Toolkit Employers' Creating a more inclusive employment culture Supporting more girls and women to pursue STEM careers - WISE Campaign
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Northern Ireland
Employers’
Toolkit
• Creating a more inclusive employment culture
• Supporting more girls and women to pursue STEM careers
WISE
Contents
About WISE and Matrix...................................................................................................................................... 4
The Challenge
How STEM employers can actively support an increase in female
participation in STEM education and careers in the NI region............................................................... 5
The business case – why should you do this?.............................................................................................. 5
Take Action
What your organisation can do to help and how to get started............................................................. 8
Make and disseminate the business case for diversity in your organisation.................................... 8
- The business case for diversity................................................................................................................... 8
- Understand the barriers – why aren’t girls taking up STEM careers and
what can your organisation do about it?.................................................................................................. 9
- Understand the solution.............................................................................................................................. 9
How does your organisation compare to the national statistics on inclusion? ............................... 9
- Consider the composition of your own workforce................................................................................ 9
Understand current legislation and practice...........................................................................................10
- Understand your obligations under the law..........................................................................................10
Take action ......................................................................................................................................................11
- Join the WISE NI Hub.................................................................................................................................11
- Access the network and attend events..................................................................................................11
- Access the resources and link with STEM organisations...................................................................11
Showcase STEM Careers
Showcase STEM career opportunities and engage with schools and
communities to encourage more girls to choose STEM careers ..........................................................12
Identify your female STEM role models and support them to take action.....................................12
Review your outreach approach.................................................................................................................12
Raise the visibility of your female STEM role models...........................................................................13
- Include your role model profiles on your organisation’s website.....................................................13
- Include your role models on the NI My Skills My Life platform..........................................................13
- Train your role models................................................................................................................................13
- Support your role models...........................................................................................................................14
- Invest in your role models..........................................................................................................................14
- Plan where your role models can be seen and heard..........................................................................14
Work with schools/careers advisors/educators.....................................................................................15
- Identify which schools you want to work with.....................................................................................15
- Establish effective communication..........................................................................................................15
- Prepare your office in advance.................................................................................................................15
- Contact organisations that already work directly with schools........................................................16
- Be prepared...................................................................................................................................................16
Build and sustain schools’ contacts...........................................................................................................16
- Maintain communication with schools...................................................................................................16
Northern Ireland Employers’ Toolkit 2
Build pathways to support girls’ interest in STEM careers..................................................................17
- Build a pathway for those individuals that you engage with.............................................................17
- Stay in touch with candidates...................................................................................................................17
Support teachers and careers professionals to understand the full range of careers.....................18
Provide opportunities for teachers and careers professionals...........................................................18
Make use of all engagement opportunities.............................................................................................18
- Consider other opportunities to reach out............................................................................................18
- Participate in and support STEM outreach activities over the whole year...................................19
Build an Inclusive Employment Culture
Review your processes and measure change..............................................................................................20
Ensure this translates into an increase in girls and young women accessing
STEM education and careers.......................................................................................................................20
- Maintain contact and provide support...................................................................................................20
- Review marketing and promotional materials......................................................................................20
- Monitor selection and assessment processes.......................................................................................20
- Review the workplace culture..................................................................................................................20
- Work with WISE and make use of the WISE Ten Steps programme...............................................21
How can you measure success?..................................................................................................................21
- Regularly monitor and review your action plan....................................................................................21
- Record your outreach activities and feedback.....................................................................................21
- Identify positive changes in your applications and recruitment figures.........................................21
- Identify positive changes in diversity within your workforce...........................................................21
- And, celebrate and publish your success!..............................................................................................21
How your organisation can take this forward and make organisational change...........................22
- Review the workplace culture..................................................................................................................22
- Commit to working with WISE Campaign.............................................................................................22
Acknowledgements
Author: Fay Best for WISE
Photographs: WISE Campaign and Matrix
The authors and organisations who produced this document have
endeavoured to ensure the accuracy of its contents. However, the guidance
and recommendations given should always be received by the reader ‘in
light of the facts’ of their specialist circumstances and specialist advice
obtained as necessary. Any references to legislation discussed within this
document should be considered in the light of current and any future
legislation. No liability for negligence or otherwise in relation to this
document and its contents can be accepted by WISE, the members of the
WISE NI Hub Steering Group, its servants or agents or the managing editors
or contributors.
