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Our community events
We run regular UK wide careers events for students and graduates studying STEM subjects who identify as women.
Attendees network with top graduate employers, hear inspirational talks from female role models, participate in skills and panel sessions and more!
We have seven events planned for autumn 2019. You can find out more here.
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Technology Risk
Birmingham
Our graduate training programme is underpinned by a development framework that broadens and deepens your knowledge. You'll learn from hands-on coaching and an outstanding variety of work, picking up business, personal and technical skills you can use across the network, and throughout your career. Technology We recognise that to bring value to our clients, we need to provide the best advice around technological innovation. With us, you’ll be at the forefront of new initiatives and explore emerging technologies and trends to help businesses. Whether that’s helping clients understand how technology can help them unlock their potential and protect their businesses, or using big data to provide insight and help steer strategy. Technology Risk Managing Technology Risk and establishing confidence and integrity is vital in business, especially in the digital world, as you’re no longer able to see who you’re liaising with. Without trust, customers are less inclined to hand over their details to purchase from you; and suppliers are less likely to supply goods and services to you. Our clients need to know how to secure the data they hold. We help them achieve this. We help our clients build trust in their technology, to have the confidence to rely on it to help them run their businesses. We work with our clients to create a business strategy that is fit for the digital age. From there, we help them implement processes and controls that strengthen their technology structure and resilience, and minimise risk. We predominantly focus on assurance and consulting engagements supporting clients in the areas of IT Risk. This covers all aspects of Technology for our clients organisations, particularly in the following areas, IT Strategy & Transformation, Digital Integration, IT Operations, Emerging Technology and Technology Audit. You’ll be working across all industry sectors, with client opportunities across the UK. You’ll predominantly focus on assurance and advisory engagements for clients in a variety of areas that address IT risk relating to cyber security, IT governance, business continuity and disaster recovery, or infrastructure. You’ll either be part of the year-end audit team delivering assurance over the client’s IT systems or provide advice to clients in implementing effective IT controls to build trust. What you need to get in You'll need to have or be on course for a 2.1 degree or above in any subject The subject of your degree is not important, however, you'll need to have a passion for a career in IT. The PwC Deal We want people to build exceptional careers during their time at PwC. When you feel motivated and energised by your work, you're more able to contribute to the organisation, as well as achieve your aspirations. No matter which area of the business you choose to join, all routes offer the same deal. The opportunity to grow as an individual, to meet new people, and build lasting relationships that will stay with you for life. We empower people to be the very best they can be and to reach their full potential. In return, your hard work will be rewarded with a competitive salary and a personally tailored benefits package. Diversity and inclusion We work in a changing world which offers great opportunities for people with diverse backgrounds and experiences. It’s critical we have diverse talent, views and thinking if we are to deliver exceptional client value and solve the world’s important problems. We seek to attract and recruit people from the widest talent pool, who reflect the society in which we work. And we aim to encourage an inclusive culture where people can feel empowered to be the very best they can be and to reach their full potential creating value through diversity is what makes us strong as a business and as an organisation with an increasingly agile workforce, we're open to flexible working arrangements where appropriate. So join PwC. We'll help you reach your full potential. Learn more here pwc.co.uk/diversity About PwC We’re one of the world’s leading professional services organisations. From 158 countries, we help our clients, some of the most successful organisations on the globe, as well as its most dynamic entrepreneurs and thriving private businesses, to create the value they want. We help to measure, protect and enhance the things that matter most to them.
