Diversity in Stem - Q4 2021

A Mediaplanet campaign focused on

Diversity in STEM

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Recruit, retain, retrain. ~Nicola Brittain Business Content Writer, WISE

Q4 2021 | A promotional supplement distributed on behalf of Mediaplanet, which takes sole responsibility for its content

A workplace for everyone baesystems.com/diversityandinclusion

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Why we must celebrate our engineering heroes. ~Elizabeth Donnelly CEO, Women’s Engineering Society (WES)

Read more at www.businessandindustry.co.uk

Ensuring diversity in recruitment of new talent Diversity not only makes good business sense but also helps create a well-balanced team and one that represents your customer base.

James Gilliver Engineering Manager for Pipelines and Installations in Asset Engineering, National Grid Gas Transmission

Kirsty McDermott Senior Engineer, Welding, National Grid Gas Transmission

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here has never been a more exciting time to be involved in National Grid Gas Transmission, where we are at the centre of plans to decarbonise the UK’s energy system.

At the same time, we need to ensure that 23 million households can depend on us to heat their homes, while we also provide for the needs of industry and 40% of electricity generation.

Nurturing new and existing talent However, to fulfil our role – current and future – we need to work across our business and supply chain to reflect properly the communities that we serve and nurture the talents and skills of existing and new employees. We are passionate about encouraging and supporting women from all backgrounds to pursue a career in engineering.

For example, we are looking to achieve 50% diversity in all of our new talent programmes by 2025, and we have developed a number of programmes focused directly on developing women in our organisation.

We have sponsored a ‘Women in Engineering’ project specifically to increase the number of women hired, targeting women leaving education or returning from career breaks and we also tackle any barriers that women face at work once they have joined.

Progression opportunities for engineers Kirsty McDermott, who is a member of my team, is a great example of how capable engineers can progress in our business. She secured a place on the Gas Transmission Engineer Training Programme having started work at 16 and completed a welding apprenticeship at a local training academy. She is now Senior Engineer (Welding) and an acknowledged expert on welding and materials.

Kirsty had to face a number of additional hurdles as she progressed and discouragements that no one should have to face.

Find out more at careers.nationalgrid.com/ new-talent

Breaking stereotypes “That sort of attitude has always made me want to prove myself to others even more – I love challenging stereotypes. Your age or gender should never define what you want to do,” Kirsty says.

She has been named one of the Top 50 Women in Engineering by the Women’s Engineering Society and this year received a Rising Star Award by We Are The City.

Apart from the wider benefits of empowering women at National Grid, it also makes absolute business sense – for me, it brings the benefits of an engineering team that is well balanced and represents our customer base.

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Putting diversity at the heart of science engagement Diversity is crucial to a thriving, welcoming and successful science sector. We need a future where science is more relevant, representative and connected to society.

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he public view of science has changed over the past 20 months. The pandemic has shown that whole communities can be excluded from conversations about science, further perpetuating existing health and socioeconomic disparities. As we move forward, we must ensure the sector can be accessed by everyone.

As an organisation, we want to see a science industry that is as representative of UK society as possible, involving people with all levels of knowledge and from a range of socioeconomic backgrounds as well as protected characteristics.

Whilst there is a greater awareness of issues surrounding diversity in STEM, we need to take the next step, turning this understanding into actions and solutions.

Whilst there is a greater awareness of issues surrounding diversity in STEM, we need to take the next step, turning this understanding into actions and solutions.

Promoting equality, diversity and inclusion At the British Science Association (BSA), we are aiming to transform the diversity and inclusivity of science. Though we had been focussing on audiences underserved by and underrepresented in science since 2014, this was the first time we set out a dedicated EDI strategy. We decided to: • Evolve our programmes to increase their relevance to audiences traditionally underrepresented in science engagement activities and empower people to run science engagement activities for their own networks/communities.

• Develop our staff and internal systems to ensure the BSA reflects the society we want to see, whilst creating an inclusive workplace culture.

• Seek to influence other organisations and individuals in the science engagement sector to develop and improve their EDI practices to reach new audiences.