Published by the WISE Campaign, May 2021.
All rights reserved. No part of this publication shall be reproduced, stored in
an electronic retrieval system or transmitted without the written permission
of the publishers.
© Copyright WISECampaign 2021
Northern Ireland Employers’ Toolkit 3
Introduction
About WISE
and Matrix
WISE
WISE enables and energises people in business, industry
and education to increase the participation, contribution
and success of women in science, technology, engineering
campaign for
and mathematics (STEM). Working with you we can boost gender balance
WISE
the talent pool from classroom to boardroom and drive in science, technology
economic growth. & engineering
www.wisecampaign.org.uk
Matrix
Matrix, the NI Science and Industry Panel, was
established to inform government on the development
of science and technology strategies and policy that will
ensure NI’s sustainable competitiveness in the global
economy. It also acts to inform science and technology
businesses and academia on matters relating to the
commercialisation of the Northern Ireland science and
research base and to promote the uptake of STEM
education.
www.matrixni.org
The aims of this toolkit are to support
organisations and individuals across the
NI region to:
• Raise the visibility of STEM careers and female
STEM role models and, in doing so, to support more
girls and women to pursue and remain in STEM
careers
• Create a more inclusive, respectful, and meritocratic
employment culture that will support the increased
participation and retention of women in STEM
careers.
Through practical guidance, case studies and links to Lesley Torbet Systems Engineer at Thales
reliable sources of expert advice, this gives you all you Craigavon, NI
need to recruit, retain and develop a more diverse
workforce. By doing so, you will improve your own
business performance and increase capacity within the
industry.
Northern Ireland Employers’ Toolkit 4
The Challenge
How STEM employers can actively support an
increase in female participation in STEM education
and careers in NI region
Productivity – The Scale of the Problem
Northern Ireland has
a workforce of A further 80,000 In order to
increase productivity
job opportunities become
848,000 available each year – some
(GVA per employee)
in line with the
expected to grow to will be filled by the existing UK average
920,000 labour force, but we need to add
by 29,000 125,000
2023
must come from the high value jobs to the
education system NI workforce
But where could the workforce come from if we cannot rely on
economic migrants? The ONLY way Northern Ireland can hope to This would add
increase its productivity to the UK average is through its education
system producing enough skilled graduates to take up high value jobs £10bn to the
in Northern Ireland businesses. Encouraging more girls into STEM economy, in an ideal
careers is a highly achievable way for government to help scenario
increase NI productivity.
Women in STEM – MATRIX, 2018
The business case – why should you do this?
Only 7.8% girls currently pursue
Northern Ireland faces a significant STEM shortfall in the STEM to the point of employment
immediate term and that shortfall is set only to increase
in a STEM role.
as future demand for STEM skills increases. Matrix, the
Northern Ireland Science Industry Panel are working
closely with WISE Campaign to develop a Norther Women in STEM – MATRIX, 2018
Ireland regional hub aimed at showing girls that STEM
careers are exciting, well paid and fulfilling. Encouraging more women into
By age 18, 83% of the region’s total future workforce STEM education and careers and
have turned their back on a career in those very priority subsequently supporting them to
sectors expected to deliver growth and prosperity for all. remain in this skills pipeline, could
But the fact that so many girls in particular opt out makes go a long way to solving those skills
this the single biggest challenge facing NI’s government shortages. In examining the issue,
and employers today. Matrix points to the persistent
disengagement of girls in core
There are many areas to address in tackling the skills STEM subjects between GCSE
shortages in NI. However, as an economy facing ever and A Level/FE as being absolutely
increasing STEM skills and competitiveness challenges
critical.
the biggest ‘potential win’ is without doubt, in engaging
the untapped potential of half of the total workforce,
Women in STEM – MATRIX, 2018
NI’s talented girls. Enabling NI’s young girls to take up the
Northern Ireland Employers’ Toolkit 5
The Challenge
oportunity to make a positive difference to the future of
the world around them – will offer employers access to
some of the brightest and most creative talent available.
