Women in STEM IE - Q2 2022 by Mediaplanet UK&IE

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Empowering women for a career in engineering Women can expect a rewarding and exciting career as an engineer contributing to projects that make a difference all over the world.

E Carole McNamee Lead Process and Project Engineer, RED WRITTEN BY Sarah Brown

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ngineering promises an enriching and varied career, attests Carole McNamee, lead process and project engineer at RED. It can also mean seeing tangible results of professional achievements in the wider world. “When I’m visiting some of the constructions that I was making designs for, I feel that a lot of the processes in that building function because of ideas and work that me and my team have done,” says Dina Murtazina, electrical engineer at RED. Pursuing an engineering career An interest in STEM subjects at school was key to getting into engineering for Murtazina: “I really loved physics and maths at school. My father was an electrical engineer and he used to explain to me how electrical things worked. It helped me choose this career direction.” Role models play an important part in encouraging women into engineering and fostering career progression, as McNamee discovered while studying. “My college lecturer had a massive influence on me to progress with engineering, she always displays such a strong passion/ enthusiasm for the subject,” she says. “It was inspirational.” Women in engineering Having more women in engineering improves female

representation and enhances the visibility of tech careers to a wider audience. “It could make more girls believe that they could be good engineers and see the benefits of this career,” says Murtazina. It’s also an opportunity for women to have fulfilling and impactful jobs. “Engineering is a fantastic and highly rewarding career,” says McNamee. “Gender diversity will enhance the industry and provide a more balanced and productive workplace.” The engineering sector remains male-dominated, yet it’s becoming increasingly inclusive and opportunities for women are growing more than ever. “I’m comfortable being a woman in engineering,” says McNamee. “Sometimes it can be a male dominated industry, but from my experience to date, gender isn’t an issue. Teamwork is at the forefront of engineering and an aspect that I really enjoy.” Advice for female engineers For women looking to take the leap into engineering, McNamee suggests spending time to discover personal interests and passions in engineering. “Explore the different areas that engineering has to offer early in your career to give a deeper understanding of its elements and to help you find your preferred area,” she says. Murtazina adds it’s important to step out of personal comfort zones. “Be ready for challenges and don’t be afraid of them,” she says.

Dina Murtazina Electrical Engineer, RED

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Inspiring success at all stages of an engineering career Career progression can flourish in a supportive and collaborative environment, especially when employee development and wellbeing are highly valued throughout an organisation.

S Laura McGuckin Lead Program Manager, Ericsson

WRITTEN BY Sarah Brown

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vetoslava Kostova and Laura McGuckin are engineers at different stages in their careers, yet they share a passion for the dynamic nature of what they do. “There’s so much room to grow as a woman,” says Kostova, a recent graduate. “There’s something new every day. No one looks at you differently because you’re a woman. There’s always great support.” McGuckin, who started as a graduate and is now a Lead Program Manager, agrees. “What I love is that we’re given the freedom to try out new ways of doing things. Sometimes you fail, but you learn, and Ericsson is really supportive about that.”

Maternity leave in STEM For many women, taking maternity leave and going back to a STEM career after can be daunting. The approach Ericsson takes to maternity leave and the support they provide on return to the workforce helps to alleviate many concerns. “I have three boys and I was always encouraged to take the maximum leave I could,” says McGuckin. “Each time I returned, the overwhelming feeling I got was that people were excited for me to come back. I was given the space and support to adjust, and there were quality training materials provided to get upskilled quickly.”

Pursuing engineering During her electronic and computer engineering course, Kostova secured a nine-month placement at Ericsson, getting hands-on software experience. “I fell in love with it, and I knew software was for me. I was gutted after the nine months were up, but the company offered me a permanent job after college. I love it.” Laura joined the company in 2006 after studying computer science at college and has always had plenty of opportunities to take on different roles and challenges. “There’s a lot of opportunity to try new things, so I don’t stagnate or feel bored in a role. It keeps you interested.”

Growing with mentorship Mentorships and internal support can help develop new skills, fast-track career progression and grow a professional network. Kostova has experience as both a mentor and a mentee. “I am very passionate about mentorship. When I joined the company, my mentor helped me integrate into the team and walked me through the processes. There’s no silly questions, everyone is happy to help,” she says. “Mentors aren’t just for new employees, but for everyone, no matter how far along they are in their career.”

