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JIVE manifesto for women in science, engineering, construction and technology JIVE manifesto for women in science, engineering, construction and technology The facts There is a skills shortage within science, By 2010, only 20 per cent of the UK workforce engineering, construction and technology will be white, able-bodied, full-time working (SECT). With women making up only 18 per men: we need to be thinking now about how to cent of the workforce in these sectors, the UK make the science, engineering, construction and is failing to make the most of the talents of over technology workforce more diverse. half the population. JIVE is a partnership of organisations across By age 18, gender preferences in subject choice the UK which has been developing new ways to become very obvious: 71 per cent of students tackle these issues in education and industry. studying English literature are female and JIVE has inﬂuenced thousands of people during 76 per cent of students studying physics are the two years of the partnership – young women male. We need to ensure that girls are engaged choosing the subjects they study; careers in science, engineering and technology subjects professionals changing the advice they give; at school and see careers in these sectors as lecturers adapting how they teach; employers being open to them. changing their company policy and practice; women choosing to return to work in science, Three-quarters of women qualiﬁed in science, engineering, construction and technology. engineering and technology leave the sector: we need to help organisations change and This manifesto uses that experience to support women to stay in or return to science, highlight actions that need to be taken to engineering, construction or technology. ensure women are able to contribute fully to the science, engineering, construction and technology sectors. Change doesn’t happen by itself – action is needed at all levels to make a difference. JIVE’s Key Messages Employers can change practice; it makes sense to do so • Diversity and equality policies will only impact on recruitment and retention when Organisations working together there is commitment at a senior level to put open the doors to science, policies into practice. engineering, construction and • Offering part-time and ﬂexible working at all technology for girls and women levels can help companies recruit and retain more women. • Girls who have hands-on experience of science, engineering, construction and • By implementing gender equality training, technology are more likely to consider a organisations can identify and address career in these areas. behaviour and actions that prevent women from entering, progressing and staying within • Many organisations inﬂuence girls’ career the science, engineering, construction and choice – they need to work together to keep technology sectors. girls interested and engaged in science, engineering, construction and technology. • Taking positive action will help to increase The UK can’t afford to waste the the numbers of women in these sectors talents of half its workforce more quickly. • Adapting work practices and providing the JIVE (Joining Policy and Joining Practice) is right support can help women qualiﬁed in funded by the European Social Fund under science, engineering and technology return the EQUAL Community Initiative Programme. to the workplace after a career break. The project is a national partnership of 21 organisations, coordinated by the UK Resource • Senior women can have a positive and Centre for Women in Science, Engineering and powerful effect on the careers of younger Technology. JIVE exists to create change for women by acting as role models and women and girls in the science, engineering, mentors. construction and technology sectors. The under representation of women in • Women returning from a career break bring these ﬁelds contributes to a continued skills valuable new skills and experience from their shortage, the gender pay gap, and is a national time outside the sector. economic concern. Employers can change practice; it makes sense to do so Women have an important role to play in the science, engineering, construction and 1. Diversity and equality technology sector and their participation is key policies will only impact on to ensuring the UK has the skills and workforce recruitment and retention it needs to remain competitive. when there is commitment at a senior level to put policies Women make up 47 per cent of the workforce into practice and make 85 per cent of all household purchasing decisions. If women aren’t represented in the product or policy life cycle, JIVE has worked with over 50 senior managers in organisations may miss out on new markets by science, engineering, construction and technology to not making the most of their female employees’ implement change at a strategic level. perspective and market knowledge. JIVE’s work with Inspace Partnerships, a social housing maintenance company, has resulted in them implementing the national ‘Dare to be Different’ policy with four key themes: Women in Construction, Diversity in the Community, Right Behaviour in the Workplace and Fair Pay and Promotion. “Working with JIVE, we have made signiﬁcant progress in a very short time. We have implemented a diversity strategy nationally and had huge success with more female apprentices at the company and this in turn is helping to develop best practice within our business.” HR, Inspace Partnerships. Photographer: Nathan Pitt 2. Offering part-time and 3 By implementing gender ﬂexible working can help equality training, companies recruit and organisations can identify retain more women without and address behaviours and damaging their productivity actions that prevent women from entering, progressing and staying within science, JIVE has raised awareness of the beneﬁts of engineering, construction ﬂexible working practices with over 40 small to and technology medium-sized enterprises (SMEs) in science, engineering, construction and technology. JIVE has worked with over 150 employers JIVE’s Champions for Flexibility scheme has in science, engineering, construction and worked with a University and an innovation technology to advise and support good gender company to run workshops which reached equality practice. 