INTRODUCTION TO     WISE
• Exciting and inventive organisation in the forefront of  developing women within Science, Engineering and  Technology fi...
STRATEGY                                     Vision : UK economicprogress           Galvanise others to                   ...
WISE Mission & Strategy                                     CATALYST via campaign for                                    c...
•   Employers•   Government•   Professional bodies•   Education institutions•   Trade unions•   Industry groups•   Careers...
GRADUATE SURVEY: Respondents considered thefollowing as factors in choosing an employer:•In the Science and Engineering fi...
Factors important to women:•Flexible training opportunities•Friendly and welcoming working environment•Fair treatment•Equa...
Growing body of evidence indicating that improvinggender equality leads to:• better organisational performance•a more moti...
The Leaky Pipeline:•Firstly Fewer women than men choose to enter the SET sector•Disproportionate amount of women leave the...
• Organisations are expected to demonstrate visible and tangible  commitment and achievement to Corporate Social Responsib...
‘At the UKRC we see time and again how steps toinclude and promote women pay dividends. It is vitalthat we continue to gat...
IET (Institute of Engineering & Technology 2012Statistics:Only 6% of the engineering workforce arewomen:•Professional Engi...
According to estimates from the 10engineering-related Sector Skills Councilsan additional 2,217,500 skilled people willbe ...
WISE Vision:•30% of the engineering workforce in the UK to be female by the year 2030We have:•Over the years had notable s...
Change is incremental and on-going. Taking a structured approach towardsgender equality improvements will contribute to a ...
Benefits of the Corporate Membership for yourstaff:•Monthly e-Newsletters•Access to personal and professional learning and...
CULTURE ANALYSIS TOOL (CAT)Tool designed for use in STEM sector to help organisationsunderstand and benchmark their gender...
Internal HR Statistical Analysis:WISE Consultant to work with In-House HR personnelto report on:•Number of women in the or...
Varied and flexible options – examples below:1.Panel in place to perform market research tocompanies your organisation dea...
INTERNAL FOCUS GROUP:•Effective way of gaining valuable information, opinions and feedback fromemployees.•Focus groups to ...
Headline Sponsorship of the 2013 WISE Awards•Demonstrates your commitment to diversity and inspiring women•By backing the ...
GOLD BENEFITS continued ………•Feature event opportunities•Opportunity to write an inspirational story on the WISEblog•Promot...
SILVER CATEGORY SPONSOR:•Sponsorship of one award category•Award will be announced in association with your company and wi...
‘Sponsoring the 2011 Women of Outstanding AchievementAwards enabled Amey to showcase their support to equalityand diversit...
Annual Sponsorship of the WISE Diversity StatsData:We look for companies willing to sponsorvaluable statistics on the prop...
WISE offer extensive training opportunities and courses and arecontinually looking for new, innovative offerings and work ...
Training offering continued………………/•Leadership skills for Women•SET for Success – Build your Confidence•Media Training – bu...
Mentorship Programme:•Aim is to inspire and support women•Provide motivation and increase confidence•Provide role models, ...
Our approach - 5 Step Mentorship Programme:1.Planning a mentoring programme:    • Detailed planning and explanatory meetin...
• Research has shown that our unconscious instinct is for us to favour those  who remind us of ourselves.• In a global cor...
By the end of the workshop the employees will:•Have explored the role of unconscious bias and theimpact•Learn the steps to...
Our consultants work with Organisations who wish to attract, recruit andretain female apprentices and we help them:•We dev...
ADDITIONAL OFFERINGS:•Women’s Networks – expert support with setting up and sustaining astaff network•WISE SET Fair Standa...
CASE STUDY 1:AECOM - delivering results; an integrated approach to recruitment and selectionCASE STUDY 2:British Pharmacol...
• Be open and transparent about what you are doing  and why it is important to your organisation• Be prepared to address a...
• Be flexible and prepared to amend plans based on what  works and what doesn’t• Make progress sustainable and incorporate...
Thank you for your time and welook forward to the opportunity of        working with you.
Upcoming SlideShare
Loading in...5
×

Introduction to WISE

215

Published on

An overview of WISE and our campaign offering - advancing gender equality and diversity from classroom to boardroom in science, engineering and technology.