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Graduate Data Scientist / Software Developer
Oxford £25k-£35k
Graduate Data Scientist / Software Engineer We are looking for top STEM graduates and postgraduates to join our data science and analytics consultancy. You will use and develop a range of skills to create and deliver innovative solutions that truly make a difference in the world. Tessella is the Analytics World Class Centre of the Altran Group. We are scientists and engineers who enjoy solving the real-world technical challenges faced by industry-leading companies at the forefront of science and technology. We find new ways to unlock the value held within data, enabling better-informed business decisions. The Role You will help our clients solve a variety of science and engineering problems. Projects can span a range of activities and your responsibilities will include: Combining domain knowledge and technical skills to understand and solve the complex challenges facing our clients. Using data science, analytics and a variety of analytical, statistical or machine learning techniques to interpret client data, helping them to make better-informed business decisions. Designing and developing custom software solutions or tools (e.g. visualisation). Building strong relationships, communicating and collaborating with clients and colleagues. Our projects are exciting and rewarding and provide plenty of opportunities to learn and develop. They can be based either on client sites or in Tessella offices, so you will be expected to undertake regular travel, usually no more than one hour from your base office. You will be assigned to projects based on your existing skills and experience, but you will also learn new domains and technologies and apply innovative thinking and transferable skills to solve new challenges. Requirements We are looking for enthusiastic graduates and postgraduates, with a passion for problem solving, to join us. During your career at Tessella, you will learn and develop your skills, but before you join us you should have: BSc (min 2.1), MSc or PhD in science, mathematics or engineering. We recruit scientists, mathematicians and engineers because they have the domain knowledge required to understand our clients’ industry-related challenges. The ability to interpret complex data using a variety of analytical, statistical or machine learning techniques. Software underpins many of the solutions we provide, so you need to have some programming skills. We do not expect you to be an expert, but a good grounding in one of our core languages is required: Java, Python, C, C#, C++, R, Matlab. Excellent interpersonal skills and the ability to explain complex concepts to clients and colleagues from all backgrounds. The eagerness and capacity to quickly learn new domains and technologies. About Tessella Our work is at the cutting-edge of high-tech R&D and our projects are varied and rewarding. For example, in pharmaceutical companies we solve computational problems for chemists at the early stages of drug discovery and development, ultimately getting drugs to market faster. We help consumer goods companies model and simulate new product ideas and perform data analysis to improve their processes. We also support oil and gas engineers with the computational challenges of exploration and production, from reservoir modelling to writing control systems. In space and defence, we have written algorithms and solved complex mathematical problems to control satellites and radar systems. For more information about exciting careers at Tessella, visit https://jobs.tessella.com/
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Graduate Engineer
Warwickshire Competitive
Playground Games are seeking Graduate Engineers to join our Forza Horizon team. We are looking to hire several graduate programmers to join our Engineering department in Spring 2018 and have openings in the following teams, Gameplay Tools Rendering UI Audio YOU SHOULD HAVE: Good C++ and/or C# skills A degree in Games Programming, Computer Science or similar Excellent communication skills A passion for games This is an opportunity to join an established and highly experienced AAA team. It is the perfect first step for a career in the games industry.
STEM WOMEN STATISTICS
Discover industry wide Women in STEM Statistics here.
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Social followers:
3704
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Women registered on our website:
841
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Women who attended a STEM Women event in 2018:
1462
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Employers who exhibited at a STEM Women event in 2018:
117
EMPLOYERS ATTENDING OUR EVENTS
Latest Stem Insight
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How the STEM Spring Graduate Fair will help you with your graduate job search
Looking for jobs online seems like the easy option but can be a tiring and time-consuming task; which jobs board to use, should you sign up to a recruitment agency, how do you know if you’ll like the company? At graduate career events, exhibitors only attend because they have graduate opportunities to fill, meaning that everyone you meet has the potential to help you move into the next stage of your career. The STEM Spring Graduate Fair enables students and graduates with a Science, Technology, Engineering and Maths background or who have an interest in pursuing a career in these areas the opportunity to meet and network with STEM organisations. The event takes place on Wednesday 3 April 2019 at Woburn Conference Centre, Tavistock Square, and you can attend any time between 11am and 3pm. If you are starting to think about your next career move or want to learn how to take your degree forward and kick start your STEM career, outlined below are the reasons why you won’t want to miss the STEM Spring Graduate Fair. Meeting STEM-specific organisations Only the lucky few leave university knowing exactly what they want to do with their career. If you know that the Science, Technology, Engineering or Maths industry, or a role in these areas is where you see yourself working in, then the STEM Spring Graduate Fair has already narrowed down the exhibitors for you. With up to 20 organisations exhibiting at the fair, you’ll know that most of them will have graduate opportunities in the career path you’d like to take. Helping you to stand out from the crowd At the STEM fair it is likely that you will meet hiring managers at the stands. By striking up conversation in an informal environment it makes it easier to show your interest in the organisation. This will instantly make you more memorable helping you to make a positive first impression. If you succeed in getting to the interview stage then you will have already broken the ice and will feel more comfortable having already met them and knowing you’ve impressed them with your application. Talking to real people Meeting with the hiring managers face-to-face means you can ask questions about roles, the company and even the type of skills and qualities they look for rather than having to search through corporate ‘about us’ sections on websites. Many companies bring their current intake of interns/ graduates to talk about their experience. This is a fantastic opportunity to gain real insight into the company culture and ask questions you might have that aren’t answered on generic sections on their website. Information and advice to take away with you At the STEM Spring Graduate Fair you’ll have the opportunity to take part in mini group sessions to get free expert CV advice with an adviser. Not many students and graduates have easy access to this service at their university so it is always very busy at our events. Do make sure you bring a few copies of your CV along with you on the day. We also have a Presentation Programme which offers free talks to help you nail your application and your graduate recruitment journey. You won’t need to pre-book your place for these as they are offered on a first-come, first-served basis. We would recommend that you check the programme on our website up until the morning of the fair so you get the most up-to-date information and you can plan your day ahead. Attending an event in person can be daunting, but it can help effect positive change, exploring options and helping to stand out from the crowd as well as being a confidence boost before the interview stage of your job search. We hope to see many of you at the STEM Spring Graduate Fair at Woburn House Conference Centre on Wednesday 3 April 2019.
