Embracing diversity and inclusion as a strategic imperative is critical for any organisation that strives for high performance.
Supporting diversity and promoting inclusion within workplaces is about valuing the individual and what they bring to their role. Fostering an environment where everyone feels able to participate and achieve their potential enables organisations to effectively increase their employee engagement and realise an increase in productivity and cohesion.
We are committed to diversity and inclusion and create an environment where differences are valued and integrated into every part of our organisation.
Benefits have included an enhanced capacity for innovation and creativity, better meeting the diverse needs of our clients, increased productivity across the business, the creation of an inclusive environment where everyone can perform, and improved ability to compete to attract high performers.
Achievements in diversity
Employee feedback helped UK Power Networks rank 11th on the Sunday Times Best Big Companies to Work For in 2017 – the only energy company to be featured on the list. We are Gold level Investors in People accredited since first achieving it in 2014.
In November 2017, we received the Company Recognition Award at the Association for Black and Minority Ethnic Engineers’ UK Awards. To win this award, the company demonstrated diversity and inclusion within its organisational strategy and actively supporting schemes to encourage more diverse talent.
Commitment to diversity
Our ongoing commitment to diversity and inclusiveness is demonstrated by seeking to achieve the National Equality Standard – a benchmark standard for creating a diverse and inclusive workplace. We have also signed up to Equality Works Group’s Inclusive Culture Pledge 2018 to help our diversity and inclusive focus.
In 2017, 33% of the company’s graduate intake was female, a strong indication of progress towards a more diverse workforce. The women of UK Power Networks continue to win recognition and accolades two ‘Top 50 Women in Engineering’, a ‘Project Manager of the Year’ and an ‘Apprentice of the Year’.
This year a new application process has been created for apprentices and graduates, aimed at ensuring fairness of assessment. Recruitment teams and managers have also been trained to recognise and reduce unconscious bias throughout the recruitment process.
Leaders across our organisation participate in Inclusive Leadership Workshops with a focus on unconscious bias. Courses to improve inclusive behaviour are now being embedded into individual employees’ development programmes.
In 2017, we began the formal collection of data about staff equality and diversity, and inclusivity is now regularly discussed by Board Directors with accountability for diversity and inclusion resting with the Executive Management Team.
Our commitment to diversity and inclusion has grown from strength to strength, and an environment where differences are valued has been realised. This is evident through the awards and accreditations we have achieved, and the talent and expertise that the organisation has attracted who deliver for our clients in complex environments.