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
215
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
2
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Introduction to WISE

  1. 1. INTRODUCTION TO WISE
  2. 2. • Exciting and inventive organisation in the forefront of developing women within Science, Engineering and Technology fields• We are a leading centre providing: • information and advisory services to individuals, businesses and organisations in these sectors, • supporting women entering, returning and progressing in these fields.• CIC organisation (non profit making body)• Patron – HRH The Princess Royal
  3. 3. STRATEGY Vision : UK economicprogress Galvanise others to growth driven by take action through talents of 30% women strong campaign Mission: in STEM workforce Deliver expert support 30% = tipping point and advice on women in STEM 2009 2010 2012 today 2020 Trudy Norris-Grey
  4. 4. WISE Mission & Strategy CATALYST via campaign for change •Evidence: statistics, what works and what does not work •Use media, social media. speeches, events, comment from industry champions •Consistent, compelling messages to grab attention and change the dial Expert support to build and sustain pipeline of top female talent from classroom to boardroom Broker andBroker and provideexpertise to sustain the expertise to buildpipeline the pipeline •World-Class accreditedWorld-class accredited: engagement programmes•Training, consultancy •Champions•Knowledge sharing between •New generation of roleindustry, education providers and modelswomen •Recruitment services
  5. 5. • Employers• Government• Professional bodies• Education institutions• Trade unions• Industry groups• Careers advice agencies• Women’s groups and networks• Sector skills councils• Women at all career stages
  6. 6. GRADUATE SURVEY: Respondents considered thefollowing as factors in choosing an employer:•In the Science and Engineering fields: WORK-LIFE BALANCE ANDTRAINING/DEVELOPMENT OPPORTUNITIES•In the IT Sector: SALARY & BENEFITS AND THEN WORK-LIFE BALANCE & TRAINING/DEVELOPMENT OPPORTUNITIES
  7. 7. Factors important to women:•Flexible training opportunities•Friendly and welcoming working environment•Fair treatment•Equal opportunity to progressOrganisations that can transform their cultureand working practices to meet these challengeswill have a significant competitive advantageover those who do not
  8. 8. Growing body of evidence indicating that improvinggender equality leads to:• better organisational performance•a more motivated and productive workforce•which translates into more effective and higher qualitycustomer service, increased turnover and profitsEmploying a more diverse workforce brings a widerrange of:•Talents, Skills and Perspective
  9. 9. The Leaky Pipeline:•Firstly Fewer women than men choose to enter the SET sector•Disproportionate amount of women leave these sectors at each stage of the careerladder.•Women at senior level in SET organisations are significantly under represented•By 2030 at the current rate of increase of women in board directorships, women willstill only hold 18% of directorships in FTSE100 companiesTherefore:•It makes sound sense to encourage women to remain & progress within anorganisation•Organisations need to assist women to return after a career break•Factors that influence women to remain and commit to organisations include: - Genuine feeling of value - Availability of flexible working options - Opportunities to develop
  10. 10. • Organisations are expected to demonstrate visible and tangible commitment and achievement to Corporate Social Responsibility, including Equality and Diversity.• This is reinforced by Legislation• A firm that demonstrates a positive track record on equality & diversity will have a competitive advantage in tendering for public sector contracts.• Employees also want to associate with employers that take its corporate social responsibilities seriously• A good public record on diversity and inclusion is therefore a significant asset for any organisation.• Achieving positive recognition, possibly through equality and diversity awards, can generate good publicity, can improve customer perceptions as well as staff recruitment & retention.
  11. 11. ‘At the UKRC we see time and again how steps toinclude and promote women pay dividends. It is vitalthat we continue to gather information about theeffectiveness of different strategies, and their impact.WISE is uniquely placed to gather in case studies,analyse data, review new research and share ourfindings with policy makers, business leaders andothers. Values matter in business and gender equalitymatters as well. Not just for reasons of fairness, butbecause it is a sound commercial approach. ‘ Annette Wiliams, Founding Director, UKRC
  12. 12. IET (Institute of Engineering & Technology 2012Statistics:Only 6% of the engineering workforce arewomen:•Professional Engineers: 6%•Engineering Technicians: 4%•Engineering apprentices: 2%•There are no statistically significant differencesbetween 2008 and 2012 THEREFORE MORE RADICAL ACTION NEEDS TO BE TAKEN TO INCENTIVISE FEMALES INTO THE PROFESSION
  13. 13. According to estimates from the 10engineering-related Sector Skills Councilsan additional 2,217,500 skilled people willbe required by industry over the next 5 to10 years: - Royal Academy of Engineering, Sept 2012 - Engineering UK State of Engineering 2012
  14. 14. WISE Vision:•30% of the engineering workforce in the UK to be female by the year 2030We have:•Over the years had notable success in addressing the challenge of gettingmore women into science, engineering and technology.What’s in it for You: We believe we can help you:•Secure, retain and maintain talent•Increase your credentials as an employer of choice•Enhance your corporate brand through high profile association•Be part of a collaborative network to work with WISE•Have the opportunity to act as champions/ambassadors
