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In the last 4 years we have launched OVO’s first fully formed Belonging strategy (encompassing all strands of diversity), built eight network groups which are self sustaining and sponsored at a senior level, and introduced dedicated communication channels for each of the 8 Networks I established (covering Age, Disability, Gender, LGBT, Race, Religion, Neurodiversity and Mental Health).
In addition, we published our Belonging Report every year, with full transparency around metrics (including voluntary ethnicity pay gap reporting); delivered a set of impactful Belonging e-learning modules covering a range of topics from what belonging means, to how to create neurodiverse inclusive teams (which has become the course with the highest completions and the highest scores in all our learning catalogue). In 2022 we also designed and delivered a reverse mentoring programme allowing our C-suite to get direct lived experience insights from our colleagues from an ethnic minority background and/or who identify as LGBT+. We also forged powerful external partnerships including with Business in the Community (Race at Work Charter,) Powerful Women Pledge, Business Disability Forum, Menopause friendly Employers, Neurodiversity in Business, Inclusive Companies, Faith & Belief Forum, Trans in the City, Investing in Ethnicity, Renegade Generation, and more. One partnership we’re especially proud of is with the Aleto Foundation, though which we offer mentoring and summer internships to young poeple from what the charity defines as “tough reality backgrounds”.

In terms of what we’ve been through, there’s been an incredible amount of challenges that came with being in the energy sector, not least the energy crisis and the cost of living crisis. In addition, as a business OVO went through a lot of change too, with 4 different CEOs in as many years, and a lot of changes to the way we operate. This has come with significant reductions to our budget as a team. Despite all this, and despite being only 2 people and having to cover the entirety of OVO’s operation spanning across 3 hubs (Bristol, Glasgow and London) and our field services, we managed to increase engagement with our Belonging work, increase representation, especially of women in Tech and ethnic minorities across the business.