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Powering Change

Pinergy Gender Pay Gap Report 2025

Powering change

At Pinergy, we are about change, changing how people use and think about their energy. The energy industry has historically being male dominated, with many challenges to attract female candidates to technical and leadership roles. We have actively implemented equitable recruitment practices over the last two years, particularly targeting gender balance in new hires.

Our data show progress in certain areas like lower pay quartiles, with more for us to be achieved in other areas, often due to fewer vacancies and slower turnover at senior levels.

Pay Gap Metrics

Metric	Result	Interpretation
Median Gender Pay Gap	26%	Median male pay is 26% higher than median female pay.
Mean Gender Pay Gap	37%	On average, males earn 37% more than females.
Median Bonus Pay Gap	53%	Median difference between male and female bonuses.
Mean Bonus Pay Gap	64%	On average, male bonuses are 64% higher than female bonuses, likely due to a higher concentration of men in senior, bonus-eligible roles.
Bonus Received (Male)	20%	1 in 5 men received a bonus.
Bonus Received (Female)	14%	1 in 7 women received a bonus, reflecting fewer in bonus-eligible roles.

Pay Quartile Distribution

Quartile	% Male	% Female	Interpretation
Upper (1st)	90%	10%	Highly male-dominated, representing leadership/technical roles with limited turnover.
Upper Middle (2nd)	100%	0%	Since the snapshot was taken in June, we have pro-actively hired more females into this tier and we are currently at 25% female representation.
Lower Middle (3rd)	40%	60%	Gender balance achieved; positive impact from recruitment initiatives.
Lower (4th)	45%	55%	Equitable distribution maintained through diverse hiring practices.

We need to deliver more.

There is an Industry Challenge: Renewable energy remains a male-dominated field, particularly in engineering, operations, and technical leadership, making recruitment of senior female candidates somewhat challenging.
We are making positive progress: The company’s focus on equitable hiring has significantly improved representation in the lower and middle quartiles.
Upper Quartiles Lag female representation:
- Fewer vacancies at senior levels limit opportunities for gender rebalancing.
- Longer tenure of existing (predominantly male) staff in these roles slows progress.
- Leadership positions often filled from internal talent pipelines, where female representation has historically been lower.
Bonus Gap:
- Reflects the distribution of senior roles rather than unequal bonus allocation at equivalent levels.
- Suggests a need to ensure women are eligible and represented in performance-based roles.

Actions

Actions we have taken

Ensured gender-neutral recruitment advertisements and language.
Arranged DEI and unconscious bias training for Leadership team.
Structured interview panels rolled out with gender balance.
We introduced Maternity leave benefits and provided flexible working and development programs to retain and promote female employees.
Our formal coaching programme for future leaders – Elevate Programme – was made up of 50:50 gender balance in 2024.
We have supported Image Business Club in recent years to build our awareness amongst female professionals.
In 2024, we achieved bronze accreditation for Investors in Diversity.

Future Focus Areas

Leadership Pipeline: Establish mentoring and sponsorship programs for high-potential women.
Targeted Recruitment: Use headhunting and specialist networks to attract senior female candidates.
Retention & Development: Continue offering career progression support and leadership training.
Review Bonus Eligibility: Ensure equitable access to bonus schemes across comparable roles.
Continuous Monitoring: Track gender representation by grade and department quarterly.
Investors in Diversity: We are striving for Silver status accreditation in 2026.

Pinergy Values

We support each other

Pinergy is a people business from the top down – we care about the people we work with, and our customers know they’re more than just numbers.

We take people as they are, and value the diversity of our workforce – it’s one of our greatest strengths.

We support each other, and value the person behind the job.

We're always evolving

Pinergy has never stood still. We’ve always been ahead of the curve, anticipating changes and innovating to meet them.

We’re hungry to know more, constantly improving our skills and gaining more knowledge to put back into our work. It’s why we’re driven to be experts in our field.

Our industry moves fast, and so do we. We chase new challenges and evolve to meet the demands of a changing world.

We work better together

We’re a business of many parts, and we’re so much more than just the sum of them.

We’re at our best when we pull together towards one clear goal — getting a project over the line, developing a new product, or problem solving for a client.

We’re in this together, regardless of role or department.

We own the role

We began as a startup, and that’s still our spirit — self-starting, go-getting, opportunity-creating. But as we grow, we must also mature.

We’re part of a larger company with various stakeholders, so having autonomy over our work means being responsible for it. We’re trusted to follow our instincts, and we need to take ownership of the results.