Last month, we held the first in our Women’s Energy Network Alliance (WENA) webinar series. The first session was hosted by WENA community, Women in New Energy, an annual conference in Aberdeen dedicated to championing diverse voices across the energy sector.
The webinar saw WENA Chair and marketer for Women in New Energy, Emma Lamont joined by Women in New Energy Co-founder and CEO of CCU International, Beena Sharma and contributor and Director of Men for Inclusion, Mark Freed for a discussion on how to Accelerate inclusivity in the workplace.
Watch again below.
Why Start With Inclusivity?
There’s a lot of noise out there right now about Diversity, Equity and Inclusion (DEI). In some parts of the world — especially in the U.S. — DEI is being questioned, rebranded, or in some cases, outright rejected. But here’s the truth: DEI isn’t dead. It’s just transforming.
And at the heart of that transformation is inclusivity.
As we heard from our guest speakers, Beena Sharma, Founder & CEO of CCU International and co-founder of Into Net Zero and Mark Freed, Director of Men for Inclusion, if we get inclusivity right, diversity and equity are far more likely to follow.
It’s Not About Box-Ticking
One thing came through loud and clear in our discussion: DEI doesn’t work if it’s a box-ticking exercise.
When organisations lead with authenticity — when inclusion becomes embedded in culture, not just compliance — that’s when real progress happens. Beena and Mark both emphasised that meaningful inclusion isn’t about grand gestures; it’s about everyday actions, language, and leadership.
And you don’t have to be a business leader to lead on inclusion. Every single one of us can act as an example — showing others what inclusive behaviour looks like in practice.
That said, leadership buy-in does matter. When senior leaders are visibly on board, it sends a powerful message and unlocks broader cultural change.
What’s Happening in the U.S. — and Why It Matters
We kicked off the conversation by asking about the rhetoric coming out of the U.S, and how it might shape global workplace culture. In some political spaces, DEI has become polarised.
There’s a growing narrative that sees DEI as divisive — with “Diversity” often being perceived as creating winners and losers.
This backlash can also act as an opportunity — a wake-up call for companies to double down, rethink what DEI means, and reimagine how we make it work.
Are We Doing the Same Thing Expecting a Different Result?
In some areas, we are actually moving backwards. In venture capitalism, for instance, the percentage of funding going to female founders has dropped from 2% to 1%. It’s clear that traditional approaches to DEI may not be cutting it.
So what do we do? We get creative. We get bold. And we get practical.
Building the Right Tables — And Filling the Seats
It is critical to get the right people around the table. If we are going to hit net zero by 2030, or even by 2035, we’re going to need millions of green jobs. More jobs means that we need more diversity of thought and crucially more people. We can’t solve complex challenges if we’re not involving everyone — across gender, background and experience.
Mark put it simply: You can’t be what you can’t see.
Representation matters. So does listening. So does taking the time to find, invite, and support people who aren’t always included in the conversation.
Authenticity Over Optics
We all know when something feels performative. How do we ensure our DEI efforts are authentic?
It starts with intent, but it’s built through consistency. Through walking the talk — not just when it’s convenient, but all the time.
That’s where small businesses actually have a unique advantage. Even without big HR teams or DEI initiatives, small business owners can build inclusive cultures from the ground up — by making inclusion a mindset, not a side project.
Key Takeaways
Here were a few of the key messages we hope everyone left with:
- DEI isn’t dying — it’s transforming. It’s time to move beyond slogans to substance.
- Inclusion is the foundation. Get that right, and the rest is more likely to follow.
- Anyone can lead on inclusivity. Whatever your role, your actions make a difference.
- Leadership matters. Authentic commitment from the top can accelerate change.
- Growth happens outside your comfort zone. But it’s easier when you’re surrounded by kind, committed people.
Thanks again for joining us — To learn more about Women in New Energy, join their mailing list.
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