Opportunities in STEM

“The future of the space sector is underpinned by a diverse, productive and resilient space workforce.”

Harriet Kennedy and Marianne Shelton, UK Space Agency Page 08

“Tech careers beckon as a gateway to unparalleled impact, innovation, and earning potential in today’s job market.”

Karen Blake, Tech Talent Charter Page 12

Inclusive brands like Tesco create a culture of belonging,

Alice Carney Product Manager, Tesco

Modern university facilities boost STEM opportunities for medical engineering students

University medical engineering research opportunities are supporting the development of surgical and treatment techniques that can lead to better outcomes for patients.

Cardiff University student Lauren Swain is aiming to make a major difference to millions of people with knee problems. After completing her medical engineering course, she pursued a PhD, where her research uses medical imaging to investigate how the knees’ bones move. It aims to create models to learn about various conditions and help improve patient outcomes.

Medical engineering research Swain, 24, says: “I was looking at different engineering options for university — both my grandfathers were engineers, and my mum is a scientist. The one that really jumped out at me was medical engineering because I wanted a useful application for my engineering skills and felt that I could really help people.”

With around a year to go with her PhD, her research aims to understand how the healthy knee moves and how that changes with injury, disease (such as osteoarthritis) or after surgery.

“The idea is to evaluate different surgical options and treatments, seeing if we can improve the eventual outcomes for people suffering from knee injury and disease,” she explains. In evaluating new treatments and surgical approaches, her work feeds detailed information back to medical professionals to help improve techniques, slow down degeneration and elongate people’s ‘healthy knee lifespan.’

University facilities and opportunities

She chose the Cardiff University medical engineering course as it was well-established and offers modern lab facilities and equipment, including access to a custom biplane video X-ray system based in the Musculoskeletal Biomechanics Research Facility in the School of Engineering. It is one of a handful worldwide and the only one like it in the UK, and it can accurately assess the motion of the bones.

Moreover, there are opportunities to work with academics and collaborate with industry, surgeons and NHS projects. Swain also attends the university’s various STEM events and is involved in school outreach activities.

There are opportunities to work with academics and collaborate with industry, surgeons and NHS projects. Find out more at cardiff.ac.uk

Taking the STEM route Advice she would give to others, particularly women, considering a STEM course and career is to pick something they are interested in.

“Within STEM, there are so many avenues you can go down, so you should go for it, even if you haven’t seen many people like yourself doing it,” concludes Swain.

Paid for by Cardiff University

Why industry has a crucial role in driving STEM diversity

We need to broaden who can pursue a career in STEM by challenging stereotypes and dominant ideas that have long excluded girls and nonbinary individuals.

As part of Stemettes’s 10th birthday celebrations last year, we set out to write a White Paper aimed at tackling the current inequitable UK GCSE and A-Level STEM curriculum.

Ways to promote STEM diversity

Through multi-stakeholder roundtable discussions around the UK, interviews, surveys and text-based research, we created a series of recommendations for government, institutes, industry, educators, parents and carers to ensure a collective commitment to working towards a more diverse future in STEM. In this White Paper, we recommend that industry nurtures environments where despite a chronic lack of awareness of ‘Herstory.’ This is celebrated and allows a diversity of current talent to become leaders and role models for future generations. Industry must seek to support educational organisations by providing funding to grassroots initiations, volunteering days and schemes and raising the profile of internal role models.

These actions demonstrate industry’s commitment to welcoming marginalised individuals into the STEM workforce and denouncement of toxic, exclusionary cultures within the sector. Ensuring everyone can feel a sense of belonging acts allows for high levels of attainment within the STEM sector and allows for marginalised folks to thrive in industry.

Industry must seek to support educational organisations.

Expanding opportunities to increase representation

Hind Naciri, Standard Chartered, Newcastle Stemettes Roundtable, says: “It’s up to organisations, like ours, that are in the STEM industry — whether that’s maths, engineering, science or technology — to come in and look at how we support our future-makers.”

By engaging in volunteering opportunities, we aim to demystify careers in the STEM industry, with organisations able to interact with girls and non-binary individuals and show their inner workings to help young people make informed decisions.

We cannot solely rely on teachers to provide supplementary diversity education prior to curriculum reform. Industry should also seek to raise the profile of internal role models to supplement representation within the formal education sector. By enabling diverse, authentic individuals within industry to stand up as role models, we increase the likelihood of relatability to representation for marginalised young people.

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Project Manager: Sophia Rossi sophia.rossi@mediaplanet.com Business Development Manager: Jack Adamson Managing Director UK: Ellie McGregor | Senior Designer: Aimee Rayment Senior Content Manager: Angelica Hackett O’Toole | Head of Digital Operations: Harvey O’Donnell Paid Media Strategist: Jonni Asfaha Social & Web Editor: Henry Phillips | All images supplied by Getty Images, unless otherwise specified

Lauren Swain PhD Student, Cardiff University

Callie Rose Winch Advocacy Analyst, Stemettes

Read the White Paper in full, and find out more about how you can get involved with our campaign for equitable curriculum reform at stemettes.org/ whitepaper

It’s about creating an environment where women can thrive.

Diverse careers with ‘ingenuity’ that are powering the UK energy transition

The UK gas sector is on the front line of the energy transition. As a result, it’s more diverse than ever, offering a range of exciting career opportunities to men and women.

Hilary Buxton Director of Engineering, Cadent

Tony Greenway

When Hilary Buxton started her engineering career, the gas industry looked very different.

However, that was in 1986 when the engineering stereotype was all oily rags and overalls.

Today, Buxton is now Director of Engineering at Cadent, the UK’s largest Gas Distribution Network, which she calls ‘an invisible haulage company,’ where the ‘cargo’ it transports through its thousands of miles of pipework, is heating millions of homes and powering vital businesses.