Key
In doing so it is hoped that this will encourage more boys Point
and add further to the talent pool.
It is critical that all organisations
The Prize – NI 2030 : STEM Ready providing STEM careers, as well as those
Government commitment to strike out on an offering STEM opportunities, education
ambitious and confident footing could establish and advice, work together to overcome
Northern Ireland as an exemplar STEM region. the barriers that our young people, in
particular girls, face and support them
• By 2030, 33% of young people moving into STEM to see and access all the STEM
careers are female opportunities that are available to them.
• Every child leaving primary school knows what an
engineer does
• Girls can see themselves in any STEM role
• Senior management teams in STEM are fully inclusive
and representative of a diverse workforce
Women in STEM – MATRIX, 2018
Each organisation and STEM individual has a part to
play in this. The NI WISE Hub brings together these
organisations and individuals to work together and
challenge the lack of girls taking up STEM education and
careers. This toolkit will enable employers, organisations
and individuals to access the advice and expertise,
and the resources they need to play their part.
“It is not the intention (…) to burden
young girls with the pressure of
choosing STEM as their career
because that is where they are needed.
Instead, it is to ensure that the next
generation have been equipped to make
better informed choices, to be aware of
all of the opportunities and pathways
available to them and for them to
decide what they believe is the
right fit for them.”
Prof. Cathy Gormley-Heenan 2018
Northern Ireland Employers’ Toolkit 6
The Challenge
Women in STEM – MATRIX, 2018
Northern Ireland Employers’ Toolkit 7
Take Action
What your organisation can do to help –
and how to get started
There is a great deal that your organisation can do to
drive this forward. It does not have to mean additional
costs, and increased workload. Many organisations are
already working hard to increase diversity in their
workforce and just need access to resources and
expertise to increase the impact of what they are
already doing. Other organisations may be just joining
the challenge and need support and direction to get
started. The aim of the Hub and toolkit is to build on
what you are already doing and support a strategic and
joined up approach. The Hub provides access to STEM
expertise and training, and signposts resources that will
support organisations to attract, and retain skilled
employees from NI’s full talent pool.
Make and disseminate the business case for
diversity in your organisation
• The business case for diversity
Understand why your organisation needs to be
involved and be able to make the case to your
colleagues. Identify what the national picture in
relation to skills gaps is and the issues your company
may be experiencing. The benefits of diversity in the
workforce make good business sense and this may
Zara Shiels Chemical Engineering PhD Candidate at
need to be explained to colleagues to ensure their Queen’s University, Belfast
commitment and participation. Benefits of diversity
in the workforce include:
– better choice of skilled workers
– better platform for innovation and creativity
– better workforce productivity
– better customer experience
– better financial performance
Useful Links
The links opposite provide the information to help you
to make the business case to your managers and to all • Why gender diversity makes business
your colleagues. Managers can provide support and sense: WISE
resources but equally important is the ‘buy in’ from all • NI Statistics Report: WISE
colleagues. All colleagues need to know why you are • UK Statistics: WISE
doing this, and how it will benefit the organisation, in • Women In STEM: MATRIX, May 2018
order that they can each play their part.
Northern Ireland Employers’ Toolkit 8
Take Action
• Understand the barriers – why aren’t girls taking
up STEM careers and what can your organisation
do about it?
The reasons that girls are not choosing STEM education
and careers are complex, but what is clear is that they
are just as capable as the boys and this can can be seen
Useful Links
from exam results at GCSE, and from their success in • NI Statistics Report: WISE
more traditional sciences i.e. Chemistry and Biology.
• Why are girls persistently disengaging
Girls are just not choosing Physics, Maths, Computer with STEM?: p6. Women In STEM
Sciences, Engineering and the careers these can lead – MATRIX, May 2018
to. Factors that prevent girls choosing STEM education • Young people’s science and career
and careers include: aspirations, age 10-19: ASPIRES 2,
– lack of visible role models 2020
– poor understanding of careers • Young people’s science and career
– stereotypical views of the STEM sector aspirations, age 10-14: ASPIRES, 2013
– family and peer influences
– societal factors
– and even the media representation of
women and careers.
