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Sandra McLeish Photo

Sandra McLeish

Health Systems & Climate Resilience Expert

Sandra McLeish. Health Systems & Climate Resilience Expert

The path to meaningful climate action is fraught with challenges—structural, political, and social. For women in climate leadership, the obstacles are even more pronounced, compounded by gender biases that persist in both organizational and community settings. 

With over 30 years of experience in public health, environmental and climate change management across Latin America and the Caribbean, I’ve had a front-row seat to these systemic barriers. My journey has been shaped by both the frustrations and the triumphs of working in this space, and I’ve learned that integrating gender-responsive approaches is not just helpful—it’s essential for effective and inclusive climate action. In this blog, I share my personal reflections on the challenges women climate professionals face, the strategies that have helped me and others overcome them, and the opportunities I see for building a more inclusive and resilient future.

The gender divide: The reality women climate professionals face

Throughout my career, I’ve witnessed firsthand the stark gender disparities that still exist in the climate field. Women remain underrepresented in leadership roles, particularly in climate-related sectors. This lack of representation and diversity leads to a narrower range of perspectives in decision-making, ultimately hindering the development of equitable and effective policies.

And it’s not just about being present at the table—it’s about being heard. Too often, the voices of women, especially those from marginalized communities who are disproportionately affected by climate change, are absent from the conversations that matter most.

We’re still seeing that women are disproportionately impacted by climate change because of their roles in agriculture, caregiving, and informal economies. Despite our central role in managing natural resources and sustaining livelihoods, many of us continue to face systemic gender biases that block full participation in climate leadership.

In the Caribbean, traditional gender roles and patriarchal norms create additional barriers that hinder the acceptance of women in leadership positions. These challenges are not just professional—they’re deeply personal and emotional. Like many other women, I’ve had to work harder to prove my expertise in male-dominated environments. I have even been paid less for doing the same job as my colleague, a male colleague that I brought into the company. These aren’t just theoretical concerns for me—they are lived experiences.

One example that still stands out: I was once asked by a loan officer to bring in my husband when signing over collateral, even though I was the sole owner of the asset. Encounters like these underscore how deeply ingrained gender biases can be, even in institutional settings.

How gender gaps impact climate action effectiveness

Gender inequality doesn’t just affect individuals—it impacts the success of entire projects and policies. I’ve seen how this plays out in several ways:

  1. Reduced diversity in decision-making
    Without women at the table, many climate projects fail to account for the realities of marginalized groups, especially rural women and girls. In areas where traditional gender roles dominate, the absence of gender-sensitive approaches often leads to solutions that don’t align with community needs.
  2. Limited community trust and participation
    As a woman professional working in male-dominated rural areas, I’ve encountered resistance in building trust with community members. This lack of trust can cause delays or even derail projects entirely. When women professionals struggle to engage meaningfully, implementation suffers. Generally, men just do not like being supervised by women. 
  3. Funding gaps
    Securing funding for women-led climate initiatives remains a persistent challenge. Projects led by women often face steeper hurdles in accessing financial resources, leading to smaller scopes and limited sustainability. This means we’re often forced to settle for short-term fixes instead of designing long-term, transformative strategies.
  4. Burnout and limited capacity
    Balancing caregiving responsibilities with professional obligations can be exhausting. Many of us are stretched thin, leading to burnout and reduced capacity to lead and innovate. This not only affects our performance but also limits our ability to grow and thrive professionally.
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Strategic solutions for overcoming gender barriers

Despite the obstacles, I remain hopeful. Over the years, I’ve seen and participated in initiatives that show what’s possible when we invest in inclusive leadership. Here are a few strategies I believe can make a real difference:

  1. Promoting inclusive leadership
    Mentorship and diversity targets are essential. The private sector—particularly in renewable energy and sustainability—can lead by example. For instance, affirmative action in selecting women in STEM subject matters have helped inspire more women leaders across multiple fields, including climate and energy. The Caribbean regional SheTrades cluster supports women entrepreneurs and in February  piloted a training programme for women led agro-businesses in Jamaica supported by the Development Bank of Jamaica and the Caribbean Development Bank and the International Trade Center.
  2. Building gender-responsive policies and frameworks
    Governments and private entities must develop policies that reflect the unique vulnerabilities women face. A great mode that integrates gender into national climate strategies is Peru’s Gender and Climate Change Action Plan (PAGCC). This PAGCC was further examined by the Global Climate Action Partnership who published it as a  case study  titled “Mainstreaming Gender into Climate Action: Lessons from Peru” (May 2019). It highlights how Peru was the first Latin American country—and globally the 19th—to adopt a dedicated action plan in 2014 to integrate gender into its national climate policy. The plan was co-created by the Ministry of Environment (MINAM) and the Ministry for Women and Vulnerable Populations (MIMP), and supported by strong political backing from the presidency. In working on the plan, they conducted inclusive, culturally sensitive nationwide consultations and used grassroots input to shape the objectives. This high-level coordination helped align climate and gender priorities across government. 
  3. Improving access to funding
    Financial institutions need to create dedicated funds for women-led climate projects. Governments can support this through grants or low-interest loans. I’m particularly inspired by Colombia’s Fondo Mujer Emprende, which backs women entrepreneurs in climate-related sectors. An important factor here is not just changing the name of the initiative while using the same biased commercial banking format and requirements but rather deliberately addressing the issues that hinder women from accessing loans in order to scale their enterprises. 
  4. Strengthening community engagement
    Women bring valuable knowledge and lived experience to climate action. We need participatory approaches that center our voices in project design and implementation. When women’s insights shape solutions, the outcomes are more equitable and culturally appropriate.
  5. Leveraging public-private partnerships (PPPs)
    PPPs can bridge gaps in financing and technical support for women-led initiatives. Barbados is a best practice demonstrating collaborations between government and private entities have successfully implemented solar energy projects while creating training opportunities for women 
Moving forward: the role of supportive resources and policies

Beyond policies and partnerships, I believe we need more supportive resources to help women thrive in this field. This includes: ongoing education, access to technology, mental health support, and an overall shift in how institutions value inclusive leadership.

Ultimately, it’s not just about increasing the number of women in climate leadership. It’s about creating an environment where we can lead with impact, shape solutions that reflect the realities of diverse communities, and build a future that’s more just and resilient for everyone.

Conclusion: a call to action

The future of climate action in Latin America and the Caribbean hinges on inclusive leadership and gender-responsive policies. My experience has taught me that empowering women in climate leadership isn’t just the right thing to do—it’s a strategic necessity, particularly in low income settings. As the climate crisis intensifies, we must ensure that women have the space, support, and resources to lead the way.

This is only the beginning of the conversation. If you’re interested in the work I’m doing or would like to explore collaboration opportunities, I’d love to hear from you. Let’s keep the momentum going—together, we can build a more inclusive and resilient future.

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ITACA Solutions is a technical services provider focused on implementing climate adaptation in coastal areas in the Caribbean. Sign up to our mailing list to receive our newsletter with updates about our work, publications, activities and events.