Gary contributes to Women in Utilities – ‘How to create a genuinely inclusive culture for women’
We’re proud to see our co-founder Gary Ford featured in Utility Week’s latest research report: “How to Create a Genuinely Inclusive Culture for Women”.
The report is an essential read for anyone committed to breaking down the systemic and cultural barriers that continue to hold women back in the utilities sector. It offers a blend of data, practical advice, and lived experience, and it doesn’t shy away from the uncomfortable truths still shaping many women’s careers.
In the section titled “Becoming More Inclusive”, Gary Ford speaks candidly about the patterns of bias many women continue to experience at work — from being asked to take on office “housework” like minute-taking or organising social events, to assumptions around availability or ambition based on motherhood.
“Our affinity bias means we tend to socialise with people who are most like us,” Gary explains, “so women find they are excluded from nights out at the pub, or golf days… which inevitably lead to career-related opportunities. It’s not what you know, it’s who you know.”
The solution? Leaders must be conscious of how they share their social capital. That means intentionally building relationships across your team — not just with the people you naturally gravitate towards.
Challenging bias
Drawing on his time at JP Morgan, Gary also shares one of the simplest but most effective practices for dismantling bias during career progression discussions: appointing a “bias spotter.”
“Just to ask, ‘Would you be asking that question if this was a man?’” Gary says. “Just checking in that we weren’t judging people by a different standard.”
It’s a small intervention that can lead to significantly fairer outcomes, particularly in meetings or review settings where subjectivity and assumptions often creep in.
Why It Matters
As this report makes clear, there is no quick fix for inclusion — but there are powerful, proven strategies that organisations can adopt to make meaningful progress.
From rethinking meeting dynamics to actively rebalancing informal networks of influence, this research highlights the urgent need for systemic change and everyday leadership that centres inclusion.
We highly recommend reading the full report:
👉 How to Create a Genuinely Inclusive Culture for Women
At Men for Inclusion, we believe equity is everyone’s business, and we’re proud to support leaders and organisations ready to move from good intentions to real impact.
Get in touch with us to learn more about how our ADUCE programme helps create cultures where everyone can thrive.