An example of this is throughout our work we champion underrepresented audiences.

We ensure panels comprise of a mixture of speakers, actively seeking those whose voices aren’t typically showcased, such as involving young people in discussions with policymakers and business leaders at For Thought.

We assembled an EDI advisory group, a panel of paid experts from a variety of backgrounds, to consult on and hold us accountable for delivering the plan. The members regularly meet and contribute to programme design, implementation, strategic planning, recruitment and monitoring.

Better representation of engagement We know there’s still much to do and we’re extremely grateful to those individuals from minoritised backgrounds who have helped us along the way. We continue to strive for better representation in science engagement and look forward to seeing how the sector progresses.

Contact information: uk.info@mediaplanet.com or +44 (0) 203 642 0737

Katherine Mathieson Chief Executive, British Science Association

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Senior Project Manager: Emma-Jean Edwards emmajean.edwards@mediaplanet.com Project Manager: Sophie Dimond Business Development Manager: Gabrielle Dunn Managing Director: Alex Williams Head of Business Development: Ellie McGregor Head of Production: Kirsty Elliott Designer: Thomas Kent Design & Content Assistant: Aimee Rayment Digital Manager: Harvey O’Donnell Paid Media Manager: Jonni Asfaha Social & Web Editor: Henry Phillips Digital Assistant: Carolina Galbraith Duarte All images supplied by Gettyimages, unless otherwise specified

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The importance of commercial data science As data science moves from its infancy, a new standard of commercially focused data science is emerging.

We all have a vital role to play in shaping our industry.

D Amy Sharif Head of Data Science, Peak

ata science is routinely cited as the most become the most important business function. important emerging field. Yet it’s still early To achieve this, data science teams need to build days for an industry that is just starting to models that deliver against tangible business needs. explore its potential.

Whether that is optimising supply chains or segmenting For data scientists working commercially, the infancy marketing databases, understanding commercial goals of our field can be particularly frustrating. We have and focusing data science strategy around them is key. shaken off a lot of the challenges that This is the new standard of data science. plagued us in the early years, such as data storage and computational demands.

The importance of community However, commercial data scientists But we cannot implement it alone. Those Those of us working are still faced with incomplete data sets, of us working in a data field know the colleagues who don’t understand the value in a data field know importance of collecting information they can deliver and working cultures with to help explain the world around us. We the importance of little or no experience implementing the all have insight and learnings to share. solutions they build. collecting information We can only learn this new standard of commercially focused data science to help explain the A new standard of data science together.

As well as technical skills, we also need a Peak’s inclusive data community exists world around us. commercial understanding, particularly to provide a space to share knowledge and as the sector matures and new categories exchange ideas. If you’re wrestling to tie like Decision Intelligence – the application of AI to your work to the real-world, this is the place for you. If commercial decision making – emerge. you are incredible at deploying applications that deliver At the moment, only a fraction of models built for commercial outcomes, share your skills. Whether you businesses are productionised but imagine what we are an experienced or an aspiring data professional, you could achieve as a function if solutions were routinely have a vital role to play in our inclusive community. deployed, iterated and refined. Data science would no longer just be cited as an important field, it would

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Become a founding member of the Peak data community at peak.ai/ community

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I love my job because it’s about making the impossible possible en ar

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Ella Podmore IET Young Woman Engineer of the Year 2020 and Materials Engineer, McLaren Automotive WRITTEN BY Tony Greenway

Ella Podmore, IET Young Woman Engineer of the Year 2020 and materials engineer at supercar maker McLaren Automotive, reveals how she began her fun and fast-paced STEM career.

How did you get your job?

I’d been obsessed with McLaren for years. I loved their supercars and their image so, during my Master’s in Materials Engineering (MEng) at Manchester, I wrote to the company to ask for an industrial placement.

Even though they didn’t have a materials department, I was given a 12-month engineering internship, during which time I was able to work out what they were looking for in terms of materials science knowledge.

