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The energy and process industries exhibit very poor diversity in terms of gender, ethnicity and other attributes. The ‘Leaky Pipeline’ of talent means that the sector is starved of qualified and experienced individuals. Given the pressing timescales to achieve industrial decarbonisation, there is an urgent need to unlock skills to realise the opportunity for the UK.
There is an appetite for improving Equity Diversity and Inclusion (EDI) in industry but a lack of understanding of what interventions are effective or how to measure their effectiveness.
University of Hull
University of Hull:
University of Lincoln:
Identify, evaluate and disseminate good practice which helps individuals and organisations working in industrial decarbonisation to fully realise the benefits of diverse teams.
• Map out the landscape of activities, approaches and resources to promote EDI and accessibility. This will help identify good practice and gaps where research is required.
• Identify measures of success which are appropriate to different types of interventions and establish methodologies to evaluate performance.
• Identify, develop and disseminate approaches, methods and tools which can be adopted with confidence by a range of organisations and applied in the long term.
An Intersectional Approach
Individuals often do not ‘neatly fit‘ into just one disadvantaged group and their identity may fit into several, thus increasing their chance of encountering disadvantage and discrimination