Diverse careers supporting the energy transition

“The UK gas sector has changed so much,” she says. “We’re on the front line of the energy transition, so our expertise must be wide-ranging. We now need engineers from both traditional and emerging disciplines: gas, mechanical, civil, electrical, control, instrumentation, materials and more recently data, digitalisation and AI.”

Despite increasing interest from women, outdated perceptions persist about the sector, so Buxton is keen to bust some myths. “As a community of engineers — and this hasn’t changed — we use our ingenuity to solve problems and find new ways of doing things,” she says.

“After all, ingenuity is the root Latin word for ‘engineering.’ So, I find

it frustrating when I go into schools to talk to girls and young women about our creativity and they look at me blankly because they don’t see the industry as a creative environment — but it absolutely is.”

Creating an environment where women can thrive Today, it’s no longer a maledominated space. “More than 30 of the 100 engineers in my team are women, and we’ve seen a 30% increase in female applications to our ‘future engineering’ programme,” she says. “That’s pretty amazing! The fact that a woman is the Director of Engineering helps set the right tone. Moreover, it’s about creating an environment where women can thrive with, for example, flexible working arrangements that are available to all.”

It’s necessary to make exciting opportunities available to all, no matter your starting point. “I know a number of women who began with the company as administrators but then caught the engineering bug,” reveals Buxton. “We’ve supported them to achieve the training and qualifications they need to transition into engineering roles.”

It’s a sector and career she would recommend to anyone, male or female. “I love solving seemingly intractable problems,” she says. “Part of the satisfaction of this job is that there is always a new challenge to take on.”

From make-up artist to engineering manager: why STEM is open to all

As a former makeup artist turned engineering manager, I have the privilege of overseeing operations that ensure the safety and comfort of over 11 million people daily.

Through my work, I actively challenge the misconception that engineering is not for the ‘creative types.’ My journey from cosmetics to engineering demonstrates how diverse backgrounds can contribute to innovative solutions that impact millions.

Guidance into engineering

At school, I was never what people would describe as ‘academic’. I preferred subjects like dance and drama, where I could be my most creative self. I became a make-up artist for Dior, but then decided to move into administration at Cadent to earn more money and hopefully find a long-term career path.

From the minute I started, the support and guidance I received was incredible. Working through various admin roles and teams across the company has given me a strong understanding of the entire operation, building up my knowledge. I was asked to lead a network strategy project, and this introduced me to engineering.

Even though I don’t have a technical background, I quickly caught the ‘engineering bug.’ It’s all about problem-solving and finding creative solutions to new challenges. Never would I have chosen a career in engineering at school because my instincts wouldn’t have led me to science and maths-based subjects.

Encouraging women in engineering

Now studying for a Master’s in Engineering, supported by Cadent, I work in a role that has been historically seen as a maledominated sector. I’m living proof that girls who would usually favour more creative career paths can do engineering, too.

Cadent is keen to recruit more women into roles like this and I would encourage anyone with a problem-solving mentality, who enjoys thinking differently, to explore engineering. I feel very lucky to work in such a fast-paced sector, supporting customers every day and being pivotal in shaping decisions for future generations.

Jess Jarvis Engineering Manager, Cadent

Image provided by Cadent

WRITTEN BY

Why more women in engineering means more problems solved

Celebrate and promote people of diverse backgrounds and experiences in the engineering field. With more women in engineering, we can solve more problems to benefit society.

The Women’s Engineering Society (WES) have a vision of an engineering industry that employs the diversity of the society it serves — to solve the biggest societal issues of our time. This is why the theme of ‘Enhanced by Engineering’ was chosen for International Women in Engineering Day 2024 (INWED).

Celebrating the impact of engineering

Now in its 10th year, this campaign aims to showcase the wide-ranging impact of engineering across various sectors and highlight the invaluable contributions of engineers in improving our lives. Through ‘Enhanced by Engineering,’ INWED aims to demonstrate that engineering offers diverse and rewarding opportunities for individuals with varied interests, talents and backgrounds.

The theme emphasises that engineering is pervasive in almost every aspect of modern life — from communications and transport to building bridges and creating life-saving medical equipment.

Diversity solves engineering problems

Diversity of thought is a cornerstone of innovation, and this is key within the engineering world. Problemsolving benefits from having a range of perspectives; women may approach problems differently than their male counterparts, leading to alternative solutions that might not have been considered otherwise. This diversity in problem-solving approaches can lead to

breakthrough innovations, such as wheels on a suitcase or even the three-pin plug created by WES founder Caroline Haslett.

This kind of problem-solving was evident within the Electrical Association for Women (EAW) founded 100 years ago this year. The EAW was an organisation that would inform, educate and encourage all women to use electricity to improve their lives. This organisation brought engineers and housewives together to act as a liaison between the technical engineers who did not understand what women wanted and the housewives who knew what they needed to improve their lives. It is this diversity that creates innovation.

Women engineers as role models

Increasing the visibility of women in engineering serves as inspiration for future generations of engineers, regardless of gender. By showcasing diverse role models who have made significant contributions to the field, WES encourages more young women to pursue careers in engineering.

Increasing the representation of women in engineering is not only a matter of equity and social justice but also a strategic imperative for driving innovation and meeting the needs of diverse stakeholders. INWED goes some way to hopefully ensuring the long-term success of the engineering profession.

Candi Colbourn Events and Marketing, Women’s Engineering Society (WES)

One of the Top Women in Engineering 2024 describes what drives her career

Carolyn Ainsworth, Chief Engineer of the National Cyber Security Centre (NCSC), was chosen as one of the Women’s Engineering Society (WES) Top 50 Women in Engineering 2024. She encourages women to embrace passion and continuous growth to stand out in their field.

What does the Top 50 Women in Engineering award mean to you?

It’s a great honour to be selected for one of these awards, especially looking back at some of the previous recipients who are a very inspirational group. It’s great that WES uses these awards to give recognition and promote the wide and varied achievements of female engineers across the whole range of engineering domains.

