Posted 09 Mar 2026
At Field, we believe that building an equitable, diverse and inclusive company is not a one-off initiative, it’s an ongoing commitment that requires honesty, reflection, and a willingness to listen, even when the results are uncomfortable.
In December 2025, we ran our latest Equity, Diversity & Inclusion (EDI) survey to better understand how Fielders are experiencing our culture today.
Having previously carried out an EDI survey in 2022 and 2024, we levelled up how we gather this information by using Culture Amp, so that we can analyse and understand the feedback in a more meaningful way.
With a 77% response rate, participation was strong and right in line with the recommended benchmark for organisations of our size, giving us confidence that the results reflect a meaningful insight into our team’s experience and sentiment.
What do we mean by ‘measuring inclusion’?
We decided to focus on inclusion as the main measuring point of this survey because we believe it is an important indicator of team and business health. Essentially, measuring whether people feel they belong, can be their authentic selves, feel respected and feel safe to take risks at Field.
78% of our team feel included, that they can bring their whole selves to work and feel respected for their contributions- which is great to see!
Where we’re doing well
Largely, the feedback we received reinforces cultural strengths that we’ve been intentionally building:
- Purpose and impact: 95% of Fielders believe the work we do is important, and 93% understand how their role contributes to our mission.
- Psychological safety: 84% of people feel comfortable sharing opinions and challenging ideas.
- Sharing personal background: 88% of Fielders feel comfortable sharing their background and experiences at work, which is a strong indicator that inclusion is lived day-to-day, not just written down.
Together, these results point to a culture rooted in trust, transparency, and shared purpose; foundations we’re proud of and hope to protect as we scale.
Our biggest opportunities for improvement
Our clearest opportunities relate to ensuring that our ways of working keep pace with our growth. While Fielders generally feel respected in interpersonal interactions, scores drop slightly when the questions related to formal processes:
- Satisfaction with decision-making sits at 60%
- Visibility around career opportunities drops to 52%
This gap suggests that what worked when Field was a smaller business; informal access, context sharing, and trust-based decisions, doesn’t always scale cleanly. As we move through the 100–200 employee phase, Fielders are asking for clearer frameworks, more transparency, and consistency around how decisions are made and how growth happens.
This isn’t a culture problem, it’s a scaling challenge.
The good news is that we are now in the process of formalising more of our people processes, like automating 360 feedback and performance reviews, which should provide that extra level of clarity and transparency. We expect to see these scores improve in the next survey.
How does inclusion vary by demographic?
We were able to segment responses by different demographics, which allowed us an additional layer of insight that we previously haven’t had. Looking at sentiment by demographic highlights, among other things, where inclusion is not experienced equally. Some areas that we have highlighted specifically as our focus areas are:
- Women consistently scored lower than men across inclusion-related metrics, particularly around ‘equity’ (how we measure whether people experience fair distribution of resources and consequences) and ‘voice’ (how we gauge the culture of open communication- speaking up and being heard).
- Black and Hispanic Fielders reported notably lower scores around growth and belonging, raising concerns about long-term opportunity and representation.
- Non-parental caregivers, though a small group, showed lower scores around voice and growth.
- Neurodivergent Fielders with a formal diagnosis reported very positive experiences, while those who were self-diagnosed or undiagnosed scored lower, suggesting access to support really matters.
What’s next?
Our Field EDI Squad (made up of a group of Fielders from across the business, covering all countries) will use these findings to shape a focused roadmap over the next 6-12 months, with particular focus on:
- Thinking about ways to encourage a more diverse range of candidate into our hiring funnel, with a particular focus on attracting talent from under-represented ethnicities and socio-economic backgrounds
- Strengthening and codifying our people processes and increasing transparency and consistency in our decision-making processes
- Exploring how we can further support women at Field, expanding on the existing work in our gender diversity roadmap
We’ll continue to share progress internally and externally, because transparency is important to how we hold ourselves accountable.
Building an inclusive culture isn’t about chasing perfect scores. It’s about listening carefully, acting intentionally, and staying open to learning. This survey gives us a clear direction and we’re committed to doing the work- watch this space!
Our current team demographics
Representation matters. Understanding who Field is today helps us interpret our inclusion data honestly (and hold ourselves accountable as we grow.)