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Svetoslava Kostova CI/CD Engineer, Ericsson

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We can encourage engineering careers through heritage activities Many children do not know enough about engineers. Engineers are creative people who design solutions that we use every day. Humans are natural engineers and we’ve been engineering since the Stone Age.

he engineering sector plays an important role within Irish society. We need to promote engineering to children to ensure Ireland has a ready supply of engineers. Girls are facing barriers and are hugely underrepresented in the sector, we need to continue to work together to open girls, boys, minority groups, disadvantaged backgrounds and everyone to greater awareness of engineering. We must give children as many handson engineering opportunities as we can, to ensure Ireland is a better place for future generations. We can look to our heritage to help achieve this. Promote understanding The STEPS programme is a long-standing outreach programme that aims to introduce and promote understanding of engineering to children. STEPS has worked with As Creatives to create unique engineering outreach challenges for children to discover the engineering of three of Ireland’s heritage sites to celebrate International Women in Engineering Day on June 23. Creating opportunities to learn As the programme strives to inspire the next generation of engineers, we have created these challenges to not only develop engineering skills, but also to learn about our heritage through engineering. Children can discover the engineering of three of Ireland’s heritage sites - Parke’s Castle, Hill of Tara, Rock of Cashel. Each location has an engineering challenge pack full of several engineering themed activities. To inspire more children to see themselves as engineers, we want to show them engineering innovations and activities that relate to their locality.

Increasing women’s visibility will help retain talent We need to improve the participation of women working in the STEM field by showcasing more role models.

T Joana Ganilho Early Careers Co-Lead, CWiT

Liana-Anca Tomescu Early Careers Co-Lead, CWiT

In fact, 40% of Irish women have considered quitting their job in the last 12 months. It is hard to stay in an environment where you don’t feel you fit in and role models play a big part in this from early school to the workplace.

Curiosity and problem-solving skills Children are naturally curious and our heritage challenges nurture this curiosity to give them learning opportunities to become problem solvers. It’s never too early to begin encouraging, channelling and supporting children’s interests in engineering.

Promoting real role models Fireside Chat is a monthly program that spotlights a member’s career to spark open conversations and support group learning. With the diversity of our members, we hear about skills and behaviours, workplace decisions and strategies which offer fantastic insights for the audience to learn from. We empower real people to be real role models while building a network for all CWiT company members to benefit from.

STEPS is funded by the Department of Further and Higher Education, Research, Innovation and Science and industry leaders Arup, the EPA, ESB, Intel and TII.

Roseanne O’Leary STEPS Team Leader, Engineers Ireland

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hroughout the Great Resignation, we have seen millions of people dropping out of their workforce, and women are doing it at a rate twice as high as men. In fact, 40% of Irish women have considered quitting their job in the last 12 months. It is hard to stay in an environment where you don’t feel you fit in and role models play a big part in this - from early school to the workplace. Through our work, we aim to raise women’s profiles within organisations and communities and counter this drop out. Our network of 20+ tech companies based in Ireland means that we have people from different organisations, career levels, field studies and profiles. This provides a fantastic opportunity to showcase incredible role models and demonstrate that women do belong in this workforce. This sense of belonging will prevent many from leaving and encourage our talented female population to reach their full potential, but it is vital to do this with purpose and connection in mind. Our early career pillar at CWiT focusses on increasing the visibility of women in tech from our member companies in programs such as the CWIT Fireside Chat and the Tech Starter.

Learn more about CWiT at cwit.ie. @CWiTirl CWiT Ireland @cwitireland @ConnectingWomen InTechnology

Targeting Third level students Meanwhile, Tech Starter is an annual program which began in 2019 and involves a series of women-in-STEM talks, career workshops and webinars, in partnership with many Third level institutions in Ireland. It primarily targets female college students. The main aim of our Tech Starter sessions is to ensure that all of the incredible role models we have are seen and heard. These sessions shine a light on the success stories of women in the technology field, including advice and guidance on how to enter and thrive in a STEM profession. The feedback from these projects drives us forward and reinforces that our CWiT mission of promoting, attracting and retaining women in the tech sector is still vitally needed and it is a mission that we remain committed to.

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Encouraging tech careers through community engagement Community-oriented initiatives and meaningful partnerships can help companies close the gender gap in tech and cultivate a diverse, multi-skilled workforce.

