Breaking bias and building balance: How E.ON is supporting ‘Women in Leadership’

E.ON is committed to delivering an inclusive energy transition, and to do this we need to understand diverse experiences and backgrounds through the diversity of our colleagues, and through creating an inclusive and supportive place to work.

Our focus is clear: achieving gender balance in senior roles to ensure equity of opportunity while reaping the full benefits of diverse perspectives. The progress we’ve made is encouraging, but as industry-wide data shows, there’s still work to be done.

E.ON is proud to offer our colleagues ‘Women in Leadership’ – a dedicated development series for women that explores the significance of gender balance, the power of allyship, and discusses the barriers women face — while focusing on how we can overcome them.

Why is it important?

Bias. Bias comes in many forms. Some are structural, like challenges around childcare, while others stem from social and cultural expectations. For instance, women are often expected to take on more caregiving responsibilities at home, whether it’s for children or other family members.

Another type of bias involves undervaluing women’s contributions. This can manifest in subtle but significant ways, such as women being talked over more often in discussions or having their ideas dismissed. In some cases, the same idea voiced by a woman might only gain recognition or praise when echoed by a man.

Calling out and addressing these biases, big and small, is key to creating a fairer and more supportive environment for everyone.

What are the statistics behind it?

Looking at the energy industry, and within E.ON, women are still underrepresented – even with all the benefits fair representation provides. Our targets focus on gender balance within senior roles, as this demonstrates equity of opportunity and brings the greatest business benefits.

Analysis by PwC UK for POWERful Women looks at the composition of the boards of the top 80 most significant UK energy employers, estimated to comprise of more than 150,000 jobs in the industry.

The results for 2023...

* Source: PwC

37% of the E.ON UK board are women, which is ahead of the wider UK energy sector at just 29%, but we all still have more to do.

An insight from a ‘Women in Leadership’ graduate

Toni Fitzsimmons, Industry Product Analyst, detailed the benefit of participating in the Women in Leadership course:

“Taking part in Women and leadership was the best work decision I made in 2024. I am proud to be a Woman in Tech but often undersell myself through self-doubt. Women in Leadership has given me the tools to conquer this. 

Meeting other women in similar roles was incredibly empowering. I realised I wasn't alone in my struggles. Hearing their stories of overcoming challenges, navigating imposter syndrome and achieving success was incredibly inspiring. A key takeaway for me was learning to embrace my "overthinking" tendencies. Instead of viewing them as a weakness, instead to learn to anticipate potential roadblocks and develop solutions that work for me."

My advice to other women in tech:
- "Don't let self-doubt define you. Acknowledge your feelings, but don't let them hold you back.
- Seek out a supportive network. Connect with other women in tech, share your experiences, and learn from each other.
- Embrace your unique strengths. Recognise and leverage your analytical skills, creativity, and problem-solving abilities.
- Celebrate your accomplishments. Acknowledge and appreciate your successes, no matter how small."

The power of progress

At E.ON, we’re proud of the progress we’ve made, but we’re far from finished. The energy industry — and our company — needs the voices, perspectives, and talents of women to thrive. By fostering an inclusive culture and providing opportunities like Women in Leadership, we’re breaking down barriers and empowering individuals to redefine what’s possible.