Corporate report

DESNZ equality objectives and information: 2025 to 2026

Published 16 December 2025

The Equality Act 2010 requires that the Department for Energy Security & Net Zero (DESNZ) must, in the exercise of our public functions and as an employer, have due regard to the need to:

• Eliminate unlawful discrimination, harassment and victimisation;
• Advance equality of opportunity; and
• Foster good relations

In accordance with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, DESNZ has set out the following equality objectives as priorities for how we carry out our public functions (as a public authority) and how we treat our staff (as an employer). We also publish below equality information relating to our public functions and role as an employer and information demonstrating how DESNZ complies with the Public Sector Equality Duty (Equality Duty).

We are taking an evidence-based approach and we regularly review progress against our equality objectives.

Our equality objectives reflect our four key priorities for the upcoming year as we make the UK a clean energy superpower:

• Enhance energy security
• Protect billpayers
• Create economic growth for the UK, and generate and protect jobs
• Reduce the UK’s carbon emissions

Equality is a key component of the DESNZ Mission to support our delivery of an equitable transition to reach net zero and make Britain a clean energy superpower. The Equality Duty supports evidence-based policy development and delivery, centred in real-world outcomes.

Current initiatives

DESNZ first published a set of equality objectives and information in January 2025. An update on progress against these objectives is detailed within this document. We have also reviewed the objectives and made amendments where necessary, reflecting progress made and changing demands.

Internally, we have launched the multi-year DESNZ Equality, Diversity and Inclusion Strategy, based on data, insights and evidence from stakeholders, including People Survey feedback and best practice from across the Civil Service and beyond. Rooted in our departmental values, the strategy sets out how we will create a department where everyone, regardless of background, feels they belong and can succeed. We want to promote a culture that encourages and values diversity of thought, and where innovative and creative ideas can flourish.

In the last year, we have launched the Fair Treatment Ambassadors scheme in DESNZ to help support colleagues facing unfair treatment, including bullying, harassment or discrimination. The department also participated in National Inclusion Week through a range of events, discussions and learning opportunities. This included an event with the chair of POWERful Women, a professional initiative to create a gender-balanced, diverse and inclusive UK energy sector, to learn how government can work with business leaders and regulators to accelerate change through the energy transition.

We continue to move towards our target of 35% of the DESNZ workforce being based outside of London by 2030. Each of our locations has a senior sponsor to champion the growth of these communities, outreach work and ensuring parity of employee experience.

Equality, diversity and inclusion is essential for innovation, motivation and delivering impactful work for all.

External Equality Objectives

Enhance energy security

Equality Objective 1 - Endeavour that people with different protected characteristics, and people in different parts of the country, are impacted equitably by the system costs and benefits of increasing our energy independence.

Actions:

• We will identify and develop policy interventions that will seek to reduce disadvantages faced by vulnerable energy consumers and advance equality of opportunity across the currently under-represented protected characteristics, including decisions with a geospatial component. These efforts will enable broader engagement with flexibility services and smart energy technology, improving uptake equality.
• We aim to uphold our equality objectives and obligations under the Equality Duty across all parts of the value chain, for example the Carbon Capture, Utilisation & Storage (CCUS) Programme.
• We will support public bodies including the National Energy System Operator, to develop and improve their capability to consider the cross-cutting impacts of their work areas on protected groups.

Protect billpayers

Equality Objective 2 - Where possible, reduce disadvantages faced by vulnerable energy consumers (including the elderly and those with a disability) when making decisions that affect all consumers, including decisions on domestic energy bills. The development of a strategy to ensure the delivery of our statutory fuel poverty target for England.

Actions:

• We will deliver the Warm Home Discount Scheme, which provides more than 3 million rebates off the energy bills for households in or at risk of fuel poverty.
• In developing an approach to future policy costs on bills, we aim to ensure that distributional impacts are considered, in particular, for vulnerable and low-income households, and that the costs of future policies are shared fairly.
• We are considering the impact of gas and electricity price rebalancing options across all energy billpayers. This looks in particular at low-income and vulnerable consumers, including interactions with the government’s wider fuel poverty strategy.
• We will continue our work with other government departments and share best practice across the department to ensure data enables better targeting of support, including by suppliers, particularly in the identification and support of vulnerable households.
• As part of work to assess how and where the retail regulatory framework might need to be reformed to support innovation in the sector, we are considering the impacts on energy billpayers, in particular low-income and vulnerable consumers.

