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What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all. 

What would the energy transition look like if women were equally represented at the top? It’s a question that matters. Not just for fairness - but for better decision-making and stronger outcomes.  

In partnership with POWERful Women, Acre continues the blog series uncovering the stories, barriers, and breakthroughs shaping female leadership across the energy sector. Our guest today is Eva Zimmermann, a Senior Associate at Aurora Energy Research. Eva is working at one of Europe's leading global providers of power market forecasting and analytics, where she leads a team focusing on pan-European battery storage and flexibility. 

So, what does female representation in leadership look like in the energy sector and how did you progress? 

I would say there are quite a few women in the middle management level. The gender bias does not seem as strong when looking at roles that are operationally important, but lack strategic decision making. When you go to senior management however - one level above - you don’t really see as many women being represented.  

What I personally experienced is that if I wanted to progress (and take more responsibility) - I actively had to go to my manager and ask for it.  

Once I did, I would get positive feedback and discussions would be had about my next move up the ladder, but many women are taught throughout their lives not to be as demanding or proactive in their career progression.  

I always felt more comfortable and empowered underneath female leadership throughout my career. The meaningful impact strong female leaders have had on my progression is a big part of what’s motivated me to mentor junior female colleagues. I always encourage my mentees to speak up and make themselves heard when they’re considering their next move, or when they’ve got ideas about how to make a difference. For me, it’s always better to get a “no” than not try at all.