Media releases

The findings of the 2024 Pride in Energy survey, published today, reveal a concerning increase in the incidence of workplace discrimination in the UK energy sector.

In the advocacy group’s fourth annual survey, 49% of respondents say that during the last five years they have either experienced or witnessed discrimination on the basis of gender identity or sexual orientation. This is up from around a third in previous years’ surveys (33% in 2021, 38% in 2022, 29% in 2023).

Recent experiences have driven this increase, with the proportion during the last year alone rising to 22% in 2024, more than double that when the survey began in 2021 (10% in 2021).

Alongside this, respondents’ perceptions of the industry they work in is also poorer than ever. The proportion of respondents who rate the UK energy industry as a whole as inclusive is down, at only 22%, worse than in any previous year.

Asked how this perception can be addressed, by far the top ask among survey respondents is ‘More visible LGBTQI+ role models and advocacy by senior leadership’. This echoes last year’s findings, as does the rejection of ‘pinkwashing’, with ‘Corporate visibility in community media and at Pride events’ ranked least important.

Negative experiences and perceptions reported by survey respondents contrast with other more positive indicators of progress elsewhere in the new data:

• The proportion of LGBTQI+ respondents who say they are able to be out to everyone at work has increased to 69% in 2024, more than 10% higher than in 2021 when the survey was first conducted.
• The proportion who rate their own employer (as opposed to the sector as a whole) as inclusive is also up more than 10% over the same period, to 73% in 2024.
• The proportion who say they have no senior or management role models or allies in their company is now only 17%, lower than in any previous year.

Anecdotal comments provided anonymously through the survey recount homophobic jokes in the workplace and graffiti in toilets, difficulty challenging behaviours in group environments and on internal social media channels, a pervasive unconscious bias affecting progression and promotion; and particular difficulties in operational site-based locations and countries where it’s illegal to be LGBTQI+.

Joshua Atkins, founder and chair of Pride in Energy said:

“The spike in reports of discrimination is hugely concerning at an individual level. And, at a time when the sector is pursuing huge growth in its workforce, negative experiences and perceptions risk our sector’s ability to deliver.

“For the second year in a row our survey has demonstrated a clear call for wholehearted and visible support and allyship for the industry’s LGBTQI+ employees that goes beyond activity in Pride Month. We will continue to support any organisations or business which seeks to make its workplace a more welcoming and equitable place.”

Notes to editors

1. Anecdotal comments provided anonymously by individual respondents include:
   • “Operational environments can still be huge hotspots for anti-LGBTQI+ rhetoric.”
   • “I have heard people say derogatory things about someone's sexual orientation. This tends to be more prevalent at site-based locations.”
   • “Pressure to sometimes work in countries where it's illegal to be LGBTQI+.”
   • “Colleagues in more challenging markets are not well supported.”
   • “Homophobic comments made and dismissed as the victim’s issue for not taking it as a joke.”
   • “Pejorative use of the word gay in an unnecessarily negative light.”
   • “Homophobic graffiti observed in male toilets in company offices.”
   • “I don't feel able to challenge the behaviours I have seen as they have been in a group setting where most people joined in negatively.”
   • “I was overlooked for a role in my last workplace due to my sexuality as I didn't conform.”
   • “I believe there is still a pervasive unintentional and unconscious bias and discrimination present in the workplace.”
   • “There is no real visibility of LGBT leaders and it feels very rainbow washing at times, with flags and parades, but is there any support when it comes to recruitment or education or the more difficult things like facilities or benefits and rewards? We need true and real inclusion”.
2. 258 people from the UK energy industry took part in the 2024 survey, conducted between May and July.
3. Pride in Energy network is a diversity forum and network for Lesbian, Gay, Bisexual, Transgender, Queer and Intersex (LGBTQI+) employees in the UK energy industry, and their allies. It was launched in 2017 in response to a need for an organisation to address LGBTQI+ issues in the energy industry.
4. Pride in Energy is supported by the Energy Networks Association, Energy Institute, Energy UK, Ofgem and iGEM.