Create economic growth for the UK, and generate and protect jobs

Equality Objective 3 - Promote equal access to employment in the energy sector.

Actions:

• As part of the Clean Energy Jobs Plan, DESNZ will work with industry and partners to promote equal access to employment across the clean energy sector, in particular supporting the industry-led Social Inclusion Forum. The department will work to ensure that jobs in the clean energy sector are ‘good jobs’ with access to modern employment rights and fair pay.
• A clean energy future requires the best talent and a diverse and inclusive workforce. The Government is committed to advancing equality. The Clean Energy Industries sectoral plan seeks to ensure that clean energy jobs are inclusive of those from all backgrounds, including through the industry led Social Inclusion Forum which is chaired with support from POWERFul Women and Government, a forum which is enabling the coordination and assessing the impact of equality, diversity & inclusion and social mobility initiatives. An example commitment is the monitoring of demographic data in the on shore wind industry including diversity and inclusion data.
• Encourage and support industry in increasing the proportion of representation across the nine protected characteristics employed in the hydrogen and carbon capture sectors at all levels of seniority, relative to the percentage of those employed in a proxy sector (e.g. energy or industrial sector). We should monitor the work of various industry-led bodies as they consider the jobs and skills requirements of the new hydrogen and CCUS sectors, and review recommendations relating to the promotion of equality, diversity and inclusion in these workforces.
• Deliver public benefits by supporting the training, upskilling and employment of service leaders, veterans and ex-offenders moving into clean energy jobs.
• Work with national and international advocacy groups to promote diversity in the nuclear industry, including Women In Nuclear and UK-France Women in Nuclear.  We will also embed EDI considerations in the delivery of the Nuclear Skills Plan. Monitor the work of various industry-led bodies as they consider the jobs and skills requirements of the new hydrogen and CCUS sectors, and review recommendations relating to the promotion of equality, diversity and inclusion in these workforces. In particular, consider the Hydrogen Skills Alliance’s work to develop a Hydrogen Skills Strategy; Hydrogen UK’s work on a Hydrogen Supply Chain Strategy; the CCUS council’s workstream on the CCUS supply chain; the work of the Green Jobs Delivery Group; and the Hydrogen Energy Association’s initiative to form an early careers/transitioning professionals’ forum.
• Establish Great British Energy (GBE) with a best practice, equal opportunities approach to its recruitment, retention and social mobility practices. The Department will continue to collaborate with GBE to ensure PSED is given full consideration within the projects GBE supports, whilst embedding equality, inclusivity and diversity in line with the Equality Act 2010.
• We will explore opportunities to embed EDI more systematically across the renewables sector. This includes encouraging inclusive workforce practices, skills development, and engagement with underrepresented groups through delivery mechanisms such as the Contracts for Difference. We will work with industry to identify best practice and promote inclusive approaches across clean energy supply chains.

Reduce the UK’s carbon emissions

Equality Objective 4 - Ensure that the transition to net zero is fair and affordable, and does not negatively impact disadvantaged groups (in particular women, children, ethnic minorities, indigenous groups, and those with disabilities).

Actions:

• We will monitor the impact of our domestic climate action and clean energy policies, and any inequalities which arise, to assess the need for targeted support for disproportionately impacted groups.
• We will advocate for gender equality in the global energy transition, particularly through our membership and support of the Clean Energy Ministerial Equality in Energy Transitions Initiative and the Equal by 30 Campaign.
• We will strengthen the gender-responsiveness and inclusivity of UK climate finance for both adaptation and mitigation. We aim to encourage an increase in the proportion of climate finance that has gender equality as a principal or significant objective as defined by the OECD Development Assistance Committee Gender Equality policy marker.
• For new and existing International Climate Finance programmes, we will encourage delivery and monitoring and evaluation partners to take a Gender Equality, Disability and Social Inclusion (GEDSI) sensitive approach, ensuring that programmes deliver positive outcomes for people and nature.
• Ensure local benefits in the delivery of Hinkley Point C (HPC) and Sizewell C (SZC). Ensure the Nationally Significant Infrastructure Project consenting regime (e.g. through National Policy Statements like EN-1 and EN-7 continues to encourage and deliver local benefits for communities hosting nuclear infrastructure development.
• Build our evidence base on the potential of early hydrogen and carbon capture projects on those with protected characteristics. In particular, consider the locational aspects of the early hydrogen and CCUS sectors, as well as the degree to which projects have considered the impact of their projects on local communities.

