Powering Up Inclusion: The Forgotten Energy Source – Axis Network

In the energy sector, we are rightly focused on securing the fuels of the future—renewables, nuclear, hydrogen, and storage. But there is one energy source we are consistently overlooking: inclusion. Mark Freed (Men for Inclusion) shares his thoughts on the importance of effective inclusion in the energy industry.

Diversity, equity, and inclusion (DEI) are often spoken about in the same breath, yet each plays a distinct role. Diversity is the fact of difference. Equity is about systems and fairness. Inclusion, however, is about choice. It is about behaviour. It is about whether we create an environment where every person, regardless of background, can contribute fully, innovate freely, and progress without hidden barriers.

Put simply: diversity brings talent into the room, equity gives it a seat at the table, but inclusion ensures it has a voice. Without that voice, the full benefits of DEI are never realised.

Why Inclusion Matters in Energy

Industry research confirms the risks of neglecting inclusion. Recent surveys suggest that a significant proportion of female energy professionals are considering leaving the sector due to a lack of inclusivity [1]. In an industry already facing a global skills shortage, this is not a challenge we can afford to ignore.

The reality on the ground tells the same story:

• Decommissioning teams struggle to stay cohesive when the looming end of operations undermines motivation and creates divisions between trades.
• New recruits—particularly women and people from underrepresented groups—find site cultures unwelcoming, resulting in poor retention despite significant recruitment investments.
• Merged organisations wrestle with legacy cultures and norms that exclude some groups, stifle collaboration, and leave talented people unheard.

Each of these challenges is not a “diversity problem” or an “equity problem.” They are inclusion problems.

The Barriers We Create

Most energy firms are not ignoring DEI. Many have invested in employee networks, awareness campaigns, and celebratory events. These are important and meaningful—but too often, they remain surface-level. They celebrate difference without tackling the behaviours and barriers that prevent inclusion.

One personal story illustrates this clearly.

I grew up working-class, left school without academic qualifications, and joined a corporate environment dominated by privately educated men. I didn’t understand their sports, their cultural references, or even their wine. I was socially excluded, my ideas were overlooked, and I felt I had to work twice as hard for half the recognition. Eventually, I adapted—learning their interests, dressing like them, even bluffing where I couldn’t fit in. It helped me survive, but it meant my authentic self—and my best contributions—were hidden. The firm lost out as much as I did.

When people feel they must assimilate rather than contribute authentically, everyone loses. The organisation forfeits innovation, engagement, and talent.

Powering Inclusion: What Works

The solution is not more policies or more posters. It is behavioural change. Inclusion must move from being a corporate initiative to being an everyday choice—made by leaders, managers, and colleagues alike.

That requires four things:

1. Awareness – understanding what inclusion looks like in practice, and where the barriers lie.
2. Desire – a personal commitment to challenge exclusionary behaviours and build a better culture.
3. Understanding and Capability – equipping people with the skills to listen, invite contributions, and remove barriers.
4. Embedding – making inclusion part of the way we work, not just something we celebrate once a year.

The Call to Action

The energy sector is at a crossroads. We are transforming our industry to meet the demands of a sustainable future. But if we do not transform our cultures with the same ambition, we will fail to attract and retain the talent that will power that future.

Inclusion is not a “nice to have.” It is the forgotten energy source—the one that fuels innovation, resilience, and performance.

The question for every leader in energy today is simple: are we ready to switch it on?

Reference [1]: “Unconscious bias in the utilities sector: what is the reality?”, Women’s Utility Network, 2024