Inclusion in Action: What Male Allies Are Teaching Us About Building a Diverse and Inclusive Energy Sector

When I worked offshore early in my career, I spent almost three years as the only woman on site. It was one of the toughest — and most formative — experiences of my professional life. I learned how to fit in, build resilience, and stay focused amid tough comments and challenging situations. I learned the hard way that belonging isn’t something you wait to be given; it’s something you claim. At the same time, I couldn’t have done this without key enablers — being in an inclusive environment led by strong leadership that supports equal opportunities and believes our strength lies in our differences. Those years also taught me the importance of helping others believe in themselves and their capabilities. Today, I mentor young women entering the field — helping them navigate male-dominated environments, build confidence, and take their rightful seat at the table. Today, I acknowledge the role of men as male allies. They are enablers and game changers who help us reach our PfW target of having at least 40% of women in leadership and middle management roles within the UK energy sector by 2030.

Why Be a Male Ally?

I spoke to a group of male allies and DEI advocates in the energy industry about gender diversity — what it means to them, and why they decided to be active advocates in this area. Their answers varied from being personally driven to being inspired by lived experiences. One shared that his journey started when he took on the role of a stay-at-home dad for a period of time and truly understood the challenges women often face balancing work and family expectations. Another recalled witnessing a talented female colleague being treated unfairly at work — and realizing in that moment how powerful it can be when someone chooses to speak up.

“Diversity of thought is essential for high-performing teams. DE&I promotes a culture where everyone has the confidence to share their thoughts and ideas, making teams stronger and more capable.” — Mike Smith, co-founder of bp’s Men as Allies

Lee Chambers, Founder of Male Allies UK and a keynote speaker added : that aligning with his Master studies on “psychology of environment” ,  He realized closing the gaps in male dominated environments needed a skillset to be built and that it was not a comfort zone for him, however this discomfort helped him grow and support other males navigate the world around them.

The DEI Debate

Several allies acknowledged that while the acronym can be politicized, its intent remains vital. DEI is not about quotas or political correctness — it’s about fairness, respect, and opportunity for everyone. As one interviewee explained: “We don’t need to defend DEI if we define it right — it’s about creating an environment where everyone can thrive.” Another ally reframed DEI in terms of non-contentious concepts everyone can get behind: Difference (D), Fairness (E), Feeling Valued (I).

Whilst Mike Allan, Global Director at XODUS quoted: “DEI is trying to make it a level playing field for everyone Which also talks to equity and not equality. The inclusion is key to hear people out, know their perspectives and get to hear what they need.”

Vinci Pizzoni, Chemical Engineering Professor and Mentor, added:
“It doesn’t matter what we call it — it’s all about opening doors and creating a fairer society.”
He also emphasized using the terms “Fairness” and  “Gender balance” to close the gaps across the industry, ensuring we transition using the highest talent available out there.

Why Women Leave or Never Really Join Initially

When asked why women continue to leave the energy sector, their responses were strikingly aligned. They cited the lack of career development opportunities, limited support through maternity and caregiving periods, and structural barriers that make it difficult to return and progress. Beyond that, they also recognized the internal struggles many women face — imposter syndrome, self-doubt, and the feeling of needing to over-prove their worth. As one ally said: “We lose too many great women not because they can’t do the job, but because the system doesn’t support them — or because they stop believing they belong.”

Alignment with Research: These insights mirror findings from the Cultivating Female Talent in Energy report by POWERful Women and Bain & Company, which highlights similar barriers: limited access to professional development, lack of flexible working in practice, and the absence of visible female role models. The report also stresses that while most companies have diversity policies, the real challenge lies in consistent implementation. Both our conversations with male allies and this research point to the same conclusion: creating a truly inclusive culture requires leadership ownership, practical action, and visible sponsorship to help women thrive.

Do Numbers and Quotas Matter?

When we discussed quotas, opinions varied — but all agreed on one thing: representation matters. Targets and numbers are not the end goal, but they help us track progress and accountability. As one ally put it: “Quotas don’t guarantee inclusion, but they remind us that equality doesn’t happen by accident.” It was agreed that stats can identify blind spots and raise awareness of minority communities in the workplace. They can also be powerful in allowing facts to overpower misinterpretation and help bust myths.

I also asked the interviewees about their opinion on the debate: should we get the numbers right first and then work on creating an inclusive environment, or should we focus on making the environment right to attract more talented females to the sector? The answers varied. Some believed that “if you’re not tracking it, you’re probably not working to improve it.” Others like Vinci and Lee emphasized that the gap starts early in the cycle, where STEM is still not attractive to young girls. It was highlighted that we need to work on the root that feeds the hopper — promoting the energy sector within schools and across students to ensure the sector becomes more attractive to future talent.

How Can We Help?

