The Academy's work with employers is directed through its Diversity Leadership Group (DLG), and sub-groups that examine specific aspects of inclusion, such as:
attracting a wide range of young people to secure the future of the engineering workforce
creating a workforce culture that supports and encourages all to participate and progress
examining how recruitment from higher education can be improved by widening the scope of graduate searches
Through the DLG, the Academy brings together 40 employers and employer-led organisations for collaborative work and sharing of effective approaches to the inclusion challenges faced by the engineering sector.
Increasing diversity and inclusion in engineering – a case study toolkit (full version)
This toolkit is designed around recognised diversity and inclusion themes with a focus on seventeen case studies from engineering organisations aiming to increase diversity and inclusion. It contains diversity statistics, a business case for diversity and inclusion in engineering, tools from Pearn Kandola, guidance on specific initiatives, useful resources and sources of information. It is an output from the Royal Academy of Engineering Diversity Leadership Group (DLG).
Increasing diversity and inclusion in engineering – a case study toolkit (5.67 MB)
Increasing diversity and inclusion in engineering – a case study toolkit (summary)
Increasing diversity and inclusion in engineering – a case study toolkit (summary) (2.08 MB)
Diversity and Inclusion Toolkit (interactive)
Diversity and Inclusion Toolkit
Diversity and inclusion in engineering survey report 2015
This report is based on two diversity and inclusion (D&I) survey exercises, one with 26 members of the Academy Diversity Leadership Group (DLG) and one with 25 corporate members of the Chartered Institution of Highways and Transportation (CIHT). It covers the extent of D&I work across both groups, and provides a baseline against which to measure progress. The report addresses prioritising action, challenges to progress, action to embed D&I, communication, monitoring and measuring, workforce composition, making a difference, making progress and the role of the DLG and CIHT. It also highlights trends, similarities and differences between the extent of DLG and CIHT D&I work.
Diversity and inclusion in engineering survey report 2015 (1.57 MB)
Increasing diversity of engineering graduates recruits
The Academy is working with a steering group of 13 engineering employers and SEO London to increase the flow of undergraduates and recent graduates into engineering work experience and employment. The work centres on providing a vehicle to engage with more disadvantaged, ethnic minority and female students, and students from outside the Russell Group. The project includes two strands, one involves delivery of an Engineering Engagement programme (EEP) through SEO London; the other involves taking action to ensure participating company recruitment processes and practices are as inclusive as possible. Launched in July 2015, the EEP engages cohorts of 50 students at a time through an Engineering Uncovered Summer School (EUSS) and an Engineering Fast Track (EFT) to increase their understanding of engineering careers, meet company representatives and prepare to apply for roles in engineering. It also involves mentoring and visits to companies as well as on-going interaction to maximise success in securing employment and internship opportunities.
A press release for the EEP can be found here
More information on the Engineering Uncovered Summer School (EUSS)
More information on the Engineering Fast Track (EFT)
Industry-led 10 Steps for retaining women in STEM
The Academy and its DLG employers worked with the WISE Campaign and their corporate partners in 2014 to develop an industry-led 10-point plan which launched with 20 signatories in September 2014. The 10-point plan captures recognised good practice to improve retention and progression of women in predominantly male environments.
More information on the WISE Campaign 10-point plan and how to engage as a signatory
Increasing diversity in apprenticeships
The Academy has also funded work to explore the role of apprenticeships in improving access to engineering careers by underrepresented groups. In 2012/13 we supported the Technician Apprenticeship Consortium (TAC) and the Institution of Civil Engineers through a project to diversify apprentice recruits.
Read more and access the resulting best practice report on the TAC website