Empowering Women & Future Talent
“Historically, women have fought on the front lines against plastic pollution.”
Sarah Hendriks, Director, Policy, Programme and Intergovernmental Division, UN Women Page 02
“New foundation apprenticeships will be introduced this year, providing paid and employed positions.”
Anna Morrison CBE, Director and Founder, Amazing Apprenticeships Page 08
The power of women in transforming the plastics economy
Women play a key role across the plastic value chain, starting with their influence on consumer purchasing decisions to their leadership in local resource management.
The global plastic pollution crisis is one of the most pressing challenges of our time and without action, plastic production, use and waste are expected to increase by 70% in 2040.1 Yet, at its heart lies powerful and under-appreciated forces for transformation: women and informal workers.
Inclusive and effective plastic pollution solutions
Historically, women have fought on the front lines against plastic pollution, often taking the leadership in community cleanup efforts to keep cities and bodies of waste clean from plastic waste. Incorporating their voices into decision-making across public and private sectors can strengthen national and global efforts, ensuring solutions are responsive to systemic obstacles. Hence, a gender-responsive design of measures to tackle plastic pollution can make interventions more effective and thus more impactful.
Women as drivers of transformation against plastic pollution
One of the most impactful ways to support the global fight against plastic pollution is enabling secondary markets allowing for improved access to plastic feedstock. Women, particularly in the Global South, are at the forefront of
informal waste management systems. By some estimates, 20 million people are employed in the informal waste sector globally, with women making up a significant proportion.2 In addition, women play a unique role in providing local knowledge and innovative ideas to solve the plastic waste challenges. These unique insights are vital to addressing the challenges of plastic pollution in an inclusive manner.
What are we doing about this issue? Efforts to address plastic pollution are increasingly recognising the importance of integrating gender equity and social inclusion (GESI) into national and global action plans. A key aspect of this approach involves building the capacity of informal waste workers and women while ensuring their voices and needs are reflected in policy decisions. Comprehensive assessments of GESI-related challenges and opportunities have been conducted by the Global Plastic Action Partnership, providing valuable insights into the societal impacts of plastic pollution. These assessments aim to better inform stakeholders and guide the development of inclusive strategies to combat plastic waste.
Reaching for rights, equality and empowerment for all women and girls
Society must act boldly and decisively today if we are to fulfil the vision of equality, rights and empowerment for all women and girls.
In 1995, at the Fourth World Conference on Women, leaders from 189 countries adopted the Beijing Declaration and Platform for Action. It is a revolutionary framework that remains unmatched in ambition. The Beijing Declaration sparked extraordinary changes on issues paramount to the lives of women and girls. It fueled nations to take a stand against violence, empowered women to lead in building and sustaining peace and inspired youth-led movements demanding justice.
How long must women wait?
Yet, in 2025, we risk a gender-equal world slipping through our fingers. The backlash against gender equality is growing, and faith in multilateralism is faltering. At this rate, the promises of the Beijing Declaration are being deferred.
A girl born today will be nearly 40 years old before women hold as many seats in parliament as men.1 She will be 68 before child marriage is eradicated. She will never live to see the end of extreme poverty for women and girls — a goal that, at this rate, will take another 137 years to achieve. This is the world we are living in — a world we cannot accept.
For ALL women and girls: keep marching on UN Women has a plan on how to turn the promises made to women and girls 30 years ago into reality. This plan is called the Beijing+30 Action Agenda and calls for generational momentum. It is an uncompromising, collective commitment to act decisively for all women and girls. It is within our reach. We must bridge the digital gap; address poverty end violence against women and girls; advance women’s leadership and decision-making; make women, peace and security commitments a reality; and deliver climate justice for women and girls everywhere.
Women at the heart of decision-making Across all we do, we must place young women and girls at the heart of the work, for they are the architects of both today and tomorrow. This is not the time for incremental change; it is the time for transformation. We will not stop until gender equality is a reality for every woman and girl everywhere because the stakes are too high, and the cost of inaction is too great. We know what to do. It is as simple as choosing to do it together.