Useful Links
• Recommendations: p8. Women In STEM
• Understand the solution
– MATRIX, May 2018
Research shows that girls can be encouraged and
• Industry Led Ten Steps: WISE
supported to access and choose STEM education and
careers. There are now over 1 million women working in • Science vs. STEM: How does ‘science
capital’ relate to young people’s STEM:
STEM careers across the UK and NI, and the number
ASPIRES, 2021
is increasing. The evidence of what works is there and
just requires that organisations work together to
overcome the barriers and allow girls to see and access
what is available to them if they choose to follow a
STEM career path.
How does your organisation compare to the
national statistics on inclusion?
• Consider the composition of your own workforce
The gender pay gap is the difference between the
average (mean or median) earnings of men and
women across a workforce. In the UK, organisations
employing over 250 people are legally required to carry
out Gender Pay Gap Reporting which offers a clear
picture of an organisation’s gender diversity by level
and by salary and bonuses. This is a practical way of
finding out how your organisation is doing and although
this is not a legal requirement in NI at present, it is
likely to become law and potentially to be more far
reaching than UK legislation.
You can monitor the diversity of applications for
advertised roles – who is applying and who is hired –
is there a lack of diversity? You could ask your
Northern Ireland Employers’ Toolkit 9
Take Action
diverse employees if you are doing enough to support
and encourage them. The WISE Campaign offers a
strategic approach to building and maintaining a Useful Links
diverse workforce – the Industry Led Ten Steps.
Your organisation can make use of this step-by-step • Gender Pay Reporting - the time to
programme to identify and address your organisational prepare is now: equalityni.org
strengths and weaknesses. Your organisation could • Industry Led Ten Steps: WISE
consider offering the WISE Introduction to Diversity • Introduction to Diversity and Inclusion:
and Inclusion training to all your colleagues to support WISE
them in understanding the challenges and how they • Gender pay gap reporting: gov.uk
can be part of the solution.
Understand current legislation and practice
• Understand your obligations under the law
Equality legislation is covered under Section 75 of the
Northern Ireland Act 1998, which requires public
bodies to have due regard to the desirability of
promoting good relations between persons of different
religious belief, political opinion or racial group and
Fair Employment Code of Practice NI. Current Equality
Legislation in NI covers age discrimination, disability Key
discrimination, gender or sex discrimination, race Point
discrimination, religious and political discrimination,
and sexual orientation discrimination. The Fair Employment Code of Practice
NI, amongst other directives, requires
In addition, specific legislation under the Equal Pay Act
NI employers to have to have a written
and the Sex Discrimination order 1976 prohibits
policy on equality of opportunity in
discrimination and harassment on the grounds of:
employment and put it into effective
– sex and visible practice.
– pregnancy and maternity
– gender reassignment
– marital or civil partnership status
Failure to comply with these laws can meet with
hefty fines.
Useful Links
You may worry that by taking action to recruit more
girls, you could be discriminating against the boys. The • The Law, Equality Legislation, Equality
law supports taking positive action but it is illegal to Commission, Northern Ireland (ECNI)
positively discriminate. Make sure that you know the • Section 75 of the Northern Ireland Act
difference so that you can justify what you are doing 1998
and take action with confidence. • Equal Pay Act (Northern Ireland) 1970:
gov.uk
• Sex Discrimination (Northern Ireland)
Order 1976: gov.uk
• Fair Employment Code of Practice NI
• NI GP Understanding Positive Action
• Outreach Positive Action: equalityni.org
• equalityni.org
Northern Ireland Employers’ Toolkit 10Take Action
Take action
• Join the WISE NI Hub
The WISE NI Hub has been set up to support STEM
employers in NI to address their own diversity issues
and work with STEM intervention providers; schools,
colleges, teachers and careers providers; to ensure that
the full range and benefits of STEM careers are visible
to all pupils with potential STEM talent and skills.