Age
Field is a relatively young organisation. Just over 70% of us are between 25-39 and a quarter of our team are over 40.
This skews younger than the wider Energy and Construction sectors, according to the ECITB workforce census, and is more reflective of a Tech-focussed, London-based workforce (where the majority of our team are based).
Caregiver status
1 in 3 Fielders is a carer, with the majority of those being parents.
This broadly mirrors our age profile and reinforces why flexibility and parental support have been early focus areas for us.
We have focussed our benefits and ways of working intentionally to support this group, with enhanced UK Family Leave and flexible working support for all Fielders.
Education
We are a team of very smart, highly educated people. 90% of Fielders hold some kind of degree and the majority of those are advanced degrees (Master’s, PhD or equivalent).
This is significantly higher than UK and EU averages (according to the ONS), and reflects the depth of expertise required across many of our roles and specialisms.
We’re now looking into how we can diversify our team as we grow by supporting those at earlier stages in their careers. We partner annually with NESO to offer graduate broadening placements, and are working on career guides for young people to encourage more people into STEM careers. In the UK, we’re also hiring our first apprentice, under the government Apprenticeship Scheme, and hope to continue taking advantage of this and equivalent schemes in our other countries.
Gender & gender identity
31% of Fielders told us they are women. While this is reflective of the wider Energy and Renewables sectors (where women make up 32% of roles according to IRENA, 2025), it remains below the global workforce average of ~43% women.
Gender diversity has been a big focus for us at Field over the last year. We have been working on making Field a more diverse team, as well as focussing on how we can make it more inclusive and equitable for women. Some of our key actions since March 2025 include:
- Introducing 10 paid days per year for period leave, in addition to standard sick leave
- Calculating our gender pay gap data, as well as our promotions and salary increases internally. We then shared this internally to ensure the whole team has visibility and understand how we calculate and monitor it.
- Delivered a facilitated all-team male allyship workshop to help raise awareness and skills across the business
- An audit of all our construction sites included in our Health and Safety checks, to ensure adequate facilities are maintained for women in all our work locations
We’re very proud of the work we’ve done so far, and are excited about the work we’re continuing to do to further diversify our gender representation, and make Field an even more inclusive place to work.
Race & ethnicity
We are a predominantly white team, with 3 in 4 Fielders identifying as white and just under a quarter of our team told us that they are either Asian, Hispanic, Black, Arab or Mixed Race.
Whilst this is more diverse than the UK average overall according to census data, it is significantly less diverse than London’s population, particularly for Black and Asian representation- this remains a clear focus area for us.
Neurodiversity
Just under 10% of Fielders identify as neurodivergent (either with a formal diagnosis or self-diagnosis).
Those who have a formal diagnosis reported very positive experiences overall, while those who were self-diagnosed or undiagnosed scored lower, suggesting the focus area here should be around education and access to support.
Religion
Just over half of our team told us that they are not religious. A quarter of our team identify as Christian and just under 10% told us they identify as Buddhist, Hindu, Muslim or another religion.
At over 11%, ‘Religion’ was the category that received the highest number of “prefer not to say” responses, suggesting it is a particularly sensitive area of disclosure for our team. This isn’t wholly surprising, as religion is often tied to identity, family, culture, and values. People may feel it’s more private than other demographics (like age or gender) and not something they want recorded by an employer.
Sexual orientation
The majority of our team identify as straight, with 1 in 10 identifying as part of the LGBTQIA+ community.
This has barely changed since our last survey back in 2024 and is in line with population estimates based on a number of global surveys.
Socio-economic background
We asked the question “what was the occupation of your main household earner when you were aged around 14?”, which is widely recognised as a good indicator of socio-economic background across all ages and locations.
We found that 63.5% of Fielders come from ‘professional’ or ‘upper class’ backgrounds, 15.3% come from ‘intermediate’ or ‘middle class’ backgrounds and 14.1% came from ‘lower socio-economic’ backgrounds.
This has remained largely unchanged for our team, but the combined proportion of Fielders from lower and intermediate backgrounds is now ~30%, up from 19% in 2022. So progress has been made, but with more work still to do.