STEM guidance to 'improve' diversity

As part of the guidance – Progressing Women in STEM Roles - employers are offered suggestions and best practice examples of how they can attract more female candidates, as well as ensuring female employees have a fair chance to develop and progress their careers.

To achieve this, the guidance suggests conducting internal investigations of an organisation’s status via regular surveys and audits of employee satisfaction and culture, equal pay reviews, and employee profile – such as gender, age and ethnicity.

The shocking reality is that the UK is missing out on half of its potential engineering and technology workforce

IET president Naomi Climer

IET president Naomi Climer said a lack of gender diversity is contributing to the skills shortages that are damaging the economy.

“The shocking reality is that the UK is missing out on half of its potential engineering and technology workforce by failing to attract women into the industry,” Climer said.

“With this in mind, the IET is leading the way in encouraging more women into the sector.

“We know, for example, that many employers acknowledge that the lack of women in their organisations is a real problem, and so we hope this guidance will prompt them to take practical action to address this – both in terms of how they recruit more women and how they nurture the talent of those they already employ.”

The guidance, which was co-published by Prospect, the union of professionals, also offers managers “tips” on how to ensure promotions are handled more fairly throughout workforces of different genders, while making sure organisations implement effective ‘return to work’ programmes to help reintegrate returning female employees.

“I’m sure the guidelines will be an invaluable tool for any employer, especially those in STEM [Science, Technology, Engineering and Maths], who are looking to become more female friendly in the way they recruit and retain staff,” said Denise McGuire, vice president of Prospect.