The aim is to encourage young people generally but
in particular, more girls, to choose these careers. The Linzi Craig Research and Development Engineer at
result would be a a future workforce with sufficient Seagate Technology
skills and talent to support the NI economy.
Membership of the hub is FREE and will allow your Useful Links
organisation to access networking opportunities,
training and resources. • WISE NI Hub
Sign up, nominate your lead now – get started on • Sign up to the WISE NI Hub
making change. • WISE NI Hub flyer
• Pulsar – NI Women in STEM
• Access the network and attend events
Keep your colleagues informed. The WISE NI Hub
will offer member organisations a comprehensive list of
Useful Links
events that are FREE to attend over the year. These
will include networking opportunities, access to D&I • WISE NI Hub Programme of Events
expertise and training, and to STEM providers who
work with employers and schools. A limited number
of events will be for WISE members only.
• Access the resources and link with STEM
organisations Useful Links
A resource centre is available on the WISE NI Hub
• WISE NI Hub resource centre
website that signposts a range of resources from
• WISE NI Hub Programme of Events
Diversity Expertise to STEM providers and a calendar
• Toolkit for Role Models
of STEM events and activities that your organisation
can attend and support. • NI STEM organisations and resources
• WISE calendar of STEM events
• WISE Campaign
Northern Ireland Employers’ Toolkit 11Showcase STEM Careers
Showcase STEM career opportunities and engage
with schools and communities to encourage more
girls to choose STEM careers
The aim is to equip the next generation with the
information they need to make better informed choices
about STEM career opportunities, and for them to be
aware of all the opportunities and pathways available to
them within the STEM sector and wider. They can then
decide if a STEM career is a good ’fit’ for them and have
the knowledge and support to follow that career path.
Presently, that information is not ‘visible’ to girls and as a
result they are not choosing STEM pathways and careers.
Identify your female STEM role models
and support them to take action
Talks by female STEM role models are one of the most
effective ways to support women and girls to see
themselves working in a STEM role. Do not underestimate
the impact one role model can have on a group of girls
looking for future career ideas.
It is important to have a mix of women from different
areas of the business, as well as a mix of age, background,
race and culture. Consider asking apprentices to be role
models as well as graduates. Do include women returners
New Scientist Live – PepsiCo My Skills My Life
and female STEM colleagues who may have had career Stand
changes or those who have had an unusual route into
STEM. Take care not to rely too heavily on one individual,
they are there to do their job.
Encourage your role models to develop their confidence Key
(start small, work in pairs), provide them with time and Point
resources, and offer them training. Direct them to the
role model resources section in this toolkit and encourage
them to add their profiles to the WISE NI My Skills My Life “You cannot be what you cannot see”.
platform.
Review your outreach approach Useful Links
Employers will need to consider how they want to be • NI Hub Role Model Resources
involved, and how much time and money they are able • Call out for Role Models flyer
to set aside for this. Some employers will want to work
• WISE NI My Skills My Life
directly with schools, others may prefer to support
• NI STEM Ambassadors
organised STEM events and careers fairs in their locality
or wider. Other companies may just want to ensure that
their website, and recruitment procedures are inclusive
Northern Ireland Employers’ Toolkit 12Showcase STEM Careers
and are designed in such a way as to attract more diverse
applicants. All these activities will support change and
are useful:
– Be clear about what you can offer.
– Identify resources and determine what is feasible to do.
– Set clear targets on what your organisation wants to
achieve and over what time period.
– Identify the resources and time you can make available
to colleagues involved in outreach. Ensure that they
feel able, confident and supported to do this.
Raise the visibility of your female
STEM role models
• Include your role model profiles on your
organisation’s website Dr Rachel Gawley CTO/Co-founder of AppAttic
Use language, images and messages that will engage
and reflect women and girls.
• Include your role models on the NI My Skills
My Life platform Useful Links
Ask your female STEM role models to add their profiles
• WISE Campaign: My Skills My Life
to the NI WISE My Skills My Life platform. This is fun
and free for them to do. Their profiles will be seen by • Call out for Role Models flyer
girls, young women, teachers and careers professionals • Create your My Skills My Life Role Model
across NI, as well as across the UK. You can also include profile
your company on the platform and showcase what you • WISE: My Skills My Life in action
do and all the STEM roles that you offer.
