It was really interesting to read Powerful Women’s 2025 State of the Nation report published last week POWERful Women | Company statistics 2025

Fundamentally what the State of the Nation report concluded was that when looking at the top 100 companies in the sector, we are at best moving too slowly towards equality and inclusion, and at worst have stalled. But why is this still the case when so much focus has been on it?

The results of the survey will not surprise many women in the Utilities sector. And many of the reasons why are highlighted in the survey that WUN published in May 2025 .WUN 2025 Survey Report: The Power of Culture. – Womens Utilities Network.  The solutions are far more nuanced and complex than simply implementing equality policies, having DEI departments or wearing badges. Cultures and environments have to truly change to become genuinely inclusive- which means that how we do business has to change too. The prevailing ‘masculine’ way of working is increasingly inappropriate. It is not wrong- it just means that the talent available across the whole workforce is not being effectively utilised.

The uncomfortable truth is that we all have to work together to create a new marriage of working practices that brings out the best in both men and women, and people of all unrepresented groups. Women can work at being the best version of themselves, which is where a lot of WUN’s work is focused, but men too have to come to the table and recognise that what feels ‘normal’ for them is not normal for others, and in many cases creates environments where others feel uncomfortable. It is not surprising that 1 in 3 women are looking to leave the sector when it can feel like pushing water up hill on a daily basis.  Talent will just walk away if there is no real change.

It is not just women that often find that traditional ways of working do not suit them.  An increasing number of male allies are being vocal about this too. And minority groups, in all forms are even further behind when being properly represented throughout organisations.

There are some stellar examples of leaders, both men and women who are driving real inclusion in their organisations, and living values and behaviours rather than talking about them. The results speak for themselves. There are also too many leaders who still have their heads in the sand and are relying on others to tick boxes in relation to inclusion and equality. We have all read the research which shows that diverse teams deliver the best results, so let’s hope that those businesses with genuine diversity start moving ahead over the next 5 years. If nothing else financial results will drive change!