Development of employer toolkit to support employers in engaging

more women into STEM occupations

WISE has developed an employer toolkit for SME’s within North Yorkshire & East Riding region,

supporting them to attract, support and retain them into STEM roles within the SME’s based on the

successful WISE Ten Steps initiative.

The Ten Steps is an industry leading campaign to ensure that women in science, technology,

engineering and manufacturing have the same opportunities to progress in their career as their male

counterparts. Unique in its focus on sectors and organisations where women are still very much in a

minority, this Employer Toolkit supports companies to be agents for change within industry. After

discussions with stakeholders it was clear that SME’s have a separate set of challenges but still need

the same detailed solutions tailored to their organisations as larger companies. Out of this, Ten

Steps for SME’s was created to confront the unique challenges and concerns faced by SME’s in the

STEM sector.

This Toolkit empowers employers to understand their starting point, evaluate where they can adjust

their organisation and then treat the changes as small business improvement projects. Taken

together, these actions represent a step-change for the sector. Some companies will already be

doing some of the Ten Steps; few if any are doing all. The actions have all been identified for their

potential to drive company performance; they are more than simply ‘good management practice’.

Commitment from those at the top is critical. This is not a women’s issue or a diversity issue – it is a

business imperative and drives significant business benefit as one of our larger employers, Sky

reported:

“Sky’s initiatives to support women’s success and path to the top resulted in an increase in the

representation of women at senior levels by a third from 30% to nearly 40% in 2 years”

Chris Stylianou, COO, Sky

The Toolkit has been designed and trailed in conjunction with local SME employers. Card

Geotechnics limited from Harrogate and Dale Power Solutions from Scarborough. In addition, WISE

also engaged with East Riding of Yorkshire Council, Green Port Growth Business Support team

representing the interests of 100 SME’s from the region. Many of these SME’s would like to be

involved in the workshop scheduled for March 2018 to develop and roll out the toolkit further.

1) Card Geotechnics Ltd - https://www.cgl-uk.com/about-cgl-card-geotechnics/

1. HR Manager – Mione Adam

2. Chairman and Director – Nick Langdon

2) Dale Power Solutions - https://www.dalepowersolutions.com/about/

3) Dawn Hall, Green Port Growth Business Support

East Riding of Yorkshire Council.

Tel: (01482) 391622

Email: Dawn.Hall@eastriding.gov.uk

Understand your starting point so you can monitor

progress

Show everyone

how to bring about positive

change

Challenge bias and

sexism

Be creative to appeal to female employees

Support flexible and

part time working

for all

Create a professional

and standardised recruitment

process

Provide women with

access to support

networks

Ensure suitable training and development

are accessible to all

Set goalsto deliver thebenefits that

work for you

Work with others for advice

and support

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Ten Steps for SMEs to attract, retain and develop female talent in science, technology, engineering and manufacturing (STEM)

1. Understand your starting point so you can monitor progress Do you know how many women you employ and at what level? Without this data it is difficult to measure progress or lack of. It’s equally important to know where you are heading. Establishing a realistic target helps to focus efforts and show that the company is confident and ambitious in its outlook. For most SMEs collating and summarising this data will be straightforward and it is the first important step towards making progress.

2. Show everyone how to bring about positive change

Tell people why you are doing this and how it will benefit the business. Managers may need support to lead change and everyone has a role in creating a culture where women feel welcome and valued. Leading by example to demonstrate that the organisation values everyone equally and modelling exemplar behaviour relating to professional relationships in the workplace and work-life balance. Ensure everyone feels engaged by giving them the opportunity to make a difference by being ally, mentor, supporter or champion. Some companies run reverse mentoring programmes where directors and managers are mentored by women about the career challenges they face.

3. Challenge bias and sexism whenever and wherever it occurs People will look to those most senior in the organisation to lead by example. Many organisations are taking action to address unconscious bias at an individual level – which is a great starting point. But other types of bias need challenge too. Do not tolerate remarks, “banter” or other behaviour which shows a lack of respect for women or any other group. Empower your employees so they are not bystanders but willing to speak out where necessary. Some companies set up a process as a safety net to make sure that people feel able to report incidents of harassment or unacceptable behaviour.

4. Be creative to appeal to female employees Some science, technology and engineering managers have fixed ideas about the kind of person needed to do a job – or the design of a job, or the way in which a job should be done – all based on how it’s been done in the past. This can inadvertently exclude people who do not fit a traditional profile from applying or being considered for a role. Companies need to encourage a more open-minded, creative approach to job design to drive different outcomes. Thinking creatively about how to attract potential employees by using new communication channels and different language will also pay dividends.

5. Support flexible and part time working

Most organisations do operate some form of informal or formal flexible working. However, without formal policies in place employees often do not feel able to ask to work on a flexible basis, without fear of jeopardising their career prospects. This needs to change, so that all employees (male and female) feel confident in asking for flexibility at work – and most can presume their request for flexibility will be granted. Companies also need to think more widely about different types of flexibility; with part time working, job sharing and term time working all options that can be beneficial to everyone.

