We aim to realise the benefits of employing a diverse workforce which reflects the communities in which we operate, the customers we serve and the partners with whom we work.

We are committed to providing equal opportunities to current and prospective employees, regardless of any criteria not relevant to job performance such as race, colour, ethnic or national origin, religion, gender, marital status, disability, sexual orientation or age. Powergen’s current Equal Opportunities Policy was revised in 1996 and is issued to all new employees. By setting out minimum standards of conduct, the policy aims to promote a working environment in which all employees are treated equally, with fairness and respect.

The Equal Opportunities Policy is also published on our intranet, and regular training is provided to managers and employees to ensure that best practice is maintained.

Our most recent Employee Opinion Survey told us that staff had confidence in Powergen’s approach to Equal Opportunities and Diversity, and that they were treated fairly and did not suffer discrimination at work. During 2002 we built on this with a specific initiative in our Retail business to give managers and supervisors the skills and understanding to enable diverse teams to realise their full potential. We also undertook an exercise to improve the quality of the data we collect on ethnic origin. As a result, we have a much clearer picture of the demographic profile in our Retail business and this will enable us to build on our existing policies to reflect the diversity of employees in this business. We have also been working with our colleagues in E.ON on a project to explore how we can harness the benefits of a truly diverse workforce.

Gender

At the end of 2002, 63% of employees were men and 37% were women. The percentage of women employed by Powergen UK has increased from 15% in 1989.

Within Retail, however, around 60% of employees are women.

INDICATOR: Gender Profile

Race

In Powergen UK we collect data on an individual’s ethnic origin as a voluntary part of the recruitment process. 89% of Powergen UK’s employees are classified as White UK / European on our HR information system.

Within Retail, we undertook an exercise to improve the quality of the data we hold on ethnic origin, and as a result we have a clearer picture of the diversity of ethnic backgrounds represented in the workforce. Twelve ethnic groups are represented amongst the Retail workforce: White UK / European, Indian and Pakistani are the three largest.

INDICATOR: Percentage of Staff Age Range Distribution

INDICATOR: Women in Management

16% of Powergen UK's senior managers are women