  15. 15. Change is incremental and on-going. Taking a structured approach towardsgender equality improvements will contribute to a successful outcome.Annual Corporate Membership of WISEWISE needs a committed group of leading organisations to agree to work with us:Benefits of Corporate Membership:•100 women employees will become individual members without paying theindividual membership fee•Signed and framed CEO Charter which raises the profile of the organisation(approx 200 organisations have signed this charter to date)•Facilitates connection to all the networks involved with WISE•Access to all training offered by WISE and network organisations at membershiprates•3 Advertorials throughout the year that are distributed to our database of 10000•Opportunity to exclusively host events•Opportunity to participate in corporate sharing discussion events
  16. 16. Benefits of the Corporate Membership for yourstaff:•Monthly e-Newsletters•Access to personal and professional learning anddevelopment opportunities run by WISE and otherorganisations within our network at membershiprates•Access to extensive knowledge base•Access to like minded women via our blog•Networking opportunities – i.e. Hot Tables eventsand many more
  17. 17. CULTURE ANALYSIS TOOL (CAT)Tool designed for use in STEM sector to help organisationsunderstand and benchmark their gender equality culture.Suggest we design a bespoke CAT for your requirements:•Assesses the underlying, often unspoken attitudes affectingworkplace culture•Reviews the effectiveness of your organisation’s strategy andpolicy on gender equality•Provides an in depth analysis, report and practicalrecommendations•Identifies existing good practice and areas for improvement•Is fully confidential to ensure an honest response
  18. 18. Internal HR Statistical Analysis:WISE Consultant to work with In-House HR personnelto report on:•Number of women in the organisation•Statistics on where in the organisation these womenare•How many are applying for jobs within theorganisation but not reaching interview stage•How many are being employed annually•How many are being retained•How many are leaving and why (exit interviews)
  19. 19. Varied and flexible options – examples below:1.Panel in place to perform market research tocompanies your organisation deals with to gauge theirperception of the company.2.Work with educational institutions to undertake asurvey and focus groups with students to get theirperception of the company from the perspective of afuture employer and employer of choice
  20. 20. INTERNAL FOCUS GROUP:•Effective way of gaining valuable information, opinions and feedback fromemployees.•Focus groups to be run after the findings of the Culture Analysis Tool•Previously held focus groups have explored things like: - Culture in the organisation - Flexible working - Networking•UKRC consultant would work with your organisation to identify the work packageafter the CAT findings. ‘The UKRC has facilitated focus groups on behalf of SummitSkills to identify barriers to women entering the building services engineering sector. Through the expertise of the facilitator, we have identified three key issues for the sector, together with some potential solutions. This would have been difficult to achieve without the impartiality of the UKRC consultant’ Kevin Dowd, Operations Manager, SummitSkills
  21. 21. Headline Sponsorship of the 2013 WISE Awards•Demonstrates your commitment to diversity and inspiring women•By backing the Women of Outstanding Achievement photographic awards you endorseleadership and talent of women at the highest level•HRH the Princess Royal is the patron of WISECorporate Benefits:•Logo on our website, correspondence and all marketing materials ‘The 2013 WISE Awards in association with ………………………’•Logo on the winners and finalists plaques and certificates•Logo on the front of the events programme and a one page advertorial on inside pages•A 5 minute key note speech at the awards ceremony•4 Guest passes to the event•Significant recruitment awareness/advertising opportunities•Advertorial and news item on UKRC home page and sent to the GetSET womennewsletter (over 10000 subscribers)
  22. 22. GOLD BENEFITS continued ………•Feature event opportunities•Opportunity to write an inspirational story on the WISEblog•Promotional material in goody bag•Pre and post event publicity – targeted at identifiedaudience•Opportunity to meet RHR the Princess Royal
  23. 23. SILVER CATEGORY SPONSOR:•Sponsorship of one award category•Award will be announced in association with your company and will bepresented on stage by one of your senior executives at the awardsceremony•Your logo on our website, correspondence and all marketing material•2 guest passes at the event•Promotional material in goody bag•Pre and post event publicity – targeted at identified audience•Opportunity to meet HRH The Princess Royal•Choice of: • Recruitment with WISE – Company logo on the WISE job vacancy page with link to your recruitment page, or • Feature event – opportunity to have an event highlighted as a POD on our website
  24. 24. ‘Sponsoring the 2011 Women of Outstanding AchievementAwards enabled Amey to showcase their support to equalityand diversity. The financial output for sponsoring theawards is more than worth the benefits received’ Khadijah Rafiq – Equality & Diversity Specialist, Amey Amey are the Headline Sponsor for the 2012 Awards which is to be held in November this year
  25. 25. Annual Sponsorship of the WISE Diversity StatsData:We look for companies willing to sponsorvaluable statistics on the proportion of womenin the SET workforce which will be searchableonline with Company branding/advertising onthe report/website.
