Georgina Worrall OBE is a leading voice in advancing gender diversity in the energy sector, heading up POWERful Women: a professional initiative working to advance gender diversity and inclusion across the UK energy sector.
With a background in events and a passion for equitable leadership, Georgina is committed to driving meaningful change in a traditionally male-dominated industry.
Fresh off the back of her recent honour, she shares her thoughts on inclusive leadership, the sector’s challenges, and what to expect from her keynote at Solar & Storage Live in Birmingham this September.
“If you want to change the dial, look below the C-suite. Support and progress women into those roles so they have the opportunity to thrive and lead – if that’s what they choose to do.”
You were honoured with an OBE, which you collected recently. What does this recognition mean to you personally, and how does it reflect your work with POWERful Women?
Georgina: As I’m sure you can appreciate, it’s a real privilege to be recognised for something you’re passionate about. But I feel it shouldn’t just be about me – it’s really a recognition for everyone who has shaped who I am and the values I hold.
It’s also really exciting for POWERful Women to be acknowledged for our work in shifting the gender dial in such a male-dominated sector like energy.
With Monica Collings also receiving an OBE for her work in diversity and inclusion, it feels like a powerful time for our organisation.
There are now two women at the helm, both eager to challenge the sector and push for faster progress.
Which moments in your career sparked your passion for DE&I, and how do they continue to shape your approach today?
Georgina: Two main areas have influenced me. I used to run events, and conference conveners often brought me all-male panels. That was frustrating because I knew there were competent female speakers – it just required a bit more effort to find them.
Also, I have two neurodivergent children, and I want them to feel the world is their oyster and that their neurodiversity isn’t a limitation.
I try to be as inclusive as I can, whether as a D&I professional, a team leader, or a mother – I want everyone to feel valued.
Where do you see the greatest opportunities to accelerate gender diversity in the energy sector, and what benefits would the industry see?
Georgina: There’s extensive research from McKinsey, Credit Suisse, BCG, and others that quantifies the value of diverse teams.
For example, a Credit Suisse report found 50% higher profitability in companies where women make up at least 15% of Senior Managers, compared to those with less than 10%.
Our State of the Nation report, published on 11 June, found that in 2025 there are still only eight female CEOs among the UK’s top 100 energy companies.
My call to those companies is: what are you doing to support women into “Chief of” roles – like CFO, CCO, or CTO? Those are the stepping stones to CEO roles.
If you want to change the dial, look below the C-suite. Support and progress women into those roles so they have the opportunity to thrive and lead – if that’s what they choose to do.
The pinch point is really middle management – that’s where future leaders come from. If companies don’t support women with flexible working policies that work in practice and clear career development plans, they risk losing valuable talent.
When women feel supported, they stay – and the company benefits.
Recent political shifts internationally have led to the rollback of both renewable energy policies and DE&I initiatives. What impact do you foresee, and what can be done to protect the industry’s long-term vision?
Georgina: I’m really encouraged by what I’m hearing from energy companies in the POWERful Women network. Most are continuing with business as usual for their D&I policies – they’re pushing forward with their initiatives.
There was initial nervousness, particularly around Donald Trump’s comments, but that’s shifted.
Many now feel comfortable maintaining their policies – they’re just adjusting the language for the US market. Instead of “diversity” or “equity,” they use terms like “belonging,” “fairness,” and “respect.” It’s the same message, just delivered differently.
Ultimately, I hope that every employee wants to work for a fair company, so therefore diversity and inclusion matters to them.
You’re set to appear on a keynote panel at Solar & Storage Live in Birmingham this September – can you give us a preview of the key themes or challenges you’ll be exploring?
Georgina: I’ll be sitting on a keynote panel on 24 September titled Driving Innovation and Talent Through Inclusive Leadership, alongside Carmen Madrid, founder of Women in Solar Europe.
We’ll be discussing how inclusive leadership fosters creativity and collaboration, and sharing strategies for attracting and retaining diverse talent. We’ll also bring in real-life examples and case studies.
If anyone is attending Solar & Storage Live, I encourage them to come along, join the conversation, and challenge us – I welcome that.
Solar & Storage Live in Birmingham is on the horizon, so don’t miss out on your free ticket to the UK’s largest solar and storage show. Or, find a Solar & Storage Live event near you.