40 SMEs. More in depth work has been implemented with 10 of the SMEs that took part SummitSkills, the Sector Skills Council for the in how to introduce ﬂexible work patterns. building services engineering industry, has conducted gender awareness training of their “The ‘Champions for Flexibility’ workshop and own staff and additionally, JIVE has worked with one-to-one support has been a great help in 12 of their member organisations. terms of focusing on what is important to our company, and what ﬂexible arrangements “SummitSkills is committed to working with we can realistically accommodate into our strategic partners to create a diverse building policy.” Julie Edginton, Ofﬁce Manager, CBG services engineering industry. The support Consultants. from JIVE is invaluable in helping us move forward to create an industry in which women can prosper and progress.” Keith Marshall, CEO SummitSkills. The UK can’t afford to waste the talents of half its workforce Women face challenges, not of their making, when both studying and working in science, 1. Transforming work engineering, construction and technology. practices and providing the right support can help Seventy-two per cent of women who have women qualiﬁed in science, qualiﬁcations in science, engineering and engineering and technology technology are not working in those sectors, return to the workplace often due to inﬂexible employment practice. The cost of recruiting and training employees in the sector is high, so it makes business sense to JIVE has supported over 600 women who want retain as many qualiﬁed staff as possible, or to to return to the labour market. enable trained and experienced staff to return after a career break. JIVE has also been working with employers, encouraging them to provide work experience Women who return often bring with them a to women who have been out of the work place. wide range of skills and life experiences - Working with JIVE has provided the opportunity communication, multi-tasking, negotiation and for employers to think creatively about their facilitation skills which enhance their technical recruitment strategies and look at short knowledge and beneﬁt productivity and the term projects or longer term working environment. We need to ensure vacancies for which women those skills and experiences are valued and returners could be ideal recognised. candidates. Women qualiﬁed in science, engineering and technology who have been away from the workforce are more likely to choose to return if they are given help and advice speciﬁc to their needs. Male dominated cultures within science, engineering and technology discourage women who often feel isolated. Mentoring supports employees in the development of their careers and skills and provides a safe environment to explore issues and compare experiences. Global defence and security company, QinetiQ offers free places to women returners to attend their in-house courses. “Having trained as a physicist, I had taken an eight-year career break, and wanted to return to work. JIVE helped me at each stage of the process: putting together my CV, interview skills, meeting other women in a similar 2. Senior women can have a situation and when I was offered a job as a positive and powerful effect PortfoIio Manager I was given valuable advice on the careers of younger on the best approach to negotiate a part time women by acting as role position.” Anita Howman, Research Portfolio models and mentors Manager, Engineering and Physical Sciences Research Council. JIVE has trained 150 senior women to “I decided I wanted to return to engineering become mentors within both industry and the which is why I registered on the RETURN professional institutes. placement scheme. JIVE arranged a meeting with a project manager at Thames Water which JIVE has set up mentoring programmes went really well and I was offered a 12 month with the British Pharmacological Society contract in a new liaison role between involving 23 partnerships, with Women in engineering and operations.” Property on a regional basis which has become Catherine Hunt. a key beneﬁt of joining the network, and with the Geological Society for women geologists at early career stage. “The mentoring programme set up by JIVE has signiﬁcantly boosted my career. In construction it’s easy to feel isolated as the only woman and the women only networking sessions were a powerful antidote enabling us to form alliances throughout the industry.” Val Lowman, Community Development Manager, Bovis Lend Lease. 