Page 27 - Gi_May2020

workplace, which is invaluable – and our sector, better representing our local
what’s more, is good for business. communities. It is vital that our workforce
If I told you that, in the UK energy mirrors those who we serve 24/7,
and utilities sector, about one in six ensuring solid and balanced decision-
employees are female – just 17 per cent, making and better business practices.
compared to an average of one in every We also believe we need to redress
two employees across the economy the composition of our industry
– you might not be surprised. It’s a leadership. As part of our work, we have
sector that has been male-dominated facilitated the Energy Leaders’ Coalition
for generations. Only 4.5 per cent of of chief executive officers from eight
apprenticeship starts in the sector are leading industry employers, who have
female candidates and less than one per all pledged to increase female access to
cent of skilled trade roles are occupied by senior roles within their companies.
women. This status quo needs to change.
I passionately believe that greater Diversity is also a competitive
commitment to diversity and attracting differentiator. This is
more females into the industry is not
only vital to society, it is a critical factor particularly true when
in achieving the UK government’s women are represented in
commitment to net zero emissions by senior, decision-making
2050. Our sector is at the heart of the
country’s commitment to a zero carbon positions, where gender
future, and it is the people we are balance represents different
recruiting now that will drive the change. viewpoints, influences and
Today’s young recruits will design, motivations of communities
develop, build and operate the
infrastructure we need to deliver
cleaner energy for tomorrow, and We’ve already seen success in one
they will be our industry leaders in of member organisations, SSE, where a
2050. Our future workforce should be commitment to equality and diversity
gender-balanced, representative of has delivered a multiple return on
its communities and invested in its investment – or ‘return on inclusion’
economic and environmental goals. (ROI). Every £1 invested by SSE between
Research shows that diversity is 2014 and 2017 generated a £4.52 ROI.
also a competitive differentiator. By refocusing its diversity and inclusion
This is particularly true when strategy for 2017-2020, it estimates
women are represented in senior, the potential to achieve £15-worth
decision-making positions, where of value for every £1 invested as the
gender balance represents different organisation becomes more focused on
viewpoints, influences and creating a truly inclusive workplace.
motivations of communities. So, the evidence is clear: women
Human capital is one of the most are better for business. International
important assets of any organisation’s Women’s Day is a powerful initiative
ability to function at its utmost potential. that reinforces the contribution
It is essential that leadership within that women the world over make
organisations, has a diverse representation to economic and environmental
of people, including women, at board development. With energy and utilities
and senior management level. so intrinsically linked to both, I remain
ack in March, International Businesses with a healthy balance committed to bringing diversity and
Women’s Day (IWD) was an of men and women are 15 per cent inclusion into the workplace.
annual reminder to recognise more likely to outperform their All organisations in the energy and
and celebrate achievements competitors, and companies that utilities sector must continue to work
B in addressing gender equality. commit to diverse leadership are together to ensure that gender diversity
Of course, there is work to be done, more likely to achieve success. in the workforce is a given and Energy
but there are also great strides being At Energy & Utility Skills we are & Utility Skills will continue to support
made in taking action for equality and working hard to impact change by this with our members.
reaching the ultimate IWD goal of a facilitating sector initiatives such as
gender equal world. the Energy & Utility Skills Partnership, Energy & Utility Skills is a membership
I’m particularly aware of, and the Inclusion Commitment and our organisation that brings together industry
connected to, achievements in the Workforce Renewal Skills Strategy: leaders to identify and address workforce
energy and utilities sector, in which I 2020. Through the partnership, resilience challenges within the sector. Its
have long championed greater female we’re delivering against the sector’s UK-wide membership is comprised of the
representation and gender equality. Inclusion Commitment which 42 major infrastructure companies within
As women, we bring our own set of leading companies have signed up to. power, gas, water and waste management
complementary skills, our unique Our members have pledged to attract and their top tiers of delivery partners. For
experiences and expertise into the and recruit more diverse talent into more information visit www.euskills.co.uk.

27

16/04/2020 14:31
WomenInBusiness.indd 2 16/04/2020 14:31
WomenInBusiness.indd 2