Upward Career Mobility and Gender Equality: Leading the Charge at E.ON UK
E.ON UK’s 2024 Inclusion Report highlights a progressive commitment to building an equitable future through a workplace culture that prioritises diversity, inclusion, and the upward mobility of its people. The report is a testament to how targeted efforts and visionary leadership can break down barriers, improve opportunities, and drive impactful societal change.
As Rt Hon Justine Greening reflects, “E.ON is setting the benchmark for how purpose-driven organisations can tackle gender inequality and career barriers. By investing in people and creating inclusive opportunities, they’re not just powering homes and businesses but empowering lives.”
E.ON UK’s commitment to upward mobility is evident through its open access development networks, mentorship programmes, and targeted initiatives for underrepresented groups. Notably, programmes such as E.ON’s Customer Solutions Universe-ity as well as their apprenticeship schemes have transformed over 1,000 careers, providing accessible, fully funded pathways for individuals to acquire advanced skills. From engineering to digital marketing, apprenticeships offer practical experience paired with academic progression, and E.ON is ranked among the UK’s top 30 apprenticeship providers.
Pull Out Stat for Design: 61% of members in E.ON’s development networks are women and 27% come from ethnically diverse backgrounds, demonstrating progress in building a diverse talent pipeline.
Helen Bradbury, Chief People Officer at E.ON UK, added, “We’re committed to building an inclusion organisation, and through opportunities for growth and development, we believe everyone can thrive. Recognition as Best Employer for Women and our Menopause Friendly Accreditation are milestones of our inclusive culture.”
E.ON UK’s focused gender equality measures have delivered tangible results. The Fast Forward network, designed to empower women in the workforce, has created pathways for leadership through bespoke initiatives such as Women in Leadership, a programme blending workshops, networking, and career coaching. Promotion rates for women have climbed from 2% to 10% over three years, aligning with the rates for men.
The number of women in senior executive roles at E.ON has risen by 6% to 36%, working towards an ambition of 50% by the end of 2025.
The company has also taken a proactive stance on addressing barriers that disproportionately impact women, such as maternity transitions and menopause. Monthly maternity cafés, maternity coaching trials, and the Menopause Matters network provide practical and emotional support for those navigating life’s challenges.
This support extends to their family friendly approach, which promotes flexible working for all, focusing on the benefits for performance, wellbeing, and enabling those with disabilities and health conditions to remain in work and be their best.
Chris Norbury, CEO of E.ON UK, emphasises, “Our inclusive development networks and forward-thinking policies ensure that no one is left behind. The energy transition is not just about powering the future but empowering those who will lead it.”
E.ON has demonstrated that policies can drive culture change. Its equal parental leave policy, which offers 18 weeks of paid leave for all parents, including adoptive, kinship and neonatal care, has redefined workplace support for families. Over 200 fathers have already benefitted since its introduction in 2023 with over a 95% participation rate. All policies are gender neutral and inclusive of LGBT+ communities.
In parallel, initiatives like the Fertility Forum ensure no colleague feels unsupported during challenging life stages. Unlimited paid fertility leave and peer support programmes stand out as pioneering efforts in workplace inclusivity.
While the mean gender pay gap at E.ON is 13%, the company is actively tackling the structural causes. Underrepresentation in higher-paying technical and leadership roles is a challenge, but steps like targeted STEM recruitment and development are making inroads.The company’s ethnicity pay gap also underscores the need for sustained focus. Ethnically diverse employees represent 25% of the workforce, surpassing UK averages. Efforts like the embRace Your Talent programme aim to nurture underrepresented groups for career advancement.
The report underlines E.ON’s partnerships with organisations like that with The Purpose Coalition, showcasing a shared drive to uplift individuals and communities. Through these collaborations, E.ON has mapped its progress against key Purpose Goals, reinforcing its societal impact alongside operational achievements. E.ON UK’s story is one of evolution, underpinned by purpose and bolstered by measurable outcomes. By combining ambitious targets with a human-centred approach, the company is not only advancing careers but shaping the energy sector as an exemplar of gender and social equality.
As the energy transition gains momentum, so does E.ON’s commitment to ensuring everyone has a stake in the future. Through innovative solutions and a steadfast belief in people, E.ON continues to lead by example in the journey toward equity and opportunity.
