Women in utilities and unconscious bias: Our survey results and what we can do about them
As an agency founded by two women from a utilities background, that works with incredible clients from across the utilities industry, we’re passionate about issues affecting women in the utilities sector. Little wonder then that we seized the opportunity to partner with WUN – Womens Utilities Network to tackle a critical issue: unconscious bias within the sector.
Our February 2024 research revealed some eye-opening findings (and some shocking ones). The findings are explored in detail in a new report, Unconscious Bias in the Utilities Sector: What is the Reality?
This blog outlines some of the most important findings from the Unconscious Bias report. Read on to find out more and download your copy.
At Pod, we’re lucky enough to research and write about some really important – and interesting – topics for our clients from the world of energy and utilities and beyond. Earlier this year, when we partnered with WUN – Womens Utilities Network we were excited to be involved in a project that was also important and interesting, but also extremely personal to us. As a business founded by two women and which works closely with utilities companies, we were honoured to work with WUN to help with its 2024 opinion survey, Unconscious Bias: What is the Reality?. Not only because we enjoyed the creative aspect but, we also wanted to see the results. Unconscious bias is a fascinating topic and something that everyone should be aware of - as every one of us makes instantaneous assumptions based on our own personal experiences. These expectations will undoubtedly influence behaviours in the workplace that can quickly become particularly harmful and obstructive to a woman’s career.
That’s why we take a keen interest and share concern when we hear discussions and see reports on why women leave their jobs and careers. Through conversations with WUN, it became clear the utilities sector in particular is experiencing a drain of talented women. So we joined forces to find out.
We can now reveal what we discovered, and we believe the results of this survey are incredibly profound.
We received almost 400 responses to our survey, covering a good split across age and experience. (The majority of respondents were aged between 25 and 54, having spent a minimum of five years working in utilities.)
Heard, but not listened to
One of the key things that came through loud and clear from the women who took part in our survey was they are regularly interrupted or spoken over, and their ideas are only accepted when repeated by male colleagues.
41% said they don’t feel their voice is heard in meetings and that they are often interrupted when speaking
49% of women do not believe their opinion is as valued as their counterparts
Sadly, but understandably given these figures, almost half of the women who took part (46%) told us they often hesitate to offer an opinion or share an idea - even though they know that what they have to say has value.
With figures like this, it is clear that work needs to be done to empower and amplify female voices in the utilities industry.
Cut down to size
According to our research, women holding senior positions within the industry feel they receive increased scrutiny in their day to day operations, and are judged more harshly than their male counterparts. As the tallest poppy in their field, they feel that others are ready and willing to cut them down.
Almost a third (31%) of the women who responded to our survey felt they would be judged harshly if they failed or underperformed for any reason.
Unsupportive working environments lacking in diversity are clearly a root cause for a lack of career progression for women in utilities - and something that could lie at the heart of the problem.
Experience untapped
A huge 84% of participants in our survey told us women are generally given more administrative and organisational tasks over more leading and challenging ones - regardless of their level of seniority and experience.
Respondents shared some powerful stories of women being treated differently, such as:
‘I have the most experience in my department but the managers treat me like a new starter.’
‘...one male attendee asked if I was taking the notes.’
‘...I have had my job explained to me and been asked to check with my line manager.’
‘I am only just starting to feel I have a voice after 27 years of service.’
Getting from unconscious bias to heard and valued
Our survey shows that it’s time for change. First, we need to keep any preconceived ideas about our colleagues in check. Doing so will ensure we can create a work culture that cultivates and appreciates diversity and all the benefits it has to offer – something we at Pod believe benefits an entire company.
The white paper reveals some unsettling insights about unconscious bias; how it is holding back careers and fostering a culture where women are being seen but not heard. However, it also includes some useful insights and guidance on what can be done to encourage change, such as:
How to recognise your unconscious bias
Five steps to reduce the impact of unconscious bias
Testimonials and stories of individual experiences
We would really encourage our amazing clients and follows to read this important document – we hope it serves as a good first step in achieving more tolerant and accepting working environments across utilities. Get your copy of the full report here.