3. Women returning from a career break bring valuable new skills and experience to SECT from their time outside the sector In Scotland, over 120 women made contact with the JIVE RETURN campaign. Sixteen workshops were offered across the country for women graduates in science, engineering, construction and technology, with a programme which ranged from goalsetting to networking to reviewing employment opportunities. In the latest evaluation, 24 of those who attended had already been successful in securing work in science, engineering, construction and technology. AstraZeneca, Macclesﬁeld offered a six- month work placement to a woman returner as a Chemical Process Engineer. “She quickly regained her skills and abilities and her previous industrial experience shows in her work and her attitude. Working part time means she has to be focused and she quickly became an important member of the team and has now accepted a permanent job with us.” Tim Wrate, Process Engineering Team Manager, AstraZeneca. Organisations working together open the doors to science, engineering, construction and technology for girls and women Teachers, advisors and support staff who are 1. Girls who have hands-on well informed about the science, engineering, experience of science, construction and technology sectors and the engineering, construction and opportunities open to all can provide the best technology are more likely support for decision making. to consider a career in these areas Employers who offer opportunities for young women to learn more may well hit on a pool of talent they have not tapped into before. Thanks to JIVE, 59 schoolgirls from 18 schools in Yorkshire have tried work experience in 38 Schools, employers and advisors who work different science, engineering, construction and together to widen take-up of opportunities will technology companies and have changed their have a bigger impact than those working alone. attitude to working within these sectors. In one Together, they can help keep girls interested school alone, 50% of the girls who had not been and engaged. considering a career in the sector are now doing so. One school, sponsored by Corus and one sponsored by Google, achieved JIVE’s Going for Gold award for their work in promoting science, engineering, construction and technology to schoolgirls by running taster days, industry visits, engineering and computer clubs and inviting women role models into school. “I had the chance to see things I had no experience of and it was a really good experience, even the heat and grime of the shop ﬂoor. I’m now considering a career as a biomedical scientist.” Ellen Milner, Ridgewood School at Rockware Glass, Doncaster. 2. Many organisations inﬂuence girls’ career choices – they need to work together to keep girls interested and engaged in science, engineering, construction and technology JIVE in Yorkshire and Humberside has worked with over 120 teachers, careers professionals, work experience staff and STEM enrichment professionals. JIVE North West has provided gender awareness training for 115 guidance professionals working with young people, giving ideas on how to promote science, engineering, construction and technology careers to girls and techniques to challenge stereotypical attitudes from employers and other sections of the community. Hull College, Hull Tec and Humberside Engineering Training Association are all based in Humberside, where there are large chemical companies keen to engage women. Historically, these organisations have faced similar issues in struggling to engage more women in their training. They are now exploring ways of working together to take positive action. “In terms of attracting females into engineering, our partnership allows us to pool resources and experience, but more importantly enables us to pursue goals we would not attempt as individual organisations.” John Geale, Engineering @ Hull College. 3 Taking positive action will help to increase the number of women in these sectors more quickly After attending JIVE gender awareness training, “The JIVE training really opened my eyes, staff at Swansea College decided to run taster and the steps we’ve taken at the college since sessions for schoolgirls. As a result, 12 girls prove that practical steps can make a real signed up for a Design & Technology GCSE at difference on the ground, increasing the interest their school. The college also set up the ﬁrst among girls in engineering and technology and women-only Electronics/Electrical Servicing providing training to women that gives them Technician City & Guilds course in the UK, and the skills and conﬁdence to get work in these – jointly with The Women’s Workshop in Cardiff ﬁelds.” Steve Williams, Swansea College. – ran a women-only Digital Television Aerial Installation course and provided mentoring After working with JIVE, Hounslow Homes in support for the students, one of whom is now Oxford ran a taster day for girls and reviewed working as a qualiﬁed installer. their recruitment practice and selection procedures. In just one year, they saw a 500% increase in applications from young women to join their craft apprenticeship scheme. Contact us: website: www.jivepartners.org.uk email: firstname.lastname@example.org helpline: 01274 436485 References: Stafford MR, Ganesh GK and Garland BC: Marital inﬂuence in the decision making process for services – The Journal of Services Marketing Vol 10, No 11996 pp6-21 Equal Opportunities Commission: Facts about women and men in Great Britain 2006 Maximising Returns, Report for the Ofﬁce of Science and Technology, DTI, 2002 Equal Opportunities Commission: Enter the timelords – transforming work to meet the future. Final report 2007
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