• Train your role models
Offer your role models opportunity to undertake
WISE My Skills My Life training. They will then be able to
deliver these sessions within schools and at STEM and
careers events themselves – face-to-face and online.
Northern Ireland Employers’ Toolkit 13Showcase STEM Careers
Case
• Support your role models Study
Provide your role models with support, and training,
as well as time and resources to build their confidence
• Offering employees allocated time for
and enable them to take on this role. Direct them to the
outreach
Role Model Toolkit where they can access tips, training
and outreach opportunities.
Useful Links
• Top Tips for Role Models
• Top Tips for careers stands and events
• Putting together a simple session plan
• Invest in your role models
Encourage your role models to sign up to a STEM Useful Links
Ambassador programme where they will be able to
access training and take part in a wide range of STEM • STEM Ambassador NI
outreach activities, as well as meet other role models.
• Plan where your role models can be seen
and heard Key
Point
Encourage your role models to represent your
organisation across a range of events. These could
include careers fairs, science fairs, school assemblies, Do not rely too heavily on one individual,
and national and global celebration days. spread the load and make the maximum
impact. Role models are happy to help
Work with your role models to build a plan of events but they will also want to get on with
and outreach opportunities for the year. Decide who their jobs.
will staff careers stands and the message that will offer
young people – young girls are more likely to approach
a stand and ask questions if they see someone there
who is like themselves.
Useful Links
• WISE STEM events calendar
• Pulsar STEM events calendar
Northern Ireland Employers’ Toolkit 14Showcase STEM Careers
Key
Work with schools /careers advisors/ Point
educators
Schools, colleges, and universities welcome the support Schools based in affluent areas are more
and involvement of local employers in providing careers likely to have engagement with STEM
information to their students and to supporting outreach organisations. Many initiatives
curriculum delivery. The world of work is changing can cost money and require additional
rapidly and it is understandable that schools and careers resources to implement and this can be
professionals cannot be expected to provide up to date a barrier to schools and pupils in less
information on every sector without the support of affluent areas. Make your interaction
employers. low or no cost.
• Identify which schools you want to work with
If you are working directly with your local schools, start Useful Links
by identifying the schools and region that you would
like to target. It is worth gathering information about • NI Area Learning Communities
the school in advance.
• Establish effective communication
Establishing good communication with each of the
schools targeted allows a flow of communication and
the possibility of repeat and wider opportunities for
engagement. Nominating a key person in your Case
organisation and identifying one in the school to keep Study
in touch on a regular basis is useful. Some schools are
part of an Area Learning Community and this can offer • Working with schools to build an
you access to all the schools in that group. Consider the outreach programme
timing of your contact - the beginning of the academic
year and exam periods are unlikely to result in a
response.
• Prepare your offer in advance
Be clear on what you are able to offer the school and
ask the schools what they need from you. Take care not
to over promise. You could offer:
– speakers, role models, demonstrations for
Case
assemblies and parents’ evenings
Study
– to have a stand at careers fairs
– to provide curriculum support
– to mentor students • Getting girls into STEM RB from ApTK
– to provide placements for students
– support for teachers and careers advisors
Northern Ireland Employers’ Toolkit 15Showcase STEM Careers
Case
• Contact organisations that already work Study
directly with schools
STEM organisations who already have contacts and
• DoE careers bulletin role models
work with schools, welcome employers and role models
to support their activities. Organisations such as STEM
Learning all work directly with schools and deliver
Useful Links
interesting and fun events and activities that your
colleagues and role models can be involved with. • WISE regional hubs
• Be prepared
Prepare well in advance of any interaction with schools Useful Links
and young people. Make sure your speakers are
confident and informed about how best to engage girls • Top tips for role models
and young women. Check that all your materials are • Top tips for careers stands and events
inclusive and use language that will attract and engage
girls and young women.
Build and sustain schools’ contacts
Employer links with schools are valuable to both schools
(understanding the world of work, supporting good
careers advice, curriculum support and viewing the wider
world of employment) and employers (access to a wider
talent pool, filling skills shortages leading to economic
advantage).
