Inclusivity and Diversity in the Energy Industry

Did you know that companies with a diverse workforce are reported to perform 15% better?
Or that a diverse business is 75% more likely to get innovative ideas to market?

With the utility sector somewhat lagging behind we invite you to consider the importance of diversity for your business.

Alongside focusing on the wonders that it could do for your business, an inclusive workplace makes things easier for driving more innovative solutions worldwide and transitioning into cleaner energy, while inclusivity monitoring will encourage this and help workers feel supported and foster more diverse ideas and perspectives, all while keeping job opportunities level.

IEA’s Gender Diversity in energy: What we know and what we don’t know addresses the EU’s statistics, and quotes, “[This sector is] Widely regarded as one of the least gender diverse parts of the economy, the energy sector needs to shift the dial by drawing on all talents to deliver a secure, affordable and sustainable energy future for all.”

Women in S.T.E.M (Science, Technology, Engineering and Mathematics) make up 12.37% of all engineers in the UK, with only one in five jobs in the wider sector being held by someone identifying as female. Still, a number as low as 12.37% is nowhere close to accurate; With Chemical and Civil engineering at their highest, mechanical engineering is less than 10% , with electrical dropping even further.

This year, OGUK worked on an industry-wide survey with the intention to focus on diversity to improve efforts and engage with the workforce to drive change. They also lead a Diversity and Inclusion Task Group; the 13 members are made up of 5 men and 8 women across groups such as OGUK themselves, CNR International, Shell UK and CHC Helicopter.

Although only two of OGUK’s task force are non-white, the 61% female statistic is greater than most in the industry. You can watch their panel discussion here or consider OGUK’s Chief Executive Deirdre Michie OBE’s blog post covering key moments for inclusivity and diversity in 2020, and why they matter.

EY Women in Power and Utilities Index

The theme for 2019’s International Women’s Day was “more powerful together”, but EY -a company built with the purpose of improving the working world-  found that little had changed for women since their survey 5 years earlier.

Inclusivity and Diversity in the Energy Industry

EY also listed the top 20 inclusive utilities business in terms of diversity, with the big 6 astonishingly not making it into any of these.

3Sampra EnergyUnited States3.33
4Duke Energy CorporationUnited States2.73

THE BIG 6…..

British Gas

4 men to 5 women in their board,

1 man to 1 woman as a senior executive

Centrica, Parent company of British Gas published their most recent global diversity and inclusion strategy in February 2018,

Liza Strong – Head of Talent and Diversity and Inclusion

EDF Energy

EDF’s Board of Directors is made up of 10 bodies, an assumed 4 of which are women

Of 8 names in the executive committee, only two are women

One woman of three business heads

EDF Trading: 2018 Gender Pay Gap Report immediately shows a difference,

The same report in 2017


Although 2017 saw E.ON named 46th as one of the top 50 inclusive companies in the UK,

Shared this video Encouraging diversity within their organisation, and this one, interacting with employees


NPower’s leadership team is similar to that of E.ON after the company bought NPower.

Energy UK’s report on Diversity and Inclusion in energy suggests that NPower have launched an LGBT friends Network as part of their recent agenda towards improving their working environment. The network is open to all, whether or not they are LGBT themselves.

Npower LGBT

Scottish Power

Scottish Power joined ENABLE Scotland to introduce Breaking Barriers; this programme focuses to help young folks with disabilities and learning difficulties to access higher education and employment prospects.

Scottish Power hold a number of employee networks, such as Connected Women; a group established in 2019 for women to share experiences internally and talk at external events, and IN-FUSE, the LGBT+ colleagues and allies network. IN-FUSE attend events like Pride, promote inclusion for all, and most importantly, gather to discuss what can be done to make minority groups feel safer in the workplace at Scotths Power.

VIBE, the Voice of Inclusion and Balanced Ethnicity

Acknowledging that ethnically diverse teams can out-perform by as much as 30%, the VIBE Network is open to all employees within Scottish Power, but focuses on seeing diversity in every aspect of the business, specifically including senior leadership.


Despite Stonewall publishing a list of the top 100 employers for those in the LGBTQIA+ community, the energy industry was not recognised to be a part of this.

Ofgem’s Power in Pride Promise document was launched at their official Power In Pride event (February  2020), which saw an assortment of internal and external minority speakers  known as Ofgem’s LGBT+ Network, which aided the group in  interacting directly with queer, trans (and more) folks to get a greater understanding of how to improve the working environment at the source.

The promise is made up of 5 key points

  1. Ensures visibility is given to LGBT related issues, supports those coming out at work
  2. Continuing to build a strong body of informed staff allies to support other LGBT colleagues
  3. Zero tolerance on bullying and harassment
  4. Offering LGBT staff appropriate mental health services
  5. Supporting those as a part of multiple minorities, such as women, ethnic or disabled groups

A public list of promises that demonstrate taking the correct steps into an LGBTQIA+ workplace,

What to do about it – How can we improve?

Niccolo has recently launched it’s own LGBTQIA Policy – you can read it here. We will be promoting this policy and encourage other suppliers to adopt it to.