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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 will network with top graduate employers, hear inspirational talks from female role models and plenty more...
We have upcoming autumn 2018 events in Birmingham, Bristol, Dublin, Glasgow, Manchester and London.
Employers; looking to hire students or graduates?
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Graduate Production Support Analyst (2019 Start)
United Kingdom Competitive
The Opportunity: If successful, you will gain a place on our Graduate Programme and start your journey by training with us before going on to work as an IT Support Consultant in a global bank, maintaining, designing and developing complex applications in a dynamic global team environment. Production Support is a vital role within enterprise technology. It's known by several different names, including Application Support, Production Management and Application Management. Production support involves working closely with business stakeholders (such as traders) to resolve any issues with technical systems and applications. In a trading environment, traders will typically raise 'tickets' – requests for help – with the support teams, usually over e-mail or by telephone. Those tickets will enter a queue of work where the progress of investigations can be tracked. The Production Support team pick up those tickets and work to address the issues, liaising with other technical teams where necessary. Our training includes: Knowledge of the Markets and Banking business and products traded Experience of working in a dynamic environment often with shifting priorities Front to back awareness of processes within an investment bank (from sales to back office) Awareness of Information Security policies and Technology Risk Management from an enterprise/banking systems context Unix / Sybase / Autosys / Scripting / Oracle As a company, we can offer: A competitive graduate salary, with regular pay reviews and a flexible benefits package Continued training and pastoral care, as and when you need it Invaluable industry experience and the opportunity to break into a desirable and competitive industry We are looking for Graduates who Can develop strong relationships with development and infrastructure support teams to resolve production issues in a timely manner Work collaboratively with other teams across geographies keeping the business priorities in mind Love programming and problem-solving Work collaboratively with other teams across geographies keeping the business priorities in mind Work well under pressure, can multi-task, deal with demanding customers, knowing when to push back Are motivated self-starters and team players Have strong written and verbal communication skills (ability to articulate technical issues to the business) Are highly analytical and numerate Multiple Locations: London, Scotland, Bournemouth, Manchester
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DAI Internship
Stockport Competitive
At DAI we encourage our graduates to develop and grow a successful career and to this end we offer training programmes and mentoring from day one. One of the main features that differentiates our graduate entry from other programmes is that we welcome applicants with any kind of technical background, not just those with software-focused degrees. Everything needed for a job at DAI is taught from scratch. We encourage applications from graduates with any technical degree, including physics, maths, chemistry, engineering, biological sciences, as well as computer science and software engineering. On our Graduate Development Programme, you will be given the opportunity to work on a variety of innovative and challenging projects across different industry sectors, from retail and healthcare through to energy and infrastructure. Our software engineers have the opportunity to work with a huge range of technologies, and almost immediately with customers facing roles. In doing so, they gain in-depth experience of the technology involved and its deployment in real operational environments. Our engineers are flexible, open to new challenges, technically proficient and have a ‘can do’ attitude. The ability to interact effectively with people (customers and colleagues) is essential, as is being a quick and self-motivated learner. They will be given the support they need, and through our flat organisation will immediately have exposure to Senior Staff. Those who have shown themselves able will quickly get real responsibility in the delivery of important projects. The role will be based at our Manchester office, but will involve the need to travel to our other offices and to end customer sites in the UK and overseas. A DAI graduate software engineer will receive a range of benefits including: Competitive salary Profit Related Pay (PRP) scheme designed to reward individual contribution/performance Group Personal Pension Plan Holidays – 32 days rising to 37 days after 5 years of service Private Health Scheme Opportunity for international travel Relocation allowance Life assurance Sponsorship for professional studies where appropriate
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Business Development Internship
London Competitive
About Jane Street Jane Street is a quantitative trading firm with a unique focus on technology, a scientific approach, and a deep understanding of markets to guide our business. We are a global liquidity provider and market maker, operating around the clock and around the globe, employing over 700 people in our offices in New York, London and Hong Kong. We're looking for people who want to be in a challenging, constantly changing environment full of smart and intellectually curious people. We have a flat organizational structure with few titles. The environment at Jane Street is open, informal, intellectual and fun. You can wear a t-shirt and jeans to the office every day, the kitchen is stocked, and discussions are always lively. Teaching and learning are central activities through classes, mentoring and discussion. About the role This role involves working with various groups within the firm to assess, document and solve problems. Identify, propose and implement process/technical improvements to: support complex trading strategies assure compliance with new regulations improve cost structure identify ways to leverage existing processes and technical opportunities to reduce workload Analyze data for both internal and external parties Insure documented adherence to regulatory and legal requirements The role includes both high and low-level work with a variable mix of project management (working with teammates) and rolling up your sleeves. About You Enjoy rapidly learning master complex concepts quickly including technical, financial and legal Develop a broad range of technical skills including developing an understanding of how to make database queries and understanding, if not necessarily creating, computer code Comfortable taking high-level concepts, filling in the gaps necessary to make informed decisions and then taking the necessary steps to ensure those decisions are executed Proactive and self-motivated with strong organizational, interpersonal and communication skills Reliable, courteous and flexible team player
