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10 steps to heaven
supporting women in engineering
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• The Academy and WISE jointly committed to develop the 10 steps
• Development sessions, hosted by Atkins in Feb and April 2014
• Involved several WISE Partner organisations
• Refinement over several months through DLG and HA round table
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The launch
• Letter written to No 10 and key government individuals
• 20 initial signatories• Media coverage in Daily Telegraph, New Civil
Engineer and other outlets
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"This is not just a matter of fairness, but a business imperative. Science and technology are driving our economic recovery and if we are going to maintain the UK’s exemplary success then we must draw from our full talent pool."David Cameron, The Prime Minister"We will certainly continue to encourage industry leaders to improve diversity in their organisations and we will highlight the roadmap you have developed as a means to do that.”The Rt Hon Nicky Morgan MP, Minister for Women and Equalities“I would like to congratulate the WISE Campaign, the Royal Academy of Engineering, industry members and partners and look forward to following the progress of this fantastic new industry campaign.”Baroness Verma, Minister for Energy and Climate Change
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Next steps
• More signatories are joining…..• …… and we would like lots more• Signatories will start (or continue) putting the steps
into action• WISE and the Academy will co-ordinate with
signatories to • Highlight and share good practice• Monitor the impact
This is our story (so far)
Our starting point
The percentage of women in
grades, commencing at
graduate level was as follows:
Atkins UK had a
male/female
ratio of 74:26
29% 21% 14% 12%
G8/9 G12/13 G14 G15/16
H&T starting point
The percentage of women in
grades, commencing at
graduate level was as follows:
H&T had a
male/female
ratio of 82:18
25% 15% 14% 8%
G8/9 G12/13 G14 G15/16
What we did
Established the Gender Balance Focus Group (Sponsored by The UK Management Team)
“To review and assess the current gender balance position and devise a plan to lead to improved gender balance in Atkins UK businesses both in terms of numbers of women and seniority of women leading to implementation within businesses of the plan through a change programme.”
Prepared a UK Gender Improvement Plan
UK Gender Balance Improvement Plan
The GBIP separately deals with:
• Candidate Attraction
• Recruitment
• Development
• Engagement and Retention
• Senior Promotions
“The UK-GBIP reflects the life-cycle of an employee, addressing the issues that may impact upon attraction or retention of women in Atkins”
Candidate Attraction• Employer Brand/Careers website• Flexible Working• Recruitment partners aligned
Recruitment:• Interview process – flexible working• Balanced interview panels• Selection skills training – unconscious bias
GBIP
Development• Gender specific career
development activity• Raise diversity awareness
(through current L&D Programme)• More blended learning
(reduce time away from home for training)
Engagement & Retention• Establish a Women’s Network• Flexible working• Exit interviews G13 +
GBIP
Senior promotions & appointments
• Monitoring against gender on of candidates recommended for development programmes/promotions
• Developing Women’s Professional Networks, Mentoring opportunities, Career Conversations
GBIP
Our success stories
The percentage of women in
grades, commencing at
graduate level was as follows:
29% 21% 14% 12%
G8/9 G12/13 G14 G15/16
30% 21% 16% 13%
G8/9 G12/13 G14 G15/16
2011
2014
Our success stories
The percentage of women in
grades, commencing at
graduate level was as follows:25% 15% 14% 8%
G8/9 G12/13 G14 G15/16
28% 16% 16% 8%
G8/9 G12/13 G14 G15/16
2011 – H&T
2014 – H&T
Part time working
The percentage of part time workers in
2011 (Highways & Transportation) was
68% female : 32% male
In 2014 the percentage of part time workers in H&T was
63% female:37% male
“Act as an employer of choice as well as influence our industry peers and business partners to adopt similar diversity standards and goals”
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