Vivo Energy targets 40% female workforce by 2026

Vivo Energy’s Chief Human Resource Officer, Reinette Vessels, has revealed the company’s goal of achieving 40% female representation in its workforce by 2026.
She stated that the goal is an extension of the company’s ongoing efforts, which have already seen female representation rise to 34.5%.
She disclosed this at Vivo Energy Ghana’s maiden edition of its ShePower summit in Accra.

The ShePower summit sought to inspire and empower young women to excel in their academics and professional journeys, particularly in STEM fields.
Vivo Energy Ghana is the exclusive distributor and marketer of Shell branded fuels and Lubricants.
Reinette Vessels, indicated that a separate target aims to increase female participation in professional and skilled roles to 45% by 2026.
“Right now, we are close to 43% when it comes to the skilled roles, which shows the significant progress we have made,” she added.
She noted that diversity is not just about meeting quotas but about unlocking the full potential of the workforce.
“Diversity is not about owning numbers, and it is not a tick-box approach. It’s about creating opportunities, valuing different opinions, and unleashing the full potential of our workforce across communities,” she stated.
Breaking Barriers in a Male-Dominated Industry
She acknowledged the challenges women face in the energy sector, citing cultural barriers, unconscious bias, and the perception that certain roles are too physically demanding for women.
Currently, female representation in the industry remains low, with some areas seeing as little as 23% participation.
However, Vivo Energy is actively working to change this.
“For us, it’s an opportunity to drive female participation tremendously. It is a business focus and a priority,
“Our ambition is clear—40% female representation by 2026, and we are implementing concrete initiatives to make this a reality.” She said.
Initiatives Driving Change
The Chief Human Resource Officer explained that to accelerate female inclusion, Vivo Energy has rolled out several initiatives aimed at supporting, mentoring, and developing women within the organization.
One of these is the Women’s Network, a programme designed to support and empower women through mentorship, training, and knowledge-sharing sessions held every one to two months.
The network covers critical topics such as unconscious bias, imposter syndrome, performance management, and personal branding.
Another key initiative she disclosed is Lead Women in Leadership, a programme targeting women in leadership roles.
This initiative focuses on personal and business leadership skills, helping women build confidence and expand their influence within the organization.
Owning Growth and Creating Opportunities
Reinette Vessels also urged women to take ownership of their professional growth, stressing that career advancement requires initiative, resilience, and continuous learning.
“Owning your growth means showing up, delivering results, and being accountable for your development,
It’s about identifying the skills you need, seeking mentorship, and positioning yourself for leadership opportunities.” She noted.
She also called on employees to support and mentor other women in their careers, regardless of their current positions.
Founder and CEO of L’ainér HR, Dr. Mrs. Ellen Hagan, urged women to push beyond cultural and systemic barriers, emphasizing that empowerment begins with self-belief and action.
She challenged women to stop waiting for permission to lead and instead own their expertise.
She cited examples of women who, despite their qualifications, hesitate to take on leadership roles due to self-doubt.
She stressed that confidence is key to career advancement, urging women to assert themselves and claim leadership roles in STEM industries.
She added that breaking barriers is not just about personal success but about paving the way for future generations.
She praised initiatives like ShePower, which has been instrumental in mentoring and supporting young women in STEM.
She commended women who have taken bold steps in the energy and technology sectors, stating that their success serves as an inspiration for others to follow.
Programmes Officer at the Ministry of Gender, Children, and Social Protection, Miriam Opoku, noted
That the push for greater representation is not merely a diplomatic gesture but an essential step toward sustainable development.
“We define change as both beautiful and scary—a sound so tiny, yet as classic as the very essence of transformation,” she stated, likening the journey toward gender equality to a Spanish romanticist movement.
This change, she argued, must be rooted in policy, opportunity, and unwavering advocacy to ensure that women have the platform to lead, innovate, and thrive.
By CHRISTABEL OBOSHIE ANNAN, Accra