SSE's gender and ethnicity action plan

Progress against SSE’s workforce ambitions remained broadly stable during 2025/26, within the context of reduced recruitment and organisational change. Internal mobility continued to play an important role in progression during a period of reduced external recruitment, supporting retention and development across the organisation.

• Women represented 31.4% of the workforce, against a 2030 ambition of 33%.
• Women represented 40.9% of the Group Executive Committee and direct reports cohort (2024/25: 38.6%) exceeding our ongoing ambition of 40%.
• 33% of ethnic minority employees are women, based on a 77.5% disclosure rate,broadly aligned to overall gender representation across SSE (31.4%).

• Ethnic minority representation increased from 11.2% to 11.4%, reflecting strong data disclosure and sustained inclusion efforts, against a 2030 ambition of 15%.
• Ethnic minority representation within the Group Executive Committee and direct reports increased from 2.4% to 3.6%¹, progressing towards the 6% ambition by 2027, in line with the Parker Review.
• Board‑level ethnic minority representation increased to two members, in line with the Parker Review ambition of at least one Board Member from an ethnic minority background.

• Assess progress towards published workforce and senior leadership ambitions, using intersectional data insight to inform more targeted activity over time.
• Continue to embed diversity ambitions into workforce planning, succession and leadership pipeline activity, with a particular focus on senior and critical‑skill roles and cross-business mobility.

• Inclusive leadership capability continued to be strengthened through ongoing delivery of Igniting Inclusion and inclusive leadership learning, alongside integration of inclusive decision making within the Leading Leaders programme.
• In response to Belonging Community insights on confidence and speaking‑up capability, the Gravitas series was launched, equipping over 500 colleagues with practical confidence and influence tools and achieving a 97 Net Promoter Score. 

• Held ‘talent dinners’ with nine senior women leaders, supported by three Board members, identifying key enablers of progression including flexibility, senior role-modelling, cross-business mobility, and structured development.
• Continued focus on women in technology through engagement activities such as Women in Tech network, contributing to six SSE finalists at the Everywoman in Technology 2025 awards.

• Workforce diversity data disclosure increased to 77.5%, supported by sustained trust‑building communication.

   

• Launched a cultural awareness hub and employee‑led language resources to support collaboration across diverse and international teams.

Continue strengthening inclusive leadership capability across people‑leader populations through targeted talent and leadership programmes.

• Flexible working remained high, with 86% of colleagues stating they worked flexibly.
• Continued embedding of Leadership Group gender hiring KPIs supported fair recruitment outcomes:
• 94% used diverse interview panels (2024/25: 90%)
• 89% of job adverts promoted flexible working (2024/25: 86%)
• Women accounted for 32.5% of promotions, up from 31.0% in 2024/25.
• Retention of women returning from maternity leave remained high at 99.1% (2024/25: 98.6%).

• Integrate gender‑related safety and accessibility considerations into travel, lone‑working and offshore guidance.
• Roll out the Individual Support Plan framework and establish an independent panel to review workplace adjustments.
• Create and publish a menopause action plan, building one existing support in place and setting out future commitments.

Inclusion is measured through our annual employee survey, with similar scores across key groups:

• Women: 84 / Men: 83
• Ethnic minority colleagues: 85 / White colleagues: 83

Our SSE’s eight Belonging in SSE communities refreshed their action plans, identifying cross‑cutting and intersectional priorities for 2026/27, Membership increased to 4842 (2024/25: 4450).

Engagement activity included:

• Launch of the Faith chapter, a Ramadan Support Guide and a cross‑faith Iftar with senior leadership involvement.
• Continued ‘Let’s Talk About It’ sessions exploring race, faith and intersectional experience.
• Regular safe listening spaces and expert speaker sessions delivered by Gender Balance, LGBTQIA+, Disability, Neurodiversity & Chronic Health, Working Families and Menopause communities.

• Deliver refreshed Belonging in SSE Community action plans and associated outcomes.
• Continue using employee voice, sentiment, and employee lifecycle data to refine actions where experience differs.
• Expand partnerships with community and social enterprise organisations where relevant.