Internal Equality Objectives

The building of an inclusive and collaborative culture where people belong and have the tools to grow and deliver change.

Equality Objective 1 - Implement evidence-backed interventions to develop diverse talent and build strong talent pipelines, so that there are opportunities for career development for people with underrepresented protected characteristics, regardless of where staff are based.  This includes supporting increased representation of women, ethnic minority staff and disabled staff at senior grades.

Actions:

• Progress towards departmental goals to increase representation of women, ethnic minority staff and disabled staff at senior grades.
• Seek to increase baseline diversity data completion rates to at least 80% across all characteristics.
• Explore avenues and job platforms to reach diverse pools of candidates and promote inclusive recruitment practices, in line with our representation goals and departmental diversity data.
• Deliver the DESNZ Equality, Diversity and Inclusion Strategy to enable the department to draw on a diverse range of experiences, skills and backgrounds and to embed an inclusive workplace culture.

We build knowledge to learn, improve and adapt, and we are bold and confident in seeking out feedback and challenge.

Equality Objective 2- Work strategically to foster collaboration and to support the building of a robust departmental equality evidence base for policy development.

Actions:

• We will ensure the use of the Departmental Analysis Repository Tracker (DART) is embedded widely.
• We will enhance our understanding of the equality evidence base by conducting a comprehensive review of DART and other resources, and identify potential areas for improvement.
• We will make the most of lessons learned to ensure that learning is shared appropriately and ensure our repository of data, resources, and best practice is refreshed and socialised regularly.
• ​We will work collaboratively with internal and external stakeholders, through consultation and other engagement, to strengthen our evidence base on equality impacts.

Meeting the Public Sector Equality Duty

Assurance arrangements

The ultimate responsibility for meeting the requirements of equalities legislation in policy and decision-making lies with Ministers. They are supported by the policy and corporate services teams in the department that undertake the equality analysis process, who are in turn supported by the Culture and Engagement team in HR by raising awareness and capability among staff through training modules and signposting to authoritative guidance (e.g. from the Government Office for Equality and Opportunity and the Equality and Human Rights Commission). The department also has information and further guidance on meeting the equality duties on the intranet available to all staff. We will continue to improve the capability and understanding of the Public Sector Equality Duty in the department to make better policy decisions that have equality considerations at the centre.

There are two lead senior civil servants responsible for raising the awareness of embedding equality considerations into the department’s decision-making process. They regularly report into the governance boards (e.g. Executive Committee, Audit and Risk Assurance Committee) on the department’s progress on embedding equality considerations into all policy and corporate services workstreams.

We are also embedding Equality Duty governance at a local level to support delivery of our equality objectives.  We aim to integrate equality reporting into existing group-level governance, senior boards and forums. This is to ensure that all levels of seniority are involved in supporting our objectives.

When working on policy, our officials are expected to look at the impact each option might have on people sharing any of the nine protected characteristics. They also consider the need to avoid or mitigate against any negative impact on any group.

Ministers are advised of the impact that the proposed options may have on various groups of people, and this is considered when a policy decision is made.

We seek input from external stakeholders to gain a broader insight into our decisions. We will continue to build and develop our relationships with stakeholders and the public, including those that represent groups with protected characteristics, to improve how we carry out our public functions.

Directors and Director Generals are required to review compliance with the Public Sector Equality Duty and progress of Equality Objectives on a quarterly basis, to which all senior civil servants contribute.

We aim to continue to improve the department’s assurance processes to ensure the Equality Duty is considered throughout the policy development process, and it is clearly set out how we have paid due regard to the Equality Duty.

As we work to deliver the government’s mission to make Britain a clean energy superpower and accelerate towards net zero, the Equality Duty is a powerful lever to support inclusive outcomes and deliver benefits for all citizens.