WRITTEN BY Sarah Hendriks Director, Policy, Programme and Intergovernmental Division, UN Women
WRITTEN BY
Bontu Yousuf Specialist, Global Plastic Action Partnership, World Economic Forum
Threefold benefits of empowering women to tackle climate crisis
Women’s empowerment is the key to unlocking more value and bigger wins for climate impact investments and nature-based solutions.
Accelerating impact and integrity
“Women play major roles in agricultural production and forest management and can offer unique perspectives, expertise and problem-solving capabilities,” says Jeannette Gurung, Founder and Executive Director of WOCAN, a women-led international membership network. “Their involvement isn’t ‘a social cause.’ There’s an actual business case for it that enables investors and carbon credit buyers to lower risks and achieve higher levels of integrity, in projects that otherwise often exclude them from project benefits and engagement.
For various reasons — including gender norms and time poverty due to family responsibilities — women are usually excluded from leadership roles, decision-making processes, financial rewards, technological assistance and key resources. That’s a negative for climate change mitigation and adaptation and climate investments.
A market-based system that incentivises and rewards women’s empowerment outcomes
In 2014, WOCAN launched the W+ Standard™, a certification framework and market-based, results-based financial mechanism, which rewards projects that combine climate action with women’s empowerment. Projects are independently verified, and the results are translated into W+ credits, which can be sold to corporates, investors, public institutions or individuals with at least 20% of the revenue from credit sales going to local women’s groups. Gurung notes: “monetising social outcomes” is a way to provide women with an alternative revenue stream while unlocking new investment in climate projects that promote gender equality.
The proof of concept was demonstrated in an award-winning project — a biogas project in Nepal, where the WOCAN team measured time savings for 7,200 women who accessed electricity and clean energy. “The resulting time-saving and revenue women obtained from the sale of W+ credits provided them with opportunities to pursue income generation and implement climate adaptation activities.” The project developers — who were measuring and selling carbon credits — hadn’t considered this impact on women’s lives. Since then, over 18 projects have generated four million W+ credits, available for sale. “This is a win for the women, a win for the project developers and a win for the buyers of W+ social impact credits,”
Jeannette Gurung Founder and Executive Director, WOCAN
WRITTEN BY
Tony Greenway
Young professionals highlight STEM opportunities and initiatives
Entering the workforce can be challenging, especially in fields where women are underrepresented. In STEM (science, technology, engineering and maths), women make up just 26% of the workforce.
Women in Science and Engineering (WISE) invites 12 young professionals each year to form the WISE Young Professionals Board (YPB), to support the organisation’s mission to improve gender equity in STEM.
Inspiring young professionals to pursue STEM Board members build partnerships within the sector to collaborate on projects and attend events to inspire girls and women to pursue STEM careers. Last year, they worked with publisher HarperCollins to create textbooks with real-life role models and career opportunities in maths and science. The Board and its alumni are among many role models showcased on the WISE My Skills My Life platform, which aims to inspire girls to consider STEM careers by matching their personality types with role models.
How has it benefitted young professionals? Creating a network of like-minded peers for support can be invaluable for personal and professional development. Participants of the YPB share their experiences below.
Susie Little: “Being part of the Young Professionals Board has allowed me to connect with an inspiring group of women whose dedication and achievements have motivated me to step out of my comfort zone.”
Jesie Dyos: “I have been exposed to so many learning and growing opportunities such as leading the communications workstream which developed my leadership skills.”
Offering opportunities and personal growth Board members have further developed their skills and focused their passions on areas that they care about and want to make an impact.
Ruth Scott-Bolt: “Being part of the Young Professionals Board has offered me the opportunity to learn and be creative in a ‘give-it-a-go’ environment. It has provided me with incredible fulfilment, growth and sense of purpose.”
