Severn Trent’s ascent to the top echelons of female representation in the FTSE100 is not just a milestone for the water and sanitation giant, but a clarion call for the entire sector to rethink its approach to gender diversity. The FTSE Women Leaders Report has shone a spotlight on Severn Trent, placing it joint second for female board representation and 12th overall in leadership, with a staggering 45.8% of women in senior leadership roles. This isn’t just about numbers; it’s about shattering glass ceilings and challenging the status quo.
Severn Trent’s journey to this point has been marked by firsts. It was the first FTSE100 company to have a female chair, CEO, and CFO, a feat that has only been matched by one other listed company. This isn’t a fleeting trend; it’s a testament to a concerted effort to foster a more inclusive environment. The company’s CEO, Liv Garfield, acknowledges the progress but also the work that lies ahead. “Even though we were the first FTSE 100 company to have a female chair, CEO and CFO, we know there’s always more progress to be made when it comes to making sure both women and men are fairly represented not only at the highest level, but throughout our business.”
The ripple effects of Severn Trent’s initiatives are already being felt. Since 2021, the company has welcomed 500 more women into its ranks, with women now heading up its operational and technology teams at the executive level. This isn’t just about ticking boxes; it’s about creating a level playing field where everyone has the opportunity to thrive. Garfield’s words ring true: “Diverse companies are generally better performing, so creating a level-playing field and being accessible for all is the right thing to do, not just for our people, but for our customers too.”
Severn Trent’s approach is holistic, addressing not just recruitment but also retention and support. Its leading maternity policy, offering up to a full year of paid maternity leave, is a game-changer. But the company doesn’t stop at maternity. It also provides menopause training for women and their managers, and imposter syndrome training to help women build confidence and overcome barriers. These initiatives are not just about supporting women; they’re about creating an environment where everyone can flourish.
The water, sanitation, and drainage sector has long been male-dominated, but Severn Trent’s success story is a beacon of change. It’s a call to action for other companies to follow suit, to challenge norms, and to spark debate. The sector is at a crossroads, and the path forward is clear: diversity isn’t just a nice-to-have; it’s a must-have. It’s about time the sector woke up to this reality. The future of the sector is diverse, inclusive, and equitable, and Severn Trent is leading the charge. The question is, who will follow?
