Callum McPhillips of NSUSL discusses the importance of encouraging equality in the utilities industry.
In the UK, women make up 47% of the overall workforce. Yet, there are some industries which are filled predominately by male workers, including the utility industry. This industry is filled with just 24% of female workers.
Various industries and workplaces have been attempting to apply equality and diversity for several years. Diverse workplaces can in fact improve productivity and culture. Having workers from a range of demographics enables different perspectives to be considered which can improve innovation and problem-solving.
Despite efforts to promote inclusion and diversity, subconscious gender stereotyping can exist in workplaces. Thames Water removed ‘masculine’ terminology from one of their job advertisements, which resulted in female applicants increasing from 8% to 46%. Words such as ‘competitive’, ‘confident’ and ‘champion’ were replaced with more gender-neutral language.
Utility companies have a responsibility to ensure male and female workers feel welcome and valued working for them. Allow NSUSL to discuss how the utility industry can encourage female applicants and existing female workers to feel comfortable working and progressing in the industry.
Start from the top
Women make up just 24% of the utility workforce. This figure is even lower for female workers in senior roles. Despite the lower number of workers, females also leave twice the rate as their male counterparts. Utility companies employing more senior female workers could increase female applicants and encourage existing female workers to stay.
Employee retention is more cost-effective and time-saving than hiring new employees. Employing new female workers is important, but encouraging existing ones to stay is more efficient. One way firms can do this is hiring female workers in senior roles. If a female worker sees only male workers in senior roles, this can affect confidence and make them feel like the industry isn’t for them due to the lack of trust and progression opportunities. However, if a company has female workers in senior roles, this can motivate female employees as they see a path of progression. Career progression is a key factor in improving employee retention.
Female workers in senior roles are also more likely to have a greater influence on business operations, which can create a snowball effect, preventing a situation similar to Thames Water. Senior female employees are likely to have more of a say in the recruitment process. Because of this, it is less likely ‘male language’ will be used which can alienate female applicants. Diverse seniority can ensure more existing employees and applicants can feel represented for, resulting in a more diverse workforce. As well as retaining a diverse group, this can attract a wide pool of talented employees.
Senior female employees can also mentor younger female employees. They can resonate, and offer guidance and advice based on their experiences in the industry, helping female workers feel comfortable and improving confidence.
Guidance from male and female workers
Senior female employees can help with retaining female workers and boosting the number of female applicants. Yet, it shouldn’t solely be down to senior female employees to offer this guidance.
Male employees, of all seniority, must support female colleagues and vice versa. Subconscious gender stereotyping often stems from years of standardising roles within industries and society. This is prevalent within sectors such as utilities and construction, where workers were traditionally and still are predominantly male. Utility companies must educate both male and female workers. Female workers must understand they have a future in the industry and will be given equal opportunities and male colleagues. Male employees must be educated that their female counterparts can be just as qualified and suitable for the role.
There is no point having just female workers supporting one another. Male and female employees having the same mindset and attitude to diversity will improve workplace culture and diversity.
Education and encouragement of this can eventually eradicate any stereotyping within the workplace.
Policies should also be in place which supports male and female workers, such as equal pay and progression opportunities and family-friendly policies.
Equality and diversity within the workplace can only benefit a company. A diverse workforce of various demographics can improve innovation and productivity. This flexibility of approach brought by seeing things from different perspectives can challenge the norm when it comes to offering solutions and solving problems. This kind of innovation is how business’ evolve and progress.
You can contact the North Staffs Utility Services team via their website, by calling 0800 6118704 or emailing [email protected].
