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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 in STEM.
Our women in STEM network with top graduate employers, hear inspirational talks from female role models, participate in skills and panel sessions and more!
We are running seven events in autumn 2019. You can find out more here: Women in STEM Events.
We also list STEM Jobs and Graduate Schemes on our job board. Search for roles including: Science Graduate Jobs, IT Graduate Jobs, Engineering Graduate Jobs and Maths Graduate Jobs.
Employers; looking to hire STEM women, students or graduates?
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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/
STEM WOMEN STATISTICS
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Social followers:
3704
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% of women coders
841
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Stages to application process
6
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Number of graduate scheme places for 2020
117
EMPLOYERS ATTENDING OUR EVENTS
Latest Stem Insight
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Top Women in STEM TED Talks and Podcasts
Inspring STEM talks and podcasts We are always looking to provide new resources to our communities. We are creating a list of TED talks and podcasts that come highly reccomended by us or by women in our communities. If you'd like to add to the list please drop me an email at sophiec@stemwomen.co.uk. 1. Growing up in STEM - as a girl: Cassidy Williams at TEDxDesMoinesWomen. Iowa State University Computer Scientist Cassidy Williams was often the only girl in the room. She shares her story of pursuing her passion as a model for encoraging women in STEM. 2. The Future of STEM Depends on Diversity by Nicole Cabrera Salazar at TEDxGeorgiaStateU. Nicole highlights the need for diversity in STEM industries. 3. Your body language may shape who you are by Amy Cuddy. Social psychologist Amy Cuddy argues that "power posing" -- standing in a posture of confidence, even when we don't feel confident -- can boost feelings of confidence, and might have an impact on our chances for success. 4. Inspiring the next generation of female engineers by Debbir Sterling. Debbie Sterling is an engineer and founder of GoldieBlox, a toy company out to inspire the next generation of female engineers. She has made it her mission in life to tackle the gender gap in science, technology, engineering and math. 5. Femmes of STEM host Michelle Barboza-Ramirez uses podcasting as a platform to retrace the steps of women scientists who have gone largely unacknowledged throughout history. 6. The host of STEMxm, Mel, says she came to her career as an engineer later in life.She started her podcast as a way showcase women and minorities as role models as well as be a resource for others interested in pursuing STEM careers. 7. The Breakdown of Women in STEM | Jess Ellis | TEDxCSM. (Recommended by Jodie Murray on LinkedIn). Why are there so few women and minorities in STEM fields and with STEM degrees? Dr. Jess Ellis explains her findings.
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Popular Books for Women in STEM
There is some fantastic literature being produced for and about women working in STEM. We are in the process of creating a list of popular books below. If you have any suggestions to add to the list please drop me an email at sophiec@stemwomen.co.uk! 1. The Gendered Brain: The New Neuroscience That Shatters the Myth of the Female Brain by Gina Rippon We live in a gendered world where we are bombarded with messages about sex and gender. On a daily basis we face deeply ingrained beliefs that your sex determines your skills and preferences, from toys and colours to career choice and salaries. But what does this constant gendering mean for our thoughts, decisions and behaviour? And what does it mean for our brains? Rachel Cooke from The Guardian has reviewed the book here. 2. Built: The Hidden Stories Behind our Structures by Roma Agrawal MBE In BUILT, structural engineer Roma Agrawal takes a unique look at how construction has evolved from the mud huts of our ancestors to towers of steel that reach into the sky. She unearths how humans have tunnelled through kilometres of solid mountain, bridged the widest and deepest of rivers, and tamed Nature’s precious – and elusive – water resources. She tells vivid tales of the pioneers behind landmark builds such as the Brooklyn Bridge and the Burj Khalifa, and examines, from an engineering perspective, tragedies like the collapse of the Twin Towers. She reveals how she designs a building so it will stand strong – even in the face of gales, fire, earthquakes and explosions. 