Building on and maintaining these links is critical to
supporting all young people to consider STEM careers
and to decide that this route is for them.
WISE My Skills My Life role model session
• Maintain communication with schools
Ensure you build the following into your outreach
programme:
– Have regular interaction with the key contact
at the school
– Attend and support school meetings, and events
throughout the year
– Offer teachers the opportunity to visit the workplace Useful Links
and to see and understand what you are doing
– Offer teachers the opportunity to meet role models • Build relationships with schools, colleges
and universities
and ask them about their careers, and to see how
happy and successful these women are.
Northern Ireland Employers’ Toolkit 16Showcase STEM Careers
Build pathways to support girls’ interest
in STEM careers
Once a student has expressed an interest in STEM
careers at an event or activity, it is unlikely to lead to a
STEM career choice without further interventions during
their school life. One-off interventions are unlikely to
work, a sustained series of interventions is required.
Developing a pathway through education with multiple
opportunities to understand applications of science,
STEM careers, STEM roles and the wider impact of
STEM on people and the world for that young person
will provide them with the STEM Capital to enable them
to make an informed choice about whether or not STEM
is the route for them.
• Build a pathway for those individuals that you
engage with
This means that you are building a pathway between
the business and a potential recruit and creating an
environment where girls’ interest in STEM is celebrated
and encouraged.
Tanya Matthews Product Specialist at Kainos Evolve
• Stay in touch with candidates
From initial interest to application, then application
to offer and offer to starting employment/training
maintaining contact is essential to prevent candidates Case
dropping out. Consider offering: Study
– Workplace visits
– Work experience opportunities • Building pathways for women and girls
– Supporting school STEM clubs interested in STEM
– Mentoring opportunities
– Curriculum support
– To develop and judge student projects
– Support for students to apply for apprenticeships, Useful Links
college, university etc.
– To maintain contact with students and build a • Work experience as an extended
supportive relationship outreach activity
– The Tomorrows engineers tracking tool to • Mentoring
see what others are doing. • 8 point pathway to a STEM career
Northern Ireland Employers’ Toolkit 17Showcase STEM Careers
Support teachers and careers professionals
to understand the full range of careers
Teachers have a significant influence on young people’s
perceptions of the world of work. Understandably, they
may not have access to workplaces and be aware of the
variety of new roles that come with changing
technologies. Recent reports have shown that many
teachers feel ill equipped to talk to their students about
STEM careers, and what knowledge they do have is often
anecdotal and based on prevailing misconceptions which
can lead to lack of or poor guidance.
Provide opportunities for teachers and Useful Links
careers professionals
• STEM Learning teacher placements
Consider offering: – Enthuse
– Workplace visits for teachers and careers
professionals
– Teacher placements
– Working with teacher and careers professional
training organisations.
Make use of all engagement opportunities
There are many opportunities to showcase the careers
and roles that your organisation offers, not just those in
schools, and at careers and STEM fairs. Your employees
may already access to these through their own families
or their community and volunteering activities.
• Consider other opportunities to reach out
To girls, young women and their influencers. Get in
touch with:
– Local community groups: Girl Guides, churches,
STEM clubs, youth clubs
– Schools links through your employees: parents,
PTA members, Governors
– You may have female employees who would consider
retraining or upskilling – have you asked?
– Local women’s groups, religious groups etc. offer
opportunity to showcase your sector to influencers
– parents, particularly mothers, and religious leaders.
They will be able to see that you offer safe and
rewarding careers for young women. WISE My Skills My Life event, International
Women’s Day
Northern Ireland Employers’ Toolkit 18Showcase STEM Careers
Case
• Participate in and support STEM outreach Study
activities over the whole year
– Make a plan of what you can do over the year
• Building Interest in STEM
– Be prepared to add to it and update it as
opportunities arise
– Ensure that you have commitment from your staff
and resources Useful Links
– Include diverse role models on stands and as speakers
– Ensure all marketing materials reflect diversity • STEM resources and calendar
• Work with STEM Learning
• Build relationships with schools/colleges/
universities
Northern Ireland Employers’ Toolkit 19Build an Inclusive Employment Culture
Review your processes
and measure change
Ensure this translates into an increase Key
in girls and young women accessing Point
STEM education and careers?