Kathryn Malcolm: “My confidence has grown. I have developed people management, strategy, budget and public speaking skills. I have learned so much from my colleagues on the Board, WISE and the many people I have met through the network.”
Why do women want to leave engineering?
STEM isn’t as inclusive as it could be, with many women either leaving the profession or failing to enter it. What can we do to change that?
Women make up only 15.7% of the UK engineering workforce, declining from 16.5% in 2023. This increases to 29% across all science, technology, engineering and mathematics (STEM) industries.1 That’s not yet good enough.
STEM still isn’t inclusive enough
Data from EngineeringUK last year also confirms a spike in women aged 35–44 leaving the profession, consistent with registration data published by the Engineering Council.2 A gender gap still exists across engineering gateway subjects being studied, too, threatening our future talent pipeline. This reinforces that STEM isn’t as inclusive an industry as it could be, and we want to change that.
The equality opportunity Engineers develop products and services for everyone, so we must ensure diversity of thought to create the right solutions that work for all. Without this, we can’t solve complex societal challenges like improving healthcare or tackling climate change. We’ve partnered with WISE to accelerate the pursuit of gender equality and want 35% of core UK STEM roles to be filled by women by 2030. We have many efforts supporting this, including our Young Woman Engineer of the Year Awards and Achievement Awards. Organisations must make a difference and embed diversity and inclusion in everything they do.
Our top inclusion tips
• Think about how attractive you are as an employer for women. What language are you using? Do you offer flexible hours?
• Showcase employee talent. Whether via case studies or larger campaigns and awards, it’s important to shine a light on excellence.
• Introduce mentoring; it’s a great way for people to learn from others.
• Embed inclusive practices and processes. It’s okay to start small. Sometimes, little changes make the biggest impact.
• Learn from good practice and build communities where we can honestly discuss issues and find ways forward.
References
1 gov.uk, 2023.
2 Engineering Council, Professional Registration Statistics, 2023.
WRITTEN BY Morgan Payne EDI Content Writer, WISE
Clean water and sanitation: a life-saving right for new mothers
No woman should have to fear for her life when giving birth. No baby should die from a preventable infection. Yet, every two seconds, a woman gives birth in a healthcare facility without adequate water, sanitation and hygiene.1
Imagine a mother who has just given birth. The maternity ward has no clean water. She must choose: wash herself and her baby in dirty water or remain in blood-stained clothes until she can return home.
There are no hygiene or sanitation services either. The midwife who helped deliver the baby can’t wash their hands or sterilise equipment. This is the reality for millions of women across the world, putting mothers, babies and midwives at serious risk of harm from preventable infections and sepsis.
Healthcare is unsafe without clean water
Globally, one in five healthcare facilities have no clean water. Two in five don’t have adequate handwashing facilities.2 In the least developed countries, over 75% lack basic sanitation services.2 “Yet, more than a million maternal and newborn deaths can be prevented with clean births,” says Helen Hamilton, Lead Policy Analyst at water, sanitation and hygiene NGO WaterAid.
Every mother has the right to a clean, safe birth
In some areas of Ghana, as in many parts of the world, healthcare workers and pregnant women have to walk miles to collect water. “Water is rationed, so cleaning in some maternity wards can’t be thorough,” says Ewurabena YanyiAkofur, Country Director, WaterAid Ghana. “There may also be postpartum infections from poor hygiene or unsterilised instruments.”
Sa-ambo Mueril, a young mother who had her first baby in the Worikambo health centre in Ghana when it had no water, says: “When they gave me drugs, there was no water to take them with. I had to go to the school to collect water. That means the midwives aren’t with you and
cannot know for sure that you have taken the drugs.
After labour, I had no clean water to clean myself or the baby. I had to stay overnight and could not wash after giving birth until I went home the next day.”
