UK energy companies are facing a critical juncture in their efforts to boost diversity, equity, and inclusion (EDI) within their workplaces. New data reveals that progress has stalled, with some indicators even showing a decline, despite continued investment in supporting policies and practices.
The findings, published ahead of the EDI in Energy Conference, combine insights from TIDE's 2026 Health Index and Energy & Utility Skills' Inclusion Measurement Framework (IMF). While there have been notable improvements in areas such as accessible communications, most indicators show a year-on-year decline. The lack of robust workforce diversity data and diverse representation continues to hinder progress, underscoring the need for stronger governance and evidence-based decision-making.
One positive note is that people-related indicators have shown the strongest overall performance. Organisations report advancements in equitable recruitment and promotion processes, flexible working practices, and efforts to address disparities in rewards and benefits. However, external EDI activity, particularly engagement with suppliers, remains the weakest-performing area, suggesting a limited reach beyond internal operations.
According to the data, women now account for 29% of the energy workforce, up from 24% in the previous year, placing the sector slightly ahead of the wider utilities industry. LGBTQ+ and minority ethnic representation are also now broadly in line with the broader utilities sector. However, the energy sector as a whole remains less diverse compared to the UK national workforce. A significant challenge is the rate of non-disclosure; more than half of employees still choose not to share information about their disability or sexual orientation, hindering a full understanding of the workforce's diversity.
Juliette Sanders, Chief Communications Officer at Energy UK, acknowledged progress in creating inclusive workplaces but highlighted a "worrying trend" that indicates progress cannot be taken for granted. She stressed that leaders must take personal responsibility to maintain momentum, focusing on stronger accountability, improved data declaration, and measurable outcomes.
Louise Parry, Director of People and Organisations at Energy & Utility Skills, echoed these sentiments, noting that while improvements in representation and declaration are evident, the energy sector's workforce still lags behind the UK national average. She stressed that meeting the substantial workforce demand driven by the UK's clean energy ambitions requires not only growth but also a broadening of representation to attract and retain diverse talent reflective of the community.
As the industry continues to face significant challenges in achieving its EDI goals, employers must consider the long-term consequences of stalled progress. With the sector experiencing stagnation in diversity and inclusion, it is clear that more needs to be done to drive meaningful change and ensure a workplace culture that truly reflects the UK's diverse workforce.