Engineering inclusion: Students partner with Northern Gas Networks to shape a more equitable future

At Northern Gas Networks (NGN), delivering gas safely to millions of homes is only part of the job. As one of the UK’s key energy distributors, NGN also recognises its role in creating a fair, inclusive and future-ready workforce. In partnership with The Purpose Coalition, NGN invited Purpose Lab students from education institutions across the UK to help shape that future. 

The session gave students an opportunity to hear directly from NGN about its people strategy and its work to diversify its workforce. Students were invited to challenge assumptions, test ideas and reflect on eight proposed priorities - from allyship training and mentoring to workforce data and targeted recruitment. 

Currently, 82% of NGN’s workforce is male, with 73% of leadership roles held by men. Students appreciated the honesty with which NGN acknowledged these challenges. The conversation that followed was varied but it was clear that the students thou ght that progress must be measured not only in statistics, but in culture, fairness and day-to-day experience. 

As one student said: “An inclusive employer doesn’t just open the door - they redesign the hallway.” 

Students stressed the importance of data as a starting point - but warned that without cultural change, metrics are meaningless. They spoke of workplaces where inclusion is felt, not just stated. Mentoring for underrepresented groups, inclusive leadership, and psychological safety were seen as essential elements of being an inclusive employer. 

On targeted recruitment, students urged nuance. While they supported efforts to broaden outreach and diversify shortlists, many questioned the impact of women-only roles. 

One student said: “I wouldn’t apply for a ‘women-only’ role – I want to earn it on my own merit. But advertise where I’ll actually see it? That works.” 

There was also a strong call for visibility and connection. Students wanted NGN to show up on campuses, tell authentic stories, and demonstrate a genuine commitment to change. 

From practical insights - like inclusive job descriptions and work experience schemes - to personal stories about what belonging really feels like, the students gave NGN a wealth of feedback from real-life experience. 

Hannah Jewison, Business Sustainability Lead at Northern Gas Networks, commented: “The insights shared during the Purpose Lab session will play a key role in shaping NGN’s inclusion strategy. Our aim is to translate this feedback into clear, actionable steps that will help us improve both workforce diversity and foster a more inclusive culture across the business. By listening to emerging talent and challenging our own assumptions, we’re committed to engineering inclusion in a way that’s meaningful, measurable, and lasting.” 

The session proved the power of collaboration between industry and emerging talent. NGN brought transparency and openness; students brought challenge, insight and ambition.  

Inclusion isn’t about box-ticking - it’s about whether people feel seen, respected and able to thrive. And when companies like NGN listen and act, they don’t just improve their workforce - they lead by example.