Equality in our policies

Enhance energy security

The National Energy System Operator (NESO) was established in October 2024 and consumer value is central to its set-up and successful delivery of its functions. Through the Energy Act 2023 NESO has a statutory duty to have regard to consumer impacts while carrying out its functions and activities. NESO must also adhere to the Equality Act 2010. DESNZ will continue to support NESO in further developing their capability in this area. We will also ensure that future iterations of the Strategy and Policy Statement reflect our commitment to ensuring fair energy transition for all.

In the Clean Flexibility Roadmap, we have committed to work with industry to develop measures focused on overcoming barriers for low income and vulnerable consumers to participate in consumer-led flexibility where it is the right choice for them. This will include appropriate consideration of equality implications for those with protected characteristics as policy is developed.
We are committed to ensuring that the opportunities generated by our investments benefit local communities and under-represented groups. Within the Carbon Capture, Utilisation and Storage (CCUS) sector, following the Final Investment Decisions (FIDs) for Net Zero Teesside Power (NZT Power) and the Northern Endurance Partnership (NEP), we have made tangible progress in advancing DESNZ’s equality objectives across the value chain.

To support equitable access to employment, several flagship training and skills programmes have been launched to prepare young people in Teesside for careers in the region’s rapidly growing clean-energy sector. A total of 175 young people across Teesside have secured places on local college courses designed to launch their careers in the clean-energy industry, delivered through three dedicated skills schemes from NEP and NZT Power, with additional support from their contractors Technip Energies and Balfour Beatty.  Complementing this, project partners have delivered over 100 hours of educational outreach, engaging more than 1,000 local students through schools and community events to raise awareness of career opportunities in the net-zero economy.

Protect billpayers

We are continuing to deliver the expanded Warm Home Discount Scheme to include households on qualifying means tested benefits (around 2.7m more households), bringing the overall number of households supported this winter to c.6m. The expansion of the scheme was as a result of a consultation conducted in February 2025, with proposals that would end the use of the property high cost to heat threshold. This was followed by the publication of the Government’s response and an Impact Assessment.

We are currently undertaking an 8-week consultation on proposals for the design of the scheme after current regulations end on 31 March 2026. This consultation (Continuing the Warm Home Discount Scheme - GOV.UK) aims to secure the continuation of support for around 6 million households for winter 2026 to 2027 across England, Wales and Scotland. A Government response to the consultation will be published with an accompanying Impact Assessment which will consider impacts on protected characteristics.

We have reviewed the 2021 Fuel Poverty Strategy for England. This review concluded that a new plan was needed to accelerate progress tackling fuel poverty. We published this review and in parallel consulted on views on a new strategy. We are planning to publish a new fuel poverty strategy for England in due course.

As per the commitment in the refreshed Fuel Poverty Strategy, we plan to introduce new powers to enhance our ability to effectively target bill support when needed. We have also consulted on proposals to make amendments to the Digital Economy Act 2017 to improve the sharing of data across government and with energy suppliers to support more households.

Energy Company Obligation Grants (ECO4) has been designed to alleviate fuel poverty and improve the energy efficiency of the worst performing homes. When designing ECO4, the inability of households to pay for improvements themselves was considered, resulting in the scheme focussing mainly on low-income owner-occupied households, with support from other government policies, such as the domestic Minimum Energy Efficiency Standard (MEES) regulations for Private Rented Sector (PRS) homes.

We are committed to meeting fuel poverty and wider Net Zero targets, and we are currently considering what policy mix will best achieve that including what role energy company obligations should play post-2026. We will ensure that lessons learned from the current ECO4 and Great British Insulation Scheme form part of these considerations and that any successor schemes are confirmed to industry once decisions have been made.

A catalogue of smart meter evidence sources has been developed to provide policy teams easier access to relevant data on consumer surveys and attitudes/sentiments. This enables teams to better challenge their policy development to reduce barriers on protected groups and vulnerable consumers when completing equality impact assessments.

We are continuing to explore options to address and reduce the disparity of the realisation of smart metering benefits for consumers in the Private Rented Sector, which has lower proportions of uptake compared to other housing tenures. Research from the paper ‘Ethnic minorities and housing in Britain, April 2020’ shows that ethnic minority households are more likely to be renting privately, with a greater proportion of these households experiencing fuel poverty compared to white household. Policy interventions are being designed to progress the rollout in this sector, to ensure that all consumer groups, regardless of their living circumstances can obtain the most from their smart meter.

