Our success depends on the diversity of talent, where our people bring the best of themselves to their roles. We aim to provide equal opportunities to all our employees and applicants, and do not tolerate any form of discrimination.
We are proud to have a dedicated team focused on making Spirit Energy, and the oil and gas industry as a whole, a more attractive, welcoming place to work.
We pledge to continue to develop a culture of diversity and inclusion and continue to grow and develop our proportion of female staff across the business. We also commit to working with other partners to raise awareness and engagement with the wider industry and share best practice.
By 2025, Ofgem pledges to achieve 50% female representation across all its pay grades, from the most junior roles all the way up to Senior Civil Servant. Current (2019) levels are as follows: Grades A-C – 47.7%; grade D – 44.6%; grade E – 32.88% and SCS – 33.33%. By 2025, Ofgem pledges to achieve 19% representation of Black, Asian and Minority Ethnic (BAME) females across all its pay grades. Current (2019) levels are as follows: Grades A-C – 14.25%; Grade D – 8.02%; Grade E – 4.11%; and SCS – 2.56%.
Our gender balance is steadily improving, with women representing 33% of BP’s population and 22% of group leaders ─ our most senior managers ─ at the end of 2016. Our aim is for women to represent at least 25% of group leaders by 2020.
Gazprom Marketing & Trading Group is committed to actively support and develop women and ensure equal opportunities for all. We will develop our existing mentoring programme to promote the inclusion of more women, to support activities in increasing diversity in leadership and throughout the organisation. We are dedicated to the development and promotion of management and leadership skills that enable a culture that attracts, supports and progresses women on all levels and will continue our work on ensuring pay parity for all like-for-like roles.
The big challenges facing the energy industry will not be solved well unless its leadership and workforce properly reflect the society they serve. The EI is proud to have 40% of board positions and 60% of executive team positions filled by women today. In total, two-thirds of our workforce is female. We now pledge to drive D&I actions across our activities from awards entries to conference speakers to editorial contributors and across our membership to improve the profile of women in the industry and encourage women to retain and develop their energy careers.
At OVO, inclusion & diversity is about cultivating an environment which is open to all, increases engagement, fosters creativity and gives everyone a greater sense of belonging. Ultimately it’s part of how we make OVO Better for Everyone.
We remain committed to trying to attract the best female talent to join OVO and want to positively champion this by putting even more focus on our Inclusion & Diversity strategy and achieving the following pledges:
We continue to support the aspirations set out in the 2011 Davies Report ‘Women on Boards’ and those in the Hampton-Alexander Review and will seek to redress the current imbalance in the representation of women during the coming years. The Board is not currently reflective of the value that we place on Inclusion and Diversity within our business and has recognised a need to take appropriate corrective action in this regard.
Drax Group is committed to building a more diverse and inclusive environment where colleagues are able to realise their potential and be supported to be at their best.
Drax Group pledges to do more to attract, engage and progress women and ensure we are an employer of choice for all people who see their future in energy. By 2020, it is our aim to have 40% of the senior leadership roles across Drax Group held by women.
A commitment to diversity is fundamental to achieving our strategic goals and delivering our purpose: helping to change the way energy is generated, supplied and used for a better future.
Uniper pledges to redress the under representation of females at a senior level in our organisation and are committed to creating an open and inclusive culture for all.
SSE are serious about the progression of women with a target to increase the amount of women earning over £40,000 from 11% to 25% by 2025
Cuadrilla pledges that at least 40% of our middle management will be female by 2025 and that we will support, through our community donations programme, initiatives which encourage more young women to pursue STEM subjects
UKOOG pledges to offer active support and guidance of all members in order to develop an employment culture that attracts, supports and promotes women at all levels and all areas of the onshore oil and gas industry
IGas is committed to gender diversity and our aim is for women to represent 40% of senior management by 2025
Alstom will continue to grow and develop its Women’s Network. Alstom’s UK President will personally support the POWERful Connections mentoring scheme.
British Gas pledges to increase the number of female engineers including through supporting at least 50 female engineers and apprentices on career development and launching a new mentoring programme.
Centre for Leadership Performance will commit to raising the engagement of girls the Dream Placement programme to 50% by 2016.
Department for Business, Energy and Industrial Strategy will commit to women representing 50% of Senior Civil Servants by 2025.
Ørsted will commit to reaching over 30% of women in management roles by 2020.
We commit to achieving our gender diversity targets, including more than tripling our percentage of female senior leaders (from 11% at the end of 2015 to 35% by 2030).
E.ON’s commitment to increasing the number of women at senior levels continues to remain a high priority. Over the next 10 years, our target is to match the percentage of female executives to the percentage of females in the workforce, as part of our company’s global commitment to gender diversity. A wide range of actions are being undertaken to help E.ON achieve this goal.
Shell Energy will commit to increasing the proportion of female executives to 30% and the proportion of women in senior roles to 40% by 2020 (within 5 years).
We’re proud to have achieved gender balance on our board and in our executive team. Now we’re turning our focus on senior management, with a view to achieving 50:50 in the coming years.
Linklaters have an aspiration to have 30% female board membership by 2018. We also aspire to have no less than 30% of new Women Partner promotions from now on.
National Grid commits to the professional development of women and delivery of measured gender diversity action plans in order to attract and create a network of talent, to help us make possible the energy systems of tomorrow. We commit to celebrate gender diversity externally and to share best practice across the energy industry.
RES will commit to develop its existing mentoring programme to include more women, in order to increase diversity in leadership and senior management.
All Scottish Renewables offshore conferences will include at least 30% female speakers, panellists and chairs.
Energy UK is proud that 4 out of 5 of its senior leadership team are women. We will continue to support the professional development of women in Energy UK, and the wider energy industry, through our communications, events and engagement – including encouraging support from our members, many of whom have made an individual pledge.
“If we do not commit then we shall not get there as an industry. I currently have 37% women and I will do my utmost to increase that to 50% in the coming years .. 2020 will be a stretch but we shall try” Ceri Powell, EVP Upstream International Exploration, Shell