The utilities sector historically skews male, posing challenges for gender diversity.
- Only 17% of the utilities workforce is female, with craft roles even more male-dominated.
- Societal factors deter women from pursuing opportunities, yet employer actions can aid reform.
- HR strategies can include flexible work options, gender-pay parity, and role models.
- Inclusive hiring benefits teams’ innovation, morale, and reflects community values.
The utilities sector, much like other industries centred around physical labour, has long been characterised by a predominantly male workforce. Evidence of this is stark, with only 17% of employees in this field being female according to Energy & Utility Skills. This contrasts with the broader UK workforce, where women comprise around 47%. Such disparities underscore the gender imbalance that continues to challenge progress in these sectors.
At the craft level, the imbalance is even more pronounced, with female representation dropping to less than 1%. Contributing to this imbalance are entrenched societal norms that fail to encourage girls to explore engineering and trade-related careers from a young age. A survey by Lanes Group found that 58% of respondents perceived an inequality in opportunities for men and women to succeed in trade roles, further highlighting the societal barriers at play.
Despite societal influences being beyond the direct control of enterprises, a significant responsibility lies with employers to create an equitable environment. Organisations must ensure that women who venture into these male-dominated sectors are afforded equal opportunities in hiring and career advancement, thus enabling them to demonstrate their competence and leadership potential.
To foster a supportive environment for female employees, HR departments can take decisive steps. These include correcting gender pay disparities and considering female candidates who may not have traditional backgrounds in utilities but possess relevant soft skills and work ethics. Job postings should be scrutinised to remove male-centric language, which might deter potential female applicants. Furthermore, flexible working arrangements and childcare support can alleviate the challenge of balancing personal and professional responsibilities.
Promoting internal role models and mentors could also encourage female participation, providing tangible examples of career progression. Establishing an inclusive work culture that values input from women equally can dismantle stereotypes and encourage more females to enter the field, thereby addressing the representation stigma.
Prioritising inclusivity serves not only as a moral imperative but also as a strategic business advantage. Diverse teams bring a plurality of perspectives, fostering innovation and improving problem-solving capabilities. An organisational commitment to equality can enhance morale and employee loyalty, ensuring greater cohesion and productivity within teams. Furthermore, a diverse recruitment approach invites a broader talent pool, enhancing the company’s attractiveness to a varied range of applicants.
Reflecting the demographics of the communities served, inclusive hiring practices bolster a company’s reputation among clients and investors who regard diversity as a strength. Observations of International Women in Engineering Day can thus serve as a catalyst for continual reflection and improvement in support of female staff.
By fostering an inclusive environment, the utilities sector can enhance diversity and innovation while aligning business practices with modern values.
