What does it take to challenge the status quo in a male-dominated industry like energy and renewables?
For Emily Wright, it’s about more than just talk—it’s about action, transparency, and driving real change.
Emily is Head of Business Development at leading energy provider SSE and leads the ‘Ambition’ Challenger Group for SSE Renewables:
“This is one of four sub-groups established in the business. This group intends to challenge the status quo, gather data on the current inclusion and diversity topics, and help embed approaches to changing the inclusion and diversity ratio.”
From advocating for male allyship to supporting women in finding the right career paths, Emily is helping lead the charge to ensure that SSE doesn’t just talk about inclusion but actively fosters it across every business level.
The challenge of gender equality in male-dominated fields
For Emily, the pursuit of gender equality is a professional and personal one:
“I spent 15 years at a large global blue-chip company where I had significant career progression. However, like many women, I’ve faced some traditional views and cultural challenges throughout my professional life. One example is when I became pregnant with my first son. I distinctly remember my line manager expressing surprise when I told him I was expecting, saying, ‘I thought you were a career girl.’ I had to clarify, ‘Yes, I am still a career girl.’ There are countless other examples where, as part of performance reviews, I have received feedback from managers about how I looked or what I was wearing, which, although not malicious, reflected the company’s male-dominated culture and traditional perspectives. This doesn’t include times when, in a male-dominated meeting, the expectations were that I would be there to make the coffee and take the minutes.”
These previous experiences inspired her to join the Challenger Group at SSE, which focuses on empowering underrepresented genders and reflects a broader mission to bring about lasting cultural change:
“As frustrating as these challenges were, they gave me a clearer sense of the gaps and inspired me to advocate for a more inclusive environment. I’m excited about the opportunity to help embed diversity within the renewables business. Our focus is on male allyship, women’s safety in the workplace, and offering tailored development programs that address the unique challenges underrepresented genders face.”
This passion for change is evident in everything Emily does, from leading programs tackling imposter syndrome in female leaders to helping the company achieve greater transparency in its diversity and pay gap reporting:
“I’m very passionate about inclusion and diversity and particularly interested in gender equality. I’m also the co-lead for our gender balance group. I’ve established women’s networking groups in previous businesses and seen the benefit of opening avenues for discussions that challenge the status quo. I love SSE’s strategy around inclusion and diversity and its commitment to driving change, and I’m keen to play a part in that.”
Join an organization that’s proactive in addressing gender equality – for all.
Compare SSE’s benefits and policies and explore current openings.The role of disclosure and the power of employee-led initiatives
Disclosure refers to employees sharing personal information with their employers that is relevant to tracking and measuring diversity, equity, and inclusion (DEI) efforts. The rate at which employees disclose this information reflects their comfort (and trust) level within their company.
High disclosure rates provide valuable data that can help shape more effective DEI strategies, promote a culture of transparency, and ensure all employees feel seen, heard, and valued. This transparency fosters trust and allows organizations to identify areas for improvement and make data-driven decisions to create a more inclusive workforce.
Despite the importance of this data, it’s typically been a challenge for organizations to encourage employees to disclose. Emily explains:
“When people are asked for information, the immediate gut response is often to feel threatened. The natural question is, ‘Why do you need this? What does it mean for me?’ In a white male-dominated business, the concern is, ‘Am I going to lose out on opportunities?’ It’s a natural response.”
SSE knew that they’d need to take a more transparent approach. Emily goes on to share:
“The key to overcoming this resistance is to talk about it openly and address those mindsets. It’s not about holding anyone back; it’s about creating a better work environment for everyone. We need to reframe the message: this will make work better for all of us. We took a tactical approach by getting into people’s team meetings, speaking directly to groups, and explaining why the data was being collected. By doing this, we could address concerns in real-time, help people understand the intent behind the strategy, and reassure them about their concerns.”
Emily also stresses the importance of giving people time to think about what they’re being asked and to make their own decisions. Ensuring everyone knew they didn’t have to disclose was also crucial:
“Giving people time to process the information and fill out the data was critical. For many, this is so low on their priority list, especially for those who don’t recognize the privilege that comes with being in a position of gender and race dominance. We had to create space for them to reflect on their privilege without making them feel guilty.”
The team’s efforts have paid off impressively. Disclosure rates have increased from 30% to 65% across the business. This has allowed SSE to produce and publish their Ethnicity Pay Gap report (which isn’t legally required in the UK) alongside their Gender Pay Gap reporting. Emily and the rest of the team involved have been incredibly motivated by this success:
“Our goal is to level the playing field, not take away from anyone. By addressing privilege, we can get everyone to the same level of opportunity without anyone feeling like they’re losing out. It’s about fairness, not favoritism. Many teams know that DEI is important but only have a base-level understanding. When we go into the depths of why it matters—how it will benefit everyone—that’s when we get people on board. It’s about bringing the whole team together to understand the bigger picture.”
Looking ahead: SSE’s continued commitment to DEI
As SSE moves forward, Emily is focused on continuing the momentum of change.
“There’s still a long way to go, but we’ve made so much progress. I’m excited about the future and the opportunity to contribute to SSE‘s journey.”
Her role in driving these changes, especially within the renewables business, is crucial to the future of SSE’s DEI efforts. She is working to ensure that the company’s leadership development programs are inclusive and address the challenges in the workforce:
“It’s about creating an environment where everyone has a voice and a seat at the table. It’s about breaking down the barriers that have traditionally held back underrepresented genders and fostering an inclusive and equitable culture for everyone.”
By focusing on transparency, tailored development programs, and employee-led initiatives, SSE is setting an example for other organizations to follow. As the company continues to evolve, Emily’s influence will remain critical in shaping a more inclusive and equitable future for all employees. She shares:
“Empowering people and making change may not always happen in dramatic ways, but the little changes add up. If you can change the mindset of one person through one event or session, that’s one more person who thinks differently than they did before. If you change one person’s mindset, especially a manager or leader, you can impact an entire team or even the whole business.”
SSE’s commitment to transparency in its pay gap reports and ongoing efforts to empower underrepresented groups marks a new era in corporate diversity.
With leaders like Emily at the helm, SSE is not just talking about change—it’s making it happen.
