The UK utilities sector has historically been male dominated with women making up only around 17per cent of the energy and utilities workforce, compared to 47per cent across all sectors in the UK (The WUN White Paper, 2022).

In leadership positions, women hold approximately 34per cent of middle management roles and senior leadership roles, while only 16per cent of executive director positions are held by women (Powerful Women in Energy, 2025). Whilst progress is being made, there is still significant room for improvement.

Dragon RS is proud to be part of the shift within utilities. Until recently, our entire business was 100per cent male whereas, today, women make up 36per cent of the overall business, and senior roles are now 45per cent female.

This evolution coincides with a recent management buy-out (MBO), a planned and stable transition that has strengthened our leadership and strategic focus. The MBO was a shift from 100per cent male power to 75per cent female control.

While the leadership team has shifted, Dragon RS remains robust, with continuity, expertise, and clear direction at every level. Importantly, this change has never been about quotas or box-ticking. Our ethos is simple, we employ the best person for the job. The current team reflects the talent, capability, and experience of those chosen – not a target to meet. In our experience, diverse teams naturally emerge when organisations value ability and perspective, resulting in stronger decision-making, more innovative solutions, and a culture where everyone can thrive. 

We have noted that the wider UK industry is also making progress. The Women in Utilities Awards 2025  highlighted the remarkable achievements of women across the sector, showcasing both outstanding individuals and the organisations that champion them. In our view, celebrating these successes reinforces a clear message – leadership knows no gender, and the future of utilities is diverse and inclusive. Visible role models in leadership are a crucial part of creating an inclusive sector.

For minority groups, seeing people with shared experiences or backgrounds in positions of influence can inspire confidence, demonstrate that success is achievable, and help break down perceived barriers. By showcasing achievements across gender, ethnicity, and other underrepresented groups, the sector encourages the next generation of leaders to aim high, knowing their potential is recognised and valued. 

To further understand and strengthen our culture, Dragon RS recently carried out an internal Equality, Diversity & Inclusion survey. The results were encouraging. Our e employees overwhelmingly agreed that leadership promotes inclusion, values wellbeing, and fosters a culture of respect and collaboration. Respondents described our workplace as inclusive, supportive, respectful, empowering, and forward-thinking.

The survey also highlighted that there is room for improvement in how we communicate and engage around ED&I initiatives — an area we are already addressing. This feedback has proven to be invaluable.

It has shown us what we’re doing well, and where we can do better. For Dragon RS, ED&I isn’t a campaign — it’s a long-term commitment. We’ll keep listening, learning, and improving to make sure equality, diversity and inclusion stay at the forefront of everything we do.