Diversity and inclusion

Inclusion is at the heart of everything we do.

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SGN's finance team at Nyman Gardens

SGN's finance team volunteering at Nymans Garden

From Buckie to Brighton, SGN keeps the gas flowing to a vibrant, diverse array of communities, homes and businesses. We wouldn’t have it any other way.

As a gas network serving the length and breadth of the UK, diversity brings direct benefits for our customers and our people. Fostering inclusion brings fresh perspectives to our business that help us to make changes for the better, every day. It helps us to make a positive impact on our communities, deliver outstanding service, and drive innovation. 

The principles of inclusion are ingrained in everything we do: we want to be a place where everyone feels valued, respected and supported to achieve their full potential, empowered to speak up, and enthusiastic to collaborate and build a better shared future for everybody.

Our diversity and inclusion action plan

We’re proud to employ over 4,000 individuals with a wide range of experiences, backgrounds and beliefs.  

Our sector – like many others – can do more to create a more diverse workforce, and we’re taking active steps to encourage applications from candidates across each spectrum. We’re supporting our managers to consciously challenge bias and privilege, and partnering with organisations across the energy industry to make the sector more accessible. 

By engaging, educating, and embedding talent from more diverse communities, with clear communication and close measurement underpinning our strategy, we hope to address the current imbalance in the coming years. 

Gender pay gap 

We’ve taken steps to close the gender pay gap, and we acknowledge that the work is not yet done. Our gender pay gap is significantly below the national average, but we’ll continue to make more progress on this in coming years by listening, innovating, and improving diversity and inclusion across all our teams. 

Attracting and retaining a diverse workforce 

We’re engaging with a broad range of stakeholders to broaden our focus and attract talent from under-represented groups.  

Data and working with community stakeholders are key to making a difference here, especially given our diverse geographic spread. In London, black and minority ethnic (BAME) people make up 38% of the working population, making this our focus area for attracting and retaining talent from diverse groups. In Scotland, that number is currently only 3%. We’ll continue to work hard to attract and retain talent from diverse backgrounds, because we know the value a more inclusive workforce can bring to our customers and our business. 

A family-friendly employer

We appreciate the importance of a healthy balance between work and family life, and supporting our people in their professional and personal lives is one of our priorities. As well as being  a Work180-endorsed employer, we hold a bronze Inclusive Employers Standard award and a gold award from the Defence Employer Recognition Scheme.

Research was an important first step in our journey towards being a more family-friendly employer. We carried out workshops with parents and expectant parents to understand the experiences of those taking and preparing for family leave. Our new, improved paternity policy offers expectant fathers enhanced paternity pay and paid time off for antenatal appointments, and our family-friendly guides to parental leave make it simple to plan time off.   

We listened to our people - and since we introduced our new, more progressive policies and benefits our staff can enjoy the challenge of becoming a new parent without worrying as much about time off or financial pressures.