As an international consultancy and construction company, Mace is part of an industry that is traditionally male-dominated. This can make it hard to recruit female engineers, to keep them and to see them advancing in their careers.
Mace prides itself on championing responsible business behaviour. It already had in place diversity policies and was training managers to be objective and fair in making appointments. However, this was not enough.
The company needed to do more. It had to change the way young women were perceived across the organisation. It also had to pinpoint the critical ways in which it could motivate and support women to stay and to move on to more senior roles.
Strengthening existing processes and identifying new steps to be taken can be very time-consuming. It is also complicated without a clear framework to follow.
Mace came to WISE for ideas and support.
How WISE has helped…
Mace worked closely with the WISE senior team to identify companies that faced the same challenges, to share their experiences and learn from their best practices.
It also used WISE’s Ten Steps framework to understand the key pointers to recruiting, retaining and promoting women– in other words, to ensuring that the company was not losing or ignoring valuable talent.
Mace then made use of the Ten Steps diagnostic and the annual Ten Steps evaluation meetings to check on the company’s progress and to compare its own experience with that of other organisations.
The results so far…
Mace is starting to make significant progress in attracting women to careers in construction.
In 2016, its graduate intake was 40% female, up from 32.9% in 2015.
Also in 2016, 6 of the 28 new starters on the apprenticeship programme in London were women – at 21%, the highest proportion yet.