I knew there was a particular problem that needed materials expertise so asked: ‘If I can solve this issue for you, will you offer me a position as a materials engineer after my degree?’ McLaren said

How did it feel to win the IET’s Young Woman Engineer of the Year 2020?

Phenomenal. It made me fall in love all over again with engineering and STEM. I’ve tried to use the title as a platform to shine a light on women in the automotive industry.

I’ve met some incredible people, been invited to the Women of the Year lunch — and even acquired a Blue Peter badge as a judge of the McLaren ‘supercar of the future’ competition we created with them!

I’ve loved every minute of it.

yes. Thankfully, I did! I’m now responsible for all materialrelated investigations within the company. I love materials science because everything is made out of something. As engineers, it’s our job to make the impossible possible.

Does engineering suffer from stereotyping?

Yes, unfortunately — which is why I do lots of work with young girls and boys to show them that it’s not all about hi-vis jackets and hard hats. Take my job. Every day I work with supercars costing between £200,000 and £2 million (and beyond) and it’s very cutting-edge and glamorous. Engineering is everywhere.

I love materials science because everything is made out of something. As engineers, it’s our job to make the impossible possible.

What is your advice to young people who may be considering engineering careers?

Get an industrial placement or anything that gives you practical experience early on. Also, you don’t have to change who you are. You can have long nails and wear high heels — I do! — and still be good at your job. Finally, don’t think: ‘I love that company, but they won’t employ anyone who looks like me.’

Take a chance and contact them.

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Diversity and inclusion are key to the UK’s economic recovery

Recruit, retain, retrain Taking a granular look at recruitment processes can help employers attract women. Research shows that women are more likely to apply for a job that seems to make a difference to society – and hiring managers should consider this when writing job advertisements.

By creating diverse and inclusive workforces, employers can ensure their organisations are sustainable and competitive.

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a nominated board director responsible and accountable for the transformation. A plan of action, targets, timelines as well as a clearsighted look at the success and otherwise of D&I projects is also essential.

he UK’s economy has been hit hard in recent years.

The crash of 2009 was followed by a depression then austerity and most recently the pandemic. To top this off – in light of the climate crisis – UK businesses face considerable pressure to reform and become more sustainable.

Much of the economic recovery and the development of renewables will be driven by the STEM sector.

Therefore, it is key that the sector performs as well as it possibly can1 and to do so, it must be diverse. There is much evidence to show that diverse and inclusive organisations see increased productivity, profitability, creativity and innovation, as well as happier customers. Some research indicates

that the benefits of diversity are increasing over time.2 Make leaders accountable STEM organisations can struggle to make the necessary changes to their culture to increase diversity, but the following well-tested steps can help. Ensuring commitment from the very top is one. Leaders should communicate their belief in diversity regularly and ensure they are aware of their own unconscious biases. In addition, organisations should collect data around numbers of women at every level. They should also analyse recruitment, retention, promotion and pay in the same way.

D&I should be tackled like any other business project, with

Put D&I centre stage Working practices have changed considerably during the pandemic and now employers are looking at their long-term options. As they bring their workforce back to the office, they should ensure part-time or flexible working options are available, particularly for the most senior roles.

Employers should also ensure that hybrid solutions and other forms of flexible working benefit everyone equally, and that they create opportunities for staff to network and participate in joint projects. Ensuring a diversity and inclusion strategy is at the core of any changes made will help an organisation remain competitive and sustainable.

Nicola Brittain Business Content Writer, WISE, the campaign for greater gender balance in STEM

References 1. The Business Case for Gender Diversity WISE (wisecampaign. org.uk) 2. How Diversity & Inclusion Matter | McKinsey

Early engagement is crucial for STEM careers Nearly half of young students going to university or college each year study a STEM subject. Encouragingly, within that group of 18 year olds in the UK, there is a slight over-representation of students from disadvantaged backgrounds.

