This answer is written by me, Stephen Gill, founder and instigator of the Women in RACHP Network. At the time the group was initiated, I was President-Elect of the Institute of Refrigeration (IOR), and the network was formally established during my first year as President in 2016.

With over 45 years in the engineering and cooling sector, I’ve witnessed how underrepresentation and exclusion can hold back both individuals and industries. When I took office at the IOR, I discovered that out of several thousand members, only nine were women. That figure was both telling and unacceptable for a technical organisation aiming to reflect excellence and innovation.

The idea of a dedicated women’s network within the IOR was initially met with hesitation. Some Board members questioned whether a technical institution should involve itself in “diversity work.” I made the case that if we were serious about attracting the best talent, improving innovation, and ensuring a sustainable future, we couldn’t afford to ignore half the population. Inclusion, I argued, was not an add-on—it was essential to the mission of a forward-thinking technical society.

With Board approval secured, I brought together a steering group of passionate women already working in the industry. Together, we shaped what would become the Women in RACHP Network—a space to connect, support, and advocate for women across the refrigeration, air-conditioning and heat pump sector.

Our goal was not just to increase numbers, but to create visibility, belonging, and structural change. We focused on mentoring, peer support, industry outreach, and the creation of safe spaces for honest conversation. The network was built on the belief that when women support each other, share experiences, and lead collectively, real change happens.

One of the most impactful initiatives we delivered was the Women in Cooling Report—the first structured research study in our sector to document women’s lived experiences. Designed and led entirely by the network, the report gathered both data and personal narratives to highlight systemic barriers and recommend practical solutions. It’s since been referenced by industry bodies, used to inform strategies, and credited with giving voice to a community that had long gone unheard.

Today, the IOR has grown from just 9 to almost 90 women members, and the Women in RACHP Network has over 600 active social media participants. But it’s not just about numbers. The culture is shifting. We now see women speaking on panels, leading projects, and being recognised as role models in a field where they were once invisible.

One powerful example of the network’s impact is Lisa-Jayne Cook, who joined in 2016 when the group was first formed. She has publicly credited the network with playing a key role in her professional growth and confidence, which ultimately led to her becoming only the second female President of the IOR in its 125-year history. As Lisa-Jayne puts it: “Joining the Women in RACHP Network in 2016 was a turning point in my career. It gave me a sense of belonging, access to support, and the confidence to use my voice. I genuinely believe I wouldn’t be where I am today—serving as the IOR’s second-ever female President—without the inspiration and solidarity the network provided.” Her journey is a powerful example of what is possible when inclusion is backed by action.

My involvement didn’t end after launch. I’ve remained on the committee, supporting strategy, mentoring emerging leaders, and embedding inclusion in every layer of the organisation. I’ve also extended this work into related areas—championing neurodiversity, social mobility, and inclusive recruitment through initiatives like the Engineering Council’s guidance for neurodivergent applicants, launched in 2024.

This work isn’t about ticking boxes. It’s about equity in action—identifying where systems fail people and doing something to change that. I’ve never waited for permission to act. Whether through data-led research, mentoring, or public advocacy, I’ve used my platform to drive change from within.

The Women in RACHP Network was built from a belief that inclusion strengthens our sector, improves outcomes, and makes the workplace better for everyone. I’m proud of what we’ve achieved—and prouder still that it was created by the community, for the community. Recognition is appreciated, but the real reward is seeing people thrive who once felt they didn’t belong.