Diversity and Inclusion

Embrace is Ofgem’s ethnic diversity staff network. We aim to create a workplace culture where race and ethnicity are understood and embedded in our workplace practices. We support all staff.

We aim to:

• enable 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, are happy, supported and encouraged to excel in the workplace.

We work closely with Ofgem leadership and staff across all grades to increase awareness of ethnic diversity issues and to identify actions that can bring about real positive change. We do this through:

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

EnAble is for any staff member with a disability, health condition or who looks after someone as a carer. This includes ‘hidden’ and mental health conditions. Network members join EnAble for many different reasons. A number of us are parents of children with disabilities or additional needs.  

We aim to provide a supportive network of colleagues and friends to discuss issues of common interest, and to raise awareness of issues experienced by colleagues to improve our workplace experience and promote mental wellbeing. 

Some of our 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.  
• inputting into Ofgem’s Future of Work programme to ensure Ofgem’s working arrangements are suitable for all. 

Our members are also involved in a number of wider Civil Service initiatives and work closely with other networks, such as Ofgem’s Mental Health Network.

We are staff-led and rely on volunteers. We welcome all Ofgem colleagues who have an interest in these issues and making Ofgem a better place to work. 

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.  

Among our objectives we aim to raise awareness of LGBTQ+ specific issues and challenges, build a body of informed staff allies to support LGBTQ+ colleagues supporting an inclusive environment at Ofgem, and ensure a zero tolerance approach is taken to bullying and harassment, and more. 

We offer:

• a colleague network and speaker/social events to make LGBTQ+ topics visible, and where issues relating to the LGBTQ+ community (inside or outside the organisation) are discussed openly. 
• 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 if they need support. 

Our mental health group is a network of Ofgem staff passionate about promoting and facilitating good mental health in the workplace and at home.

We provide a listening ear and help for staff who may need additional support and care to cope with poor mental health. We aim to normalise conversations about mental health at Ofgem so it is a natural agenda item at meetings across all levels, and discussed in 1-2-1s when needed. 

We offer:

• direct support through an expanded network of mental health first aiders in Ofgem
• a network of local champions in many of the teams throughout Ofgem 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. 

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

As a network, we focus on five objectives:

1. Equal remuneration of staff regardless of gender.
2. An effective and supportive parental leave process.
3. Equal representation of male and female staff on panels at internal and external events.
4. Promote a focus on gender equality amongst the bodies that Ofgem regulates.
5. Make the monitoring and evaluation of diversity at Ofgem easier and more robust.

We have so far worked to meet these objectives by:

• running a buddy scheme for new parents
• co-hosting intersectional events on the experiences of trans colleagues in the workplace
• working with our human resources teams to run pilot domestic abuse training for line managers
• making 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. 

There is much more we want to do. We welcome all Ofgem colleagues to the network, regardless of gender.