Create economic growth for the UK, and generate and protect jobs

As part of the development of a Growth Plan for the electricity networks sector, we are working with network operators, the supply chain and wider partners to examine opportunities to raise the profile of the sector and attract talent, including from underrepresented groups. This will draw upon research commissioned by the department into the barriers and motivations impacting students’ decisions when considering a role in the sector. This study examined different qualification routes and how demographic factors influence decisions to better understand how students could be encouraged to join the future workforce. The Growth Plan is expected to be published in 2026.

DESNZ is heavily involved with Women in Nuclear, with members taking part in its events, and amplifying its communication. We are also responsible for coordinating UK participation in the UK-France Women in Nuclear Mentoring Programme (headed by the Director General for Net Zero, Nuclear and International in DESNZ). In its 5th year running, it has grown from 16 to 68 participants, and is being considered as a model for replicating with other European partners.

Our involvement in the 2025 International Atomic Energy Agency (IAEA) General Conference ensured gender parity in UK-organised panels, and successfully protected gender equality language in the IAEA resolutions, supporting continued efforts to mainstream gender equality in the IAEA’s work and wider programmes. Via the Nuclear Security Fund, the department has supported a contribution of over £100,000 to the IAEA’s Marie Sklodowska-Curie Fellowship Programme, which aims to help increase the number of women in the nuclear workforce.

We are promoting opportunities to embed equal access to employment more systematically across the renewables sector. As part of the Contracts for Difference (CfD) allocation process, developers are required to submit Supply Chain Plans that demonstrate how their projects will contribute to the development of a sustainable and inclusive supply chain. These plans are assessed against criteria that include workforce development, skills, and inclusive practices. Only projects that meet the required standards are eligible to proceed to the CfD auction stage, helping to ensure that EDI considerations are embedded early in the delivery of renewable energy infrastructure. Through the Solar Taskforce and subsequent publication of the Solar Roadmap, we have received valuable input from Women Empowered, and the importance of diversity to increase the pool of talent for the workforce has been stressed by trade associations like Solar Energy UK. There has been significant engagement with the Office for National Statistics to include diversity tracking in job statistics across the renewable energy sector.

While Great British Energy (GBE) is operating as part of DESNZ, all recruitment and resourcing continues to follow DESNZ recruitment principles and Civil Service Commission rules, with the standard approvals and checks to ensure compliance with EDI good practice. As part of the GBE Programme, a dedicated HR project team is supporting the incoming GBE HR Director to design GBE‑specific recruitment policies and principles—e.g., embedding flexible working and reasonable adjustments—so that all GBE staff have equal access to opportunities and can balance work and personal responsibilities. As GBE matures and grows in capacity and capability, its specific approach to advancing equality of opportunity will be set by the company and its HR policy, within the framework of the Public Sector Equality Duty (PSED) and the Equality Act 2010, using DESNZ’s equality impact assessment (EIA) tools and governance.

Reduce the UK’s carbon emissions

We are preparing to publish the delivery plan for Carbon Budgets 4-6 out to 2037. We will set out how the policies in the plan will contribute to benefits for people, for example through warmer homes and greater equality of access to transport which contribute to reducing inequality. We will also shortly publish our Net Zero Public Participation Strategy (PPS) which will ensure that citizens and communities most directly impacted by climate change can have genuine influence in how the transition unfolds and ensures policies are fair to people’s needs. We are continuing to engage closely with social groups that represent disadvantaged groups, including through the Net Zero Council.

By building our evidence base of data on the potential impact of hydrogen and CCUS projects on those with protected characteristics we will help identify the benefits and costs of these industries on different groups. This will help inform our policy making and ensure that both government and industry are considering PSED as these new sectors develop.

We are in the process of designating a new National Policy Statement for nuclear energy generation (called EN-7) which requires developers to employ good design principles to create a beneficial relationship with host communities by mitigating impacts and identifying opportunities to provide benefit.