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6. Create a professional and standardised recruitment process

In many smaller companies the urgency to recruit often means that we find someone through personal networks or word of mouth. Women and others not in the natural "in-group" are not considered and are unaware of the opportunity. Creating a more structured and professional recruitment process challenges us to advertise more widely and interview more openly which will broaden the field of candidates.

7. Provide women with access to support networks

Many women who work in STEM SMEs may find themselves isolated as the only woman in the team or even within the business. To better support these women, encourage them to seek out networks and mentoring opportunities that bring them into contact with other women in similar situations. There are talented women working at all levels in the STEM sector – but they are often hidden away, lacking visibility and profile, and their careers can quickly lose momentum. Prevent this by ensuring talented women have access to inspiring role models and peers to talk about their experiences, inspiring others in their turn.

8. Ensure suitable training and development are accessible to all

Let talented people know you want to retain and develop them by making sure that training and development are not only on offer but are suitable for all. Those with busy home lives may not be able to take up evening or away day training but may find online courses or one to one coaching more accessible. Women in male dominated SMEs may also value the option of women only career development courses. Furthermore, make sure you follow words with actions particularly for those returning from parental leave or other absences when they may be feeling exposed and uncertain about what lies ahead in their personal and professional lives.

9. Set goals to deliver the benefits that work for you

A single action from this list will make some difference. Action on all ten points will be a game changer. However, it is important to develop a strategic, structured approach that delivers the benefits most relevant to your organisation. For example, better mirroring of your client base or creating a more flexible workforce for better customer service.

10. Work with others for advice and support

Increasing the number of women working within STEM SMEs has the potential to boost performance of both the sector and the individual businesses but many are starting from zero or a very low level. The solution lies in companies, suppliers, communities, employees and their representatives, policy makers, regulators, individual male and female champions all playing a role in making change happen. Advice and support is available from numerous regional and national organisations as well as those who are further ahead on the journey. Working together who can make faster and more sustainable progress.

Welcome to the Ten Steps Diagnostics Tool. The self report diagnostic has been designed to help you get a snap

shot of your progress along the road to creating a more diverse organisation. To complete the questionnaire answer:

2 for Yes 1 for a Partially 0 for No and total your scores at the end.

Understand the Starting Point

Has your commitment to the Ten Steps been communicated to your employees? Do you know how many women work in your organisation and in what roles? Do you take time to listen the experiences of the women in your organisation? Do you assess and compare levels of pay for the men and women in your organisation Do you have clear D& I targets – either numerical or aspirational? Total

Show your workforce

Do your senior team understand the benefits of a more diverse workforce? Has your senior team had any D&I training? Does your senior team communicate with your employees about the benefits of diversity? Do your senior team act as mentors and sponsors to women in the company? Do they lead by example by modelling exemplar and unbiased behaviours? Total

Challenge Bias and Sexism

Have you ever carried out an employee survey to gain an accurate picture of your workplace culture? Is there zero tolerance of sexism and harassment in the workplace? Does the organisation have a formal process for dealing with complaints related to sexism and harassment? Are offensive language and materials a thing of the past? Do you aim for diverse shortlists in job recruitment? Total

Be Creative to attract female talent

Do you try to ensure your job vacancy will appeal to men and women? Do you create a formal competency based Job Specification? Have you asked/considered what the barriers for women in your business are? Have you reviewed the language and image in your company uses to try to attract more women? Do you use a variety of media to attract a diverse candidate pool? Total

Support Flexible and Part Time Working

Does the company operate flexible working where possible? Do men and women benefit equally? Is working from home an available option? Is working part time an available option? Is achieving a good work/life balance encouraged? Total

Create a standardised recruitment process

Do you have formal processes for recruitment? Do you have formal processes for appraisal and promotion? Do you take action to minimise bias when interviewing? Are the promotion, internal transfers and special opportunities publicised internally? Do you proactively discuss promotion and development opportunities with men and women? Total

Ensure access to support networks for women

Do you encourage external networking? Do you help women identify a suitable mentor? Do you foster links with networks that support female talent? Do your leadership team listen to the opinions of the women in the business? Do women represent the company externally at conferences, client meetings etc.? Total

Ensure suitable training and development are accessible

Do you give time and space to allow for professional development? Do you make sure women have access to the most appropriate training courses? Do you remain in regular contact with those on a career break? Do you offer flexible work patterns for returners and carers? Do you offer support for returners to help them adjust and get back up to speed? Total

Set goals to deliver the benefits that work for you

Do you have clear goals for improvement? Have you identified the benefits that you can unlock? Have you communicated and assigned actions to your team? Is there a plan? Do you know how you will measure progress?

Work with others for advice and support

Are you accessing any external professional advice that’s available? Do you actively participate in good practice networks? Do you network with your clients and suppliers regarding D&I? Are you looking cross- sector and inter-sector for good practice? Are you communicating aspirations, progress and success externally? Total

Grand total Company Name.............................................................................