How colleague feedback is driving a new era of inclusion at E.ON
Listening to our people isn’t a box-ticking exercise – it’s a core driver of how we shape our culture and lead as a business.
Supporting growth means attracting and retaining the best talent, and that starts with creating an environment where everyone feels seen, valued, and celebrated.
That’s why the recent launch of The OffCentre experience is such a powerful milestone for us — it reflects our commitment to celebrating our people, our purpose, our policies, and our successes.
The feedback has been clear – and extraordinary. With an outstanding Net Promoter Score of +97, colleagues described The OffCentre as “eye-opening,” “essential,” and “one of the most meaningful experiences” in their careers. This isn’t just high praise – it’s a sign that something deep and lasting is happening across our teams…and our business.
A +97 experience - what our people are saying
The OffCentre is an immersive experience that puts participants in the shoes of someone living with a hidden disability – not to simulate, but to help people try to feel the emotional and practical challenges that many of our colleagues and customers face every day.
The result? A profound shift in mindset and culture. Here’s what some of our people had to say:
“This was one of the most meaningful sessions I’ve experienced in my 10 years at E.ON. It really opened my eyes.”
“It’s an incredibly powerful way to gain a new perspective. You truly feel what it might be like to live with a disability.”
“OffCentre has made me feel like the company really wants to learn and help people like me who have a hidden disability. I feel recognised and not a burden.”
“The immersion experience helped me to gain a deeper awareness and empathy for how colleagues with invisible disabilities may feel and navigate daily challenges in the workplace.”
These aren’t isolated reactions – they reflect a growing movement within E.ON to bring greater empathy, understanding and equity into everything we do.
Supported by a three-month follow-up survey with our colleagues, we’re seeing real-world results from this experience:
- 94% of colleagues now feel more confident talking about disability
- 93% feel more confident requesting adjustments
- 87% feel more confident supporting a colleague with a disability
- 53% have had an open conversation about someone’s disability
- 34% have shared their own disability with a colleague
- 22% have made adjustments for someone in their team
These statistics represent courageous conversations, improved working relationships, and inclusive behaviours that are rippling across our business.
Setting the standard — inside and out
This initiative is about more than just awareness – it’s about creating lasting cultural and behavioural change. It’s about building a workplace where empathy and understanding are embedded into every interaction, process and decision. We’re very proud of our adaptABILITY network which provides a space for colleagues to share their experiences, raise awareness and support each other in relation to visible and invisible disabilities and chronic or long-term conditions.
Liz Warbrick, EVP and Inclusion Consultant and a member of the adaptABILITY Steering Committee, shares: “The OffCentre is just one part of how we build a better E.ON – one where empathy and understanding shape everything we do. Diversity and inclusion are not side projects or compliance exercises – they’re central to building a sustainable, just future. Accessibility must be embedded into the core of our culture, processes, and decision-making.”
“We’ve had great conversations in our OffCentre sessions, but we don’t want to the momentum to stop. Over the coming weeks, we’re hosting follow up focus groups to understand how best to embed the message of the OffCentre into everything we do.”
What happens inside our workplace doesn’t stay inside our workplace. When employees gain the confidence to have open conversations, make adjustments, and truly support one another, those behaviours extend outward — into homes, communities, and customer interactions.
By fostering empathy and awareness at work, we’re helping shape a more inclusive society where everyone, regardless of ability or background, can be treated with dignity, compassion, and respect.
And at a time when inclusion and purpose matter more than ever to current and future employees, this kind of cultural investment strengthens E.ON’s ability to attract and retain top talent.
Keeping the momentum going
We’re not stopping here. To ensure the message of The OffCentre becomes embedded into our day-to-day thinking and practices, we’re running follow-up focus groups to turn insight into action – and emotion into long-term impact.
The success of The OffCentre is proof of what happens when you create space for vulnerability, listening, and reflection. The +97 Net Promoter Score is a clear indicator that our people are engaged, inspired, and ready to lead with empathy.
This is how we grow. This is how we celebrate our people, our purpose, our policies, and our successes. And this is how we build a better E.ON — a place where everyone has the opportunity to thrive, and where inclusion isn’t a programme, but a principle.