C Joana Ganilho Lead for Ireland Women’s Network & Customer Relations Manager, HPE

WRITTEN BY Sarah Brown

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ybersecurity is a great career opportunity for everyone. The wide scope of STEM roles means people can study law or finance and still end up in tech, which brings a diverse skill set to companies, as Molina Oung, Cybersecurity Analyst at Hewlett Packard Enterprise explains: “We try to emphasise that you can have any sort of background before coming into cybersecurity. People who are willing to learn and work on the job can become a cybersecurity analyst or a security engineer. When you have people from different areas of work, it creates more diverse backgrounds and promotes different ways of thinking.” Promoting diversity in cybersecurity Despite the increasing number of women in security careers, it currently remains a male-dominated environment. One way of addressing this gender imbalance is by engaging and educating the community through school and university visits with keynote speakers who share career tips and experience working in tech. Joana Ganilho, Customer Relations Manager at HPE says: “We want to provide an example that people can aspire to as most of these girls have nobody in tech they can look up to. We want to pass on that information, open up the possibility and plant the seed that can then grow to a potential career in the future.”

Creating an impact through partnerships Establishing partnerships with like-minded organisations can also enhance the visibility of tech careers. HPE has partnered on a number of programmes focused on improving female representation, including the Sophie Hayes foundation, that makes an impact by providing employment and skills development to women survivors of human trafficking. Another connection includes CodePlus, a learning programme that teaches coding to secondary school girls in Ireland to widen their career choices before going to university. “Together with partners like CWIT, the ‘Connecting Women in Technology’ network, we’re trying to raise awareness that technology is everywhere and that there is a place for everyone in tech,” says Ganilho. Empowering top talent Once companies have attracted female talent, the focus shifts to developing, empowering and retaining them. This includes meeting inclusion goals and including women in all levels across the company. “We need mentoring, development and leadership projects to make sure we’re raising the visibility of women so they can reach higher places,” says Ganilho.

Empowering women with mentorships and leadership programmes

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Joining a tech company The interview process can help the job seeker determine if a company is an ideal fit for their professional

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employees to pick a mentor based on the skills they want to learn. “I’ve had mentors since the minute I started. It’s a part of my career,” says Cooper. “It’s always been based on specific areas that I want help with and I’ve developed good relationships with my mentors.” A supportive workforce can also help career progression through sharing insights and expertise in different STEM areas. “The people I work with most definitely moulded my career and my enjoyment in the tech area,” says Adderley.

Companies can improve female representation in STEM fields through community-based initiatives, mentorships and leadership programmes that help foster career progression. upporting female progression in STEM careers starts early, explains Gail Cooper, AVP product management at Unum Ireland. Exposing girls at school to STEM fields can increase awareness of tech careers and help deconstruct old-fashioned stereotypes. “Seeing is believing. It’s important to talk to girls at schools so they can see what career opportunities are available,” says Cooper. “As well as talks at local schools, we invite students to our office to see and feel what it’s like to be a woman in technology.”

Molina Oung Lead of Women in Security Galway & Cybersecurity Analyst, HPE

goals. It also acts as an opportunity to better understand the company’s values. “The onboarding process at Unum was very robust,” says Sarah Adderley, program manager at Unum. “That made me want the job even more. They knew what they wanted and were interviewing me as much for my skill set as to see how I would fit into the company. That translated to me as very thorough, very detailed, yet really welcoming too.” Finding mentors The support of a mentor can help mentees learn new skills, gain confidence, achieve goals and expand their professional networks. The company offer a global internal mentor scheme that allows

Women in leadership roles Despite changes in the tech industry, women are underrepresented in leadership positions in STEM. Internal leadership programmes can help address the gender imbalance and accelerate female STEM career progression. For example, Unum’s leadership programmes help employees step into those senior roles and are available to anyone who is interested. “There’s a huge amount of growth and opportunity here,” says Cooper. “If you’re willing to put yourself out there and put yourself out of your comfort zone, the opportunities are up for grabs.”

Sarah Adderley Program Manager, Unum

Gail Cooper AVP Product Management, Unum

WRITTEN BY Sarah Brown

Unum is a leading employee benefits provider that offers expert health and wellbeing support, and financial protection through the workplace. For more information please visit: unumjobs.ie

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The importance of networking for women across the STEM sector In order to engage more women in STEM subjects, we need to find ways to show them what opportunities and paths are available.