What advice would you give women looking to advance their engineering careers?

Try to find problems that interest

and motivate you, and don’t be afraid to show your passion and enthusiasm for solving them. That will mean that you will stand out and be more effective. Be confident about your strengths, but don’t be afraid to acknowledge where you need to develop, and consciously work out the best way to do so. I have always regarded myself as a work in progress — there’s always something that I can improve upon.

What motivates you as an engineer working for the NCSC?

NCSC’s mission is a great one — ‘Making the UK the safest place to

live and work online’ — and that makes me proud and motivated to be part of the organisation. I work on cybersecurity for everything, from helping to protect any individual citizen from phishing emails right to producing the credentials that protect our most sensitive information from foreign adversaries. Cybersecurity is always evolving and changing, meaning that there is always something new to learn.

What are you most proud of in your career?

That’s a hard one because I’ve worked on a variety of different problems in my career — from being an aeronautical engineer to a cybersecurity specialist, all of which bring their own challenges and rewards. But I think the thing that makes me most proud is having built a brilliant team of engineers who provide the infrastructure and applications that NCSC needs to support its customers — not just the Government and Critical National Infrastructure (CNI) but businesses small and large, schools, universities and many more.

Carolyn Ainsworth Chief Engineer, NCSC

How a diverse workforce ignites innovation in diabetes care

A major healthcare company specialising in diabetes care has highlighted how a diverse workforce can advance product development and lead to better solutions for patients.

Chronic health conditions can impact people in different ways. Equally, the way individuals live with their health challenges varies depending on age, outlook as well as social and ethnic background.

For companies providing therapies and devices that help to improve lives for people with conditions such as diabetes, tuning into this diversity is vital. That’s why having a diverse workforce — with diversity of thought — is so important when driving innovation and developing products to meet patient needs.

Diverse teams drive innovation

Diverse teams, with individuals able to bring their true selves to work, enhance thought and innovation with the potential to take product development to a new level. At Abbott Diabetes Care — with 1,000 people at its multifunctional research, technical and manufacturing site in Witney, Oxfordshire — that ethos is immersed in the workplace culture.

Staff with wide technical experience, differing social backgrounds, ages and genders, are encouraged to express opinions and ideas while listening to the input of those around them. This diversity of thought can fuel innovation and enable organisations to deliver life-changing technology to patients globally.

Inclusion as a natural state

The company works to deliver accurate glucose monitoring products to enable people with diabetes and healthcare professionals to track and analyse glucose levels. It has a core ethos of ‘driving innovation through diversity,’ which is supported by their ten employee networks. including Women in STEM and PRIDE.

To fulfil its commitment to both patients and employees, diversity, equity and inclusion must be ingrained in the culture. The ultimate goal for any organisation should be to build a place where inclusiveness is an inherent quality and effortless norm. Abbott

remains dedicated to this ambition as it strives to create a workplace where everyone feels truly welcomed and valued.

Company-wide experiences and opportunities

Today’s team at Abbott sees people working cohesively, listening and learning from one another and sharing their thoughts, influences and inspiration. Among them is R&D Systems Engineer Sam Jones, whose role involves software development to test and validate products.

She joined the systems engineering graduate scheme three years ago after studying physics at Cardiff University. This scheme offered the opportunity to work in different departments before moving into a permanent role.

“Working with colleagues from different backgrounds helps innovation because you hear about how people think differently,” says Sam.

“It also helped me personally; looking at different approaches to my work, not being narrow-minded and seeing better ways of doing things.” She also enjoys meeting colleagues via company social and sporting opportunities, such as through the netball club.

Engaging work environment

Bree Winter is a Technical Manager for New Product Introduction, leading a team of scientists across the Witney site taking new products forward from the early concept phase.

She initially joined as a temporary scientist and then travelled before returning to a permanent position in 2006.

“It is a great working environment,” says Bree. “Everybody here is so engaged and committed to what they do. “There are also plenty of opportunities for people to progress within a role in the department they are in or move to different functions.”

Flexible working and outreach

Married with children aged five and eight, Bree acknowledges how the company recognises the importance of work-life balance. “People have all sorts of commitments outside work and that is recognised, respected and supported,” she adds.

Bree works four days a week rather than five, which gives her the flexibility she needs without compromising her career or professional development. The company enables people to be their ‘true self at work,’ she adds.

“Diversity is actively sought, and opinions from all backgrounds and technical disciplines allow us to make the best products we can,” she continues. Developing the next generation of engineers and scientists is also encouraged with outreach programmes, including the Big Science Final across primary schools in Oxfordshire where Bree is active in the judging process. Work placements are also available for undergraduates as part of their degree programme.

Bree Winter Technical Manager - New Product Introduction, Abbott, Diabetes Care

Sam Jones

R&D Systems Engineer, Abbott, Diabetes Care

SPREAD WRITTEN BY Mark Nicholls

Diverse teams, with individuals able to bring their true selves to work, enhance thought and innovation.

Surjeet Singh Principal Clinical Research Associate (CRA)Clinical Affairs, Abbott, Diabetes Care

Career trajectory and problem-solving

For Kym Boucher, a placement helped her determine the next steps in her career.

Now an Associate Programmer supporting automation of analysis and reporting by developing software, she spent a placement at Abbott during the third year of her maths degree in a student statistician role.

“I used stats every day and really loved the problem-solving aspect,” recalls Kym. “I knew from my placement that I wanted to work with programming in the healthcare industry.” On her return to university, she opted for statistics modules and later joined the company in October 2021 in a permanent entry-level programmer role.

That sees her developing apps and technology to present different metrics and status updates on clinical trials in support of the work of clinical research associates (CRA), data analysts and statisticians, plus the day-to-day R&D work.

“I can bring my programming experience to different teams and work together on what can be automated to make their tasks more efficient,” she explains. “One programme I wrote for a colleague took the time she needs for data tracking from three days down to one day.”

