Attitudes barrier for women

Cultural issues mean energy companies aren’t “getting a return” on policies designed to foster gender diversity in the sector.

Initiatives are not being backed up by an inclusive ethos, creating barriers for women at middle management level, new research from industry body POWERful Women has found.

Interviews with women in the energy sector have shone a light on obstructive attitudes that are hampering efforts to improve the gender split.

That is despite most companies having inclusionary policies, targets and commitments.

Published in partnership with consulting firm Bain & Company, the report is based on interviews and a survey of more than 4,700 respondents.

Elizabeth Baxter, POWERful Women board member and co-author of the study, said: “We wanted to understand why women continue to be underrepresented in the UK energy industry, including in the pipeline to executive roles.

“It is essential that companies secure and cultivate the best and most diverse talent for success.”

But the study also found that the energy sector excites many as a career choice, particularly the chance to play a part in tackling climate change.

And firms in the industry should be praised for clear and positive commitments on diversity and inclusion, the body said.

Where they fall short is on delivery – while a variety of policies are in place to support people’s careers in energy, data in the study shows they are not being used.

For example, 58% of women surveyed said their company has a formal sponsorship programme, but only 12% were benefiting from it.

Olga Muscat, senior partner at Bain & Co and report co-author, said: “The results of our research have given us some fascinating insights into women’s lived experience in the UK energy workplace.”

Some interviewees expressed concerns that job flexibility, such as part-time working, could lead to reduced career opportunities.

Women experience assumptions, sometimes derived from “benevolent sexism”, about what those working flexibly can and want to do, the report said.

Moreover it was found that a lack of accessible role models is hindering aspirations and confidence in being able to progress – less than half of survey respondents said they had women they could relate to.

A number of recommendations were included within the study, such as encouraging top brass to take “visible ownership” of the middle management gender gap by tailoring solutions to the needs of their organisation.

It also said managers should be equipped with the “skills and courage” to hold necessary conversations, and that businesses should look to gather direct feedback from female employees.

POWERful Women’s outgoing chairwoman, Ruth Cairnie said: “Our conclusion is that organisations need to work harder at cultivating the talent they already have.”

SURVEY: The sector excites many as a career choice.