C Martina Campbell, WITS Ireland member and Director of Product Management, Workhuman

entral to our purpose as an organisation is the October, the career series gives students the opportunity attraction, retention and development of women to learn about roles they may not be aware of. They will in STEM. Recent statistics from the Central also hear first-hand experience of women in these roles Statistics Office tell us that while almost 50% and their career paths. Companies such as AWS, ESB of those sitting Junior Cert Science in 2015 were girls, and Workhuman have participated previously as well as only 25% of those working in STEM careers are female. researchers from TCD, RCSI and UCD. Women in Technology & Science Ireland (WITS) is a volunteer led organisation Providing career advice and has engaged with the student One of those who benefited from the population at second and third level Student Series was Nuwriya Abdullah, It’s important for girls to have currently working on a Technology to encourage more girls to understand the opportunities a career in STEM can visible role models and access Graduate Programme within financial provide. services. Having joined us as a student to mentors who can provide member Nuwriya says that: “My time as real insight into the their day Visible role models and mentors a member has given me the opportunity to day STEM careers. Martina Campbell is a member of the to meet many other intelligent women executive of WITS Ireland and co-lead at different levels of their STEM careers. of the WITS Ireland events committee. Also a Director I received some great advice on the steps I could take of Product Management at Dublin based HR company, before starting my career as a Software Engineer.” Workhuman, Martina is passionate about diversity, Showcasing the variety of paths available enables equity and inclusion in STEM, particularly in promoting students to think beyond their expectations and consider and shining a light on the wide range of roles available. different routes into STEM careers. In 2018, only 2% of It’s important for girls to have visible role models and those finishing apprenticeships were female. Therefore, access to mentors who can provide real insight into the we are working closely with member organisations to their day to day STEM careers. platform the variety of apprenticeships and encourage From this the annual WITS Ireland Student Careers students to consider these options. Series was established and it has been able to help third level students gain this insight. Kicking off again this

A complex change that needs joined up thinking

L Gillian Harford Country Executive, 30% Club

Leading the way in the classroom A great example of collaboration

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If you’d like to get involved you can find us at witsireland.com

classrooms and a further 60 preservice teachers are set to join them this summer.

Ultimately, complex issues don’t always require complex solutions, but at a minimum we get better outcomes when we align our efforts to drive change. ess than 25% of STEM roles in Irish workplaces are held by women. When we consider that technology related skills will be critical to all roles into the future, this is no longer a single strand agenda. Unlike other skills challenges, this particular issue extends back into the earliest stages of the pipeline and impacts in so many ways that single solutions will be unlikely to drive success. Therefore, a more integrated approach is needed where agencies, interested parties and stakeholders work together to drive progress from the classroom to the boardroom.

Nuwriya Abdullah WITS Ireland member and Technology Graduate Programme, AIB

is the STEM Teacher Intern Programme, where teachers in training spend a short placement in industry learning skills to bring to the classroom; helping future generations appreciate the value of maths and science related subjects. Established by DCU in 2016, the programme receives funding from SFI, extends to six Irish Universities, and is supported by more than 40 organisations primarily through the 30% Club and CWiT (Connecting Women in Technology). It is the perfect example of education, government and business working together to drive change. To date, 175 teachers, who have completed the programme, are demonstrating their skills in our

Following the pipeline to the boardroom While many initiatives focus on encouraging more young women into STEM, the challenge at the other end of the pipeline is ensuring that women stay in the industry and, more importantly, that they progress to the most senior roles at c-suite and into the boardroom. This will bring better balance in decision making for better business outcomes and providing ‘see it to be it’ role models for the next generation. This year, the 30% Club is delighted to launch a new networking programme for senior female talented executives in the tech industry. Working with the support of our partners in EY, representatives from 30 organisations will come together in the first programme of its kind in Ireland networking senior talent in a collaborative way to drive forward the CEO talent pipeline not just for their organisations, but for the industry collectively.

For more information visit: 30percentclub.org/chapters/ireland/ stemteacherinternships.ie/

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How do we encourage more women into tech?

What opportunities come from working in tech? Krishna: You have such a range of opportunities. I moved from automotive to payments and tech can really unfold new opportunities throughout your career. The learning curve never flattens.

Krishna Ravichandran DevOps Engineer, Fiserv

Leanne: At Fiserv, we have our day-to-day jobs but we’re given time during the week to upskill, to present, to write articles and generally to grow as an individual. I feel a lot of doors have opened to me because of tech and that’s amazing. Lara: I found an industry I love, where I’ve had the space to grow, travel, work with exceptional people from every continent, and to give back through mentoring and supporting younger women and men starting out.

Image provided by Fiserv

A recent panel with Newstalk’s Jess Kelly provided a platform for a number of women to discuss their experiences working in tech and what initiatives might attract more women into the industry. Why did you choose the tech sector?

Did you see any barriers to joining tech?