Networking and skills development

Personal motivation drives innovation

Some members of staff have a strong personal motivation with their roles in helping develop solutions for people with diabetes. Surjeet Singh is a Principal CRA in the Clinical Affairs Department. He and his parents have type II diabetes and his wife is type I, meaning he has a close affinity and knowledge of the challenges associated with the condition.

Following a degree in pharmaceutical medicinal chemistry and a PhD in non-viral gene therapy, he worked in the pharmaceutical, academic and clinical sectors. This included working with surgeons to develop technology to deliver better outcomes for patients.

He joined five years ago and now works closely with hospitals, experts and patients to gain insights into product use and further development. Co-located with R&D and manufacturing, he brings the patient perspective to innovation, translating clinical data into evidence for researchers, patients, clinicians, regulators and healthcare decisionmakers.

Diversity is actively sought, and opinions from all backgrounds and technical disciplines allow us to make the best products we can.

Advice Kym would give to someone considering a career in STEM is to do a work placement. “It gives you invaluable experience and lets you know what you do or don’t want in a job. I found out that I value being able to see a tangible, positive, impact that my work has.”

She also underlines the importance of working for an organisation that looks at individuals’ wellbeing as well as professional development. With Abbott, she has participated in activities such as yoga, badminton and netball, which have enabled her to meet people from across the company she may not otherwise have met. She has also been supported in developing her technical skills.

How diversity drives company impact

Surjeet, is also actively involved in the company’s charity team and, as a practising Sikh, works with the Ethnic Employee Network. He emphasises the importance of networking with people across departments to share knowledge on a social and workplace level.

Surjeet also mentors new team members, assessing how people from diverse backgrounds can best work together and highlighting the value of the organisation’s learning and personal development ethos.

For Abbott, diversity within the workplace has a positive, company-wide impact: delivering benefits for personnel, product development and, ultimately, for the people who utilise the medical devices and solutions it creates.

Kymberly (Kym) Boucher Associate ProgrammerClinical Affairs, Abbott, Diabetes Care

The Abbott UK Ethnic Employee Network is a collaboration between Abbott’s Black Business Network and Asian Leadership Cultural Network and it represents employees from all ethic minority groups.

Images provided by Abbott Diabetes Care

Spread paid for by Abbott

In the UK, the space sector is a thriving hub of innovation and exploration, tackling real-world issues with space technology.

UK space success and skill demand

The UK has a celebrated history of building satellites, from developments in earth observation to active debris removal, deep space communications and ambitions to harness the power of the sun in orbit.

These are a few technological developments pioneered by UK talent in this evolving sector. However, as the sector rapidly evolves, so do the requirements for broad and diverse skills. Consequently, previously disconnected industries and skillsets (such as mining, robotics and AI) are in demand. The other-industry skills you have could very well be next.

Unsung heroes of space missions

Behind every successful mission lies a diverse array of professionals, each playing a pivotal role in its conception, execution and operation. From project managers to sales teams and from marketers to financial specialists, the journey from concept to orbit is a collaborative effort that transcends traditional STEM roles, drawing upon countless skills and expertise.

Diverse opportunities in space Indeed, the space sector offers opportunities for individuals from diverse backgrounds and disciplines. Over half the sector is made up of career changers, with organisations recognising the need for a fresh skillset and perspective. In essence, the space sector isn’t just for astronauts and rocket scientists — it’s for anyone with a passion for exploration, innovation and making a tangible impact on the world.

SpaceCareers.uk is a leading platform dedicated to fostering talent in the space industry, providing career journeys from all walks of life to explore the myriad pathways available. As the UK continues to push the boundaries of what’s possible in space, the opportunities for passionate individuals to contribute are limitless.

Careers in the space sector are fascinating, challenging and unique. We must also ensure space opportunities are relevant, accessible and welcoming.

Space addresses major human challenges like climate change and disaster relief while driving discoveries and economies nationwide. However, we face a skills problem in the UK, impacting the sector’s growth and productivity.

Nurturing the space talent pipeline

The space workforce lacks diversity with only 24% women and 11% of people from ethnic minority groups. Diversity is important not only for equity but an organisation’s ability to innovate and lead in a commercial market.

A key challenge for all STEM sectors is nurturing the talent pipeline. While young people think science is important, they don’t see it as being something ‘for them.’ This is particularly true for under-represented groups, such as girls.

Space has an unparalleled ability to inspire awe and curiosity in people of all ages, but inspiration is not enough. We must also make space careers relevant, accessible and welcoming.

A multi-intervention approach

At the UK Space Agency, we target different interventions for specific age groups and interests. We provide opportunities for young people, teachers and families to engage with space in schools and social settings. We fund 22 science centres across the country to host an ‘Our World from Space’ exhibition, demonstrating how our society relies on space every day.

Through mechanisms such as Scouts and Girl Guiding challenges and classroom teaching resources, we help young people explore the relevance of space to them. We challenge perceptions about who belongs in space and allow them to explore whether a career in space might be for them.

To support students accessing early space careers, our Space Internship Programme provides summer placements in various space disciplines including component manufacturing, space marketing and PR. Two-thirds of our interns gain employment in the sector after completing our landmark programme.

Collaborative steps forward

The UK’s vision for the future of the space sector is underpinned by a diverse, productive and resilient workforce. In order to tackle the skills shortages, we must bring together a view of commercial ambitions, critical national capabilities and leading training provision, facilitated by collaboration between government, business and academia. No

Joanne Oliver Director,

Harriet Kennedy Head of Education and Future Workforce, UK Space Agency

Marianne Shelton Space to Learn Lead, UK Space Agency

The call for diverse skills in space — why it’s not all rocket science

Wide-ranging skills and talents are being sought to help take the UK’s space sector to new heights and advance the development of new technology.