H Ben Jordan Head of Policy, UCAS

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owever, applying UCAS’ multiple equalities pathway without knowing it. It’s vital we avoid this, measure (MEM), which combines the effect making STEM pathways clearly visible. of many measures of disadvantage into one, shows there is an incredibly varied The value of apprenticeships picture for different STEM courses. On medicine Routes into STEM come in many forms, with and dentistry courses, the most disadvantaged students apprenticeships playing a key role. Over half of students are outnumbered by their most advantaged peers currently applying for a degree are interested in by 25 to one. apprenticeships. STEM is at the heart of this - engineering How they get to that point though is (66%), computer sciences (65%) and quite surprising. A higher proportion architecture, building and planning of the most advantaged students have (65%) have lots of interest. But we STEM qualifications at level 2 (GCSE also know students struggle to find and equivalent) and level 3 (A level apprenticeships information and A fifth of students inadvertently and equivalent). However, the most understand their value. A third don’t close the door to a desired disadvantaged who have studied STEM receive advice in school and only 4% pathway without knowing it. at younger age are more likely to use consider an apprenticeship prestigious, It’s vital we avoid this, making those qualifications to progress onto a compared to 76% for a traditional degree.

STEM degree.

These pathways can offer the same STEM pathways clearly visible. goal, so we need to share their benefits Keeping career opportunities open better. UCAS is helping students It is abundantly clear that early engagement is vital, navigate their pathways, with a 71% annual increase and successful, in promoting STEM to all students. Our in those pursuing apprenticeships through our Career recent report, 'Where Next? What influences the choices Finder tool. school leavers make?', showed that advantaged students By putting different options in the same location, side are 1.4 times more likely to consider higher education by side, alongside new innovative tools such as our in primary school than their disadvantaged classmates.

Careers Quiz, students can make fully informed choices Medicine, nursing and computer science are popular based on learning style, environment and ambition. among those thinking about their options early. A fifth This can only benefit STEM, opening the door to more of students inadvertently close the door to a desired students and making the paths clearer.

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A spotlight on women working in STEM Four women from Safran share their experiences of working in STEM and advice for anyone considering a career in the sector.

Jemma Ibbotson Programmes and Support Manager, Safran Helicopter Engines

Why aerospace companies need to drive an increase in gender balance Victoria Foy EVP, Safran Seats GB WRITTEN BY Tony Greenway

Improving gender balance will make aerospace companies more innovative and profitable. So, what are businesses in the sector really doing when it comes to increasing diversity?

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here is more to engineering that you outreach and working with schools and colleges might think, says Victoria Foy, EVP of to run career awareness days is vital if the Safran Seats GB, part of the wider Safran industry is to become more appealing to girls Group which operates in the aviation, and young women. defence and space markets. Because the reality The subject of equality is plainly a passion might surprise you. “For example,” she says, for Victoria, who was recently announced “the highly-skilled engineers on my team are as Co-Chair of the Women in Aviation and designing cutting edge business class and first Aerospace Charter, a government-supported class seats for commercial aircraft. They're initiative with well over 200 signatories in the UK working in open offices in close collaboration Aerospace industry, which aims to build a more with fellow professionals and our airline balanced and fair industry for women. Members customers, bringing seat designs to life from of the Charter include Safran, other major their imaginations.” aerospace manufacturers, Victoria admits that more airlines, airports and trade has to be done to make bodies; and, as Co-Chair, aerospace a more diverse she wants to ensure that all Working with schools and colleges industry. “Diversity and signatories are meeting the gender balance means to run career awareness days is vital diversity targets they set that your company is more for themselves. if the industry is to become more likely to be innovative and In part, that means appealing to girls and young women. getting more women profitable” she insists.

It's also the right thing into leadership teams. to do. To that end, Safran Group has set itself “We must make sure that we support and train three major ambitions: to operate a change in women so that they are ready when positions corporate culture to become more inclusive become available,” she says. “So, if you are and diverse; to increase the number of women looking to step into a senior role, ask for a leaders; and to become a more attractive place mentor. They don't have to be female. In fact, for women by identifying the benefits and some of my best mentors have been men. Also, working conditions that are important to them. be clear about the enablers you'll need to make a success of your new role. But ultimately, the Building a more balanced and fair industry for women best advice I could give is: be confident Victoria is applying those big global aims — and be yourself.” across her UK business unit. When it comes to attracting new recruits, she believes that STEM

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I am in charge of customer support and industrialisation for helicopter and fast-jet manufacturing programmes. I led our first on-site meeting for International Womens’ day and from there we set up a day with activities for Women in Engineering day. I really want to show girls at school age what life is like in a manufacturing facility and how they can shape improvements to the future of travel.