The Sizewell C (SZC) Project will enable the construction and operation of the SZC nuclear power station in Suffolk, which will provide 3.2GW of firm, low carbon electricity. Sizewell C company’s plans for £125 million to be spent in the local community per year during construction, and £40m a year during operations. Additionally, the project is providing £250 million in funding to mitigate impacts and ensure legacy benefits for communities for years to come, to support local community initiatives in Suffolk during construction. Through this legal agreement, known as the Deed of Obligation, Sizewell C has committed £12m to a Tourism Fund to support the Suffolk coast tourism sector during construction, of which almost £1m has been allocated to date.

Employee information

We want our department to reflect the diversity of the population we serve and are setting out this information to meet our legal obligation under the Equality Act 2010. We routinely monitor our diversity data to measure our progress in ensuring DESNZ in an inclusive workplace, and to identify areas for improvement. 

All equality information relating to our employees is published via DESNZ’s annual reports.

The data presented in this report shows information relating to DESNZ employees. We assumed the following principles during analysis and data presentation:

• percentages have been rounded to the nearest one percentage point - this means percentages may not sum to exactly 100%
• headcount includes permanent and fixed-term appointees employed by DESNZ (including employees out on secondment or loan and all types of absence or special leave)
• for some of our analysis, SCS grades may be grouped together - SCS refers to employees at grade: permanent secretary, director general, director, deputy director
• all other grades are represented as follows: grade 6 (G6), grade 7 (G7), senior executive officer (SEO), higher executive officer (HEO), executive officer (EO), administrative officer (AO)

Sex

Table 1 shows the representation of employees by sex and responsibility level. There is a higher proportion of female employees at grades HEO, SEO, EO and AO. Information on the Gender Pay Gap is published annually.

Table 1: DESNZ employment - headcount and proportion by sex and responsibility level

Grade	Female	Male
SCS	100 (45.5%)	120 (54.5%)
G7 or G6	1090 (48.7%)	1150 (51.3%)
HEO or SEO	1160 (52.5%)	1050 (47.5%)
AO or EO	160 (59.3%)	110 (40.7%)
Total	2,510 (50.8%)	2,430 (49.2%)

Ethnicity

Table 2 shows the representation of employees by ethnicity and responsibility level. The highest proportion of ethnic minorities (excluding white minorities) is at AO and EO grades.

Table 2: DESNZ employment - headcount and proportion by ethnicity and responsibility level

Grade	Ethnic minorities	White	Prefer not to say	Not known
SCS	20 (9.1%)	160 (72.7%)	10 (4.5%)	30 (13.6%)
G7 or G6	350 (15.6%)	1,540 (68.4%)	100 (4.4%)	260 (11.6%)
HEO or SEO	490 (22.1%)	1,230 (55.4%)	70 (3.2%)	430 (19.4%)
AO or EO	70 (26.9%)	130 (50.0%)	10 (3.8%)	50 (19.2%)
Total	930 (18.8%)	3.060 (61.8%)	190 (3.8%)	770 (15.6%)

Religion

Table 3 shows representation of employees and their religion or belief (including lack of belief) by responsibility level. The highest proportion of employees with declared religion or belief is at AO and EO grades.

Table 3: DESNZ employment – headcount and proportion by religion or belief and responsibility level

Grade	Declared religion	No religion	Prefer not to say	Not known
SCS	110 (50.0%)	60 (27.3%)	30 (13.6%)	20 (9.1%)
G7 or G6	1,120 (50.0%)	650 (29.0%)	260 (11.6%)	210 (9.4%)
HEO or SEO	1,140 (51.6%)	470 (21.3%)	450 (20.4%)	150 (6.8%)
AO or EO	150 (57.7%)	40 (15.4%)	60 (23.1%)	10 (3.8%)
Total	2,520 (51.1%)	1,220 (24.7%)	800 (16.2%)	390 (7.9%)

Disability

Table 4 shows the proportion of employees by disability status and responsibility level. The highest proportion of employees with declared disability is at AO and EO grades.

