Celebrating diversity on International Women's Day
Blog
I’ve been working in the energy industry for over 20 years now. Looking back I realise how fortunate I’ve been to be able to juggle my family and my career. It’s also clear how much things have changed for the better for women in the industry – but how important it is that we go further.
In my 30s, I was a consultant advising on energy strategy and policy in various countries across the globe.
It was a great time. I worked on big restructuring projects, made great friends and got to see some fantastic places such as Mexico City and Jamaica.
I loved my job. But I had no senior women role models. Although I was a junior consultant, there were no women senior to me there. The working practices were quite traditional and there was no-one up ahead challenging the long hour culture and the assumption that work must always come first. I remember thinking that I wouldn’t be able to keep my job if I decided to start a family.
When it came to having children, I was lucky. By that time I was working on short term assignments – which allowed me to focus on my work and spend time with my kids. Because I lived abroad, I could afford the childcare which allowed this working style. If I’d stayed in the UK I’d almost certainly have had to look for a less demanding job, or give up work altogether.
Moving forward
Things are different today. People have realised the importance of a diverse workforce, and there are more women role models – including in energy. It’s accepted that we have commitments outside work. It’s also accepted that some men have childcare responsibilities and that it isn’t only women with children who have a life beyond the office.
I think the public sector is leading the way in flexible working and things are definitely better for women now. It’s refreshing to see people in Ofgem being confident enough to say that they need to leave a meeting to pick up their kids and there is an increasing number of people working flexibly or part time – including people in senior positions.
How to strike the balance
In this new world, it’s important to get the balance right. It can’t always be work responsibilities that lose out.
When I returned to full time working and to the UK, my children were still young. I built up a network of support – from my childminder, husband and my in-laws. This meant it wasn’t always me who had to drop everything when a child was ill or the school was closed. It also gave me the flexibility to make up time when the family emergency struck. I was lucky to have a family nearby, and a supportive husband. But I had to be organised.
If the workplace is going to offer us flexibility, it is only fair that it expects a bit of flexibility in return. I am very pleased to say that there several people in Ofgem who exemplify how to do this well.
Ofgem and the energy sector
It’s a really exciting time for the industry but there are huge challenges too. Whether you are thinking about networks (what is the future for the gas network?), the wholesale markets (how do we balance supply and demand in a cost-effective way?) or customer facing issues (such as the poor deal that sticky customers get or the rollout of smart meters), there are significant changes afoot.
Ofgem and the industry as a whole will be best placed to rise to these challenges if we tap into the widest pool of talent and encourage diverse thinking and skills. While great strides have been made in recent years – it’s been encouraging to see some high-profile industry events (such as the last two National Grid/Ofgem Winter Outlook seminars) led by women – this is still an industry dominated by white middle-aged men.
In particular, the sector needs to change its public face to be a true reflection of the society it serves. I think this is vital if we are to rebuild people’s trust in the energy industry.
That’s why I’m delighted we have launched the Ofgem women’s network and that we are taking diversity seriously as an organisation. We are also looking to support POWERful Women and other groups seeking to improve the gender balance in the energy industry.
These networks are not just there to support us as individuals (although that is important). If we use them well, they can bring about further change and improvement in the diversity of our organisations. This will only make Ofgem a better regulator and better able to make a positive difference for consumers.
Looking back and going forward
Organisations thrive when they have individuals from different backgrounds, with different views and skills. The energy industry in particular needs to keep its attention on addressing diversity in its workforce.
We can and should strive to make flexible working work – so that it is good for the business as well as for individuals.
I wish I’d been more assertive and confident about all of this earlier on in my career. It makes for a better workplace.