Emma O’Malley
Partner, Energy & Infrastructure
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As the nuclear community comes together for the Women in Nuclear UK Annual Conference under the theme ‘Positively Nuclear: Powering Tomorrow’, there is a timely opportunity to pause and reflect – not on whether nuclear matters, but on how we turn ambition into delivery.
The UK has placed nuclear at the heart of its energy security, net-zero ambitions and national defence strategy. From renewed investment in large‑scale programmes to the Advanced Nuclear Framework supporting SMRs and AMRs, the intent is undeniable. What remains open to question is whether the nuclear enterprise – across civil and defence – is yet operating in a way that enables delivery at the pace and scale required.
From our experience at Newton, the challenge is not a lack of ambition. It is uncertainty: around skills, workforce capacity, risk appetite and, critically, how effectively we collaborate across a highly complex and constrained system.

One of the strongest messages from the Women in Nuclear agenda is the importance of inclusive leadership – not just as a social imperative, but as a performance one.
At a recent Newton dinner bringing together leaders from across the nuclear ecosystem, we were joined by Kate Richardson‑Walsh OBE, former captain of the England and GB hockey teams. She shared a defining lesson from the Rio 2016 Olympics: success didn’t come from aiming to perform well, but from asking a harder question – “Is this something a gold‑medal‑winning team would do?”
That mindset required absolute clarity of purpose, trust across disciplines and an environment where challenge was welcomed, not avoided.
For nuclear, the parallel is unmistakable. Delivering at unprecedented scale requires leadership that brings different voices together, across organisations, careers, backgrounds and disciplines, and uses that diversity to make better, faster decisions. Inclusion here is not about representation alone. It is about unlocking collective capability.

Siloed working remains one of the sector’s biggest structural barriers. Security restrictions, commercial sensitivities and competitive programme models all play a role, but the cumulative effect is a system optimised locally rather than nationally.
Across discussions with industry leaders, a recurring frustration emerges: programmes can follow similar patterns with struggling to meet their pace of expected delivery.
Breaking this pattern doesn’t mean ignoring legitimate constraints. It means designing smarter ways to collaborate within them, enabling shared resources, greater supply‑chain transparency and commercial models that encourage partnership rather than protectionism.
Another theme cutting across the sector is the growing tension between assurance and delivery. Safety remains non‑negotiable. But leaders increasingly recognise that excessive risk aversion, often well‑intentioned, is now undermining pace, affordability and confidence.
In practice, we need to manage risk to ‘As Low As is Reasonably Practicable’ as opposed to increased levels of mitigation which can undermine economic viability or practicality or ability to deliver a programme.
Progress depends on reframing risk as something to be actively managed, not endlessly mitigated. Across industries facing similar complexity, delivery improves when leaders are empowered to make informed trade-offs and prioritise momentum over perfection.

The Women in Nuclear conference rightly highlights the transformative potential of AI, digital delivery and SMRs/AMRs. These technologies offer a credible route to faster deployment, reduced cost and greater domestic capability.
But technology alone will not deliver outcomes.
AI only becomes a lever for pace and productivity when it is embedded as an operating discipline, securely integrated into daily decision‑making, supported by training, accountability and leadership sponsorship. Similarly, SMRs and AMRs will only meet expectations if regulatory approaches, delivery models and skills pipelines evolve in parallel.
This brings us back to people. Talent attraction, inclusive leadership and workforce mobility across civil and defence are now strategic necessities – not future considerations.
As the nuclear community gathers at Women in Nuclear UK, the themes at the heart of this year’s conference – inclusive leadership, innovation, talent and collaboration – are not peripheral to the challenge facing the nuclear enterprise. They are central to it. The future of nuclear will not be determined by technology choices alone, but by the behaviours, decisions and trade‑offs we are willing to make as leaders.
A positively nuclear future demands confidence: confidence to share risk intelligently, to challenge established norms, to bring new voices into decision‑making, and to prioritise pace alongside assurance.
The foundations are in place. Public support is stronger than it has been for years. Government commitment is real. The talent exists across the sector. What matters now is whether we can harness that momentum and turn intent into outcomes.
The challenge ahead is not whether nuclear has a future – but whether we are ready to lead it, together, into delivery.