Promotion in Enterprises: What can companies do to support women in SET careers? Examples from the UK.

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Presentation transcript:

Promotion in Enterprises: What can companies do to support women in SET careers? Examples from the UK

Who we are…how we came about…why we can do what we do  we work with girls and women and employers and STEM and schools and colleges…   WISE - Get involved  Centre for Science Education  at Sheffield Hallam University

 Enabling choice - in 2009 (EHRC) 75% of working women were still found in the 5 Cs  Tackling the gender pay gap - in 2008 the gender pay gap was 11% for SET professionals (UKRC). In HE in 2011 the median gender pay gap was 20.3% (ECU)  Maximising women’s potential, Responding to skills shortages, Building the UK economy  McKinsey research (2010) shows that while leaders of corporations recognise the impact of gender diversity on business performance, this belief does not translate into actions.  Meeting legal obligations The context in the UK

The Royal Air Force  Driving force of improving long term recruitment from a demographic that no longer represents society  Improving diversity also improves capability of RAF to operate across the world  Research to understand the issues and development of a plan  Gender recruitment strategy to work in partnership with experts - UKRC, WISE and WiSET  Influencing supply chain  Gender champion to drive the process Strategic and long term

North Energy Associates  Lead from the top - Female director  Hosting flexible women returner placements and transfer into real jobs  Providing role models and ambassadors  Encouraging ongoing CPD for female staff Small company - support and promotion

 The key points Ensure top down commitment Build improvements that fit with organisational needs Develop a plan and draw on support Monitor and evaluate

8.7% of the UK Engineering Profession are women. Where do we come in the list of 28 European countries surveyed? a) 14th b) 20th c) 28th (ie lowest percentage in Europe)

*Figures are statistically less reliable hence need to be treated with caution Source: UKRC’s analysis of the European Labour Force Survey (2007)

Thank you