Yeung Pok Nga Lau Engineering Graduate, Safran Electrical & Power I am a graduate systems engineer in the modelling and control division of Safran Electrical & Power, our team is currently developing an innovative generation channel for a more electric aircraft. I would say to girls with an interest in engineering to not limit themselves and miss out on the opportunity to work in this exciting and rewarding industry!

Joana Capinha Principal Engineer, Safran Electrical & Power I work in the engineering department of a Safran Electrical & Power site where we design and manufacture generators and electric motors for aircraft. Currently I’m helping out with STEM activities connecting with local schools to try to inspire more girls to pursue STEM careers. All this helps to develop, retain and attract female professional talent.

Sarah Brougham Mechanical Engineering Graduate, Safran Landing Systems I am currently working as a systems engineer at Safran Landing Systems, my role includes looking at validation and verification of requirements to ensure products meet regulations, to helping create simulation models to support future certification. For anyone considering an engineering career, my advice would be go for it! Not all of engineering is hands on machining, there’s a wide variety of roles and something for every skillset.

Find out more at safrangroup.com

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A workplace for everyone Samantha Neath D&I Manager, BAE Systems WRITTEN BY Mark Nicholls

Supporting diversity and inclusion in the workplace can help create a happier and more engaged workforce.

Much has been made of the challenge that faces us in achieving gender equality across the engineering workforce. Role models play an invaluable role in helping inspire the next generation.

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workforce with diverse outlooks and backgrounds can be a critical factor in accelerating innovation and bringing new ideas into an organisation. To attract and retain a wider diversity of employees, the evidence is clear that a working environment which values people from different backgrounds and makes them feel welcome in a supportive workplace is really important.

Additionally, customers, shareholders and the employee marketplace now rightly expect companies to demonstrate strong diversity and inclusion (D&I) policies.

Engaged workforce Samantha Neath, from the corporate diversity and inclusion (D&I) team at BAE Systems, underlines the importance of diversity in the workplace and how a feeling of belonging leads to a happier, more innovative and more engaged workforce Potential recruits, especially those from the younger elements of society, see companies with a diverse and inclusive working environment as attractive.

“To attract the best talent, we need to demonstrate how we support people,” adds Neath, who co-ordinates the network of employee resource groups (ERGs), which promote D&I within the company.

She emphasises that a company must not only articulate its D&I policies, but also ensure employees feel they belong, are not isolated, that there is kindness and compassion in the workplace and that voices and ideas are heard.

Under-represented groups The ERGs, employee networks of under-represented groups within the business, are a key component of that ethos.

Members can share lived experiences, educate others about what it means to belong to certain groups, and challenge the business and be drivers for change.

In one recent example, BAE Systems’ disability resource group Enabled UK, was instrumental in creating the “working adjustment passport” tool for employees to reach agreement with managers about different ways they may need to work.

ERGs cover disability; gender representation and equality; ethnicity, religion and cultural diversity; mental health; the LGBTQ+ community; and a veterans’ network supporting the military community within BAE Systems.

Scan the QR code to find out more

Elizabeth Donnelly CEO, Women’s Engineering Society (WES)

Why we must celebrate our engineering heroes

s reported in June 2021 by Engineering UK, women make up 14.5% of all engineers. This represents a 25.7% increase in women in engineering occupations (compared to a 4.6% in the overall workforce) since 2016. In addition, the number of women working in engineering occupations has risen from 721,586 in Q2 of 2016 to 906,785 in Q3 of 2020. This is showing positive progress in the sector, but how to we keep this growth trajectory going?

