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Mentoring Scheme

The role

Do you have what it takes to become a board member?

Join the Smart Energy GB mentoring scheme

Do you think you have the skills to become a board member in the future? Smart Energy GB (SEGB), the not-for-profit campaigning organisation, is running an industry-wide programme to identify future sector leaders from diverse backgrounds to be part of a two-way mentoring programme with SEGB board members. This will cover the traditional mentoring relationship plus an opportunity for mentees to influence through ‘upward’ feedback. Future leaders will be paired with an SEGB board member, for a mentoring relationship lasting one year (approximately).

Who are we looking for?

In terms of professional experience, we’re looking for individuals who work for an energy supplier and are aspiring to fulfil a board-level role in the not-too-distant future. You may already be a director or senior manager or leading a team of people. Your job title isn’t as important as your skills and experience that demonstrate your potential to become a board member. As this scheme is about diversity, personal experience is key too.

In short, we're looking for perople who can demonstrate that they:

  • work for an energy supplier
  • have lived experience of at least one diversity characteristic
  • have the skills to indicate that you could be a leader of tomorrow
  • have an appreciation of the smart meter rollout and SEGB’s role within it

Professional experience of strategy/insight, marketing and communications would also be beneficial.

What can you expect from your mentor?

As a mentee, you will be allocated one mentor and have meetings with them to discuss career development and relevant professional experience, while also learning about the operations of boards and experiencing the SEGB board in action. The reverse mentoring aspect is that mentors are also asked to actively engage with, and learn from, the lived experience of their mentees. Guidance on mentor conversations will be provided by the SEGB People Team.

What is the mentee experience?

  • regular meetings and support from their mentor (approximately 6 meetings per year)
  • meeting/induction on SEGB board make up and responsibilities
  • attendance at one board meeting
  • opportunity to provide feedback on the experience at the end of the year

The mentee-mentor relationship can continue beyond one year if both parties agree.

What is the next step?

If you are interested in registering your interest in the scheme, please select 'Start Application' below.

Find out more about Smart Energy GB at:

About us

Our Challenge

Welcome to Smart Energy GB. It’s our task to engage everyone in England Scotland and Wales with the national rollout of smart meters - and we are all thrilled to have this once-in-a-career chance to communicate with the whole of our diverse nation.

Every British home and microbusiness has the opportunity to upgrade to new gas and electricity smart meters, which will utterly transform the way we all buy and use energy and pave the way to a smarter, more energy efficient future. It’s one of the biggest technological and infrastructural investments of our time, the smart meter rollout has already converted just over 50 per cent of British households. The goal for this voluntary technological upgrade is to engage every household in Great Britain, and so there is a continuing critical role for Smart Energy GB in the years ahead (government has recently indicated that Smart Energy GB’s campaign should continue until at least 2025, and potentially beyond).

Our campaign is one of the most far-reaching of any campaign in the country. We are talking to consumers from all backgrounds, across the whole of Great Britain. Our legal duties mean that we have a particular need to make sure that consumers who are harder to reach or need greater support are not left behind (already an important part of our responsibilities and likely to be an increasing focus over the period leading to 2025).

It’s an exciting time to join one of the most talented and creative teams in the country. We have an exciting mission, and we pride ourselves on having a fully inclusive working environment.

We love what we do. We are flexible, eager to learn and hugely motivated by this chance to be part of one of the biggest-ever behaviour change campaigns, which brings with it benefits for both individual households and the environment.

We’re looking forward to meeting you, and hope you’ll be as fired up about the challenge ahead as we are.

The Smart Energy GB team



Smart Energy GB is an equal opportunity employer and we value diversity. We actively encourage applications from currently under-represented groups in the marketing and communications sector. We have identified ethnic minority, disability, gender and lower socio-economic background as the key areas we would like to focus our recruitment efforts in. Therefore, we are keen to hear from female applicants, applicants that belong to the ethnic minority backgrounds, people with disabilities and applicants from a lower socio-economic background.

We collect and analyse equal opportunity information to make our recruitment practices as inclusive as possible. As such, we will require you provide us with information relating to our equality monitoring mission as part of your application.

We’re building a team that is able to understand the needs of and effectively communicate with the whole of our diverse nation. So, if you’re applying for a job with us, we’d like to hear how you can help us do this.

Disability Confident Scheme

We have the Disability Confident Leader status and we are committed to making our recruitment practices as inclusive and fair as possible for all applicants. Disability Confident is a government scheme designed to help us make the most of the talents of those with disabilities and/or health conditions in the workplace.

All disabled applicants who meet the minimum requirements of the job as set out in the job description and person specification will be guaranteed an interview. If there’s anything we can do to make our interview process or working environment more inclusive and to meet your particular needs please let us know. Our offices have full wheelchair access.

We consider our commitment to the Disability Confident scheme in many aspects of our work life, including our offices. We moved to a new London office in September 2021, and having an accessible layout was a high priority in this search.

All In Champions

We’re committed to creating a workplace where everyone feels like they belong. That’s why we’re proud to be one of the first organisations awarded All In Champion status, as part of the Advertising Association, ISBA and IPA’s initiative. To achieve this, we provided evidence that we have adopted the first six actions from the All In Action Plan – improving the experience and representation of:

  • Black talent
  • Disabled talent
  • Working-class talent
  • Women
  • Asian talent
  • Older talent

You can read more about how to become an All In Champion and what it means here.

Rooney Rule

We are building a team that is able to understand the needs of and effectively communicate with the whole of our diverse nation. We want our team to reflect the diversity of the wider population. This includes the representation of people from ethnic minorities and lower socio-economic backgrounds. We apply the Rooney Rule to achieve this.

Subject to consent, out of the candidates who meet the essential selection criteria for the role and who are from ethnic minority or lower socio-economic backgrounds, at least one will be shortlisted for the next stage in the recruitment process, which is usually an interview.