Sa-ambo’s experience:
WaterAid later installed a solar water system, taps, sinks and bathrooms in the health centre. When Sa-ambo had her second baby, her experience was totally different: “I came to the facility, and there was water. I could take the drugs. I even had a shower before and after delivery. The water has helped us so much.”
Together, we can make childbirth safer for every woman
No pregnant woman and newborn baby should die from an infection that could have been prevented. The time to act is now. Governments, health and finance leaders, and international donors must invest in clean water, sanitation and hygiene in maternity wards.
“We know where investment is needed, and we know what women want,” says Hamilton. “Whether you’re a pregnant woman, a midwife or a doctor, you should be assured that you are in a safe space and will be treated with dignity. These are the basics, and a fundamental human right for every woman, everywhere.”
References
1. WHO/UNICEF (2024). Water, sanitation and hygiene in health care facilities2023 data update: special focus on primary health care. 2. WHO/UNICEF (2022). Progress on WASH in health care facilities 2000–2021: special focus on WASH and infection prevention and control (IPC). Available at: washdata. org/reports/jmp2022-wash-hcf (accessed 29 Aug 2023).
Sa-ambo Mueril, a young mother, gave birth twice at the Worikambo healthcare facility in Ghana. She said: “The first time was before the healthcare facility had clean water, sanitation and hygiene. When they gave me drugs, there was no water to take them with. I had to go to the school to collect water. That means the midwives aren’t with you and cannot know for sure that you have taken the drugs. After labour, I had no clean water to clean myself or the baby. I had to stay overnight and could not wash after giving birth until I went home the next day.” When Sa-ambo had her second baby in the same facility, her experience was totally different: “But now, I have given birth (again). I came to the facility, and there was water. I could take the drugs. I even had a shower before and after delivery. The water has helped us so much.”
WRITTEN BY Tony Greenway
INTERVIEW WITH Helen Hamilton Lead Policy Analyst, Health and Hygiene, WaterAid
INTERVIEW WITH Ewurabena
Yanyi-Akofur Country Director, WaterAid Ghana
Power of representation can help women lead the way in construction
Women comprise 15% of the UK construction workforce, with only 1% in manual roles.1 Despite challenges, the women in the industry find it inspiring and fulfilling.
The National Association of Women in Construction exists to empower women in the construction industry. Founded in Texas, USA in 1953, 2 chapters now exist across the world. In the UK, 3 our mission is to increase the number of women joining the construction industry and continuously support women in construction, so their careers may flourish.
We need to educate girls on the pathways and opportunities available to them.
Retention is a major issue
As companies do more to attract women, we must be doing more to help them have long, fulfilling careers. Only 38% of women have ever had a female manager.4 Once in the industry, women need support to allow their careers to flourish. NAWIC provides training on the skills needed to thrive in business, from overcoming the imposter system, understanding employment rights and negotiating pay rises (vital in an industry that has a 27% gender pay gap5).
With the RICS predicting a deficit of 250,000 construction workers by 2028,6 there has never been a more important time to empower women and girls to enter the industry. A career in construction allows you to play a part in shaping the world we live in — what could be more empowering than that?
References
Starting early through education and representation
We need to educate girls on the pathways and opportunities available to them. Not only girls, but parents, teachers and careers advisors. One way of doing this is through our collaboration with architectural photographer Morley Von Sternberg’s ‘The Image of Women in Construction.’ This project aims to highlight the diversity of roles held by women in the industry. We hope it will inspire the next generation to see themselves as potential construction professionals in the future. As they say, you can’t be what you can’t see.