2018 STEM STATISTICS
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Number of women graduating in Engineering and Technology:
4700
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STEM Women Events taking place this year:
10
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Women attending a STEM Women Event:
1200
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Employers exhibiting at a STEM Women Event:
80
EMPLOYERS ATTENDING OUR EVENTS
Latest Stem Insight
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WINNERS! Women in Tech Awards
We were delighted to be announced as the winners of the 2018 Women in Tech Employer Awards! More informaiton about the awards can be found here: https://www.womenintech.co.uk/employer-awards
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EVENT BLOG: Spring Community Events 2018
Our Spring events have drawn to a close for 2018 and we will be returning after the summer break for our Autumn events. Following the success of our February event, we ran two spring events were held at Bridgewater Hall in Manchester on June 6th and The British Museum in London on June 12th. The Spring events saw over 400 talented women studying STEM subjects sign up to attend and meet with 25 outstanding employers. Our attendees enjoyed hearing keynote speeches from Dr. Pragya Agarwal and Jo-Wimble Groves. They also heard insightful employer talks from Amazon, Facebook, Automation Logic, KPMG, American Express and Just Eat. The networking sessions have proved incredibly popular and some students were fast tracked to assessment days and offered graduate roles! The ‘vibe’ of our events has been described as positive, refreshing, inspiring and electric. We’re collating feedback from our Spring events to make our Autumn events better than ever and we are reaching out even further by running events in Birmingham, Bristol, Manchester, London, Glasgow and Dublin! The momentum of the STEM Women Community Events continues to grow, and we’re excited to see what the rest of 2018 holds. London Community Event: If you would like a copy of any event images or if you would like any images removed please email us at info@stemwomen.co.uk.
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Why Tech Employers should target STEM Subjects with a high number of Female Students…
Find The Candidates That Others Ignore One reason why employers fail to meet their gender targets is because they focus on a small pool of incredibly sought after female candidates. Each year companies find it harder to stand out from the crowd and when they do offer a candidate that impresses there is a strong chance that she won’t accept. Here at STEM Women we are keen to highlight the STEM courses that have a majority of female students (they do exist)! We often find that students from these courses have strong academic grades, the ability to analyse and process data effectively and great inter-personal skills. In short, they are ideal candidates for many positions and are well suited to technology roles but many don’t know it and employers don’t reach out to them! Encourage Applications Female students studying a majority female course are less likely to have friends and peers working in the Tech Sector. They may well assume that they need a coding language to work in IT, that their degree course isn’t relevant or that it is a male industry. Companies need to educate potential candidates before their job adverts are looked at. Employers can create case studies highlighting female employees from a non-IT related STEM course. The message will be even more powerful if the application process does not require a coding language or if they are able to provide a training workshop to help candidates through the assessment process. Overcome Counter Offers Employers who can encourage students from a Life Science course to consider a career in technology will gain an advantage over competitors. Those students are less likely to be targeted by competitors and so the risk of a counter offer declines. We’ve heard from many employers who have fallen short of their gender targets because the female candidates who they offered roles to were actively interviewing elsewhere and joined a rival firm. Create a “Target Courses” List There is a limit to the number of courses that each graduate recruitment team can target. Is it time that you reflected on the students that you are targeting and reached out to departments who can help you achieve your gender targets? A high level of data can help companies to focus on different subject areas and the above pie chart offers a starting point. The team at STEM Women has access to data that enables us to drill down and obtain further insight. We know how many female students there are at each university studying every course. By way of an example, the University of Manchester has 440 female chemistry students alone. We can work with employers, highlighting relevant courses that could be targeted. How STEM Women can help We can help create and outreach educational content so that students from various STEM disciplines become “aware” of your company brand and career opportunities. We have over 17,000 social followers and relationships with social “influencers” who share our educational content. Companies can also list their vacancies on our job board, www.stemgraduates.co.uk, which receives over 48% of its traffic from female visitors. Finally, we can provide employers with access to the data that they need to create their own “target course” list. To discuss the various options available please request a free, initial consultation. We would be happy to chat through your current hiring strategy and to suggest how you could attract more female applicants. Just call us on 0151 236 8000 or email info@stemwomen.co.uk.