Askills shortage could be adversely impacting the UK space sector’s growth, according to Professor Markos Trichas, Head of Secure Space at BAE Systems Digital Intelligence.

Varied skills needs in space

While there are numerous job opportunities, Prof Trichas is concerned that the sector is not attracting enough candidates — of all genders, socioeconomic backgrounds, ethnic groups and types of neurodiversity, spanning various ages and levels of expertise — to fill these roles.

This is combined with a perception that ‘astronauts are the only people qualified for space.’ However, he points out: “For every astronaut, you need hundreds, or even thousands, of people with very different skills.”

This is why BAE Systems’ Digital Intelligence business is focused on fostering diverse space talent. Formed in 2022, the company brings together expertise and solutions to address the advanced threats faced by businesses, citizens and nations globally.

Its 4,800 employees support organisations across critical sectors — and space is a key part of its work. It leverages its legacy in multi-domain defence technology to advance the UK’s sovereign space capability, creating secure space-enabled solutions for defence, civil and commercial use cases.

Diversity needed in the space sector

Prof Trichas says: “We’re focusing on developing the UK’s space capability, which involves growing the nation’s supply chain and creating the skills needed to achieve this goal. However, the challenge of attracting and retaining talent across a range of skills — from engineering to other technical and soft skills — could hold the sector back from fulfilling its potential.”

The company’s research shows that 56% of aerospace decision-makers believe the combination of attracting and retaining talent hinders digital maturity within organisations. Additionally, 26% cited a lack of diversity in recruiting STEM talent.

Alternative routes into the sector

Through its Azalea space programme, the company is creating its first cluster of multi-sensor satellites. “To

do that, you need to develop skills,” Prof Trichas says. “We are trying to inspire the next generation of talent in the UK because we will need more people to fulfil the sector’s potential.”

He points to an array of routes and popular pathways into the sector beyond traditional, degree-based options. These include apprenticeships, entry-level support roles, online courses and more.

Even with these options, building a robust STEM talent pipeline for the future will require collaboration across the space ecosystem; among space agencies, academia, industry – both primes and SMEs – and the Government. Prof Trichas advocates for UK Government investment in a national space programme to boost support for UK sovereign space primes and SMEs, develop skills and allow the UK to manufacture satellites for export, ensuring a profitable return on investment.

Space degree apprenticeship and inspiring students

Further BAE Systems Digital Intelligence initiatives include work experience for students, apprenticeships, graduate entry programmes and establishing the first space degree apprenticeship. The apprenticeship, with the University of Portsmouth, will allow participants to design, manufacture and test spacecraft and work on the Azalea programme and future space projects.

“Our degree apprentice programme helps people develop all the technical skills they need. At the same time, the space sector also needs support functions; commercial and financial people, managers and admin personnel. A huge variety of skills are needed, and many of them are transferable,” Prof Trichas adds.

Moreover, the company collaborates with Haileybury College in Hertfordshire to support students in developing and launching a CubeSat satellite, aiming to inspire engagement with younger generations and foster interest in the UK space sector.

Prof Trichas concludes: “While there is a technical element covering areas such as AI and data science, strong collaboration and problem-solving skills, being passionate and ambitious and an ability to communicate with stakeholders will all be essential to take the UK’s space sector to new heights.”

We’re hiring talented people across a range of roles – from software engineering, data science to consultancy and more. Visit our careers page today: baesystems.com/careersuk

Markos Trichas Head of Secure Space, BAE Systems Digital Intelligence

WRITTEN BY Mark Nicholls

Empowering gender and neuro-inclusivity to unlock workforce talent

Inclusively designed workplaces can unlock the strengths and skills brought by women and neurodivergent employees.

Embracing diversity, including the contributions of neurodivergent women, fosters a more dynamic tech industry. People with spiky cognitive profiles — including dyslexia, ADHD, autism and dyspraxia — are valued for their skills, work approach and technology proficiency.

SPREAD

Highlight strengths of neurodivergent employees

Amanda Gethin is the EY Global Consulting Talent Leader. EY is a leading assurance, tax, transaction and consulting services company. She points out that there are clear cognitive strength spikes that many neurodivergent individuals possess, that should be enabled in a work environment.

“We are trying to unlock untapped talent and potential, by designing our workplace neuro-inclusively, so this community can thrive, and to leverage their strengths, recognising that different people contribute in different ways,” she says. “For example, depending on an individual’s cognitive profile, you might see a high level of creativity, allowing them to see patterns, join dots and think in a very non-linear way.”

Advocate for neurodivergent women in tech

The organisation focuses on supporting women to prevent the compounded barriers of gender and neurodiversity from limiting career progression. Gethin says: “We know that women are underdiagnosed and better at masking their traits, yet the skills and attributes neurodivergent individuals have are so relevant to the future. It could well be the ‘unlock’ to start increasing representation of women in technology. Businesses that fail to do so could face lost opportunities.”

Social equity driving inclusive experiences

The EY organisation’s ambition is to create an environment where

neurodiversity is understood and supported, where thinking differently is valued, and where people can play to their strengths, according to Gethin. “We believe that the societal statistic of one in five individuals being neurodivergent applies, which is about 80,000 people in our organisation alone,” says Gethin. One step on their journey to making the company neuro-inclusive was setting up Neurodiverse Centres of Excellence (NCoEs) to leverage the unique talents of people who exhibit varying strengths and weaknesses in cognitive tasks, to drive innovation. Within the NCoEs, over 850 professionals work globally across technical capabilites, including automation, blockchain and data. Learnings from the NCoEs are now applied throughout the organisation to create a truly neuro-inclusive workplace.

Empower neurodivergent professionals

Grace Bolton is a Senior Manager within EY’s Consulting service line and identifies as neurodivergent, with cognitive traits associated with dyslexia and ADHD, including pattern recognition, complex problem solving, curiosity, energy and empathy. As a neurodivergent woman in tech, working with large-scale transformation clients, the organisation has supported her to create an environment where she can harness her strengths and has provided her with opportunities for leadership and progression.

