Member case studies
Explore our collection of member case studies, showcasing real-world examples of how our members are advancing diversity, equity and inclusion in STEM. Each case study highlights the unique challenges, innovative approaches and impactful results that you can apply within your own organisation.
Please note: the following resources are Member-only resources. Please visit our Membership page to find out more about how to join.
AtkinsRéalis: leaders in equity, diversity and inclusion (EDI)
AtkinsRéalis have taken significant steps to embed EDI best practice into everything they do. They’ve embedded equity, diversity and inclusion throughout their organisation and have continually improved their workplace culture by
Sellafield: Developing Accessible Career Break Information and Resources
Lots of STEM organisations have the bare minimum when it comes to support for maternity leave and career breaks, both in terms of the policy provisions in place, and in
Spirax Group: Menopause and Positive Menstrual Health at Work Case Study
In 2022 Spirax Group created global menopause-friendly workplace principles: aiming to help create workplaces and a working culture where anyone experiencing menstruation or menopause is supported in the best way.
BMT – Progressing Mid-Career Women
WISE Ten Steps: Demonstrate to women that you want to retain and develop them BMT’s Consulting Women Programme is designed to increase the representation of women in leadership positions. The
Returners’ Programme
Online Returners Programme Overview One of the biggest challenges faced by working parents today is achieving a healthy balance between the demands of work and a fulfilling personal life. Whether
How Thames Water’s Women’s Network Has Changed Mindsets
The Thames Water Women’s Network has been integral to improving diversity at the organisation. This case study explores how it was set up, the work it has done, and the
TFL – Attracting women onto technical apprenticeships
WISE Ten Steps: Sponsor female talent to the same extent as male talent In 2018, TFL realised that its Level 3 Apprenticeships Scheme was not attracting any women. This case
Network Rail – Transferable Skills Mentoring Programme
WISE Ten Steps: Demonstrate to women that you want to retain and develop them The six-month programme Transferable Skills Mentoring Programme took place between April and September 2021. It aimed
Network Rail – Making the best use of your data
WISE Ten Steps: Understanding the starting point Network Rail is a public-sector organisation responsible for managing the UK’s railway infrastructure. With over 43,000 staff it is one of the biggest
Orsted – Creating a diverse apprenticeship scheme
WISE Ten Steps: Sponsor female talent to the same extent as male talent Green energy company Ørsted has an ambitious mission – to have a net-zero emissions carbon footprint by
BAE Systems – Clever Cogs Girlguiding Badge (2021)
WISE Ten Steps: Change mindsets by challenging bias and sexism Many organisations on the Ten Steps journey aim to step by increasing outreach work with children of school age. This case
Network Rail – How employee networks can help drive D&I
WISE Ten Steps: Change mindsets by challenging bias and sexism As one of WISE’s strategic members Network Rail has done a great deal of work to Change mindsets by challenging
The Faraday Institution – Widening the recruitment net
WISE Ten Steps: Sharing learning and good practice The Faraday Institution, the UK’s leading independent body for electrochemical energy storage research, aims to use its influence to increase the numbers
CCCU – Using networks to create a gender diverse faculty
WISE Ten Steps: Be creative in job design Canterbury Christ Church University (CCCU) recognised a gap in STEM skills within the institution and Kent as a whole, this led to
Canterbury Christ Church University – Inclusive recruitment
WISE Ten Steps: Be creative in job design Often dubbed ‘the garden of England’, Kent is well known for its fruit and hop growing industries. Unfortunately, it is much less
Network Rail – Progress by Promotion
WISE Ten Steps: Sponsor female talent to the same extent as male talent In 2019, Network Rail commissioned WISE to undertake a research project that looked at its internal promotions
IMI – Communicating the D&I message
WISE Ten Steps: Changing mindsets by challenging bias and sexism IMI plc is a specialist engineering company that designs, manufactures and services highly engineered products that control the precise movement
Network Rail – Integrating D&I like any other business improvement project
WISE Ten Steps: Approach D&I like any other business project Network Rail is a public-sector organisation responsible for managing the UK’s railway infrastructure. With over 43,000 staff it is one
RAE – Tackling inappropriate language
WISE Ten Steps: Change mindsets by challenging bias and sexism This case study provides some background on the laws around inappropriate language, as well as details of the Royal Academy
Mentoring schemes – Which should you choose?
WISE Ten Steps: Educate your leaders When we think of our successes most of us will cite the influence of mentors or sponsors – these people can have more impact
HS2 – Reverse Mentoring
WISE Ten Steps: Educate your leaders Reverse mentoring is a scheme that pairs leaders with junior, often diverse, staff. The pairs have regular conversations around issues such as new developments
Network Rail – Recruitment roundtable
WISE Ten Steps: Be creative in job design. This case study looks at the results of a roundtable held in 2019 and organised by WISE in association with Network Rail. The
Amazon: Making a Difference – why women in STEM become innovators
Amazon: Making a Difference – why women in STEM become innovators Historically, women have played a significant role in building and creating new innovations across all sectors – but somewhere
Siemens – Women in leadership programme
WISE Ten Steps: Increase transparency of opportunities for progression Like many companies, Siemens finds gender balance decreases with seniority and the percentage of women declines as they move into leadership
Sky – How the organisation meets its D&I targets
WISE Ten Steps: Demonstrate to women that you want to retain and develop them As one of the world’s largest media and entertainment companies, Sky relies upon talent in technology
Black and Veatch – Flexible Working
WISE Ten Steps: Make flexible working a reality for all All employees have a statutory right to request flexible working. But companies that are serious about improving diversity and inclusion
Shell – Diversity & Inclusion training
Shell The Shell group of companies in the UK (Shell UK) started its diversity and inclusion (D&I) journey decades ago. We have made great progress over the years, linking our
The Co-Op – Creating gender neutral job ads
WISE Ten Steps: Be creative in job design The Co-op is keen to attract more women to its technical and engineering teams and has been looking closely at the way
Travelport – Raising awareness of D&I
WISE Ten Steps: Understand the starting point so you can measure progress n the face of it, Travelport compares well with other major technology companies – 45% of its employees
Sky – Women into Leadership Programme
WISE Ten Steps: Demonstrate to women that you want to develop and retain them Technology underpins the whole of Sky’s entertainment and communications business. But like the rest of the
Westfield – The ‘schools engagement challenge’
Westfield The schools engagement challenge… Westfield Corporation is a global business with shopping centres in some of the world’s leading cities. It employs scientists, engineers and technicians in areas ranging
Capgemini – Active Inclusion Strategy
WISE Ten Steps: Sponsor female talent to the same extent as male As a global business delivering technology and digital solutions, Capgemini faces the universal problem familiar to any IT
Bechtel – D&I training and its results
WISE Ten Steps: Educate your leaders, give them accountability for change As a global construction and engineering company with employees in 40 countries, Bechtel sees diversity and inclusion as an