TotalEnergies Gas & Power

TWICE WUN Awards Entry

Section 1: A 100-word headline summary of your entry for publication if you are shortlisted

The Women’s network ‘TWICE’ is responsible for developing, promoting, and implementing strategies that empower and elevate women to achieve their full potential. We believe that, especially in the energy industry, there is a need for an increased number of well rounded, female role models who will inspire the next generation and at the same time illustrate that women must take the lead in their own lives to achieve their full potential. All of this is targeted through open discussion, showing support for one another, sharing honestly our experiences, and having a collective voice to influence decision makers within our organisation.

Section 2: 800 words: Overview of the women’s network, when it was created, how it is run and what its role is in the company. Describe any initiatives, policies or lasting change created by the network and outline why your women’s network deserves to win Women’s Network of the Year.

TWICE was created in February 2020, operates on a Global and Local level, and has continued to grow and expand its influence with a total of 6,000 globally and 714 members locally.

TWICE is chaired by a senior female leader with extensive support from colleagues across the business. Membership of the committee is voluntary, which means every member is passionate about creating an inclusive and equitable workplace and brings something unique to the conversation and male participation is encouraged. Members receive training and are supported to ensure they are equipped to carry out their roles as champions.

TWICE works collaboratively with Senior Management, HR, and the D&I committee to ensure alignment and maximum business impact.

The primary purpose of TWICE is to promote gender equality in the workplace by developing initiatives tailored to empower and uplift women:

• Provide a forum for ongoing dialogue with the senior management team on key issues impacting gender diversity
• To act as a ‘think-tank’ to provide information and propose initiatives to senior management regarding gender parity
• To provide a forum for female employees to gain leadership skills, to connect with other females and build support networks
• To provide training, education, and awareness
• To create a safe zone where employees can speak out about concerns

TWICE has been responsible for implementing the following initiatives:

Local and Global Mentoring Programme

The main purpose of the programme is to provide meaningful development opportunities and increase exposure of the women mentees to senior management. Mentees and mentors are matched based on learning preferences and desired outcomes. The implementation of the mentoring scheme has had a significant impact on the business. Feedback from mentors and mentees has been extremely positive with both groups benefiting from being part of the programme.

“I loved the whole experience; I had a great mentor he ensured he made time for me on a regular basis and was happy to offer advice on a range of topics. I was promoted during the last year and having my mentor to go to has given me support and advice which I would not have had as easily.”

“The scheme is fantastic, and I highly recommend it, but time to fit it in was an issue for me last year with priorities overriding this scheme. Hoping this year will be better to include more mentoring time. Mentoring was great for advice in particular situations that I had been faced with.”

Initially a 12-month programme, however most mentee/mentor relationships have continued beyond the initial term. The mentoring programme has succeeded in developing our female talent and helping them to advance their careers.

45 employees are involved in the mentoring programme and most mentees have either been promoted, identified through the annual talent review process, or enrolled on our leadership development programme.

The success of the scheme has resulted in the programme being expanded in 2024 to ensure more women from different levels across the business can benefit from the development opportunity provided. The mentorship programme aligns to our strategic commitment to promote women into leaderships positions – a target to increase representation of women in leadership positions has been established which is supported by a dedicated female talent path and leadership development programme.

Events

TWICE has created a network across the business and opportunities for women to come together to build relationships, learn new skills and discuss issues impacting women in the workplace. Monthly events and networking opportunities are arranged and cover a range of topics including gender pay, menopause awareness, imposter syndrome, confidence in the workplace and how to progress your career development.

Since 2020 TWICE has arranged over 40 different events and feedback has been extremely positive. Feedback following the menopause awareness event.

“I found this really insightful and useful. Although I am in my mid-20's it's so nice to find out info about it in a world where it is rarely discussed, and we're not educated on. I also find it useful to have more knowledge to help understand what my family go through and the challenges they face.”

Policies

TWICE is instrumental in making recommendations for improvements to our people policies and working practices. As a result, enhancements to our family friendly and flexible working policies and practices have been implemented having a positive impact on our ability to attract and retain female talent. Our company enhanced maternity and paternity pay have been improved and are available from day 1 of employment. We are committed to providing flexible working for all women returning from maternity leave and offer a returners bonus helping us to retain over 75% of women returning from maternity leave.

TWICE recommended the introduction of a menopause policy to raise awareness and provide guidance and support for employees and line managers. The policy along with line manager training is being implemented in 2024.

Section 3 – 200 words: Key results to support your entry

The TWICE committee has made a meaningful impact on diversity and inclusion at TotalEnergies Gas & Power Ltd;

• Women now make up 50% of the entire workforce
• A target of increasing female representation by 3% annually in senior roles across the business has been established and the initiatives implemented because of the TWICE network have contributed to achieving this target in 2023
• There has been a year-on-year improvement in closing the gender pay gap driven by increasing representation of women in senior roles with 48% of women in the upper quartile (Gender Pay Report 2023)
• The initiatives that have been implemented have greatly increased our ability to retain female talent within the business resulting in turnover rates falling to 10% in 2023
• The mentoring and development programmes have contributed to a higher percentage of women (54%) than men receiving a promotion in 2023
• 25% of the mentees participating in the mentoring programme have received a promotion since 2020

The hard work and dedication of the TWICE committee has made a significant impact at TotalEnergies Gas & Power Ltd. We look forward to continuing to promote gender diversity and deliver against our ambitious roadmap in 2024.