Gender inequality leads to poor management and the results will have negative effects on organizations. This article was written by Alison Kay focusing on the gender preferences of top management in energy companies. According to Kay, only 4% of the top management of the top 100 energy companies are women and the remaining 96% are men. Due to this inequality of preferring more men in top management and ignoring women working in top management, the energy sector is facing management problems. There is a talent in women that could be useful in decision making and development of energy sector companies, even private or public companies, but in the whole energy sector there is a lack of women talent, this is why the challenges are increasing in these organizations and much less development and success has been observed in recent decades. According to Kay, diversification in the American energy sector plays an important role, but in the energy sector there is no diversity and it is dominated by male management in the top management of the energy sector. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get Original Essay Furthermore, author Kay described that it is not just a gender issue but a business issue. One of the main tasks of a board is to have the ability to foresee change together so that the organization can adapt, but if there are only male executives at the top management, innovation will be poor due to the lower gender diversity of the employees. You don't have to be an evangelist of the assorted variety to understand that sharp reasoning is necessary in power and public service. An investment of $17 trillion is needed in the world's power and energy plants by 2035, and approximately 60% of the global utility workforce is over 40 years old. There is movement in the party towards a renewable and appropriate age, and far from being conventional, it has brought together action plans. However, since men represent 96% of top management, there is no female initiative capacity. For a while, male authority may be less pleasant. There is still a national club provision that is hurting the energy segment. Part of the club understands that the time and skills they have will never be enough again in this evolving world. Efforts for change are underway. Focusing on the organization's coaching plans, Kay says that adaptable working arrangements and normal talk about decent variety in the boardroom. It should be the rationale for every executive meeting in the UK public services sector. You have to be exceptionally proactive in dealing with the change in sexual balance, without a doubt, of course, it does not occur. However, the energy sector also has a representation problem with women. The view of employment opportunities in the energy sector can be changed through promotion and publicity of recruitment messages and also by working with young women from the beginning. The author agrees that energy companies lose half of their potential if they do not acquire more women. I think service organizations have a duty of consideration to promote and stimulate women in STEM education. Obviously they can't just do this, but they have a concrete task to do. To overcome the energy crisis and the problems in companies in the energy sector there is a solution which consists in hiring some expert women in the top,’.