Leanne: I started in pharma and I realised that I’d be tied to working in a lab fulltime. I pivoted to tech because of the opportunities and possibilities. It has been the best decision I ever made. Here at Fiserv, I have the freedom to create things, to use my mind more and I’m continually learning.

Krishna: There are differences between here and back home in India in women doing STEM courses. In my undergraduate degree it was a 50:50 split but it seems to me that a lot of girls in Ireland think tech is a man’s job. Things are really changing though.

Lara: I studied philosophy at university and initially pursued a career in academia. Though I loved it, I quickly realised that it would not give me access to the resources to live the life I wanted. I chose payments because I knew it would give me the opportunity to develop a broad spectrum of skills, but also to travel internationally and indulge my curiosity to explore.

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Krishna: I thought tech would allow me to upgrade myself regularly. It offers incredible versatility as it can be applied to any field to solve any kind of problem. So that gives you a very broad set of opportunities.

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Leanne: I didn’t see any barriers. I knew there was a huge deficit of employees in tech and so there was massive opportunity. I think if you’re doing your best and want to learn, people will always assist you to succeed. I think it’s great that they’re bringing coding into schools. It’s such a practical skill and by demystifying it more people can get into the industry. Lara: I do see barriers but most of them are based on misconceptions. Some women are put off that there are fewer women in tech than there are men and they don’t want to stand out. But I don’t think being different is necessarily a disadvantage, quite the opposite. People are more likely to notice you if you’re different and that means you can make an impact.

Leanne-Lacey Byrne Front End JavaScript Developer, Fiserv

I think if you’re doing your best and want to learn, people will always assist you to succeed.

Lara Byrne Vice President of Strategic Partnerships, Fiserv

Are people waking up to the importance of diversity? Lara: As a company, the work we do and the solutions we deliver change the way people live their lives. This means we need diversity of people designing and developing those solutions, for them to be fit for purpose. Diversity is also essential to a rich and thriving culture. What advice would you give to people considering a career in tech? Krishna: Ireland does a great job in offering part time courses so start doing and stop talking! Leanne: Have faith in yourself and be kind to yourself. If everyone here can do it then you definitely can. Lara: Life’s too short not to believe in yourself and try new things. Don’t let this opportunity pass you by! Find out more at careers.fiserv.com

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Boosting STEM mentoring is helping to promote gender balance By mentoring young women considering a career in STEM, we are helping to redress the gender imbalance across industries.

re we creating an effective flow of young women going into STEMrelated sectors? We are doing better, but there is still so much work to be done. At Stemettes, we show girls, young women and non-binary young people that STEM fields are options for them as a career choice. One of the ways we do this is by allowing them to meet STEM role models at our events and the opportunity to be mentored by women working in STEM sectors who are experts in their field. Seeing is believing after all. “I’ve learned so much already from my mentor, from the active community and from all of the events that have been running. I feel so supported. It’s opened my eyes to many new possibilities and made me learn so much more about myself,” explains 17-year-old mentee, Alibhe. STEM mentoring in action For our initiative in Ireland, we run a special mentoring scheme called the Student to Stemette programme supported by the Avantor Foundation. We know that the teenage years are a crucial time for young women in terms of developing self-confidence, their perceptions of STEM subjects and career pathways they may consider pursuing in the future. Stemettes regularly collects data from all our participants to act, reflect and adapt. We know that if we engage young girls and non-binary people in their formative years and allow them to join a supportive STEM community with the right role models, they are more likely to carry on into STEM pathways in the future. STEM exposure Our aim is to develop STEM capital, encourage young women to explore all their options and have access to up-todate field knowledge across academia, industry and entrepreneurship. We need to do more to boost the self-esteem of our young folk and encourage them to pursue ambitious career pathways in STEM. If we want to equip young people with both aptitude and a passion for STEM we need to support them effectively whilst they are in prime learning mode.

Dr Anne-Marie Imafidon CEO, Stemettes

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Tech employers need to open their doors to women returners One key step to increasing gender balance in tech is addressing the personal and recruitment barriers that prevent experienced female professionals returning after career breaks.

s Irish tech hiring is expected to grow by 42%, and employers are increasingly stating that diversity is a priority, one group of skilled and diverse candidates is being shut out of opportunities. Every year, large numbers of qualified and experienced female tech professionals pause their careers, typically for caring reasons. When they want or need to return to work, they face multiple challenges.

to fill multiple roles, recruiters prioritise more polished candidates who they see as less risky and able to ‘hit the ground running.’