Nothing works better than case studies
Providing outreach activities aimed at getting girls and
of schools, individuals and companies,
young women interested in STEM careers is just the start.
so make sure you include producing
Once they have shown an interest in a STEM career there
them in your plans.
is still work to be done.
• Maintain contact and provide support Case
Maintain contact and offer guidance and support to Study
help them confirm if a STEM career is the right choice
for them. Encouraging and supporting them to apply for • Supporting girls to apply for STEM
courses/apprenticeships/training/roles are all areas opportunities
you can work on.
Useful Links
• 8 point pathway to a STEM career
• Work experience as an extended
outreach opportunity
• Mentoring - a brief guide
• Review marketing and promotional materials Useful Links
Review marketing and promotional materials to ensure
they are designed in a way that will and resonate with • Make sure your advertising works for
girls and young women. Consider how you word women
recruitment literature, the images you use and where • Design activities and materials that work
you post it. Share good practice with your recruitment for girls
and marketing agencies. • Review your recruitment processes
• Monitor selection and assessment processes
Monitor selection and assessment processes to ensure
that there are no barriers in your recruitment process
that may unfairly prevent girls and young women from
achieving success with their application.
• Review the workplace culture
Review the workplace culture to ensure that young
women and diverse applicants feel welcomed and
supported to work and progress in your organisation.
Northern Ireland Employers’ Toolkit 20Build an Inclusive Employment Culture
Understand
the starting ®
point so you Educate
Share can monitor your leaders,
• Work with WISE and make use of the
learning progress give them
and good accountability
practice for change
WISE Ten Steps programme Approach
this like any
Change
mindsets by
The WISE Ten Steps is a unique and evidence-based
10
other business challenging
improvement bias and
programme proven to improve diversity at all levels in
project sexism
your business, resulting in an inclusive culture. The Demonstrate
to women that
you want to retain
STEPS Be
creative
Ten Steps will will support your organisation to build a
in
and develop job design
them
workforce that supports an inclusive culture and will Sponsor
female talent
Make
flexible working
assist you to attract talent from the full talent pool,
to the same
Increase a reality
extent as
transparency for all
male talent
of opportunities
as well as to retain and progress that talent. for progression
Useful Links
How can you measure success?
• WISE Campaign Industry Led Ten Steps
• Regularly monitor and review your action plan
You will have considered the gender balance in your
organisation and set targets. Regularly monitor progress
towards these targets.
• Record your outreach activities and feedback
Make a plan of what you intend to do and monitor it,
how many events, who did you speak to and what was
the impact of your intervention? This will help you
justify doing even more the following year!
• Identify positive changes in your applications
and recruitment figures
Monitor who is applying in terms of diversity, and
who is being recruited. There should be a year on year
improvement to match your targets. Celebrate and
share this and build on the successful strategies.
WISE Ten Steps Measuring Progress Event
• Identify positive changes in diversity within your
workforce
The GDPG reporting is a good monitoring system to
see how you are doing, make use of this and reflect on
where action is needed and where you are successfully
addressing the issues.
• And, celebrate and publish your success!
WISE Awards
Northern Ireland Employers’ Toolkit 21Build an Inclusive Employment Culture
How your organisation can take this
forward and make organisational change
• Develop an inclusive workplace culture
Consider the culture of the workplace itself – it is
critical to ensure that it is a welcoming and supportive
Useful Links
environment that will attract, support and retain
diverse staff members and support them to progress • WISE: Industry Led Ten Steps
in their careers.
• WISE: Introduction to Diversity &
Further information on how to address these areas Inclusion Training
within your organisation can be found at the links
provided opposite.
• Commit to working with WISE Campaign Useful Links
And being part of the solution.
• WISE: Membership
Northern Ireland Employers’ Toolkit 22campaign for
gender balance
WISE in science, technology
& engineeringYou can also read