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Women Are The “Third Wave” To Bridge Diversity Gap
Women are the third wave of change sweeping over the construction industry. Here, Mabey Group CEO Juliette Stacey explores how the accelerating pace of transformation in the industry means that time has arrived for women to succeed in the sector. There has never been a better time to be a woman working in the construction industry. Having successfully developed an unenviable reputation for poor working practices and resistance to change, the sector is now beginning to improve, and quickly. That improvement is driven by the overwhelming economic need to drive productivity and efficiency into the built environment. Which is why now is a good time to be a woman working in construction. The necessary improvements can’t happen without construction’s men and women working in a better way, and together. I see three waves of change sweeping across the sector. Technology was the first wave to break, starting with digital engineering. The pace at which new technology is taken up has been accelerating fast. It took more than 70 years for landline telephones to reach maximum penetration, but less than 20 years for mobile phones to become ubiquitous. BIM (Building Information Modelling) is having a huge effect, changing how everyone in the supply chain works together. Offsite, modular construction is a reality. 3-D printing, robotics, artificial intelligence and smart infrastructure monitoring are all here. We can expect these to be mainstream by 2030. The impact of technology on construction is so fundamental that our future heroes of construction will no longer be found on site but behind a screen where they will be guiding everyone to get it right, first time, every time. The second wave concerns how the complex industry supply chain actually works together to get things done. Working practices have been so poor that it’s no wonder many skilled people chose not to return to our sector after the last recession, exacerbating to today’s skill shortage. Industry commentators are certain in their belief that the sector’s current business models are so broken that new ways of working will inevitably emerge. The impacts of technology and new business models are creating an environment that requires fresh thinking. Fresh thinking will make all the difference, and this is why I see women as the third, and most essential, wave of change. Bringing more women into our sector, and ensuring they progress into more senior positions, will be essential if construction is to transform into a better and stronger sector. Physical strength will matter less in a world where algorithms, artificial intelligence, modular installation and robotics take the strain. What matters more is the ability to increase productivity by thinking creatively and working collaboratively. Our sector is very special; it creates buildings and infrastructure that last more than a lifetime, that you can point at and say, “I helped build that”. There is now very little gender difference in the take-up of, and achievement in, core STEM GCSE subjects, and engineering graduates are second only to medics in securing full-time jobs and earning good salaries. Increasingly, the world is realising that diversity in any organisation is an essential ingredient of success. We know that companies work more productively, safely and efficiently if they are gender diverse. We have a long way to go though. The UK construction sector has amongst the worst ratio of men to women at 87:13. Also, the UK has the lowest percentage of female engineering professionals in Europe at less than 10%, and the proportion of young women studying engineering and physics has remained virtually static since 2012. But at least we have started the journey and in five years’ time our industry’s approach to efficiency, automation, digital engineering, collaboration, quality construction, appropriate risk transfer and real collaboration will be recognisably embedded. The image of our sector, as being traditional and slow moving, will change rapidly. We will look back at how things worked 2018 and wonder how it could ever have been so. Encouraging more women to come in to the sector, confident that they can flourish and grow, is how we will unlock potential and start to challenge the world’s best at construction. Never has there been a better time to be a woman working in construction, and it can only get better. This article is sourced from The Engineer.
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EVENT BLOG: London 20th February 2018 Community Event
Our first Community Event, held at the London Transport Museum on the 20th February 2018, was a real success! The event attracted female students and graduates from the STEM (Science, Technology, Engineering and Mathematics) disciplines. Over 100 women from leading universities, including Imperial College London, Kings College London and UCL, attended. They met with graduate employers who were keen to demonstrate their commitment to gender diversity. We are delighted to announce that we will be running an even bigger London Event for June 2018 in the British Museum! We also have upcoming events in Glasgow in May 2018 and in Manchester in June 2018. Our STEM Women Events provide students and graduates with a chance to hear inspirational speakers, engaging panel discussions and to meet companies during employer networking sessions. You can watch the highlights from the February 2018 London Community Event below...
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Useful Statistics: Women in STEM
The General Picture The number of 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 graduates who are women has dropped from 25% to 24%. 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. 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 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 women represented just 15% of computer science graduates in 2016/2017 down from 16% in 2015/2016. For the third year in a row, women 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 data for more subjects here.
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Roma The Engineer!
