We need to find diverse workforces as well as diverse energy sources

OUR energy is changing – instead of burning coal and gas to generate our electricity, we’re harnessing the sun and the wind to provide renewable power. Now, it’s time for our energy industry to change too.

Tackling climate change by reaching net zero requires new ideas and new ways of thinking. That’s why it’s important to encourage people from a wider range of backgrounds and experiences to come and work in the energy industry.

As with so many parts of our lives, the first step in tackling a problem is to recognise that there’s an issue – our industry has traditionally been lacking diversity in its workforce.

It’s imperative that we think differently when it comes to recruiting and retaining talented people: I am certainly not alone in driving for a more diverse energy sector. Most people would agree, I hope, that everyone should have “doors” open to them and then it is up to us, individually, whether we walk through them. Of course, I appreciate that it is not as simple as that and the issues of diversity are complex and deep rooted, but thankfully the agenda has changed and companies need to keep up if they are to succeed. The right thing to do for society, and to solve the complex problems the industry faces, is to create a more inclusive and diverse workforce and in the process, provide relatable role models for the younger generation

When I speak to people starting out on their careers it is notable how they rank a prospective employer based on their values alongside pay and prospects. Environmental goals aren’t simply for big companies like SSE though. My team and I work with business customers of all sizes to help them reduce their carbon footprint. A clear commitment to the climate and diversity can be critical in helping businesses of any size to attract talent throughout the North-West and beyond.

Actions and a growing momentum to tackle climate change – particularly following last autumn’s COP26 summit – are inspiring younger people to come and work in the renewable energy sector. It’s essential for us to harness their energy and enthusiasm.

SSE is already taking steps to meet this challenge. Our inclusion and diversity (I&D) strategy is built around four pillars: “ambition” to set measurable goals; “education and development” to create an inclusive workplace; “inclusive processes” to embed best practice; and “employee voice” to listen and take action. We recognise that we have a way to go but this is not a lofty goal that sits on a shelf gathering dust. It is actively embedded in how we “get stuff done” and our values.

Net zero is at the heart of SSE’s strategy and sitting alongside that is a just transition. That means we believe that how we get to net zero must be socially just. The creation of jobs in the green sector is an opportunity for inclusion and diversity to be fully embraced. At SSE we are creating 1,000 jobs each year until 2025 as we invest in the low-carbon infrastructure needed to reach net zero by 2050. And our I&D strategy is fully rooted in how we set about recruiting those 1,000 talented individuals.

Manchester’s Decarbonisation Summit is not only an opportunity to sketch out the route to delivering a lowcarbon transition, but also a moment to think about the people who will help us to get there.