, energy companies, associations, and industry helps us identify relevant research questions and develop innovative solutions.

As an interdisciplinary team of experts that develops practical solutions for complex energy industry challenges, we also strive to be an institution that promotes equal opportunities, diversity, and inclusion.

The Gender Equality Plan (GEP) presented here takes into account legal requirements and political recommendations at state, federal, and European level. The FfE is thus committed to actively promoting gender equality. The aim is to reduce inequalities and enable equal participation of all genders. Particular focus is placed on supporting women in underrepresented areas and on reconciling family and career.

This plan defines concrete goals and measures for a gender-equitable working environment. Continuous evaluation of the GEP ensures that progress is measurable and that sustainable change is achieved.

The FfE’s overarching goal is to develop measures that will enable a significant increase in the proportion of women with personnel responsibility in the medium term.

Implementing this plan is an opportunity to strengthen the FfE’s position as an attractive and fair employer. Together with our employees and partners, we can make the FfE a role model for equality and social justice.

1. Anchoring equality at the FfE

Review

Gender equality is promoted at the FfE by the works council. The works council has two representatives, one male and one female, who are responsible for promoting equality issues and are available to answer questions from employees. In addition, a selection of employees from different status groups (management, works council, staff) are participating in the “Fair Future” project. The aim of the project, which is funded by the Federal Ministry of Labor and Social Affairs and the European Union, is to identify and introduce equality measures, as well as to train and educate employees (FairFuture). Thus, in recent years, FfE has not only implemented equality measures, but has also sought support to identify further measures in the future to create a fair working environment for all employees and to live and further develop gender equality. Specifically, this means:

• In the status quo, equality is actively practiced, but it has not yet been institutionalized through processes, structures, strategies, objectives, or similar measures. In the future, this will be changed through a clearly defined framework with concrete objectives in order to promote equality even more systematically and actively (see areas of action).
• Until now, promoting gender equality has been defined as a task of the works council.
• The aim is to strengthen the implementation of gender equality measures by drawing up plans and identifying measures, as well as by deepening and discussing the role of the works council.

2. Gender proportions in qualification and career progression

Review

At the time of the survey (December 1, 2025), a total of 81 people were employed at the Research Center for Energy Economics (FfE), two more than in the previous year. The gender ratio varies greatly across the groups evaluated. While the association’s management is led by two men, there are more women than men employed in the administration/information technology/science communication (administration/IT/WIKO) department. These ratios have not changed compared to 2024. In the remaining three categories, from students to scientific and technical staff (WTMA) to subject area management (TFL), the proportion of women in 2024 was slightly above 25%. The biggest change in the past year was the increase in subject area management, which reduced the proportion of women in this category to around 15%. See also Figure 1 and Table 1.

Overall, the gender breakdown is 71% male, 29% female, and 0% diverse. This distribution has not changed significantly when comparing the years 2024 and 2025. The figures presented here reflect the challenges facing an entire industry. However, when looking at the proportion of students and WTMA compared to the proportion of women in popular degree programs at the FfE, the picture is more positive. For example, the proportion of women in typical fields of study of FfE employees, such as in the categories of electricity and energy (15%) or engineering and technical professions (17%), is below the gender ratio at the FfE (Statistics | Eurostat).

In addition to its scientific work and science-based consulting, the FfE also participates in events at the Technical University of Munich. In doing so, it strengthens the visibility of women in technical and scientific professions in its public image:

• Half of the lectures held by representatives of the FfE at the Technical University of Munich in 2024 were given by women (as of December 1, 2024). As of December 1, 2025, these lectures were given exclusively by men.
• In addition, the FfE selects people for its own events (e.g., panel discussions) regardless of gender and, as far as possible, ensures parity.

The FfE Executive Board in numbers

The FfE Executive Board, which plays a central role in the association, consisted of 27 people in 2024, 3 of whom were female and 24 male. Since 2025, the Executive Board has consisted of 29 people, 3 of whom are female and 26 male. Here, too, individuals are addressed in a gender-neutral manner. Potential board members are selected primarily on the basis of substantive criteria (professional competence, overview of the subject area). In addition, the management and the deputy scientific director are part of the board. To avoid double counting, the honorary board members are described below, excluding the management and the deputy scientific director. This results in a ratio of 89% male, 11% female, and 0% diverse. See also Figure 2.

A presidium consisting of three people is elected from the board. Currently, the FfE presidium consists of two male and one female representatives.

The FfE Works Council in figures

In addition to the Executive Board, another body with a central role in promoting equality is the Works Council. As in the previous year, in 2025 it will consist of two female and three male WTMA members.

Outlook

The statistics presented here will be collected annually from 2024 onwards on December 1 and continuously expanded. The aim of the expansion is to collect relevant indicators that describe the gender dimensions at the FfE and enable the monitoring of areas of action. In the future, data will be collected and evaluated on a team-specific basis in order to better reflect trends within these teams.