Their responses were both humble and hopeful. They spoke about authenticity — being genuine in their intent, not performative. They talked about listening more — not rushing to fix problems, but taking the time to understand lived experiences different from their own. And they highlighted personal reflection — connecting allyship to their own lives as partners, fathers, and friends. As one said: “It changes your perspective when you think about how you’d want your daughter or your wife to be treated at work.”

Brandon McNerlin, Completions Senior Manager at bp, put it powerfully: “Women didn’t create the inequalities or male-dominated environments that are holding them back in the workforce, so women-only groups can’t be expected to resolve them either. Men absolutely need to be involved if things are to change.”

Other responses were both humble and hopeful. They spoke about authenticity — being genuine in their intent, not performative. They talked about listening more — not rushing to fix problems, but taking the time to understand lived experiences different from their own. And they highlighted personal reflection — connecting allyship to their own lives as partners, fathers, and friends. As one said: “It changes your perspective when you think about how you’d want your daughter or your wife to be treated at work.”

Advice was also given from Brandon to speak to some trusted female colleagues and ask what you could do better to support gender equity. A lot of men may think they are allies because they consider themselves inclusive and “blind” to gender, but in all likelihood they just don’t see the discrimination that’s taking place — and they’re not actively looking for it. Once you know about it, you’ll want to do something about it and become an active male ally.

Mentorship, Sponsorship, and the Power of Allies

Each conversation reinforced the importance of mentorship — but also of sponsorship. Mentors guide; sponsors advocate. They open doors, amplify voices, and ensure that capable women have visibility in spaces where decisions are made. As one ally noted: “It’s not about being a male ally because it sounds good — it’s about doing the right thing when it counts.”

And as Vinci Shared: “Big career decisions often happened on the golf course — a space that can easily become a men’s talking shop. We need to be careful not to create the opposite, women-only talking shops, but instead strive for the right balance in the room, with the right voices that enable real change.”

Sponsorship means putting women forward for high-visibility projects, promotions, and leadership roles, ensuring they have access to opportunities that accelerate their careers. This is how we close the gaps and create a truly inclusive industry: by leveraging power and networks to elevate the highest talent available, regardless of gender.

The Path Forward

Across all conversations, one message was clear: inclusion isn’t a women’s issue — it’s a leadership issue. To drive the energy transition, we need the full spectrum of talent — diverse perspectives, lived experiences, and equitable opportunities. That means retaining and developing women, supporting parents throughout their careers, and holding leaders accountable for inclusive behaviors and results. True inclusion requires all of us. More men willing to listen, speak up, and support. More women ready to take their seat — not because they’re invited, but because they belong there.

Call to Action for Male Allies

Allyship is not a passive role — it’s an active commitment. If you are a male ally, your influence matters more than you might realize.  And as Lee Chamber quoted: “We are not moving fast enough” Here’s how you can make a real difference:

• Support Career Goals: Encourage and advocate for your female colleagues as they pursue their ambitions. Help open doors, amplify their voices, and ensure they have visibility in decision-making spaces.
• Create Comfort for Authenticity: Foster an environment where women feel safe and confident to bring their whole selves to work. Inclusion isn’t just about presence — it’s about belonging.
• Champion Inclusive Practices: Speak up for policies and behaviors that promote fairness and equity. Challenge stereotypes, question biased decisions, and model inclusive leadership.
• Raise Concerns and Speak Up: Silence can perpetuate inequality. If you witness microaggressions or exclusionary behavior, call it out. Your voice can change the culture.
• Act from Awareness, Not Obligation: You don’t need a personal reason to be an ally. Allyship is about understanding the importance of equity and fairness — and choosing to act because it’s the right thing to do.
• Sponsor rather than Mentor: While mentoring provides guidance and advice, sponsorship goes a step further — it actively advocates for women’s advancement. Male allies, especially leaders and change-makers, need to move beyond offering support behind closed doors and start using their influence to open doors. Sponsorship means putting women forward for high-visibility projects, promotions, and leadership roles, ensuring they have access to opportunities that accelerate their careers. This is how we close the gaps and create a truly inclusive industry: by leveraging power and networks to elevate the highest talent available, regardless of gender.

Other responses were both humble and hopeful. They spoke about authenticity — being genuine in their intent, not performative. They talked about listening more — not rushing to fix problems, but taking the time to understand lived experiences different from their own. And they highlighted personal reflection — connecting allyship to their own lives as partners, fathers, and friends. As one said: “It changes your perspective when you think about how you’d want your daughter or your wife to be treated at work.”

Further Resources and Initiatives

If you’re looking for ways to deepen your allyship and connect with others committed to inclusion, explore these initiatives:

• Male Allies UK – A network focused on engaging men in gender equality conversations and actions.
• Men for Inclusion – A movement encouraging men to actively support inclusion and challenge workplace bias.
• Parenting Out Loud – A program promoting open dialogue about caregiving responsibilities and normalizing flexible work for all parents.