Table 4: DESNZ employment – headcount and proportion by disability status and responsibility level

Grade	Declared disability	Declared no disability	Prefer not to say	Not known
SCS	20 (9.1%)	150 (68.2%)	20 (9.1%)	30 (13.6%)
G7 or G6	220 (9.8%)	1,530 (68.3%)	110 (4.9%)	380 (17.0%)
HEO or SEO	250 (11.3%)	1,260 (57.0%)	100 (5.0%)	590 (26.7%)
AO or EO	40 (15.4%)	130 (50.0%)	10 (3.8%)	80 (30.8%)
Total	530 (10.8%)	3,070 (62.3%)	250 (5.1%)	1,080 (21.9%)

Sexual orientation

Table 5 shows the proportion of employees by sexual orientation and responsibility level. The highest proportion of employees who declared they are LGBO (lesbian, gay or bisexual or other sexual orientation) is at HEO and SEO grades.

Table 5: DESNZ employment – headcount and proportion by sexual orientation and responsibility level

Grade	Heterosexual	LGBO	Prefer not to say	Not known
SCS	160 (72.7%)	10 (4.5%)	20 (9.1%)	30 (13.6%)
G7 or G6	1,600 (71.4%)	210 (9.4%)	190 (8.5%)	240 (10.7%)
HEO or SEO	1,400 (63.1%)	230 (10.4%)	160 (7.2%)	430 (19.4%)
AO or EO	170 (65.4%)	20 (7.7%)	20 (7.7%)	50 (19.2%)
Total	3,330 (67.4)	470 (9.5%)	390 (7.9%)	750 (15.2%)

Caring responsibilities

Table 6 shows the proportion of employees by caring responsibilities and responsibility level. The highest proportion of employees that declared having caring responsibilities is at SCS grades. Caring responsibilities are not a protected characteristic but may be associated with characteristics that are protected.

Table 6: DESNZ employment – headcount and proportion by caring responsibilities and responsibility level

Grade	Caring responsibilities	No caring responsibilities	Not reported
SCS	40 (18.2%)	60 (27.3%)	120 (54.4%)
G7 or G6	240 (10.7%)	690 (30.7%)	1,320 (58.7%)
HEO or SEO	170 (7.7%)	700 (31.5%)	1,350 (60.8%)
AO or EO	20 (7.7%)	70 (26.9%)	170 (65.4%)
Total	470 (9.5%)	1,520 (30.7%)	2,960 (59.8%)

Age

Table 7 shows the proportion of employees by age and responsibility level.

Table 7: DESNZ employment – headcount and proportion by age (in years) and responsibility level

Grade	16-29	30-39	40-49	50-59	60 and over
SCS	0 (0.0%)	40 (18.2%)	110 (50.0%)	60 (27.3%)	10 (4.5%)
G7 or G6	360 (16.0%)	1,040 (46.2%)	500 (22.2%)	270 (12.0%)	80 (3.6%)
HEO or SEO	830 (37.6%)	780 (35.5%)	330 (14.9%)	190 (8.6%)	80 (3.6%)
AO or EO	120 (44.4%)	40 (14.8%)	30 (11.1%)	50 (18.5%)	30 (11.1%)
Total	1,310 (26.5%)	1,900 (38.4%)	970 (19.6%)	570 (11.5%)	200 (4.0%)

Socio-economic background

Table 8 shows the proportion of employees who have declared themselves as coming from a lower socio-economic background, in comparison to people in general.

Table 8: DESNZ employment –proportion by self-assessment of lower socio-economic background

	Yes	No	Prefer not to say	Not known
	4,470 (23.1%)	11,542 (59.7%)	1,535 (7.9%)	1,792 (9.2%)

Figure 1: DESNZ employment –proportion of different parental occupations, based on the best description of the sort of work the main/highest income earner in the household did in their main job.

Parental occupation	Percentage (%) of workforce
Clerical and intermediate occupations	5.6
Traditional professional occupations	19.5
Technical and craft occupations	8.8
Senior managers and administrators	12.9
Semi-routine manual and service occupations	4.2
Routine manual and service occupations	8.5
Modern professional occupations	17.8
Middle or junior managers	10
Long term unemployed	1.9
Retired	0.6
Don’t know	2.8
Not applicable	1.4
Prefer not to say	6.4

Requesting further information

We are committed to being transparent about how we respond to our statutory equality duties. If you would like to find out more about how the department met its equality duties, please contact us at hrcultureandengagement@energysecurity.gov.uk, or get in touch with us at:

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