Bolton explains: “I embrace my spiky cognitive profile to help

solve key client issues. I know my strengths and struggles and openly articulate where I add value and where I may not be best placed. I want to help create this environment for everyone.” Alongside her consulting role, she co-leads the organisation’s Neurodiversity Community, with members from over 30 countries. She highlights the organisation’s commitment to inclusive design that empowers neurodivergent individuals and women to play to their strengths.

Neuro-inclusive design benefits

everyone

Gethin and Bolton advocate for companies to challenge current workplace design through the lens of neurodiversity. Putting humans at the centre to create a skills-first, neuro-inclusive employee experience will enhance both individual work–life and business productivity for all employees and in particular, neurodivergent women. To do this, businesses must actively increase the awareness and understanding of neurodiversity in alignment with future skills and to help all employees better understand their cognitive traits. Building on this awareness, individual workplace adjustments can be offered, such as access to coaching and assistive technology. Core business processes, such as recruitment and team resourcing, should also be challenged, removing barriers to businesses accessing the necessary skills of the future.

Spread paid for by EY

Amanda Gethin Global Consulting Talent Leader, EY

Grace Bolton Senior Manager Business Consulting at Ernst & Young LLP, EY

WRITTEN BY Mark Nicholls

Opening up equal AI opportunities to reshape skills and benefit communities

Find out how AI, through equitable access to technology and education, enhances daily tasks and drives societal and environmental progress.

In a world increasingly influenced by artificial intelligence (AI), the technology has the potential to positively contribute to societal and environmental issues. But realising this potential requires equitable access to AI technology and education for everyone.

Equal access to AI knowledge

Education is the foundation for an inclusive AI future. At EY, a global leader in assurance, tax, transaction and consulting services, Heather DaSilva, who is the EY Global GenAI Advanced Research Centre of Excellence Leader, advocates for democratising AI skills. She believes that technology can act as a force for positive change across diverse populations, helping enable disadvantaged groups to develop solutions by, and for, their own communities.

The EY organisation is educating its professionals across the globe on AI and other technologies via its EY Badges programme, which encourages EY people to learn future-focused skills, challenging participants with new experiences. The development of AI knowledge within the EY people is a means to a greater end: supporting individuals to make a tangible difference with their clients, but also in society. The latter being the ethos behind the EY Ripples programme, which bridges personal development with community impact.

Impacting communities through tech education

The EY Ripples programme, aimed at positively impacting a billion lives by 2030, is a testament to the organisation’s dedication to corporate social responsibility. The focus is on supporting the next generation of talent, working with impact entrepreneurs to scale solutions to global problems and helping deliver business models that protect and regenerate the environment.

For example, a recent Ripples opportunity, which more than 1,000 professionals have already signed up for, is to work with Technovation, a global tech education nonprofit, empowering girls to become leaders, creators and problem-solvers. EY professionals are providing coaching and feedback throughout the girls’ learning experience.

DaSilva, who has herself mentored two young people in New York to equip them with transferable skills, commented: “Ripples

is a fantastic opportunity to augment our work and do something close to our heart — for example, mixing AI education with combating gender inequity.” This empowers staff to extend their own knowledge to underserved communities via mentoring, teaching, and helping with business plans.

Scalable AI for global impact

Vinod Chandran, EY EMEIA lead at the Innovation and Incubation lab, emphasises the importance of designing scalable AI applications to really be a driver of change. Chandran sits at the forefront of innovation in Tech at EY, converting ideas into prototypes to help solve business problems using AI.

“One of the main challenges is the digital divide between those who have access to modern information and communication technology and those who do not,” he says. The organisation is working to close the internet availability and affordability gap by dedicating CSR programmes to underserved groups.

The promise of AI for societal and environmental good comes with challenges that must be acknowledged and addressed.

Overcoming these hurdles is crucial for the ethical advancement of AI.

Tackling burning issues with a responsible approach

Chandran emphasises that AI has the potential to revolutionise the way environmental and societal challenges are being addressed, yet dependent on widespread access to technology.

For example, GenerativeAI (GenAI) is already improving disaster management by predicting flood-prone areas and alerting at-risk communities. It’s instrumental in climate modeling, helping to predict future conditions and inform policy decisions. Overall, AI is a vital tool in combating climate change, offering solutions for weather forecasting, pollution detection and sustainable agriculture.

Lastly, Chandran warns that reaping AI’s benefits requires addressing privacy, accountability and environmental concerns. AI technology development must not only be effective but ethically responsible. “To truly benefit the environment and society, AI solutions must be designed with sustainability in mind,” Chandran concludes.

Heather DaSilva Global GenAI Advanced Research Centre of Excellence Leader, EY

Vinod Chandran EMEIA lead at the Innovation and Incubation lab, Global Delivery Services India LLP, EY

Employers urged to champion socioeconomic diversity across tech

Tech has the opportunity to build a more socially diverse tech landscape, with only 9% of technologists coming from lower socioeconomic backgrounds.

Tech careers beckon as a gateway to unparalleled impact, innovation and earning potential in today’s job market. In the UK, tech jobs boast salaries between 60% and 80% higher than average, with opportunities for personal and professional growth.

Inclusive tech for socioeconomic diversity

A shift towards a more inclusive approach is underway, recognising the importance of intersectionality in fostering diversity. One critical factor among many protected characteristics is socioeconomic status. Tech careers offer a transformative path for individuals from lower socioeconomic backgrounds, enabling companies to deepen workforce engagement and provide meaningful support to underrepresented groups.

Social diversity for innovation Research indicates that even

modest improvements in social mobility could inject a staggering £45 billion into the annual GDP. Given the shortage of specialist tech talent, tapping into underemployed populations in social mobility cold spots presents a compelling opportunity to drive economic and social value.