1. theaccessgroup.com/en-gb/blog/con-women-inconstruction
2. austinnawic.org/History_of_NAWIC
3. nawic.co.uk/about 4. theaccessgroup.com/en-gb/blog/con-women-inconstruction
5. ciobpeople.com/gender-pay-gap-biggestconstruction-firms-make-slow-but-steady-progress/ 6. building.co.uk/news/new-rics-president-warnsskills-shortage-could-derail-starmers-housebuildingplans/5133585.article
WRITTEN
BY
Annie Clift
London Regional Chair, National Association of Women in Construction
The hidden bias in AI: how gender disparities in algorithms impact women
WRITTEN BY Nimmi Patel Head of Skills, Talent & Diversity, techUK
This International Women’s Day, when we hear of an algorithm that is more than 90% accurate, we need to ask: accurate for who?
Artificial intelligence (AI) is being used in healthcare, but its effectiveness depends on the data it learns from. Studies reveal how AI models can perpetuate gender bias, leading to significant disparities in medical diagnoses.
AI models miss liver disease detection in women
A study recreated four AI models that previous research claimed had over a 70% success rate in detecting liver disease from blood test results. After successfully rebuilding the algorithms and confirming they matched the original findings, the researchers analysed their performance by sex. They discovered that the models missed 44% of liver disease cases in women, compared to 23% in men.1
That means 4 in 10 cases of liver disease were missed in women. The two algorithms deemed most effective at screening for liver disease in the general population showed the largest gender disparities, performing significantly worse for women than for men.
The study showed that, unless these algorithms are investigated for bias, they may only help a subset of patients, leaving other groups with worse care. This seemingly impressive statistic can be misleading and potentially dangerous if not properly contextualised.
Eliminating gender and racial bias in AI
Another study by the Berkeley Haas Center for Equity, Gender and Leadership analysed 133 AI systems across different industries and found that about 44% of them showed gender bias, and 25% exhibited both gender and racial bias.2
We also have to be aware that if AI views gender as simply male and female, it will be discriminatory towards non-binary and transgender people, causing potential harm to these communities. Gender sensitivity should be an important aspect of AI development.
As we mark this year’s International Women’s Day, under the theme ‘For ALL women and girls: Rights. Equality. Empowerment,’ let’s advocate for the inclusion of diverse datasets — ones that reflect the full spectrum of human experience.
References
1. University College London. 2022. Gender bias revealed in AI tools screening for liver disease.
2. Smith G. & Rustagi I. 2021. When Good Algorithms Go Sexist: Why and How to Advance AI Gender Equity.
Why reproductive rights are the cornerstone of equality and
development
Sexual and reproductive health and rights are fundamental to human dignity, wellbeing and societal progress. Yet, they are often overlooked despite their crucial role in economic and social development.
When women cannot access contraception, safe abortion care or evidence-based information on sexual health, they lose the ability to stay in school and enter the labour market.
Without these essential rights, they are denied the freedom to make their own choices about their lives, bodies and futures — to live healthy, safe and free. The ripple effects of restricting women’s rights are also felt in education systems, labour markets and national economies.
Supporting gender equality and challenging injustice
Across the world, young people are standing up for reproductive rights. In Benin, Nicaise, a 24-year-old youth leader is mobilising other men to support gender equality, challenging deeply ingrained norms and fighting against the violence and inequities that stem from gender injustice.
In Kenya, 28-year-old Lawreen joins hundreds of youth in a caravan moving across the country, gathering perspectives on reproductive rights, education and wellbeing. These young leaders are part of a global movement calling for justice, dignity and the fundamental right to control one’s own body and future.
Yet, today, people in power continue to strip away these rights, treating the autonomy of half the world’s population as negotiable. This is not just a human rights violation; it is a fundamental economic and social miscalculation.
Spotlighting
impact makers: women scientists from the global South
Celebrating critical health research with the Organization for Women in Science for the Developing World (OWSD).
We know that the greater the pool of scientists, the more robust and impactful the science.
Women scientists from the Global South, with their unique perspectives, often make life-changing contributions to solving some of the most complex challenges facing our world.