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Attendee Statistics from our 2018 Autumn Events
We ran 6 events during autumn 2018 and have now analysed the attendee data. Our autumn STEM Women events attracted 1,065 attendees, with an average turnout of 145 at a regional event and 243 at a London event. Our 2019 autumn events will be held in larger venues so that we can accommodate more attendees. We expect the graduation year and course splits are likely to be similar. The autumn 2018 events were marketed primarily at final and penultimate year students. We asked the companies who were exhibiting at our events which degree subjects they were keen to target, and this influenced our event marketing efforts. Companies told us that they wanted to see computer science and engineering students at every event, along with a mixture of other STEM subjects (including earth science, physics, mathematics and a few specialist courses). The subjects that we targeted had a far smaller proportion of females than the overall average across all STEM disciplines. The graphs below show overall STEM students against the split of students that attended our events. You can see that 19% of all female STEM students are engineers, but 28% of attendees at our events are engineers. Computer Science was also overrepresented at our events (12% overall, 19% of our event attendees) whereas life and pharmaceutical sciences were underrepresented at our events (37% overall, 15% at our events). General trends: Our event attendees: It is also worth noting that a further 635 students asked for their information to be passed onto employers but couldn’t attend on the day. This meant that employers who had purchased a data, speaker or sponsor package at all our autumn events received the name, course and contact details for 1,700 students in total. You can view all of our upcoming events here.
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Event Blog: London February 2019 @ the Congress Centre
Blog: London Community Event 20th February 2019 At our first event in 2019 we welcomed and 22 employers to Congress Centre, London. The event began with a talk from our event sponsor, NatWest Markets, and was followed by an interview skills session with Dr Emily Grossman. Students then networked with exhibitors and everyone enjoyed a hot canape lunch before selecting an employer talks session to attend. Companies from a variety of industries exhibited, including Myrtle AI, ASR Group, FCA, PwC, Exxon Mobil, Acturis, KPMG, Sparta Global, Capita Resourcing, Willis Towers Watson and PSE. EY, HSBC and Air Products spoke in the first employer talk session and were followed by representatives from Wipro, Infosys and EY in the second session. The sessions were very popular, with representatives speaking about their career, passing on tips to the students and answering questions from the audience. We received positive feedback from many employers, including the following comments: “I think attending these events allows us to understand the nature and breadth of skills we can potentially acquire from universities. It’s extremely important and really useful for us to get ‘first-hand’ experience and interaction with students and graduates to help understand their interests and aspirations.” Anca Granz, Infosys "I have to say, we’ve been coming to STEM women events for years now and I would absolutely recommend it. The quality of people we meet is fantastic, the atmosphere is very good natured and there’s a fantastic array of different activities that candidates can actually engage with in terms of helping to understand what employers are really looking for. The food is always fantastic as well!” Alastair Marshall, Sparta Global The events were also popular with the students… “I would recommend coming to an event! It’s not something you get to do every day and when you are just making applications you don’t get to know the companies on an individual level. This is a great opportunity to do just that and find out more information that you might not find online. It’s also great to be able to say, ‘oh I met this person at a networking event’ when in an interview situation, you will sound more passionate!” Inesa Sultonaite, BSc Mathematics, King’s College "I was able to speak to so many people who code and who are in the industry, in the careers that I hope to be in one day. Hearing about how they got there was really encouraging to me and making those connections was a great opportunity for me. It’s great to be able to say you know someone who is in the field you want to be in.” Chika Chima, University of East Anglia We are looking forward to returning to the Congress Centre in October. You can register your interest in our Autumn 2019 London Event here.
