New industry-wide data released today ahead of the EDI in Energy Conference shows that while the UK energy sector has continued to strengthen many of the policies and practices that support equity, diversity and inclusion (EDI), progress has slowed, and in some cases declined, with significant challenges around accountability, workforce data and representation remaining.
The findings combine results from TIDE’s 2026 Health Index and Energy & Utility Skills’ Inclusion Measurement Framework, providing a picture of both the EDI activities organisations are undertaking and diversity across the sector.
The Health Index found that:
- Employee EDI objectives and workforce diversity data remain among the lowest-scoring indicators, highlighting the need for stronger governance and evidence-based decision-making.
- Whilst notable improvements were found in some areas such as accessible communications, most indicators declined year on year.
- People-related indicators are the strongest area overall, with organisations reporting continued progress in equitable recruitment and promotion processes, flexible working practices and efforts to address inequities in rewards and benefits.
- The weakest-performing area remains external EDI activity, specifically around engaging with suppliers.
The Inclusion Measurement Framework found that:
- Women now make up 29% – a 5% increase from last year, and now slightly ahead of the wider utilities sector.
- LGBTQ+ and minority ethnic representation are now in line with the wider utilities sector.
- The energy sector is less diverse than the UK national workforce.
- Undeclared rates are improving, with more people choosing to share their characteristics, although they remain a significant challenge across several characteristics with more than half of employees still choosing not to disclose disability information or their sexual orientation.
Summaries of the two surveys can be found below and the full results are available now.
Juliette Sanders, Chief Communications Officer at Energy UK, said:
“The results show that the sector continues to make progress in some areas, particularly in creating more inclusive workplaces, and that targeted efforts such as a focus on accessible communication can really drive change.
“However, the findings show a worrying trend and demonstrate that progress cannot be taken for granted. The next stage of the energy sector’s EDI journey will require the personal involvement of leaders to drive momentum. Positive results will depend on stronger accountability, improved data declaration and a continued focus on turning commitments into measurable outcomes.”
Louise Parry, Director of People and Organisational Development at Energy & Utility Skills, said:
“Whilst there have been improvements, both in representation and declaration within the results, and the energy sector is now broadly in line with the wider utilities sector, our workforce lags behind the UK national workforce representation. There is more to be done to translate these results into tangible action.
“The energy industry faces significant workforce demand as the UK delivers its clean energy ambitions. Meeting this demand not only requires the sector to grow its workforce, but to also broaden its representation, attracting and retaining diverse talent from a wider range of backgrounds and reflective of the communities we serve.”
The Health Index and Inclusion Measurement Framework form part of TIDE’s ongoing work on data collection and insight, sharing good practice and acting as a central point of coordination for EDI across energy.
Full results from the 2026 Health Index and Inclusion Measurement Framework covering the 2025 period are available here.
Further information and resources are available from the Tackling Inclusion and Diversity in Energy (TIDE) hub here.
Anyone seeking to take part in future surveys aiming to deliver a full picture of EDI progress across the energy sector can sign up to the EDI in Energy mailing list here.
