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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 two upcoming events in early 2019. They will be held in Birmingham and London.
Employers; looking to hire students or graduates?
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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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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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