  26. 26. WISE offer extensive training opportunities and courses and arecontinually looking for new, innovative offerings and work veryclosely with other organisations and believe it is aboutcollaboration.•Mentoring & Sponsorship•Parental leave/ flexible working training for managers•Unconscious Bias Training•Bespoke Gender Equality Training•Career development training/workshops for women – includingsessions for women returning to work after a career break
  27. 27. Training offering continued………………/•Leadership skills for Women•SET for Success – Build your Confidence•Media Training – building your reputation & profile•Career Planning – understanding what you want out ofyour career and how to get there•Marketing yourself and your skills – effectivecommunication & presentation skills•Networking Skills for Women – using your networkswithin and outside the workplace•Women on Boards
  28. 28. Mentorship Programme:•Aim is to inspire and support women•Provide motivation and increase confidence•Provide role models, encourage networking and increase retention•Programme is based on best practice in mentoring in Europe.We work with organisations to:•Explore the potential benefits of mentoring and networking•Understand the level of resources and expertise required to set up and run amentoring programme•Run a pilot scheme with an end of year evaluation•Embed the scheme into the organisation in such a way that is consistent with theculture and resources available.•Develop the skills and knowledge to run mentoring in house i.e. how to trainmentors/mentees, matching techniques and evaluation.
  29. 29. Our approach - 5 Step Mentorship Programme:1.Planning a mentoring programme: • Detailed planning and explanatory meeting to go through the mentorship planning template.2.Recruitment and matching of mentor/mentees3.Mentoring training – full day package (suitable for 10 pairs) • Delivery of all the essential learning & mentoring skills4.In depth level supervision sessions for each mentor/mentee(2 to 3 months into the programme)5.Final programme and evaluation (report)
  30. 30. • Research has shown that our unconscious instinct is for us to favour those who remind us of ourselves.• In a global corporate context this natural tendency is a risk to long term business successUNCONSCIOUS BIAS WORKSHOP WILL:• explore the skills we need for high performance and sustainability such as self awareness, emotional resilience and responsiveness to change.• Help understand how and why we all have bias and how this unconscious bias (or blind spots) exist in every contact point in an organisation from interactions between colleagues and managers. RECOMMENDATION IS TO WORK FROM SENIOR EXECUTIVE LEVEL DOWNWARDS
  31. 31. By the end of the workshop the employees will:•Have explored the role of unconscious bias and theimpact•Learn the steps to identify unconscious bias•Learn tips to overcome our personal instinctual bias•Explore the deep impact of bias in the workplace•Understand the 4 steps to cultural intelligence•Learnt the pros and cons of unconscious bias tools•Understand how business can improve performanceby eliminating bias
  32. 32. Our consultants work with Organisations who wish to attract, recruit andretain female apprentices and we help them:•We develop messages about how gender equality benefits your organisation•Assess your policy, practice and culture•Implement sustainable culture change•Raise company profileAnd assist organisations in:•Finding their audience•Reviewing their test and interview process•Organise community open days•Show you ways to retain and progress your apprentices•Organise networking opportunities•Ensure mentoring support
  33. 33. ADDITIONAL OFFERINGS:•Women’s Networks – expert support with setting up and sustaining astaff network•WISE SET Fair Standard (UK leading gender equality award for businessesin Science, Engineering and Technology)FUTURE PLANS:•More roundtables with politicians and opinion formers to influenceeducation and skills policy•Campaign packs for use in schools, colleges and universities•Additional linkages with other voluntary organisations, i.e. Girl Guides &MumsNet to reach more girls and their parents
  34. 34. CASE STUDY 1:AECOM - delivering results; an integrated approach to recruitment and selectionCASE STUDY 2:British Pharmacological Society - Promoting the voice of women in science in thelearned society sectorCASE STUDY 3:E-On - Best practice in recruiting female apprenticesCASE STUDY 4:Siemens – Establishing a robust foundation for changeCASE STUDY 5:Arups Connect Women Network http://theukrc.org/for-organisations/success-stories/arup-networkingCASE STUDY 6:BBSRC – Creating a culture in which women can progressCASE STUDY 7:Scottish Resource Centre: SDS/Babcock Marinehttp://www.napier.ac.uk/businessactivities/servicesforbusiness/src/casestudies/Pages/SDSB
  35. 35. • Be open and transparent about what you are doing and why it is important to your organisation• Be prepared to address any concerns with employees• Involve as many groups in creating the planned changes (shared sense of ownership, interest and responsibility for outcomes)• Take a step by step approach• Pilot and evaluate initiatives is more likely to lead to successful & sustainable change
  36. 36. • Be flexible and prepared to amend plans based on what works and what doesn’t• Make progress sustainable and incorporate successful changes into your normal business practice, i.e. incorporate individual work-life balance and leadership training needs into your performance appraisal process.• Celebrate achievement. Let staff & stakeholders know what you have accomplished – positive publicity• Participate in awards in recognition of your achievements – i.e. The WISE SET Fair Standard
  37. 37. Thank you for your time and welook forward to the opportunity of working with you.
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×