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The Gendered Brain: New Neuroscience that shatters the myth of the female brain
The Gendered Brain is an agenda-setting book that demolishes the myth of the male or female brain and has been chosen as 'one to watch 2019' by Observer and The Times. ‘A smart and witty addition to the literature on sex differences. Gina Rippon is one of the most outspoken scientists in this area, and she debunks a whole host of sexist stereotypes in her new book.’ Angela Saini 'This book is about an idea that has its roots in the eighteenth century and still persists in the twenty-first century. This is the notion that you can ‘sex’ a brain, that you can describe a brain as ‘male’ or ‘female’ and that you can attribute any differences in behaviour, abilities, achievements, personality, even hopes and expectations to the possession of one or the other type of brain. It is a notion that has inaccurately driven brain science for several centuries, underpins many damaging stereotypes and, I believe, stands in the way of social progress and equality of opportunity.’ The twenty-first century world is one which seems determined to magnify ‘essential’ differences between men and women’s brains, from (or even before) the moment of birth. This comes via toys, clothes, books, through schools, the workplace and the influence of social media. But where do these supposed differences come from and how ‘essential’ are they? Taking us back through centuries of sexism in science, The Gendered Brain shows how we arrived at the idea of an inferior, female brain and how cutting-edge breakthroughs in neuroscience can liberate us from this outdated understanding of what our brains can do. Rippon shows us the reality behind much of the data that is used to justify the gender gap, and explains how major breakthroughs in neuroscience will help us dispel these stereotypes and ‘neurotrash’. The Gendered Brain is an accessible and polemic popular science book with huge repercussions for the gender debate, for education, for parenting and for how we identify ourselves. Professor Gina Rippon is an international researcher in the field of cognitive neuroscience based at the Aston Brain Centre at Aston University in Birmingham. She is a highly experienced public speaker and a regular contributor to events such as the British Science Festival, New Scientist Live and the Sceptics in the Pub series and, in 2015, was made an Honorary Fellow of the British Science Association for her contributions to the public communication of science. She is also an advocate for initiatives to help overcome the under-representation of women in STEM subjects and belongs to WISE and ScienceGrrl, and is a member of the Speakers4Schools programme. The Gendered Brain is her first book for a general reader. We will be running a competition on our social media accounts to win one of 5 books on Wednesday 13th March 2019 for Brain Awareness Week 2019. For further information contact Alison Davies, Publicity Manager, Vintage: adavies1@penguinrandomhouse.co.uk | 020 7840 8370
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Reflections on 2018
2018 was a truly memorable year for STEM Women and it seems like a good time to reflect. We had previous experience in sourcing female students and working with employers but had never ran an event before. This was about to change, and we made the decision to hire out The Transport for London Museum’s theatre for the first ever STEM Women Community event. When we sold all the exhibitor spaces, we knew that the event could work, provided we could attract enough attendees. We all recall waiting nervously on the morning on 20th February, as our event was about to begin. We were delighted, and relieved, when we saw that students were queuing outside the venue to gain entry! In truth our first venue was small and located in the centre of London, a great place to start from but we knew that we could grow. By the end of 2018 we had ran regional events in Manchester, Bristol, Glasgow and Birmingham. We ran a further three events in London, finishing with our largest ever event in The Science Museum. Seeing our keynote speakers take to the stage at the IMAX theatre was a special moment that showed just how far we had come in such a short space of time. Regardless of the venue size, every event that we ran was friendly, positive and full of energy. The networking sessions were the highlight of each event and we are very proud that many students met their future employers as a result. 117 employers exhibited at a STEM Women event in 2018, meeting over 1,450 female students. We witnessed some amazing keynote speakers and visited stunning venues. We have exciting plans for 2019, beginning with events in The Congress Centre, London, on February 20th and Birmingham IET on March 6th. Bookings are now open so contact us today if you would like to exhibit.