Women scientists’ recognition awards
For over a decade, the Elsevier Foundation and the OWSD have supported talented early-career women scientists from the Global South through a targeted awards programme recognising their impact. The awards aim to enhance their visibility and career advancement, as well as inspire future generations of women scientists who are often undervalued and work in challenging environments.
The cost of denying reproductive rights
Denial of reproductive rights doesn’t just affect individuals; it comes at a significant cost to national economies. Without adequate access to sexual and reproductive health and rights, women lose the ability to make informed choices about entering the formal workforce and managing their own family planning.
Adolescent pregnancies alone lead to significant economic and social consequences,1 with complications from pregnancy and childbirth being the leading cause of death for girls aged 15–19 in low and middle-income countries. This tragedy not only impacts their health but also limits their ability to finish their education and access work opportunities, further stifling economic potential.
Reproductive rights can benefit economies
The economic benefits of prioritising reproductive rights are clear. A McKinsey Global Institute report estimates that closing gender gaps in employment could boost global GDP by $28 trillion2 and countries that invest in reproductive healthcare and education prove higher productivity, reduced poverty and stronger economies.
References
of parity: How advancing women’s equality can add $12 trillion to global growth.
Since 2013, the OWSD Elsevier Foundation Awards for early career Women Scientists in Developing Countries have recognised 69 women researchers from 30 countries for their research excellence in supporting the UN Sustainable Development Goals and their contributions to leadership, mentoring and engagement. Winners receive a cash prize and a grant to attend a major scientific conference to present their work, meet experts, visit labs and build critical networks. Many have progressed in their careers far beyond their expectations with some rising to prominent positions in science and environmental policymaking.
Spotlight on the 2025 Inclusive Health research awards winners. Featured above, clockwise, from left to right.
• Manal Badrasawi, Al Najah National University, Palestine: Health sciences, clinical nutrition
• Halima Sumayya Twabi, University of Malawi, Malawi: Causal inference for maternal and child health and behavioural studies; longitudinal and survival analysis for health research
• Sarmila Tandukar, Organization for Public Health and Environment Management, Nepal: Environmental health, medical microbiology, waterborne diseases
• Alejandra Paniagua-Avila, Columbia University (USA), Guatemala: Mental health, psychiatric epidemiology, systems science
• Reem Obaydo, Ebla Private University, Syria: Green chemistry, public health impact of hazardous chemicals, environmental pollution reduction
Critical health research for human benefit
Our 2025 winners’ research addresses some of the most pressing health challenges in their respective regions, including innovative approaches to maternal and child health, sustainable pharmaceutical analysis, climate action interventions and advancements in mental health. Their work also serves as a beacon of leadership, mentoring and community engagement.
As the Elsevier Foundation celebrates its 20th anniversary, we have never been more committed to supporting and spotlighting impact makers who are advancing inclusive research and healthcare for the benefit of all.
1. World Bank Group. 2022. The Social and Educational Consequences of Adolescent Childbearing.
2. McKinsey Global Institute. 2015. The power
WRITTEN BY
Saskia Hüsken
Senior Advocacy Advisor, Rutgers, Dutch centre of knowledge and expertise on sexual health, safety and wellbeing
Find out more at rutgers. international
WRITTEN BY Ylann S chemm Executive Director, Elsevier Foundation
Images provided by Elsevier
Growing a global sisterhood of conservation leaders
Involving women in climate decisions, from grassroots communities to international levels, leads to more holistic approaches that benefit both people and the planet.
Globally, whether they choose to or not, women do most of the caregiving and providing. This means that they also understand and interact with nature differently than men.
Gendered caregiving and environmental roles
For example, in coastal areas, women more commonly fish in the mangroves. This may be practical, especially if women need to stay close to shore to look after children. It may also be financial, since in many contexts, men control household finances and can buy the boats and equipment needed to fish at sea.
When it comes to power and decisionmaking, women remain the minority: less than 28% of environmental ministers1 and less than 25% of the most-cited climate scientists2 are women. This is not because they don’t want to lead. Women are finding ways to gather and lead action on climate and the environment, despite the barriers holding them back.