Raising the profile of role models A significant body of research points to the efficacy of female role models for inspiring women and girls at all levels to consider career pathways where they are in the minority. Therefore, much of our focus at Women’s Engineering Society is on raising the profile of these role models and giving them a platform to both recognise and share their achievements.

Our 2021 theme “Serving Society” shines a light on how women engineers have not just created ground-breaking solutions and innovations in response to the COVID-19 pandemic, but how they also deliver and maintain critical services and infrastructure in all aspects of society, every day.

Celebrating inspiring women in engineering A key initiative to showcase role models is the WE50. Founded by the Women’s Engineering Society in 2016, the WE50 is a celebration of the top 50 women in UK engineering linked to International

Women in Engineering Day (INWED).

An example of one of the 50 amazing female engineers to make the list is Dame Jo Da Silva, the Global Sustainable Development Leader at Arup who joined in 1989 as a graduate engineer. In 2011, she received an OBE in recognition of her contribution to her services to engineering and humanitarian relief.

If we want to increase the number of women choosing a career engineering, we must celebrate those who already have.

The annual WES Lottie Tour is a campaign targeting our youngest potential engineers. Our Lottie dolls go round the country (and in some cases round the world) meeting amazing female role models working in engineering, showing the next generation that there is a tangible, accessible and appealing place for girls in the world of engineering when they grow up.

If we want to increase the number of women choosing a career engineering, we must celebrate those who already have. We must find ways to connect females at all levels with what is possible. Seeing is believing.

Supporting all employees OutLinkUK, the LGBTQ+ resources group at BAE Systems, is very active in sharing learning on LGBTQ+ issues and supporting trans and gender diverse employees.

Neath, who previously chaired the group, says it has introduced a gender identity policy and accompanying guidance, which supports employees in transitioning the workplace, and created a handbook for parents and family members of LGBTQ people in the business.

There are also allies’ networks of people who actively support these groups within the business.

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Why utilities companies have an obligation to be accessible to all The utilities industry — which needs to attract a range of skillsets to meet net zero challenges — is working hard to demonstrate its commitment to equality, diversity and inclusion.

H Martin Rimmer Chief People Officer, Cadent WRITTEN BY Tony Greenway

istorically, the utilities industry has been characterised as predominantly white and almost exclusively male. But companies in the sector are doing their best to change that outdated, stereotypical view by putting diversity and inclusion strategies at the heart of everything they do.

“Becoming a diverse organisation doesn’t happen by chance,” admits Martin Rimmer, Chief People Officer at gas distribution network, Cadent. “You have to work at it. But talent comes in many forms and to address the net zero challenges we face; we need to find skillsets from every part of society. Which means that companies such as ours have an obligation to be accessible to all.”

It’s tempting to think that this is a sector where only engineering professionals need apply. But this isn’t the case because it offers various non-engineering opportunities, including customer-facing, back office and business roles.

Rimmer’s organisation is using various strategies to promote equality, diversity and inclusion across the workplace, such as deploying a D&I manager and a STEM ambassador. Meanwhile, all staff have access to a number of employee communities including a women’s network, a group for colleagues from ethnic minority backgrounds and a group for members of the armed forces who enter the business.

An exciting industry delivering forward-thinking career opportunities One of the company’s most recent groups, Pride at Work, is for current and future generations of LGBTQ+ employees and takes part in a number of activities such as this year’s Birmingham Pride event. “Our newest community, Thrive! is employee-led and designed to provide support for people with disabilities within the organisation.”

So, are things changing across the industry in general?

Rimmer believes they are. “I’m a member of several HR-focussed groups, and most of the webinars and meetings I attend reference the need to be more diverse and inclusive,” he says. “I don’t think that means setting targets, but I do think it’s important for companies to establish commitments to achieve certain diversity and inclusion outcomes and drive the D&I agenda forward.”

New recruits will find that it’s an exciting time for the industry. “Our organisation believes that hydrogen is the future of energy supply,” says Rimmer. “That in itself creates forward-looking career opportunities. As part of this, the whole industry will have to review how it reskills the talent it already has — and sources new skills to secure its future.”