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Women in STEM Statistics
The General Picture The number of women in STEM (women graduating in core STEM subjects) has grown from 22,020 in 2015/2016 to 22 340 in 2016/2017. However, due to more rapid growth in the number of men graduating in these subject areas, the percentage of women in STEM has dropped from 25% to 24%. The women in STEM statistics in this article are an insight into what its like in the STEM industries. Identifying the universities where STEM courses are well represented with female students will help employers target their recruitment campaigns and increase their diversity. We have the data and the experience to help employers create a university targeting plan, request a callback to find out more about this service. Women in STEM Subject Breakdowns In physical science the growth rate in the number of women graduates in physical science exceeded that of men. The number of women who graduated in Physical Sciences degrees grew from 7,505 in 2015/2016 to 8,020 in 2016/2017 and the percentage of graduates that were female overall grew from 40% in 2015/2016 to 41% in 2015/2017. In mathematical sciences the number of women in STEM graduates grew from 3,620 in 2015/2016 to 3,765 in 2016/17 however the percentage overall remained static at 39% for both years. In computer science the growth in the number of female graduates was far behind the growth in the number of male graduates (3.1% vs 9% respectively) and the percentage of women in STEM represented just 15% of computer science graduates in 2016/2017 down from 16% in 2015/2016. For the third year in a row, the percentage of women in STEM represent just 14% of engineering graduates and the number of engineering graduates has fallen from 4,480 to 4,700.The WISE campaign report, 'Core STEM Graduates 2017', has provided us with fresh figures concerning women studying at graduate level. You can explore the Women in STEM statistics data for more subjects here.
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Student Recruitment Showcase 2018!
We really enjoyed attending this years' Student Recruitment Showcase 2018! It was an oppourtunity to see up to date market trends, hear the latest thinking in student recruitment and meet with even more inspirational employers.
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Why Diversity Matters To Company Performance
New research makes it increasingly clear that companies with more diverse workforces perform better financially. We know intuitively that diversity matters. It’s also increasingly clear that it makes sense in purely business terms. Our latest research finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. Companies in the bottom quartile in these dimensions are statistically less likely to achieve above-average returns. And diversity is probably a competitive differentiator that shifts market share toward more diverse companies over time. While correlation does not equal causation (greater gender and ethnic diversity in corporate leadership doesn’t automatically translate into more profit), the correlation does indicate that when companies commit themselves to diverse leadership, they are more successful. More diverse companies, we believe, are better able to win top talent and improve their customer orientation, employee satisfaction, and decision making, and all that leads to a virtuous cycle of increasing returns. This in turn suggests that other kinds of diversity—for example, in age, sexual orientation, and experience (such as a global mind-set and cultural fluency)—are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse talent. McKinsey has been examining diversity in the workplace for several years. Our latest report, Diversity Matters, examined proprietary data sets for 366 public companies across a range of industries in Canada, Latin America, the United Kingdom, and the United States. In this research, we looked at metrics such as financial results and the composition of top management and boards.The findings were clear: Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. Companies in the bottom quartile both for gender and for ethnicity and race are statistically less likely to achieve above-average financial returns than the average companies in the data set (that is, bottom-quartile companies are lagging rather than merely not leading). In the United States, there is a linear relationship between racial and ethnic diversity and better financial performance: for every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (EBIT) rise 0.8 percent. Racial and ethnic diversity has a stronger impact on financial performance in the United States than gender diversity, perhaps because earlier efforts to increase women’s representation in the top levels of business have already yielded positive results. In the United Kingdom, greater gender diversity on the senior-executive team corresponded to the highest performance uplift in our data set: for every 10 percent increase in gender diversity, EBIT rose by 3.5 percent. While certain industries perform better on gender diversity and other industries on ethnic and racial diversity, no industry or company is in the top quartile on both dimensions. The unequal performance of companies in the same industry and the same country implies that diversity is a competitive differentiator shifting market share toward more diverse companies. We’re not suggesting that achieving greater diversity is easy. Women—accounting for an average of just 16 percent of the members of executive teams in the United States, 12 percent in the United Kingdom, and 6 percent in Brazil—remain underrepresented at the top of corporations globally. The United Kingdom does comparatively better in racial diversity, albeit at a low level: some 78 percent of UK companies have senior-leadership teams that fail to reflect the demographic composition of the country’s labor force and population, compared with 91 percent for Brazil and 97 percent for the United States. These numbers underline the work that remains to be done, even as the case for greater diversity becomes more compelling. We live in a deeply connected and global world. It should come as no surprise that more diverse companies and institutions are achieving better performance. Most organizations, including McKinsey, must do more to take full advantage of the opportunity that diverse leadership teams represent. That’s particularly true for their talent pipelines: attracting, developing, mentoring, sponsoring, and retaining the next generations of global leaders at all levels of organizations. Given the higher returns that diversity is expected to bring, we believe it is better to invest now, since winners will pull further ahead and laggards will fall further behind. (This article is adapted from the report Diversity Matters (PDF–1,732KB), which was re-released in February 2015.) This post was written by and McKinsey &Company (a global management company) and features on their site here.
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