10 Dec Inclusion Commitment Measurement
The Equal Group take the lead in helping companies in the energy and utilities sector to report collective diversity statistics in a new measurement framework, created in response to a sector-wide Inclusion Commitment.
The Energy & Utilities Skills Partnership (EUSP) today announced the findings of the sector’s inaugural Inclusion Measurement Framework. 28 energy and utilities companies participated in the voluntary framework, delivered in partnership with The Equal Group – A tech and consultancy company who provide companies with the support and tools that they need to implement innovative and sustainable diversity and inclusion solutions.
The EUSP introduced a sector-wide Inclusion Commitment in 2019 which now has 45 sector organisations signed up to 5 key inclusion principles, one of which is a promise to measure and be transparent about progress with regard to diversity and inclusion in the EUSP’s organisations and as a sector. In line with the Inclusion Commitment – The Equal Group introduced The Measurement Framework to offer a baseline measurement for ongoing progress reports.
Based on the Royal Academy of Engineering Measurement Framework, the initial focus of this new framework is on what the energy and utilities sector can measure now; including the protected characteristics of gender, age and ethnicity, examining these characteristics in relation to leadership and recruitment.
The Inclusion Commitment Measurement Framework identifies the data challenges the energy and utilities sector faces and confirms there is still much work to do to increase leadership diversity. Across the companies who participated, only 29% of leadership roles are held by women and only 4% of leaders identified as being from a black or minority ethnic background.
Results vary across the industries within the sector. Overall, 50% of leaders had inclusive behaviours as a formal required competence, although this dropped to 30% within the power companies that responded and rose to 84% within gas companies.
The results also showed a significant dilution of candidates from a black and minority ethnic background between the application stages of a job role and final recruitment (21% of applications versus 10% of those appointed). Almost 60% of the website visitors to the sector’s jobs platform, Energy & Utilities Jobs, are female, with the measurement framework results showing the sector’s challenge in converting this interest into job applications.
Colin Jellicoe, Group HRD at M Group Services and Chair of the Energy & Utilities Diversity & Inclusion Network Forum, said “It is vital for us to measure progress in the sector, there is a real appetite for transparency and driving ongoing improvement. The Energy & Utilities Skills Partnership is urging our sector CEOs to take the lead on this initiative and repeat the measurement in June 2021. This first round of results gives us a foundation to build on in progressing our commitment of ensuring the sector is reflective of the communities its workforce serves.”
Mac Alonge, CEO of The Equal Group said “Over the last year and a half, we have been privileged to help the energy and utilities sector identify and overcome challenges related to the collection and measurement of equality, diversity and inclusion (EDI). Our approach as an organisation is to use both qualitative and quantitative data as a starting point for making EDI progress and being able to track the impact of EDI activities over time. From a personal perspective, having spent 10 years working as a regulatory consultant within gas, power, water and utilities companies, I’m personally proud of the actions being taken across the sector and am pleased that we’ve been able to support the sector in this vital work.”
The Equal Group continue to help implement sustainable change within organisations from across the energy and utilities sector, having been involved with a number of collaborative projects over the last 12 months, including:
-Working with the sector since just after the launch of the commitment.
-Conducting a fact-finding exercise to explore company readiness to collect and measure data in Dec 19/Jan 20
-Delivered a webinar series in conjunction with the Inclusion Commitment around EDI best practice to support the sector
-Created a best practice guide for the Offshore Wind Sector
About The Equal Group
The Equal Group is a management consultancy specialising in equality, diversity and inclusion (EDI) in the workplace. They deliver data driven EDI audits to optimise EDI initiatives. Based in Birmingham, the company and management team have been featured and quoted in numerous publications including The Times, BBC, FT, Sifted and The Muse.
The Equal Group can be found on social media at:
About the Energy & Utilities Skills Partnership
The Energy & Utilities Skills Partnership (EUSP) is a collective of leading sector employers who are working together to “ensure a safe, skilled and sustainable workforce provides the essential services that our customers seek and meets the UK’s needs from the energy and utilities infrastructure.” Established in 2016, the Skills Partnership has acted to address sector workforce needs, most notably with the inaugural Workforce Renewal and Skills Strategy, launched in February 2017 and the recently launched Workforce Renewal and Skills Strategy for 2020-2025.
The latest strategy builds on the original 2017 publication and outlines the urgent actions required by the sector, policy makers, employers and regulators to help mitigate the impending workforce crisis. The strategy, actions and asks are clear, as the sector moves forward to deliver the next five years and close the persistent skills gap.
Further information here:
The Inclusion Commitment
Signatories commit to:
-Ensuring the Energy and Utilities sector workforce is inclusive and diverse:
-Being inclusive enables our sector to attract and retain the diverse talent that is crucial to ensuring a resilient workforce.
-Being inclusive will help us to be more innovative and achieve greater productivity by adapting to our changing environment.
-Having a diverse workforce ensures we are reflective and inclusive of the customers and communities we serve.
Five principles underpin the Inclusion Commitment:
-Work collaboratively as a sector to drive change, challenging ourselves to do things differently, by sharing best practice and delivering sector priorities
-Focus on inclusion in its entirety, however our sector history requires targeted sector action to start by increasing gender, BAME and disability workforce representation.
-Measure and be transparent about progress in our individual organisations and as a sector.
-Ensure we create the culture we need to attract the workforce of tomorrow.
-Be inclusive in the way we attract, recruit and develop our people.
Further information here: