A standout panel session on women’s leadership took place during the IV International Legal Forum “Tashkent Law Spring” on May 30 at the InterContinental Tashkent Hotel. Hosted by ACWA Power, a major investor in Uzbekistan’s energy sector with $15 billion in local projects, the session explored practical approaches to empowering women in traditionally male-dominated industries, including law, energy, and public service.
A Platform for Legal Reform and Gender Dialogue
Now in its fourth year, Tashkent Law Spring has become a key event for legal professionals across Central Asia. The 2025 forum drew over 200 participants, including lawyers, judges, academics, and policy experts, with a focus on strengthening Uzbekistan’s legal landscape. Among the many sessions, the ACWA Power panel on women’s leadership stood out for its cross-sector insights and actionable recommendations.
Saudi Vision 2030: Progress in Workforce Gender Inclusion
Hager Altwegieri, Board Secretary at ACWA Power and an expert in governance and sustainability, shared Saudi Arabia’s progress under Vision 2030. “In 2016, women’s workforce participation stood at 22.8%. Today, it is at 36%,” she said. “We surpassed our original 30% target and are now aiming for 40% by 2030.”
Altwegieri emphasized the importance of setting measurable goals and ensuring institutional accountability. She cited a government-backed childcare support program as an example of how targeted policies can reduce barriers for working mothers.
Mentorship and Infrastructure as Enablers
Altwegieri also highlighted the value of mentorship and career readiness support for women entering the workforce. “Women often need help with CV writing and interview preparation,” she said. “Mentorship plays a crucial role in this journey.” She underscored the importance of respecting cultural traditions, quoting an Arabic proverb: “A mother is a school. If you prepare her well, you prepare a nation for prosperity.”
Digital Safety: A New Front in Gender Equality
Kamola Alieva, PhD in Law and a gender equality expert at Tashkent State University of Law, addressed the risks posed by digital tools in professional environments. “Digitalization is changing how we work, but it also exposes women to new forms of harassment,” she warned. Inappropriate messages, digital exclusion, and misuse of personal data are increasingly common threats, especially in male-dominated workplaces. Alieva called for legal frameworks that define digital misconduct and protect employee data with gender-sensitive safeguards.
The Investment Case for Inclusion
Anar Nurbayeva, Gender Advisor and Principal at the European Bank for Reconstruction and Development (EBRD), discussed the bank’s inclusive investment strategies. “Gender and economic inclusion is one of our top three priorities,” she said, noting EBRD’s collaboration with ACWA Power and Schrodinger College to promote renewable energy careers among women. “It’s about both fair HR policies and building future-ready skills,” she added.
Challenges in Intellectual Property for Women Entrepreneurs
Madina Tursunova, Chair of the Association of Patent Representatives of Uzbekistan, outlined the hurdles women face in protecting intellectual property (IP). “IP enforcement is costly and complex,” she said, noting a societal bias that discourages women from innovating. Tursunova advocated for more training in business skills, arguing that support must go beyond financial aid to include leadership development for women entrepreneurs.
Energy Equity as a Justice Imperative
Aziza Umarova, Head of the Delivery Unit at the Agency for Strategic Reforms under the President of Uzbekistan, highlighted energy access as a social justice issue. “While Austria reports just eight minutes of blackout per year, some Uzbek schools experience six daily blackouts,” she said. Her team created a geo-portal to map essential services in schools and hospitals across the country.
Umarova called for more women in decision-making roles in the energy sector, arguing they bring inclusive and community-focused solutions. “We need women who understand regulation and innovation,” she said, citing India’s rural solar lamp initiative as an example of grassroots innovation with transformative impact.
Human Capital and Measurable Progress
Altwegieri returned to discuss ACWA Power’s approach to tracking gender representation. “In 2020-21, we appointed our first female board member. We now monitor gender metrics at the board level as part of our Human Capital Strategy,” she said. These metrics are tied to national policy goals and reviewed by top leadership to ensure accountability.
Embedding Gender Equality in HR Policies
Olga Pak, Head of Human Resources and Corporate Culture at ACWA Power Uzbekistan, described how the company embeds gender equality across all HR processes, from recruitment and promotion to compensation. “We’ve institutionalized gender parity,” she said. The company also enforces strict anti-harassment policies, creating a safer, more inclusive work environment.
Cross-Sector Collaboration and Collective Action
The panel exemplified how legal, business, and public sectors can work together to advance gender equality. Speakers from international development banks, energy firms, academia, and government shared a common message: women’s voices must be integrated into all levels of decision-making.
Education, Quotas, and Startup Support
During the Q&A session, speakers addressed how to support women’s entry into law and energy careers. Alieva emphasized the need to teach gender equality and digital safety in schools. Nurbayeva highlighted clear career pathways from education to employment. Tursunova noted the empowering effect of women-led startups.
The topic of quotas also surfaced. Umarova supported their temporary use to increase representation. “We need at least 30% of ministers and governors to be women,” she said. Altwegieri added that such targets must come with clear accountability mechanisms to ensure impact.
As gender inclusion continues to gain traction across sectors, the panel hosted by ACWA Power underscored that advancing women’s leadership is not only a moral imperative but also a strategic advantage for sustainable development in Central Asia.
