November’s release of the Nuclear Regulatory Review called for a “radical reset of the UK’s nuclear regulatory system” for the industry to withstand the challenges of the future – including a significant new build project in Sizewell C – and the potential recruitment of up to 40,000 new employees to meet the demands of these challenges.
In particular, it raises a key concern that the industry has “a deeply ingrained culture of complacency and extreme risk aversion […] This “status quo mindset” perpetuates the cycle of inefficiency and is a fundamental barrier to progress and delivery. Addressing this systemic failure requires a series of radical, root-cause solutions that fundamentally reshape the regulatory landscape.”
At IDN, we agree that there are significant cultural challenges within the sector that need vital attention and accountability to ensure that the industry is the best that it can be. So, we were encouraged and pleased to find that within the Review, there were pertinent mentions of Equality, Diversity and Inclusion (ED&I) that were viewed as a vital component to the cultural shift – including a direct mention of IDN’s work in the sector:
“The sector values Equality, Diversity and Inclusion (ED&I) for broadening perspectives, driving innovation, attracting top talent, and addressing cultural challenges. Many organisations publish ED&I strategies and metrics, while groups like Women in Nuclear, the Nuclear Institute’s Young Generation Network, Inclusion & Diversity in Nuclear, and unions offer practical support to help deliver these values.”
The intentions are promising but the reality currently displays a different picture.
Retention of staff is crucial to a thriving industry, but as our Gender Pay Gap Report from earlier this year showed, it would take the UK nuclear industry 55 years to close the gap to the current calculated national average. In addition, we discuss in our Inaugural Survey Report that almost 15% of our survey respondents reported experiencing bullying, discrimination or harassment at their current company based on their background or identity.
These are just two of the challenges the industry faces as key barriers to the huge recruitment drive that is needed.
This “reset” that the report proposes is a perfect opportunity to set out a new vision for a truly inclusive nuclear industry, one where:
- Inclusion is a valued and crucial performance metric
- Leadership is held fully accountable, backed up by transparency of data (e.g. employee demographic data and internal survey data)
- Recruitment and training processes actively remove barriers to entry and upskilling
- Learning from direct lived experience informs organisational decision-making and culture, similar to how learning from experience informs safety culture and regulatory protocols in the nuclear industry
IDN is ready to support organisations with the implementation of the Review’s recommendations, via training, policy reviews and expert support. The Nuclear Regulatory Review frames cultural change as essential to the future of the UK’s nuclear mission. At IDN, we see inclusion as the mechanism through which it will succeed.
Get in touch to find out more: info@idnuclear.com
Find out more about IDN’s Pay Gap Conference, on Thursday 12th February, here.