2. Women in Tech: Practical Advice and Inspiring Stories from Successful Women in Tech to Take Your Career to the Next Level Geared toward women who are considering getting into tech, or those already in a tech job who want to take their career to the next level, this book combines practical career advice and inspiring personal stories from successful female tech professionals Brianna Wu (founder, Giant Spacekat), Angie Chang (founder, Women 2.0), Keren Elazari (TED speaker and cybersecurity expert), Katie Cunningham (Python educator and developer), Miah Johnson (senior systems administrator), Kristin Toth Smith (tech executive and inventor), and Kamilah Taylor (mobile and social developer). 3. Lab Girl by Hope Jahren Hope Jahren’s remarkable memoir is both personal odyssey and the story of her profound affinity with the natural world. 4. The Madame Curie Complex: The Hidden History of Women in Science by Julie Des Jardins This book reveals how female scientists have often asked different questions, used different methods, come up with different explanations for phenomena in the natural world, and how they have forever transformed a scientist's role. 5. Removing Barriers: Women in Academic Science, Technology, Engineering, and Mathematics by Jill M. Bystydzienski This volume shows positive examples of institutions and departments that have been transformed by the inclusion of women and recommends a set of best practices for continuing growth in positive directions. 6. The Fossil Hunter: Dinosaurs, Evolution, and the Woman Whose Discoveries Changed the World by Shelley Emling Mary Anning was only twelve years old when, in 1811, she discovered the first dinosaur skeleton--of an ichthyosaur--while fossil hunting on the cliffs of Lyme Regis, England. Until Mary's incredible discovery, it was widely believed that animals did not become extinct. 7. Lise Meitner: A Life in Physics by Ruth Lewin Sime Lise Meitner (1878-1968) was a pioneer of nuclear physics and co-discoverer, with Otto Hahn and Fritz Strassmann, of nuclear fission. Braving the sexism of the scientific world, she joined the prestigious Kaiser Wilhelm Institute for Chemistry and became a prominent member of the international physics community. 8. Grace Hopper and the Invention of the Information Age by Kurt W. Beyer A Hollywood biopic about the life of computer pioneer Grace Murray Hopper (1906--1992) would go like this: a young professor abandons the ivy-covered walls of academia to serve her country in the Navy after Pearl Harbor and finds herself on the front lines of the computer revolution. 9. Inferior by Angela Saini (suggested on LinkedIn by Annie Hargrove) As Saini takes readers on a journey to uncover science’s failure to understand women, she finds that we’re still living with the legacy of an establishment that’s just beginning to recover from centuries of entrenched exclusion and prejudice. Sexist assumptions are stubbornly persistent: even in recent years, researchers have insisted that women are choosy and monogamous while men are naturally promiscuous, or that the way men’s and women’s brains are wired confirms long-discredited gender stereotypes. 10. Broad Band by Claire L. Evans (suggested on LinkedIn by Lauren Jenkins) Join the ranks of the pioneers who defied social convention to become database poets, information-wranglers, hypertext dreamers, and glass ceiling-shattering dot com-era entrepreneurs. This inspiring call to action shines a light on the bright minds whom history forgot, and shows us how they will continue to shape our world in ways we can no longer ignore. 11. Headstrong: 52 Women Who Changed Science- and the World by Rachel Swaby (suggested on LinkedIn by Eleanor Giles) Covering Nobel Prize winners and major innovators, as well as lesser-known but hugely significant scientists who influence our every day, Rachel Swaby’s vibrant profiles span centuries of courageous thinkers and illustrate how each one’s ideas developed, from their first moment of scientific engagement through the research and discovery for which they’re best known. This fascinating tour reveals these 52 women at their best—while encouraging and inspiring a new generation of girls to put on their lab coats. 12. Invisible Women - Exposing Data Bias in a World Designed for Men by Caroline Criado Perez (suggested on Instagram) Award-winning campaigner and writer Caroline Criado Perez brings together for the first time an impressive range of case studies, stories and new research from across the world that illustrate the hidden ways in which women are forgotten, and the impact this has on their health and well-being. In making the case for change, this powerful and provocative book will make you see the world anew.
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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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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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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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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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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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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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