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Find out more at cadentgas.com

YOU MIGHT THINK DIFFERENTLY. But that’s why you’ll fit in.

At GCHQ, we work closely with other intelligence agencies to keep the nation safe.

We work against unique, complex threats – everything from terror plots to cyber-attacks.

It’s challenging work that relies on people with unique perspectives. That’s why we’re always looking for talented individuals who come from different backgrounds. Because for us, having a diverse workforce isn’t a box ticking exercise, it’s essential to our work. Who you are keeps the nation safe.

To find out more about our variety of roles, please visit www.gchq-careers.co.uk

@GCHQ

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I think one of the biggest challenges is changing the mindset of some people who believe women should not be engineers.

Image provided by Centrica

The energy sector is working to attract more female engineers Major efforts are under way within the energy sector to bring greater diversity to the workforce.

Karen Hutcheson Resourcing Director, Centrica

Clarice Payne Smart Energy Expert, Centrica

WRITTEN BY Mark Nicholls

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omen have traditionally been underrepresented in the engineering workforce.

Within the energy sector, that has been a long-standing issue with women only forming a fraction of engineers operating in the field.

But the landscape is changing with organisations such as energy services and solutions provider Centrica who are striving to address gender balance by actively recruiting more women engineers and provide career development opportunities for underrepresented groups.

Its goal is to have 1,000 new apprentices by 2022 – with an aspiration for half of them to be women – as part of a drive to recruit 3,500 apprentices by 2030.

Breaking stereotypes At present, only 8% of the company’s 9,000 field engineers and technicians are women but Resourcing Director Karen Hutcheson is determined to tackle that imbalance and break the gender stereotypes surrounding the gas and energy sector workforce.

A working mum who has worked for Centrica for 11 years, she remains acutely aware of the need to attract more women into the workforce of the energy provider, which has 10 million customers and brands such as British Gas. Flexible working With flexible working patterns, the opportunities for women in

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engineering are looking brighter than ever, adds Karen. But the more difficult part lies in challenging gender stereotypes in the industry and making sure women feel welcome, comfortable and excited about working in the sector.

Karen believes now is the time to build on changes created during the pandemic and ensure the energy industry is a place where people of all genders, ages and backgrounds feel comfortable working.

“The pandemic has given us an opportunity to reach women who find themselves in all sorts of new circumstances,” she explains. “We want to target the women returning to work after having children, those who need flexibility to look after elderly parents, or who have been displaced by lockdown measures.”

That involves offering manageable training and work patterns, addressing practical questions such as are there enough female toilets or uniforms and boots that fit women, or how to keep engineers safe when they go into people’s homes. “I look forward to the day we can stop talking about female engineers and simply talk about engineers,” she says.

Gaining experience Clarice Payne recently started her apprenticeship with British Gas to be a Smart Energy Expert after leaving the NHS where her technician role had become increasingly desk-based.

It was the desire to do something more practical that motivated her to apply for the job.

“I loved the way it was aimed

at women,” she says. With her apprenticeship, she feels she is constantly learning alongside a mentor, who helps her put what she learns into practice.

“I’m seeing first-hand how the job is done and gaining experience all the time. Whether it’s exchanging an electricity meter or installing a new smart meter, I feel supported throughout the process,” she adds.

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Practical element Clarice has been impressed by the learning style and practical elements of the course. “No day is ever the same, and I find it interesting to work with different customers, in a variety of locations,” she says. “I think one of the biggest challenges is changing the mindset of some people who believe women should not be engineers.

“My perception is that it’s always been a male-dominated job role, but I want to represent women and play my part in showing people that anyone can work in engineering.”

Advice she would give to anyone thinking about applying for an engineering apprenticeship, is “go for it!”

“The job has variety,” adds Clarice.

“It’s different every day.”

Alongside the recruitment effort aimed at women, Centrica has signed up to the Tech She Can Charter, a commitment by organisations to increase women working in technology roles.

Find out more at centrica.com

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