Supported routes back to work There are proven solutions to tackle this ‘career break penalty’. Since their introduction to the UK and Ireland in the mid-2010s, corporate returner programmes have provided a supported route back to mid-to-senior level roles for hundreds of STEM women. By ringfencing Personal and recruitment barriers roles, tailoring assessments “It had been 14 years since I had and providing transition been near an IT project. I had support, Irish employers such Every year, large numbers no idea where to start. I wasn’t as Accenture and Expleo have convinced any prospective of qualified and experienced targeted and re-integrated employer would choose my CV.” talented women returning female tech professionals Previously a Senior IT Manager, to tech. Alice’s self-doubts after a break Alice is now thriving back pause their careers, to raise her three children nearly at work thanks to a returner typically for caring reasons. programme. More forwardstopped her from even trying to resume her tech career. thinking STEM employers are This fragile self-confidence, experienced by many needed to harness this wasted talent pool, filling talented returners, is compounded when they skills gaps and helping to build a more inclusive re-enter the job market. Widespread recruitment and diverse workforce post-pandemic. bias against candidates without recent experience, particularly for technical roles, means that few returners get past a CV screen. Those who do find that assessments are tailored for people with up-toJulianne Miles date skills and knowledge. CEO and Co-Founder, Women Returners The volume and speed of the current tech hiring surge is creating additional hurdles. Under pressure

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Education and mentors are key for STEM success Pursuing a career in engineering opens up a range of professional opportunities and learning possibilities for anyone who’s interested in STEM subjects.

I Barbara O’Brien Technology Development Manager, Dublin Bus WRITTEN BY Sarah Brown

Paid for by Dublin Bus

n 2001, as an engineering graduate, Barbara O’Brien became the first female engineer to join Dublin Bus and today is the company’s Technology Development Manager, playing a fundamental role in integrating, supporting and maintaining on-bus technology. “Often people don’t fully understand the variety of engineering disciplines - it doesn’t always involve a toolbox,” says Barbara. “The fact that we are dealing more and more with technology means that a lot of engineering positions are computer based.” Grow with further education Barbara’s path to becoming an engineer started with an interest in STEM subjects at school, which led her to gaining a first class honours Degree in Mechatronic Engineering. She later took her career to the next level by studying for a Masters in Industrial Engineering, funded by the Education Support Scheme at Dublin Bus. “The opportunities for education at Dublin Bus are always there no matter your age, length of service or position. We have taken people into our department who don’t have a technical background and the Education Support Scheme has enabled them to gain the necessary technical knowledge,” she says. Opportunities with apprenticeships Being a graduate isn’t the only way of getting a career in STEM. An apprenticeship can offer valuable professional experience while learning key technical skills on the job.

For example, Dublin Bus offers a heavy vehicle mechanic apprenticeship programme that is open to everyone who’s 16 years old or more. The apprentices learn technical and computer-system skills, as well as having hands-on experience in day-to-day repairs and preventative maintenance tasks. “The areas available in STEM are so wide ranging that I don’t think people should tar it all with the same brush,” says Barbara. “Just get the experience, see what’s in there and discover the multiple opportunities in that area.”

The areas available in STEM are so wide ranging that I don’t think people should tar it all with the same brush. A supportive and inclusive culture A culture that encourages diversity and fosters a familial atmosphere has been key in helping Barbara grow and find mentors in her career. “The open-door policy we have in Dublin Bus is what really enables someone to learn, grow and develop,” she says. “This culture allowed me to choose my own mentor who has supported me as I moved into management in the last two years and she continues to support me going forward.”

The aviation industry offers exciting career opportunities The value of a multi-skilled workforce means a STEM background can open up new career opportunities in a wide range of different industries.

viation finance is not an obvious STEM career, but it offers an exciting future for those interested in STEM. “We purchase aircraft and lease them to the airlines. In layman terms, we’re landlords of aircraft,” explains Rebecca Yue, adding that it’s a dynamic industry where no two days are the same.

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Transferable STEM skills With a background in chemistry and teaching, Yue was ready for a new challenge. Pairing her transferable STEM skill set with a Masters in aviation finance helped her make the transition into aircraft leasing. “It’s about knowing and identifying the skills gained from STEM. The skill set you have from working in a lab to

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going into finance - it’s all there,” says Yue. “It can really open up a whole world of exciting opportunities.” STEM in aviation finance Gemma Loder’s path into aviation finance started with an interest in STEM subjects at school, which led her to pursuing a degree in finance, international business and economics. “I planned to move into finance as I think it’s a good balance between the practical application of mathematics and the science courses. For aviation in particular, it’s always been a technology that interested me. I still think it’s amazing the technology behind aircraft and the way that supports globalisation.”

