Employers

Join the Academy’s award-winning Graduate Engineering Engagement Programme 

The Academy’s Graduate Engineering Engagement Programme (GEEP) won the Race Equality Award 2019 at Business in the Community’s Responsible Business Awards. It was singled out for its engineering-wide programme to increase the transition of engineering graduates from diverse backgrounds into employment.

GEEP was developed to address the engineering skills gap by inspiring, attracting, recruiting and retaining people from diverse backgrounds into engineering employment. It also aims to address the unequal employment outcomes of ethnic minority engineering graduates highlighted through Academy research. In 2018, 27% of UK-domiciled engineering graduates came from black, Asian and minority ethnic (BAME) backgrounds but only 7.8% of engineering professionals are from BAME backgrounds.

Over 650 students from 66 universities have taken part in GEEP to date with many gaining placements and employment. GEEP is delivered in partnership with engineering employers and SEO London with support from the Association for Black and Minority Ethnic Engineers.

GEEP welcomes more employer involvement in the programme. Contact the diversity team if you would like more information about joining. Students can apply for events in London, Birmingham and Manchester here.

 

Share your engineering career experiences!

The Women’s Engineering Society (WES) and the Academy have created the Engineering Census to better understand how engineers across industries are progressing in their careers in the UK.

Are engineers making the progress they want? Do male and female engineers have different experiences? The survey takes just 15 minutes - this is your chance to have your say.

The Census aims to understand the barriers to progression and retention for women and men in the engineering sector. Please share with your employees, members and colleagues.

 

Celebrating leading minority ethnic engineers as part of Black History Month 

The Academy is celebrating Black History Month (BHM) by showcasing leading BAME engineers. Read their stories, including how they got into engineering, their career highlights, and their thoughts on how racial parity in engineering can be achieved.

The Academy’s Creating cultures where all engineers thrive report, based on a survey of over 7,000 engineers, demonstrated that BAME engineers were over 10% less likely to feel ‘quite’ or ‘very’ included than their white colleagues, and over 10% less likely to speak up on inappropriate behavior than their white colleagues. Inclusion benefits the performance of both individual engineers and organisations. The more included engineers feel the more likely they are to understand business priorities, be confident about speaking up on improvements, mistakes or safety concerns, and see a future for themselves in engineering.

Explore our practical toolkit to create and maintain inclusive cultures.

Find out more about the Academy’s BHM campaign here.

 

Have you seen the 16 measures to drive change in diversity and inclusion? 

Leaders, managers and HR/people managers across engineering are encouraged to adopt measures to support a coordinated effort to move engineering towards a more diverse and inclusive future.

The 16 measures cover all stages of the employee life cycle, providing a clear understanding of the action they can take to move in a positive direction. The full booklet is available free online here and has been validated by the Employers Network of Equality and Inclusion (ENEI) and tested with both large corporate and SME organisations.

 


Professional Engineering Institutions (PEIS)

Workshop highlights the importance of inclusion for an effective learning experience

On the 16 September the Academy and the Science Council organised a workshop to develop professional body capability to increase diversity and inclusion (D&I) in education and training, course accreditation and examinations. Attended by over 35 representatives, the event aimed to support D&I progress across science and engineering professional bodies that use the D&I Progression Framework.  

Sarah Sharples, the Pro-Vice-Chancellor for Equality, Diversity and Inclusion at the University of Nottingham talked about the importance of taking a holistic approach to D&I, appreciating the importance of inclusion for an effective learning experience. Tom Welton, Dean of the Faculty of Natural Sciences at Imperial College London and incoming President at the Royal Society of Chemistry (RSC) spoke about course accreditation at the RSC, which asks direct questions about inclusion and diversity and ask higher education institution to highlight areas of good practice. Click here for the workshop presentations.

 

Progression Framework Steering Group announces new chair

Rosemary Cook CBE stepped down as the chair of the Progression Framework Steering Group. Her contributions and leadership on this important topic have been appreciated.

The Academy is pleased to announce that Professor Paul Hardaker, Chief Executive of the Institute of Physics has taken over as the new chair of the Progression Framework Steering Group.

The Diversity and Inclusion Progression Framework is a collaboration between the Academy and the Science Council to progress D&I across 63 engineering and science professional bodies. The framework helps professional bodies track and plan progress on D&I.

 


D&I inside the Academy

The Academy is a Disability Confident Employer

The Academy is delighted to announce that it has become a Disability Confident Employer (level 2). This is a government scheme designed to help organisations recruit, retain and develop disabled people and people with health conditions for their skills and talent.

 

Pride across the Academy with LGBT+ STEM Day celebrations

On 6 July, the Academy joined colleagues from the Alan Turing Institute and InterEngineering for its first ever Pride in London, supporting LGBT+ inclusion in engineering.

In partnership with InterEngineering, the Academy also hosted ‘The Power of Numbers’, an event aimed at dispelling the myths on measuring diversity and sharing good practice with panellists from industry and professional engineering institutions. The Academy aims to lead by example and recently held an internal awareness session on LGBT+ inclusion and intersectionality, and launched its Pride lanyards to show commitment to supporting LGBT+ colleagues, Fellows, grantees, and event delegates.

 

Diversity data monitoring – Have you updated your details?  (Fellows)

In spring, the Academy launched a campaign to encourage all Fellows to self-declare their diversity data. The Academy is monitoring Fellowship diversity as part of a wider programme to increase understanding of the diversity of people participating across Academy activities. Fellows can update their data by logging into the 'my account' area of the Academy website.

 

Previous newsletters can be found here.