3. Areas of action in gender equality policy

3.1 Work-life balance and corporate culture

Review

• Since 2017, the works council has conducted a regular (every 1-2 years) anonymous survey on mental health. The survey also covers aspects of work-life balance and corporate culture. Based on the feedback, measures to improve cooperation and mental health were developed in workshops with all employees and management.
• For seven years, an internal women’s network has been meeting regularly at the FfE. Various topics are discussed there, such as gender discrimination in science and technical professions, sharing experiences of working in a male-dominated work environment, etc.
• The FfE has been part of the Munich Public Utilities Women’s Expert Network for over six years. The FfE is also invited to regular meetings and exchange formats, such as workshops on self-confidence or technical discussions on energy management.
• In order to promote a work-life balance that is appropriate to personal circumstances and to facilitate the compatibility of family and career, there are unlimited home office options and flexible working time models (full-time and various part-time options). The flexitime model allows employees to organize their own working hours outside of core working hours in a flexible and independent manner.

Outlook

• The above measures should be maintained and, where possible, institutionalized.
• The topic of “work-life balance” is to be included in greater depth in the mental health survey in order to monitor the need for enhanced measures.
• As part of participation in the “Fair Future” diversity project, up to two equality measures from the project are to be implemented. This can be accompanied by training and awareness-raising among the workforce.

3.2 Gender balance in corporate governance and decision-making

Review

The figures presented in this GEP by the FfE reflect an unequal gender distribution. This is particularly pronounced in positions with personnel responsibility (management and subject area management). The distribution appears equally unequal with regard to the Executive Board, where 11% of the members are female. A study from 2021 looks at the gender distribution in management positions in the energy industry. Here, too, it can be seen that the proportion of women throughout Germany is only around 15% (Energy industry: Women in management positions remain in the minority Source: pwc). These data reflect the challenges facing an entire industry. In order to be able to make balanced decisions nonetheless, the FfE has so far relied predominantly on criteria-based processes when selecting individuals. The replacement of topic area managers is based on a partially formalized process and criteria that are as objective as possible.

Outlook

• In order to strengthen gender balance in the decision-making process in the near term, it is important to further standardize existing processes to avoid unconscious bias. In the medium term, the aim is to identify measures to further reduce this inequality. These measures should include, in particular, the early promotion of non-male individuals.
• In future, greater attention will be paid to gender equality at an early stage when filling management positions. In order to achieve a minimum of 40% women in positions with personnel responsibility in the medium term, greater attention will be paid to gender parity in the upstream stages (application processes, recruitment procedures, career advancement).

3.3 Gender equality in recruitment and career progression

Review

• After the second interview, applicants have a separate meeting with the works council, during which, among other things, fair treatment in the application process is reviewed.
• At FfE, there is salary transparency with regard to base salary: base salaries are based on the TVÖD pay scale. The corresponding salary table is accessible to all employees, and basic salaries are increased based on length of service.
• There are no differences between genders.
• The aim is to focus on the individual performance of each person rather than their gender, both during recruitment and throughout their career.

Outlook

• The current application process usually involves three separate interviews. The first two interviews are conducted by two members of the management team and a department head. This is followed by a final interview with a member of the works council. In order to reduce unconscious bias, the aim for the future is to ensure that at least one person of each gender is represented in these interviews.
• An online application portal is currently being created. Care is being taken to ensure that the language used is gender-neutral and that the application requirements are non-discriminatory.
• The extent to which the FfE can get involved in a girls’ day/school visits to promote interest in energy industry topics with a focus on girls is being examined.
• In future, the above statistics will also record and present the gender distribution of hires in the past year.
• Gender ratios vary greatly between individual teams (subject areas). In future, the above statistics will therefore also reflect gender ratios within teams. In addition, measures will be taken to ensure that teams are more balanced, e.g. by targeting potential female applicants through targeted public relations work.

3.4 Integration of gender dimensions into research and teaching content

Review

Currently, gender dimensions are not taken into account in research and teaching content.

Outlook

In the future, measures and ideas will be developed to determine whether and to what extent gender dimensions can be taken into account in future research and teaching content and what impact this will have on the likelihood of project outlines being approved.

3.5 Measures against gender-based violence, including sexual harassment

Review

• Ensuring equality and equal rights within the company is one of the tasks and duties of the works council. Personal or anonymous reports can be made via various channels.
• There is no dedicated election of an additional equal opportunities officer.
• An exchange has taken place within the internal women’s network and is possible on a regular basis.

Outlook

• The general training program is to be expanded to prevent discrimination (including unconscious bias) and contribute to creating a fair working environment for all employees. The most effective form of training (coach, e-learning, etc.) will be determined in advance.
• Those participating in the “Fair Future” diversity project from management, staff, and the works council are being sensitized and are expected to act as “change agents” in communicating the topic to the rest of the workforce.