From Data To Action: How AXIS And POWERful Women Are Driving Gender Equity In Energy

At AXIS, we believe that data is a powerful tool — not just for measurement, but for driving meaningful change. Our 2025 Gender Pay Gap analysis, alongside the POWERful Women (PfW) State of the Nation 2025 report, reveals a shared commitment across the UK energy sector to advancing gender equity. While our focus is on pay gap transparency, and PfW’s is on representation at leadership levels, both reports highlight common themes that reinforce the urgency of action.

Gender Equity Is A Strategic Priority

Both AXIS and PfW emphasise that gender equity is not just a moral imperative — it’s a business-critical issue. Diverse teams drive better decisions, stronger performance, and are essential to the energy transition.

PfW links gender-balanced leadership to innovation and resilience, while AXIS highlights the role of equitable pay structures in building high-performing teams. In a sector facing immense transformation, equity is no longer optional — it’s foundational.

Data Alone Isn’t Enough

Our analysis of 36 energy companies shows that while the average gender pay gap among operators and supply chain companies has decreased year on year, progress continues to lag behind other sectors. Similarly, PfW’s report shows stagnation in leadership roles, despite improvements in middle management.

Both reports agree:  collecting data is only the first step. Companies must act on it, communicate it transparently, and embed it into strategy.

“We have the data; we must use it.” — AXIS

“Now is the time to step up and drive meaningful change.” — POWERful Women

Representation and Pay Are Interlinked

AXIS’s analysis shows that a low gender pay gap can mask poor representation of women in higher-paid roles. PfW’s findings reinforce this: while 34% of leadership roles are held by women, only 8% of CEOs and 9% of board chairs are female.

Both reports highlight the importance of representation at all levels — from middle management to the C-suite — and the need to build a robust pipeline of female talent.

Commitment Drives Progress

We’ve seen that companies signed up to the AXIS Pledge are more likely to show improvements in their gender pay gap. PfW similarly showcases companies like Good Energy, bp, and Telecom Plus that have exceeded 40% female representation across board, leadership, and middle management.

This reinforces a key message: public commitment matters. It drives accountability, fosters trust, and accelerates change.

The Road Ahead: Vision 2030

Both AXIS and PfW are aligned in our long-term vision. PfW has set a target of 40% female representation in leadership and middle management by 2030. AXIS supports the UK’s commitment to the UN Sustainable Development Goals, including gender equality by 2030.

Through initiatives like Vision 2030, we’re amplifying voices across the industry to define what gender equity looks like — and how we get there.

Conclusion: A Shared Mission

The AXIS Gender Pay Gap report and the POWERful Women State of the Nation 2025 are two sides of the same coin. Together, they offer a comprehensive view of where we stand — and what we must do next.

We invite all energy companies to join us, become AXIS Pledge signatories, and use their data to drive real, lasting change. Because gender equity isn’t just good for business — it’s essential for the future of our industry.