Our people

Our journey so far

We’re committed to creating a work environment where our people feel respected and are treated fairly, empowered to be themselves and valued for their skills, backgrounds, expertise and insights; we want everybody to thrive at National Grid. Making sure our workforce reflect the diversity of the communities we serve is important to us and we believe that not only is it the right thing to do, it's also critical for enabling us to successfully lead the clean energy transition and help the UK deliver net zero.

We maintain fairness across the organisation for pay and make sure our pay practices do not show bias. We’re a living wage employer in the UK and undertake a Living Wage review each year to ensure continued alignment. In the US all colleagues are paid above the statutory minimum in each state. We also review gender pay gaps and ethnicity pay gaps annually in both the UK and US.

We are driving forward our commitment to diversity, equity and inclusion (DEI), and have been recognised in the following:

• Top 10 outstanding employer for race at The Ethnicity Awards 2022

• Times Top 50 Employers for Gender Equality 2023

• LGBTQ+ Trailblazer at the British LGBT awards
   

Our commitments and targets

Invest in our people and build the skills needed to deliver the clean energy future

• Ensure all colleagues have access to engaging learning solutions to fulfil their potential and develop the skills and capabilities required for the net zero workforce
   

Reflect the communities we serve, intentionally increasing ethnic and female representation in our workforce

• Aim for 35% female representation and 20% ethnicity in our management population by 2025 

• Aim for 50% female representation and 40% ethnicity in our new talent population by 2025 

• Aim for 50% diversity of our Group Executive by 2025 including but not limited to a focus on gender & ethnicity 

• Aim for 50% diversity of our Board by 2025
   

Create an inclusive culture, where it's safe to speak up and where our colleagues' voices are heard and understood by our Group Executive and Board 

• Aim for our colleague engagement and ‘safe to say’ metrics to remain at or above the high performing norm (Korn Ferry benchmark) 

• Our Group Executive and Board will conduct regular listening sessions with colleagues to shape decision-making in their best interests
   

Lead the industry on colleague health and wellbeing

• Aim for our colleague wellbeing metrics to remain at or above the previous year
   

Ensure all colleagues receive fair and equitable pay

• Committed to making sure pay is equitable for all colleagues and to ensure there's no bias, regardless of location in the UK or US, gender, ethnicity of disability
   

Our areas of responsible business

We have identified the other key areas where we can really make a difference by ensuring responsibility is woven through everything we do.