Diversity in the aviation industry Companies are increasingly valuing the ability to ‘think outside the box’ that comes from a multi-skilled workforce. “Diversity, equity and inclusion are really important,” says Yue. “This includes neuro-diversity. It’s also about people’s different experiences and backgrounds and bringing it all together.” While senior positions in the aviation industry are mostly occupied by men, Yue notes this is changing as more women enter the sector. “I think we’ll see changes in gender diversity in the aviation finance industry. It’s just going to take a bit more time as we don’t have as many females in the pipeline just yet.”

Find out more at dublinbus.ie/ Careers/

Rebecca Yue Assistant Vice President, Marketing, Jackson Square Aviation

Supporting sustainability goals Fostering a sustainable future for air transport has become increasingly important for the aviation industry. Jackson Square Aviation (‘JSA’) set up a sustainability committee to discuss sustainable solutions and to create an internal focus on ESG. JSA is rated as number one aircraft lessor on IBA’s Efficiency Spotlight. “We primarily invest in more fuel-efficient, new technology aircraft,” says Loder. “We also look at reducing the carbon intensity of the current technology fleet including modifications to make aircraft more aerodynamic, or alternative fuel sources.”

Gemma Loder Head of Capital Markets, Jackson Square Aviation WRITTEN BY Sarah Brown

Read more at jsa.com @jacksonsquare aviation @JacksonSqAv Jackson Square Aviation

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Apprenticeships: Balancing study with real world experiences Apprenticeships are quickly becoming a popular route for those interested in STEM roles.

TEM related occupations are some of the fastest growing industries in Ireland. According to the CSO Figures, there are 117,800 people working in roles that require STEM skills, so ensuring there are accessible pathways into these roles is more important than ever.

Jennifer Lynch Project Executive, BioPharmaChem Ireland

Real-life experience We recently spoke to Jasmine O’Brien, an apprentice working with Takeda Ireland. She describes her experience as very positive so far: “I am really enjoying the lab apprenticeship program as the learning we do is put into work experience in a pharmaceutical lab and will be very beneficial for our future. The Increasing interest in apprenticeships academic part of the program is made The number of female apprentices in easier by getting the knowledge of the Ireland has increased from just 26 women topics in the work environment and vice in 2015 to 1,500 in 2022. There are over 60 versa. The earn as you learn aspect is also The number of female very helpful.” apprenticeship programmes to choose from, including the area of STEM. With The laboratory apprenticeship program apprentices in Ireland qualifications ranging from certificate to not only offers opportunities within has increased from PhD level, the number of women who are the biopharmaceutical sector, but also choosing apprenticeship as a career path devices and diagnostics, chemical just 26 women in 2015 medical is significantly increasing year on year. manufacturing, independent testing labs to 1,500 in 2022. The laboratory apprenticeship is one and the food and drink sector. of the newer pathways for candidates With apprenticeships also available hoping to start a science career in the in manufacturing, engineering and biopharmaceutical sector. This program has seen technology, there has been a huge increase in options a high level of female applicants since launching back for women starting a career in STEM or returning in September 2018 and provides women with an to the workplace. unrivalled opportunity to gain an excellent qualification while also having hands-on practical experience in a real-life lab setting.

Improving gender equality, diversity and inclusion in STEM

as research leaders to ensure a more equal, diverse and inclusive research ecosystem, and to reflect the diversity of Ireland’s Higher Education Institutions.

Excellence in research can only be attained where there is balance and diversity in leadership and decision-making.

A Dr Marion Boland Head of Research Policy, Science Foundation Ireland

s an organisation, we support many talented women researchers across our higher education sector, who lead teams and projects aimed at discovering new insights and providing solutions to challenges we face as a society. Reflecting on progress achieved Over the past number of years, we have been making progress in attaining this balance in its portfolio of grants. In 2021, 28% of SFI grant holders were women, a figure more closely aligned with the available applicant pool of researchers compared with previous years, and 40% of SFI research team members were women. While progress has

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been made we recognise that there is more to do. We have introduced and piloted new gender initiatives. For example, the Frontiers for the Future Programme has a number of measures to increase women research leaders. This includes inclusive language; widening of eligibility criteria to allow a more diverse applicant pool, including applicants with a non-linear career history; and, priority being given in the review process to lead applicants who are women where applications receive the same final score in the ranking process. SFI’s Strategy ‘Shaping Our Future 2025’ has set an ambitious target of attaining at least 35% women by 2025