The demand for tech workers positions the tech economy as an ideal vehicle for social mobility. With the right skills, individuals can access rewarding tech jobs regardless of background.

Technologists are now entering and progressing through the industry using skills bootcamps, apprenticeships and returner and switcher programmes to gain and develop skills across their careers.

Supporting social mobility: a call to employers

Despite the promise of tech careers, disparities persist. Currently, only 9% of technologists come from lower socioeconomic backgrounds,

hindering the diversity of thought essential for driving tech innovation and serving diverse customer needs. Employers must proactively address this disparity and foster a culture of inclusion and diversity.

Key considerations for employers

1. Data-driven insights: Track the social mobility of your workforce. Consistent data collection and analysis enable organisations to understand the current landscape, identify areas for improvement and measure progress.

2. Hiring practices: Emphasise competence over qualifications in hiring practices. Avoid demanding unnecessary educational credentials that may perpetuate social class disadvantage.

3. Career progression: Look at progression rates to ensure that talent does not get ‘stuck’ at the lower rungs of the organisation.

Karen Blake Co-CEO ,Tech Talent Charter

Navigating technology as a woman: insights from a product manager

Mark Nicholls

What does your role involve?

I work closely with engineers and a software development manager, looking at technical features and flows to understand what approach would deliver the best value for Tesco, its stakeholders and customers. We use data derived from grocery orders to identify customer behaviours to look at operational improvements. That, for example, could include how long it takes to get packages ready to ensure a driver arrives at the destination at the right time.

What is it like to be a woman at Tesco in technology? Choosing the right company truly comes down to shared values, and my experience with Tesco has been really positive. I’m really proud to be a part of this team.

Women in tech can take different guises in different companies and departments. I work in a backend team and wider product area, which traditionally attracts more men, but what’s important to me is that I feel heard and respected, with my views and opinions always valued.

Alice Carney, 30, is a Product Manager in the Transport team for Tesco. Here, she discusses her route into a career in STEM with the retailer and the training and development opportunities it offers.

What are the training and development opportunities?

You can have the greatest development and training packages ever, but you need the time and space to make the most of it. Tesco offers a 20:80 mindset; in my team, Friday afternoons are devoted to learning experiences and online courses.

You do not have to learn about product management, for example. You can learn about more diverse topics that also feed back into what you do. I wanted to learn more about coding, so I could ‘speak the language’ of those around me.

What would you like other women to know about working in technology?

You can have the greatest development and training packages ever, but you need the time and space to make the most of it.

What excites you most about the future of technology in retail?

Perhaps the most exciting bit is customer behaviour. I have always found that interesting, and the idea is that you can almost be ahead of customer behaviour and anticipate it. We saw with Covid that the way we live and shop can completely change overnight, and I think the retail market is still trying to figure out the change after the lockdown and whether people are going to shop the way they did before. With technology, we try to make people’s lives simpler, especially in retail and groceries and also make it a more enjoyable experience for our customers.

There can be apprehension among women about working in technology, but I would encourage people not to be put off by the assumptions about the technology industry. Women, and even girls, wanting to get into STEM should seek to build a network, because it is that network that will help you navigate the industry and open doors for you.

There is a lot out there now for women in tech. That can include following people you may have heard on podcasts or joining groups that can offer insight into STEM but also look for opportunities within the company you work for. Every company is different, but I have had a brilliant experience at Tesco.

What type of working culture gets the best out of you?

Tesco has values around diversity and inclusion. I was part of a year-long programme around black allyship and supporting black colleagues, and it was really important that I was able to be involved in that. Such programmes enhance employee engagement and help individuals feel valued. Inclusive brands like Tesco create a culture of belonging, demonstrating how making diversity and inclusion a priority is both a moral and strategic advantage.

Paid for by Tesco

Alice Carney Product Manager, Tesco

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Five factors to look at when searching for an apprenticeship

When it comes to apprenticeships, researching the options might feel complex. Although some of the core elements of apprenticeships remain the same, such as the available levels, there are also several variables to consider.

What do we really mean when we say, ‘Keep your options open’? It’s about taking time to explore and research all of the options that might be available to you and only saying no — or ruling something out — when you know that you’ve looked at everything.

The job roles

There are nearly 700 different apprenticeship standards covering thousands of different job roles. Each apprenticeship will be different, with employers designing the job roles that they need for their businesses.

The job title

The job roles themselves will have different titles that are decided by the employer. Some might sound obvious, but some might sound

more obscure. Try not to let this put you off, and always take a look at the role description before ruling it out.

The employers Employers of all sizes from every corner of the country offer apprenticeships, so there are many vacancies to look through and companies to compare. Although it might be tempting to look at the big names that feel more familiar, there are thousands of fantastic vacancies with smaller employers, too.

The terms and conditions Employers can set their own terms and conditions. They will decide what to pay (as long as it meets the minimum wage for apprentices), and they will decide on the holiday and any extras that you may be entitled to receive.

When and where they are advertised

Knowing where to look and when to apply is one of the biggest tasks you will need to consider. Apprenticeships could be advertised on the Government website ‘Find an Apprenticeship,’ through jobs sites, through social media and also on the employer’s own website.

Considering apprenticeships is not a ‘once in a lifetime’ decision. Apprenticeships can be a great choice for those leaving school or college but are also a brilliant option for later in your career as a way to increase your skills or even re-train for a new career. Apprenticeships can be started at any age, so my key piece of advice: keep your options open.

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Anna Morrison CBE Director, Amazing Apprenticeships

How to promote inclusive recruitment for the STEM sector

Getting recruitment right is one of the biggest challenges for any employer. This includes attracting, recruiting, onboarding and retaining diverse talent amid turnover difficulties.

