As an award-winning energy & infrastructure talent partner under the Phaidon International brand, clients often ask us how to improve Diversity, Equity & Inclusion (DE&I) in their workplace so they can attract, hire, and retain top talent with diverse experiences and viewpoints.โฏ
To provide data-backed insights, we have surveyed both employees and employers from our database to understand their perspectives on company culture, discrimination, development opportunities, and DE&I training and resources at their workplace to uncover trends, disparities, and areas in need of improvement.
The results can be found in Phaidon International's DE&I report, which explores overall trends across their six specialist brands, plus a breakdown of results for LVI Associates, delving into DE&I in the energy & infrastructure industry. Discover some of the insights below:
APAC Energy & Infrastructure DE&I Findings
From our research, half of APAC energy & infrastructure employers strongly believed that their company promoted a culture of inclusivity and respect for DE&I. However, 89% were aware of instances of discrimination, harassment, or bias within their organizationโhigher than Europe-based companies (86%) and US-based companies (39%).
50%Strongly agreed that their organizations promoted a culture of inclusivity and respect for DE&I. | 89%Were aware of instances of discrimination, harassment, or bias happening within their organization. |
Gender Disparities in Energy
The energy sector does not have the best track record when it comes to gender diversity. According to research published by the International Energy Agency, it employs fewer women than almost any other major part of the economy. Interestingly, our survey results globally show that male respondents were slightly more likely to be in senior positions than females. 56% of males reported being in senior-level roles, with 12% in executive/director positions, while 45% of females held senior-level roles, and 10% were in executive/director positions.
This disparity is also reflected in our results when we asked professionals if they felt their current leadership was diverse and inclusive โ only 19% of female respondents strongly agreed, compared to 42% of male respondents. More female respondents also agreed that it is important to have a diverse leadership team that reflects the diversity of the workforce (92%), compared to male respondents (57%).
Similarly, large disparities were found when we asked professionals if they felt their management needed further awareness or training around discrimination, harassment, or bias:
Male respondents 6 out of 10felt that no extra training was needed | Female respondents Less than 2 out of 10felt that no extra training was needed |
โDiscover the full views of both employers and employees and uncover new areas of focus for your DE&I strategy, helping you to improve hiring, retention, and DE&I policies based on your goals, resources, and the needs of your employees.โ
Along with our survey findings, this exclusive report also includes:
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โDiscover the results: Download your copy of this report.
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โ | โPart of Something BiggerโLVI Associates is part of Phaidon International, a leading global talent partner that identifies, sources, and delivers business-critical professionals to the most innovative industries in the world. Our approach to talent opportunities as part of Phaidon International includes access to six talent brands with the advantage of multiple industry experts at your disposal. Itโs a bespoke service, so you can work directly with a specialist in energy & infrastructure, and if required, we can introduce you to our counterparts in regulatory & legal, or technology, while benefiting from one single relationship manager for ease, and not worrying about extensive and time-consuming administration. | โ |