Staff networks

Embrace network

Embrace is Ofgem’s ethnic diversity staff network. It aims to create a workplace culture with an understanding of race and ethnicity at its heart. 
 
It aims to:

• encourage open, non-judgemental conversations about race and ethnicity
• understand, create awareness of, and address the drivers for differences in outcomes and opportunities across race and ethnicity
• remove organisational barriers that may disadvantage staff because of their race or ethnicity
• empower staff to bring their authentic self to work - so people feel included, happy, supported and encouraged to excel in their careers

It works closely with Ofgem leadership and staff to increase awareness and bring about real positive change. It does this through:

• networks across government
• staff workshops and seminars
• an advice hub and resources on Ofgem’s intranet
• providing advice and a listening ear for staff

EnAble network

EnAble is for our colleagues living with a disability or health condition - including ‘hidden’ and mental health conditions. The network also welcomes those who look after someone as a carer. 

Members can discuss issues of common interest with friends and colleagues, raise awareness of issues experienced, and promote mental wellbeing. 

EnAble’s recent work includes: 

• introducing more support for carers in Ofgem – for example, the Civil Service Carers Passport 
• working with Ofgem’s human resources team to audit our Disability Confident accreditation and identify areas for improvement 
• ensuring Ofgem’s working arrangements are suitable for all staff via input into Ofgem’s Future of Work programme 

LGBTQ+ network

LGBTQ+ people deserve to work in an organisation that empowers them to be their most authentic selves, whether they chose to be ‘out’ at the office or not.

The network’s aims include:

• raising awareness of LGBTQ+ specific issues and challenges
• building a body of informed staff allies to support LGBTQ+ colleagues 
• ensuring a zero tolerance approach is taken to bullying and harassment

In order to meet its aims, the network offers: 

• speaker and social events to make LGBTQ+ topics visible
• input on internal policy development and steering on positive commitments to further inclusive practice, such as Ofgem’s Power in Pride Promise 
• a safe space for all staff to raise suggestions, concerns, or get help on LGBTQ+ issues

Mental health network

Our mental health network is made up of staff passionate about promoting and facilitating good mental health in the workplace and at home. 

It provides help for staff who may need additional support and care to cope with poor mental health. 

It aims to normalise conversations about mental health at Ofgem by offering: 

• direct support through an expanded network of mental health first aiders
• a network of local champions throughout the organisation to promote good mental health at team level  
• an advice hub on Ofgem’s intranet and regular internal communications on mental health issues, to encourage self care and mental health best practice 
• close contact with Ofgem’s human resources teams to encourage and steer improvements for colleagues experiencing poor mental health

Women's network

Ofgem's Women's network aims to champion gender equality within our workplace and across the energy sector. 

It focuses on five objectives: 

• equal remuneration for staff regardless of gender 
• an effective and supportive parental leave process 
• equal representation of male and female staff on panels at internal and external events 
• promoting a focus on gender equality amongst the bodies that Ofgem regulates 
• making the monitoring and evaluation of diversity at Ofgem easier and more robust 

To work towards achieving these objectives, the network has:

• introduced a buddy scheme for new parents 
• co-hosted intersectional events on the experiences of trans colleagues in the workplace 
• worked with our human resources teams to run pilot domestic abuse training for line managers 
• made a public pledge with POWERful Women to work towards achieving 50% female representation at all grades at Ofgem by 2025, with at least 9% of staff at each grade being women from an ethnic minority

Muslim network

The Ofgem Muslim Network was created to ensure positive representation of our Muslim colleagues, and to foster a more harmonious and inclusive culture for all staff. 

It aims to:

• raise the visibility and representation of Muslims at Ofgem
• bring together and support Muslim colleagues from across the organisation
• support its members with their personal development
• increase understanding of Islam

To meet these aims, the network will:

• provide a platform for members and allies to connect and support one another
• deliver events and produce or share content to help increase the understanding of Islam
• promote personal development opportunities for its members
• support policy development at Ofgem by offering advice and insight
• work with other departmental and cross-government networks where it can to increase the visibility of Muslims at Ofgem

EngAge network

The EngAGE network aims to create an environment where every employee at Ofgem, feels valued, respected, and empowered to contribute their unique perspectives and experiences regardless of their age.

The network will do this by:

• increasing awareness and understanding of age diversity in the workplace
• supporting the career development of its members by providing resources, mentoring, and training opportunities
• fostering cross-generational collaboration and knowledge-sharing through networking events, workshops, and online platforms
• supporting policies and practices that promote age diversity, such as flexible work arrangements and age-neutral recruitment
• organising initiatives to address age-related challenges and age-specific health concerns
• collaborating with external partners such as industry associations and research institutions to share best practices, collaborate, and drive societal change