Roma grew up in Ithaca and Mumbai and moved to London to complete her A-Levels in Design and Technology, Physics, Maths and Further Maths at North London Collegiate School. In 2004 she gained a BA in physics from the University of Oxford, and in 2005 an MSc in Structural Engineering from Imperial College London. Agrawal attributes her enthusiasm for engineering to her love of making (and breaking) things, cultivated by playing with Lego as a child. Agrawal attributes her entry into engineering to a summer placement at the Oxford Physics Department where she worked alongside engineers who were designing particle detectors at CERN. Our Keynote Speaker for our first ever London Community event was Roma Agrawal, also known as 'Roma the Engineer'! Roma is a chartered structural engineer based in London. She has worked on several major engineering projects including the Shard. She is also an acitive diversity campaigner, championing women in engineering. Roma grew up in Ithaca and Mumbai and moved to London to complete her A-Levels in Design and Technology, Physics, Maths and Further Maths at North London Collegiate School. In 2004 she gained a BA in physics from the University of Oxford, and in 2005 an MSc in Structural Engineering from Imperial College London. Agrawal attributes her enthusiasm for engineering to her love of making (and breaking) things, cultivated by playing with Lego as a child. Agrawal attributes her entry into engineering to a summer placement at the Oxford Physics Department where she worked alongside engineers who were designing particle detectors at CERN. In 2005 Agrawal joined WSP on a graduate program, becoming a chartered engineer with the Institution of Structural Engineers in 2011. She spent six years working on the tallest building in Western Europe, the Shard, designing the foundations and the iconic spire. She describes the project as a career highlight: "I think projects like that only come once or twice in your career, so I feel very fortunate to have had the opportunity to work on this". The 1,016-foot (310 m) tall structure required a top-down construction methodology, which had never been done before on a building of this scale.The spire required modular construction that could be built and tested off-site, enabling quick and safe assembly at height in central London. Alongside the Shard, Agrawal worked on Crystal Palace Station and the Northumbria University Footbridge.She worked for WSP for ten years before joining Interserve as a Design Manager in November 2015 In May 2017 Agrawal joined AECOM as an Associate Director. In 2013, she was voted one of Management Today's Top 35 Women Under 35. Roma Agrawal is an advocate for a more diverse engineering workforce and alongside other initiatives has sat on the Diversity Panel of the Construction Industry Council. Agrawal raises awareness through social media, podcasts and interviews. After being a finalist herself in 2012 she was a keynote speaker at the IET's Young Women Engineer of the Year award ceremony in 2016, and is listed as one of the top Inspiring Women in Engineering by the Women's Engineering Society. You can visit Roma's website to find out more information 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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Which Universities Have The Most Female STEM Students And Why Does It Matter?
Using HESA data* we have ranked the top six UK universities according to the percentage of female students on their STEM courses. The results are useful for a variety of readers and will interest prospective students, hiring organisations and other universities. Employers The awareness of the gender gap in STEM careers continues to grow and companies are increasing their efforts to diversify their workforce. The data provided can enable companies to modify their campaigns and to target the female pool of sought after candidates. Pop up events, careers fair visits and advertising ROI can be improved through understanding which universities are the best at attracting and retaining STEM women. Students Whilst there is no shortage of females who succeed in STEM subjects in their school years, data shows they drop off the higher up the education ladder they go. Women looking to study a STEM subject at university may well use this data to choose a university where they will be part of a female community. Academia Universities should benchmark their courses and ensure that they are achieving a gender balanced intake for each subject. If they can present themselves as a diverse, inclusive institution then this will help attract future students and will improve their employer engagement. Our info-graphic shows that 48% of STEM students at the University of Reading are female, an outstanding achievement considering the various challenges facing the sector. How STEM Women can help We can help create and outreach engaging content so that students from various STEM disciplines become aware of your company brand and career opportunities. We have over 17,000 social followers and relationships with social influencers and university career services who share our educational content. Companies can also list their vacancies on our job board, www.stemgraduates.co.uk, which receives over 48% of its traffic from female visitors. Finally, we can provide employers with access to the data that they need to create their own “target university” list. Additionally, we use this data to ensure our own STEM Women Community Events are attended by highly sought after students and graduates. To discuss the various options available please request a free, initial consultation. We would be happy to chat through your current hiring strategy and to suggest how you could attract more female applicants. Just call us on 020 3687 1003 or email info@stemwomen.co.uk. (*Only universities with 1000+ total STEM students have been included. Data is from HESA number of full time students studying specific principle subjects in 2015/2016. HESA services standard rounding methodology used.)
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We've been shortlisted for the STEM Rising Star Award 2017!
We are really excited to have had our STEM Women Executive Sophie Chadwick shortlisted for the North West, Wales and Ireland Forward Ladies National Award in the STEM Rising Star Category! Forward Ladies has announced the shortlist for the 2017 National Awards, sponsored by HSBC; bringing together start-ups, multi-million pound businesses, academics and international business leaders in what promises to be an impactful event. The shortlisted applicants in each of the categories will be invited to attend the glittering regional final at The Lowry, Manchester on Friday 13th October. The winners from this, and the other regional finals, will then be invited to appear before a live panel of independent judges in November, followed by the national final in Leeds on 1st December. Edit: We had a fantastic time attending the awards ceremony! A great event supporting womens success!
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