Marieme-Sav Sow, Vice President for Engagement and Advocacy at TotalEnergies EP Africa, has challenged the global energy industry to move beyond symbolic diversity initiatives and focus on structural changes that empower women with genuine decision-making influence.
In a statement released on Sunday by Tracy Walakira, Director of Public Relations and Strategic Communications and Culture Ambassador at APO Group, Sow said that although more women are visible in junior roles and at conferences, the spaces where critical decisions are made remain largely male-dominated.
Sow, who frequently finds herself as the only African woman in global boardrooms, said her perspective is not a complaint but rather a strategic advantage.
According to her, being in that position allows her to observe issues others may overlook.
“I’m weary of watching Women’s Day celebrations substitute for change. The goal is not simply more women at the table. The goal is building the table we deserve,” she said.
She noted that while corporate reports increasingly feature images of female participation, a significant gap still exists when it comes to executive power and influence.
To address the imbalance, Sow advocates what she calls “intentional design”—developing systems and corporate structures that naturally enable women to lead rather than relying solely on quotas.
The TotalEnergies executive stressed that gender inclusion should not be viewed only as a social responsibility but also as a technical and operational advantage.
She recalled a moment during a project meeting in Mozambique when a female mid-level engineer identified a technical flaw that had previously gone unnoticed.
“She spoke up, her voice calm yet unmistakably authoritative. The room listened. The plan changed. That, too, is influence,” Sow explained.
She added that influence becomes possible when women are not just present in professional spaces but are empowered to question decisions and propose solutions.
Sow also highlighted how inclusive systems can improve outcomes in community-facing energy projects. In Uganda, she said TotalEnergies’ Tilenga Project and East African Crude Oil Pipeline initiatives have adopted a compensation model requiring both spouses’ signatures and the use of joint bank accounts.
According to her, this approach ensures that women—who often hold crucial information about household needs and community welfare—are directly involved in financial decisions related to project impacts.
“When half the population is absent from those decisions, we build systems that serve everyone imperfectly,” she said.
Sow noted that the company’s commitment to intentional inclusion is already producing results in West Africa. At the Nigerian affiliate of TotalEnergies, more than half of senior positions filled between 2022 and 2024 went to women.
She explained that the progress was not driven by quotas but by deliberate investment in mentorship, training, and talent pipelines.
“Proof that when influence is shared, outcomes improve,” she added.
As Africa navigates a major shift in its energy landscape, Sow warned that excluding women from leadership risks creating an energy future that mirrors the inequalities of the past.
She concluded by urging both individuals and corporations to play active roles in fostering inclusive leadership.
“I urge women: seek out opportunities, develop new skills, and step boldly into leadership. I call on companies: create mentorship, training, and policies that allow women to grow and lead,” she said.
Sow reaffirmed her commitment to opening doors for future generations, saying she will continue to occupy spaces where African women are underrepresented to ensure they gain not only a seat at the table but also meaningful influence.