Many organisations, particularly in the STEM sector, struggle to recruit employees from diverse backgrounds, whether this be those covered under the nine protected characteristics in the Equality Act or those who may be discriminated against for other reasons, such as gender identity, appearance, or socioeconomic background. There are many reasons for this, which employers need to identify and address to improve their access to wider and more diverse talent pools.

Where to start for inclusive recruitment

Look at your recruitment processes; are they inclusive and accessible? This is more than just reassessing where you’re advertising your roles and what the application process looks like; although this is important too, look at the whole process from end to end.

Recruitment factors to consider

• Attraction: How do you reach the widest possible candidate pool? Think about where you are advertising, your use of language and how the organisation may be perceived externally.

• Application: Are your job descriptions and person specifications up-to-date and realistic? Is the language inclusive? Are people put off by the way the information is presented? Is the application process accessible and inclusive?

• Shortlist: How are candidates shortlisted for interview? Have you considered alternative methods which could minimise bias?

• Interview: Does the interview or assessment process reflect the key requirements of the role? Do you encourage applicants to share information about any adjustments they might need to help them demonstrate their capability? Is the interview panel diverse? Is there a standardised approach to questions and scoring? Do you have diverse interview panels? Are your interview questions and scoring standardised?

Diverse, inclusive, productive workforce

At The Employers Network for Equality and Inclusion (enei), inclusive recruitment is one of our most commonly asked-about topics. We like to think that this is because employers are becoming increasingly aware that having a wide range of employees — from a variety of backgrounds — leads to a diversity of skills, thinking, views and experiences.

In an inclusive culture, where people feel psychologically safe and have a sense of belonging, creativity, collaboration and innovation flourish, employees are happier and have a greater sense of loyalty to their organisations, which is good for everyone. After all, a happy workforce is a productive workforce.

Sandi Wassmer CEO, The Employers Network for Equality and Inclusion (enei)

Inspiring women to reach for the stars: a journey into space science

From stargazing to pioneering space exploration, Beth Clarke’s odyssey inspires the next generation of women in STEM to reach for the stars.

It’s 2004. Seven-year-old Beth stands mesmerised by the beauty of the expansive night sky. This childhood stargazing ignited a lifelong passion for space exploration, propelling her to the forefront of the space science community.

Astrophysicist empowers women

Now, the multi-award-winning astrophysicist and software engineer has made it into the Computer Weekly Longlist of Most Influential Women in Tech three times over.

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Kirsty Rigg Communications Lead, WISE

How

In 2023, Beth was both the Everywoman in Technology Rising Star and recognised as one of Computing Magazine’s 50 Tech Role Models.

She attributes her success to the support of women role models who helped her see the possibilities. Now, she aspires to pay that generosity forward by illuminating the path for those who will walk it next.

she pursued a degree in Physics with Astrophysics. She then charted an unconventional course, undertaking a Level 4 Apprenticeship in Software Development with the British Computing Society while working full-time as a software engineer.

Beth is presently pursuing a PhD at the University of Strathclyde. Her pioneering research on Decentralised Autonomous Communities in Space (DACS) seeks to revolutionise space operations, fostering sustainability and inclusivity in the exploration of the cosmos.

At times, I have felt like I have two jobs: one as an engineer, and another as a ‘woman engineer’.

“Back at school, I remember there not being many girls who liked science; in my A-Level Physics class, there were only a handful of girls. It can feel isolating to dream of being a woman in science,” she says.

A career out of this world

Beth began her voyage at the University of Bath, where

women in STEM are leading the fight against Alzheimer’s disease

Alzheimer’s disease, the most common type of dementia,1 is a debilitating and fatal neurodegenerative disease that robs people of their memories, independence, relationships and, ultimately, their futures.

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June 2024

Space for change: being a woman in STEM

Beth spent some time as Vice Chair of the WISE Young Professionals Board, where she led key decisions on improving gender parity within STEM.

She explains: “At times, I have felt like I have two jobs: one as an engineer, and another as a ‘woman engineer’ — carrying the extra weight and responsibility of being the only person in the room representing my gender.

“Working with WISE was one way I could address this; not only working with other women but being an example of one — showing others that we exist.”

lzheimer’s disease is one of the greatest health challenges currently facing the UK and places a significant burden on society, the NHS and the economy. I feel privileged to be involved in a disease area that matters deeply to me and others.

Alzheimer’s disease research progress

There has never been a more exciting time to work in Alzheimer’s disease research. As Vice President of Neuroscience Research and Managing Director of Lilly Research Labs in the UK, I work with talented and dedicated

colleagues — from scientists to manufacturing experts — to continue Lilly’s 35-year heritage in driving scientific progress in Alzheimer’s disease. It’s been an extremely long process, but we are now at a tipping point for change. Seeing the potential impact that research progress can have on people affected by Alzheimer’s disease, both those with the condition and those who care for them, is what drives me. Yet, people need an early and accurate diagnosis to access research today and scientific innovations in the future.

Developing a blood test for Alzheimer’s disease

The UK has an opportunity right now to lead the development of blood tests to detect Alzheimer’s disease. As science continues to progress, we need to work together to ensure our healthcare system has the right infrastructure to adopt the newest scientific advances and ensure they reach the people who need them.

Passion and collaboration drive STEM innovation

I couldn’t be prouder of Lilly’s relentless commitment to pursuing innovation in areas of huge unmet need. This passion for what you do is one of the most important qualities for anyone considering a future in STEM. There are diverse roles and opportunities, from early discovery to commercialisation, that all play a part in turning innovation into something that helps patients. In Alzheimer’s disease, I’m fortunate to work with inspiring scientists, charities, policymakers and research institutes that all help drive research forward and create innovative solutions for patients.

Reference 1. NHS England (2024). Primary Care Dementia Data, February 2024. Available at: https://digital. nhs.uk/data-and-information/publications/ statistical/primary-care-dementia-data/ february-2024 [Accessed: April 2024]

Beth Clarke PHD Student, University Of Strathclyde