1 10 steps to heaven supporting women in engineering

2 The Academy and WISE jointly committed to develop the 10 steps Development sessions, hosted by Atkins in Feb and April 2014 Involved several WISE Partner organisations Refinement over several months through DLG and HA round table

3 The launch Letter written to No 10 and key government individuals 20 initial signatories Media coverage in Daily Telegraph, New Civil Engineer and other outlets

4 "This is not just a matter of fairness, but a business imperative. Science and technology are driving our economic recovery and if we are going to maintain the UK’s exemplary success then we must draw from our full talent pool." David Cameron, The Prime Minister "We will certainly continue to encourage industry leaders to improve diversity in their organisations and we will highlight the roadmap you have developed as a means to do that.” The Rt Hon Nicky Morgan MP, Minister for Women and Equalities “I would like to congratulate the WISE Campaign, the Royal Academy of Engineering, industry members and partners and look forward to following the progress of this fantastic new industry campaign.” Baroness Verma, Minister for Energy and Climate Change

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6 Next steps More signatories are joining….. …… and we would like lots more Signatories will start (or continue) putting the steps into action WISE and the Academy will co-ordinate with signatories to Highlight and share good practice Monitor the impact

This is our story (so far)

Our starting point The percentage of women in grades, commencing at graduate level was as follows: Atkins UK had a male/female ratio of 74:26 29%21%14%12% G8/9G12/13G14G15/16

H&T starting point The percentage of women in grades, commencing at graduate level was as follows: H&T had a male/female ratio of 82:18 25%15%14%8% G8/9G12/13G14G15/16

What we did Established the Gender Balance Focus Group (Sponsored by The UK Management Team) “To review and assess the current gender balance position and devise a plan to lead to improved gender balance in Atkins UK businesses both in terms of numbers of women and seniority of women leading to implementation within businesses of the plan through a change programme.” Prepared a UK Gender Improvement Plan

UK Gender Balance Improvement Plan The GBIP separately deals with: Candidate Attraction Recruitment Development Engagement and Retention Senior Promotions “The UK-GBIP reflects the life-cycle of an employee, addressing the issues that may impact upon attraction or retention of women in Atkins”

Candidate Attraction Employer Brand/Careers website Flexible Working Recruitment partners aligned Recruitment: Interview process – flexible working Balanced interview panels Selection skills training – unconscious bias GBIP

Development Gender specific career development activity Raise diversity awareness (through current L&D Programme) More blended learning (reduce time away from home for training) Engagement & Retention Establish a Women’s Network Flexible working Exit interviews G13 + GBIP

Senior promotions & appointments Monitoring against gender on of candidates recommended for development programmes/promotions Developing Women’s Professional Networks, Mentoring opportunities, Career Conversations GBIP

Our success stories The percentage of women in grades, commencing at graduate level was as follows: 29%21%14%12% G8/9G12/13G14G15/16 30%21%16%13% G8/9G12/13G14G15/

Our success stories The percentage of women in grades, commencing at graduate level was as follows: 25%15%14%8% G8/9G12/13G14G15/16 28%16% 8% G8/9G12/13G14G15/ – H&T 2014 – H&T

Part time working The percentage of part time workers in 2011 (Highways & Transportation) was 68% female : 32% male In 2014 the percentage of part time workers in H&T was 63% female:37% male

“Act as an employer of choice as well as influence our industry peers and business partners to adopt similar diversity standards and goals”

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