Abstract: The article is devoted to the assessment of the potential for improving the provision of labor resources in the Ukrainian energy industry due to the expansion of the employment sphere in the industry, which will be characterized by gender-balanced demand and supply of labor and the determination of the possibilities of facilitating the equalization of the load on vacant jobs from the side of female and male labor supply. The article uses the author’s method of combining the results of a sample study (its results made it possible to divide professions specific to energy into three groups using the expert method: «those where male employment dominates», those where female employment dominates» and «those where a balanced gender structure of employment is observed «) and data from the state employment service on the volume of demand and supply on the registered labor market. As a result, estimates of the scale of demand and supply of labor in the sectors of predominantly male, predominantly female labor and in the sector of gender-balanced employment in the Ukrainian energetic were obtained. Average weighted gender-disaggregated load indicators for available vacancies in the energy industry of Ukraine were calculated.

As a result, the hypothesis formulated in relation to developed countries, at the beginning of the 21st century received empirical confirmation for the case of Ukraine. about the mutually supportive nature of the processes of raising the organizational and technical level of economic activity and improving the gender balance of employment. The thesis was also confirmed, which is of critical importance for determining the ways to ensure the sustainability of the domestic energy industry in the conditions of russia’s military aggression and mobilization: harmonization of working conditions and employment at energy enterprises with the needs of women, in particular, the elimination of factors of difficulty and harmfulness of work in the field of predominantly physical work, the creation of organizational and technical conditions for the combination of professional and family responsibilities, the elimination of institutional (legal and behavioral) restrictions on women’s access to employment in the energy sector and a dynamic career have a significant potential to improve the provision of personnel needs of energy enterprises.