Prepare the Ground
Forward planning and preparation are key in getting the most of the activities you run to attract more young people to join your organisation. It is important to inform and include your entire team about the importance of what you are aiming to achieve. This checklist can support this.
Our organisation is committed to the principle of equal participation.
- Make sure you have clear and visible statements about your commitment to equal participation in and around the organisation
- Reference equality and diversity targets in meetings and recruitment campaigns
- Make sure your awareness and understanding of equal participation is visible
- Appoint at least one member of the board and/or senior management team as the ‘sponsor’ of your Equality and Diversity plans and policies which adds gravitas and encourages buy-in from all levels of the organisation.
We have shared the business case with all staff and customers.
- Ensure your business case is simple, clear and easy to understand, with well-referenced data and statistics.
We have diversity objectives and measures in the strategic plan to support equal participation.
- Set targets for raising awareness - for example, all employees will participate in Equality & Diversity training within 3 months
- You may wish to set specific targets – for example, to interview all female candidates who meet the entry requirements
- Have a process to review these targets regularly.
We have identified and allocated the resources required to meet our targets.
Identify and allocate resources in terms of:
- People resource
- Role models
- Allocation of time
- Financial support and budget allocation
- Examples of good practice.
Our policies and practices reflect our commitment to equal participation.
- Implement clear policies and practices around Equality and Diversity, and monitor and review these regularly
- Ensure that all employees are familiar with them
- Ensure you are clear on the consequences of not following these policies, for example, any instances of bullying or harassment will be met with disciplinary action.
We have champions to drive our diversity objectives forward.
- Identify and support diversity champions in your organisation
- Ensure you are clear on what this role will entail, the sort of person you are looking for to get involved, and how much time it will take out of their working day
- Passion does not equal expertise - they may need training and support to carry out this role.
We have identified and recruited role models to support our engagement with young people.
- Identify potential role models from a wide range of roles and diverse backgrounds. Encourage them to take on this role
- Be clear about your expectations of them, what you expect your role models to do and how to behave
- Explain the benefits they will provide for young people and for your company
- Explain the benefits to them in terms of confidence building, developing speaking and presentation skills and so on
- Ensure that you develop a comprehensive training module for all role models and offer them support and additional training if required
- Ensure you have someone with knowledge about Equality and Diversity as a first point of contact for your role models to offer advice and support as required
- Make sure you have a wide talent pool and do not rely too heavily on one individual, especially the lone female
- Show that you value their participation. Give them time, support, encouragement and acknowledgement. Consider setting up a women’s or role model's network to encourage, support and develop these employees.
Our organisation’s ‘public face’ matches our commitment to diversity.
Ensure all communications reflect your diversity policies in terms of both language and images.
- Publications, promotional materials
- Media and news articles
- Profile of senior managers and board
- Include diverse case studies
- Exemplar good practice in diversity.
We have reviewed our equality data and understand how this compares with national data and local demographics.
We review our organisations culture on a regular basis and implement strategies for improvement.
We work with other like-minded companies to increase the numbers of women in STEM.
Developing links with other local organisations also working to recruit more women into STEM can offer considerable benefits:
- Opportunity to share resources
- Enabling more coverage of events and schools in region
- Opportunity to develop cross organisational mentoring and networks
- Wider range of role models and less demand on individuals
- Opportunity to try different approaches and share good practice on what works well.