Shifting focus of strategy To ensure we achieve this target, we are currently developing a new equality, diversity and inclusion strategy, which moves away from a sole focus on gender, to encompass the broader range of intersectional issues in keeping with the changing societal and academic landscape. This new strategy will ensure equality, diversity and inclusion are embedded in our organisational structures and portfolio of grants through specific actions and targets for the Foundation and will be developed in consultation with a broad range of stakeholders. It will support our goal of ensuring that SFI’s investment reflects the input of researchers that are representative of society, and thus the outputs are relevant to society. We recognise the critical importance of having women as research leaders to ensure a more equal, diverse and inclusive research ecosystem which reflects the diversity of talent across our society, the higher education system and STEM sector. Working in collaboration with those in the sector we hope to make significant improvements over the coming years.

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Real life examples of how company policies are helping women Many companies talk about encouraging women into STEM careers, but what do they do about it? We look at the practical ways in which one engineering company makes women welcome.

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omen aiming for STEM careers need to look past the rhetoric and check what companies actively do to support women and how it impacts employees. Schneider Electric has embedded diversity and inclusion across their business, with active campaigns to boost female recruitment and internal targets to increase female representation at all levels. In Ireland, there is a particular focus on increasing female participation at early career levels, for instance on their graduate and apprenticeship programmes. It also offers the TU Dublin Schneider Electric Scholarship which aims to award and recognise two second year engineering students per year. Internally, the company established an Employee Resource Group, named “The Potential of Women” in the UK & Ireland which sets out to build a trusted and safe community and serve as a resource for women’s professional and personal development. But what does this mean in practice? Three women talk about how the policies have helped them.

treated as well as the men. I knew I was just as capable and people treated me that way.” Her advice to women who are seeking STEM careers is: “Be proactive. See what STEM jobs are like by work experience and internships. In five years’ time I want to be further up the career ladder here, while helping other women get into STEM roles. I know we can do it!”

Meda Sigeikina Junior Project Engineer, Schneider Electric

Educational support

Milena Lynch is an Operational Channel Manager, leading the design firm channel, aiming to form trusted advisor relationships with electrical, mechanical and consultancy firms. Milena analyses markets and creates strategy. “We provide technical guidance and research, information about our services and training on our technology. We are technical influencers, providing help that may lead companies to choose Schneider Electric,” she says. She transferred into her present role from technical sales, and recently completed a company-sponsored course in electrical services and energy management at TU Dublin. “It taught me more about how electrical technology can tackle climate change by improving buildings’ energy performance,” she says. “We get access career development courses at all levels. I also like the fact that women on career breaks get support to maintain their skills and that pay equity is included in the annual salary reviews.”

Milena Lynch Operational Channel Manager, Schneider Electric

Adriana Gonzalez Principal Software Engineer, Schneider Electric

WRITTEN BY Linda Whitney

Global family policy

Early career and scholarships

As a working mother I appreciate the family policy that recognises the need for flexibility. Good work-life balance is part of the company culture.

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Meda Sigeikina, a student of electrical services and energy management at Dublin Institute of Technology, joined the TU Dublin Schneider Electric Scholarship, opening the door to a three-month internship. “I enjoyed the technical aspects, getting on sites and meeting customers, so I applied for six months work experience in year three, focussing on technical engineering,” says Meda, who went to a permanent job at Schneider Electric. “The initial challenge was the prospect of entering a maledominated field. But here I am

Adriana Gonzalez is a Principal Software Engineer specialising in embedded software. She has been with Schneider Electrical for eight years, during which time she has taken maternity leave twice. Adriana says: “I develop network management cards for three phase uninterruptible power supplies, for use in places like banks and data centres. We work on different projects, often with cutting-edge technology,” “As a working mother I appreciate the family policy that recognises the need for flexibility. Good worklife balance is part of the company culture. You can work from home and generous leave entitlements mean you can take time off if a child is ill. She appreciates her team’s diversity. “The software department has a good ratio of women to men and the company offers many technical career routes depending on your strengths and preferences.” Diversity and inclusion policies are no longer a nice to have for businesses, they are the cornerstone of investment in our current and future workforce. In prioritising these initiatives, women in the STEM sector feel welcome and involved in the businesses and industry they work in.

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Find out more at se.com/ie/careers

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We need to do more to boost the selfesteem of our young folk and encourage them to pursue ambitious career pathways in STEM. ~Dr Anne-Marie Imafidon, CEO, Stemettes

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