Relationship-first approach to conservation
In December 2024, The Nature Conservancy convened over 60 women from across 12 countries in Asia Pacific, Africa and North America who are leading incredible conservation efforts. The Nature’s Leading Women gathering created a space to grow, support and resource a movement of women leading conservation and climate action.
Investing in women, investing in our future Women have much to contribute to addressing climate impacts and environmental degradation, but they cannot do it for free. Less than 0.2% of funding goes to women-led environmental efforts.3 When we connect women with the tools and support they need to implement climate solutions and conservation projects, we invest in thriving, resilient communities. The lack of climate crisis progress highlights the need for radically different approaches. With women often absent from environmental and climate decision-making, investing in their expertise and leadership is not just beneficial; it’s essential.
Why women are key to inclusive and groundbreaking scientific discovery
Imagine the breakthroughs we might achieve if half the world’s population were fully represented in the pursuit of scientific discovery. Yet, today, women remain significantly underrepresented in science, technology, engineering, and mathematics (STEM).
According to a recent UNESCO report, they comprise just 22% of the STEM workforce in G20 countries — a figure that has barely shifted from 19% in 2005.
Need for more women in STEM
A world with more women in science would mean more inclusive research, addressing diverse needs and perspectives. Diseases that disproportionately affect women might receive the attention they deserve. Studies show that gender-diverse teams are more creative and innovative, driving solutions that benefit entire societies rather than just a select few. Despite excelling in academic performance, UNESCO reports that women account for only 35% of STEM graduates in G20 countries, dropping to just 26% in engineering and manufacturing. Over 40% of female STEM students report experiencing
Closing the gender gap in science is not just about recognising inequalities.
sexist behaviour, discouraging many from pursuing long-term careers in the field. In some countries, women in STEM earn just 85% of what their male counterparts do. Globally, women researchers received only 37% of scientific grants in 2022.
Solutions to close the science gender gap
Closing the gender gap in science is not just about recognising inequalities. UNESCO’s Call to Action
outlines specific steps countries can take to address this issue, such as increasing the visibility and representation of female scientists in media and popular culture; investing in specialised teacher training can give educators the tools to break down gender stereotypes; and collecting more gender and sex-based data to help policymakers lead evidencebased strategies to close the gender gap.
Initiatives supporting women scientists For over 20 years, the L’Oréal-UNESCO For Women in Science Programme has been recognising the outstanding contributions of women scientists and supported over 4,300 young researchers in over 100 countries. The recently launched Open and Inclusive Science Hub gathers high-impact initiatives and best practices from across the globe to give them greater visibility and build a community that can replicate these local successes across other regions.
The Women in Science Displacement Outreach Master’s Programme supports women in developing countries by providing scholarships to displaced women in STEM fields who have been overlooked or underserved in their educational journeys. Additionally, UNESCO is launching a media coaching programme for women scientists to improve their visibility in the media and inspire young girls to follow in their footsteps.
The organisation is also measuring inequalities in the sciences. Through publications on topics including gender equality in oceanic sciences, they provide reliable, data-driven insights into the specific challenges women face in STEM fields, helping to guide public action and policy decisions.
WRITTEN BY Lidia Brito Assistant DirectorGeneral for Natural Sciences, UNESCO
How do you run an award-winning energy
apprenticeship?
The way we use electricity is changing, and a network operator is running awardwinning apprenticeships to train more than 50 recruits every year to help run safe and reliable power supplies.
Erin’s UK energy story
Dreams are coming true for 18-yearold Erin Gibson from Kent. Back in September, she started training as an overhead linesperson with UK Power Networks, which delivers electricity to 8.5 million homes and businesses across London, the East and South East.
