The energy sector has traditionally been populated by men, particularly in field and engineering roles. In 2023, we set a commitment to increase participation of women across our Group. Our aim is to have 40:40:20 representation (40 per cent women, 40 per cent men, 20 per cent any gender) across several areas of our business by 2030.
Our 2025 progress - percentage of women employed:
2025 Position | 2026 Target | 2030 Target | |
|---|---|---|---|
Jemena - all | 40.8% | 40.0% | 40.0% |
Zinfra - leadership and management roles | 19.7% | 25.7% | 28.0% |
Graduates | 76.7% | 40.0% | 40.0% |
Apprentices | 17.3% | 25.0% | 40.0% |
We provide a yearly update on these figures in our annual Sustainability Report.
Our gender pay gap assessment is based on the Workforce Gender and Equality reporting (WGEA) framework and is the Average Total Remuneration figure.
2021 | 2022 | 2023 | 2024 | 2025 |
|---|---|---|---|---|
19.0% | 24.2% | 19.4% | 18.3% | 23.1% |
Over the past 12 months, our annual total remuneration gender pay gap has increased by 4.8 percent to 23.1 percent. This increase has predominantly been driven by additional allowances, overtime, and travel by our field workforce to restore network assets following significant weather events. Whilst our gender pay gap for field remains a focus area, the gender pay gap for non-field roles continues to narrow, with a 1.1% reduction (down to 15.9%) and improvements across multiple corporate teams.
Closing the gap remains a priority as we work to attract, recruit, develop, and retain women across our organisation. To drive sustainable change, we’re focusing on areas of greatest influence ‑ boosting women’s representation in our field workforce and creating clear pathways for progression. By embedding equity across our employee life cycle, we’re building a workplace where everyone can belong and succeed. Closing the gap isn’t just a goal - it’s our responsibility.
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