Our people are not only important to our success at Kent, they are our success. And we’re building our business with Inclusion and Belonging at the core. We want to get this right for everyone within our walls and within our community.

How uninspiring would it be if we employed people who all fitted into a cookie-cutter profile? So, we strive for a diverse and inclusive work environment where co-workers feel valued and recognised for their uniqueness and where inclusiveness is a reflex, not an initiative. Our aim is for Kent to be a place where people can thrive just being themselves. Where there is a common sense of belonging that transcends any role, business unit, language or country. We know through experience that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results.

At Kent, all of our countries follow our Inclusion Blueprint model, ensuring we take the actions necessary to promote and create a fair an inclusive workplace for our people. The Blueprint is a maturity model, which begins at the foundation level, where policies and procedures for inclusion may be less developed, and progresses through levels bronze, silver, gold, and platinum as these policies and practices are further developed and implemented.

At each level, countries must meet specific benchmarks or goals regarding inclusion to progress to the next level. This ensures that our regional teams, led by our Inclusion & Belonging Changemakers, have clear objectives to work towards; we'll see the progress we're making in real-time and be able to celebrate along the way.

Bringing our world the energy it needs in the most responsible way ever imagined, requires a team united both by exceptional talent and the ability to recognise and reflect the needs of the society we serve. Engineering in the UK has a gender representation gap, and we want to be part of the solution.

Engineering is a rewarding career choice, and we’re committed to retaining, supporting and developing our talented people of all identities and digging in to identify and address any hidden barriers in the ways we do this. In this report, we share the results of our second gender pay gap analysis for Kent Energies UK Ltd. We confirm that this information and data are accurate as of the snapshot date of 5th April 2024, and the report remains valid until April 2026.