Erin says: “I don’t like office jobs. I would rather be doing something active. As an overhead linesperson, I will climb the poles and fix the wires that bring power to people. It will be good to do a role where I’m helping the community. If I can do it, others can too, but they need to have motivation.”
She adds: “It’s a good company, and
ImageprovidedbyUKPowerNetworks
it feels different. The leaders are approachable, and I made friends instantly.”
No career limits in UK energy
As the UK’s energy industry upskills its workforce to cater for a net zero future, UK Power Networks trains apprentices to help future-proof its business with new cable jointers, substation fitters and overhead linespeople. Across the last five years, 96% of apprentices gained full-time jobs with the company, and 21% were promoted within three years of qualifying. Director of safety, technical training and facilities Tony Cohen started as an apprentice in 1974. He says: “This
How apprenticeships will be changing in 2025
The Government has announced some big changes to apprenticeships coming in 2025, with programmes refocused to support young people and changes to the way that apprenticeship funding will work.
programme supports an outstanding pipeline of talent to maintain excellent performance for our customers, and there’s really no limit to what people can achieve. It is ideal for team players with bundles of motivation who prioritise safety and high standards, enjoy problem-solving, manual work and working outdoors.”
Agenda to level up
The company was the first of its type to sign up to the ‘Levelling Up’ agenda. Moreover, in response to the cost of living crisis and UK unemployment, it ran a second cohort of its awardwinning ‘Power Among Us’ programme to offer unique access for young people who might never have considered an energy career before. The monthlong programme is one of a series of initiatives providing tailored work experience for young people from disadvantaged backgrounds.
In 2024, UK Power Networks won two awards and a Highly Commended for its apprenticeships. It was also named ‘#2 Best Big Company to Work for in the UK’ and ‘#1 Inclusive Top 50 Employer.’
Recruiting now
As Britain’s biggest electricity network operator, the firm is seeking 57 new apprentices this year. Half will be career changers; the rest will typically be straight from school. If you are interested, you can apply using the link (right).
Foundation apprenticeships
New foundation apprenticeships will be introduced this year, providing paid and employed positions, designed to support young people in a flexible way to help them progress into a full apprenticeship. They will likely be linked to certain occupations and industries, and we expect to hear more about the details of foundation apprenticeships in Spring 2025. The first delivery of foundation apprenticeships is planned for August/September 2025.
Shorter duration apprenticeships
All apprenticeships currently have
a minimum duration of at least 12 months, regardless of the level or the prior experience or qualification level of the individual apprentice. The Government has announced that in 2025, new ‘shorter duration’ apprenticeships will be introduced. This means that individuals meeting certain criteria will be permitted to complete their apprenticeship in a shorter timescale. The introduction of shorter duration apprenticeships is expected in August/September 2025.
Changes to the apprenticeship levy
The apprenticeship levy will be transformed into the new ‘Growth
and Skills Levy’ in 2025, under the remit of the newly created body, Skills England. Details are still emerging of the changes that will be implemented through this new levy but are likely to include some flexibility for employers in spending their levy on non-apprenticeship provisions, as well as some new restrictions being placed on the funding of level 7 apprenticeships.
Increase to national minimum wage for apprentices
The Government has announced changes to the National Minimum Wage for all workers. This included an increase for apprentices, with the National Minimum Wage for apprentices rising to £7.55 per hour (an increase of 18% from the current rate of £6.40 per hour). 1
It is worth noting that while many employers will pay their apprentices higher than the minimum wage, some employers will start apprentices at this rate and then increase their salary throughout the apprenticeship. It will depend on each employer. The new rate for the National Minimum Wage for Apprentices will commence in April 2025.
Reference 1. gov.uk. 2024. National Minimum Wage and National Living Wage rates.
WRITTEN BY Tony Cohen Director, UK Power Networks
INTERVIEW WITH Erin Gibson Apprentice
WRITTEN BY Anna Morrison CBE, Director and Founder, Amazing Apprenticeships