Driving inclusive recruitment
We believe attracting the broadest possible range of talent strengthens our ability to deliver for customers, communities and the energy transition. Our recruitment approach is designed to widen access to opportunities, reduce unnecessary barriers and support fair, consistent hiring decisions across SSE.
Hiring for Difference
Hiring for Difference sets clear expectations for senior recruitment and strengthens accountability for inclusive hiring across SSE.
Open advertising
We aim to advertise senior roles openly where possible, while retaining limited flexibility to support internal mobility.
25% women on shortlists
Senior candidate shortlists are expected to include at least 25% women. Where this cannot be achieved, Business Unit Managing Director approval is required by exception.
Diverse interview panels
Interview panels for senior roles are expected to include people with different perspectives and backgrounds.
Flexible working on all adverts
All job adverts communicate that SSE is happy to discuss flexible working arrangements.
Inclusive hiring training
Hiring managers involved in senior recruitment are expected to complete inclusive hiring training.
These expectations are supported through practical toolkits, recruitment templates and prompts embedded within hiring processes.
Targeted attraction
Alongside inclusive recruitment processes, we use targeted attraction campaigns and partnerships to help underrepresented groups see the range of careers available at SSE and across the energy industry.
Women in Power
Women in Power features women from across SSE sharing their career journeys, experiences and perspectives on working in the energy sector. The campaign helps challenge perceptions of the industry, increase the visibility of women in a wide range of roles and encourage more women to consider careers at SSE.
Monitoring and continuous improvement
We review recruitment practices, candidate feedback and recruitment outcomes to understand where different groups may experience barriers or different outcomes.
These insights help inform improvements to recruitment processes, attraction activity, careers content, hiring-manager capability and the overall candidate experience.