The most pressing reason for employing more women as scientists, engineers and technologists is that – at a time of continuing skills shortages – companies cannot afford to do otherwise.
Successful firms also recognise the cost of losing talented and experienced people. They make the best use of all the skills they have, with inclusive policies and practices, transparent opportunities for pay and career progression, and women getting the practical support and encouragement they need to advance.
- Two thirds of female STEM graduates – around 17,500 each year – don’t go into highly-skilled STEM work. That means there is a big untapped talent pool out there, with the STEM skills your business needs, from which you can recruit. (The employment trajectories of STEM graduates, Leicester/Warwick Universities, 2018)
- Employers see skills shortages as the most important business case for diversity, with 96% anticipating future difficulties and wanting to broaden the recruitment pool. (Diversity and Inclusion Toolkit, Royal Academy of Engineering)
- Companies with a more inclusive culture find it easier to recruit women initially and more diverse workplaces have a 22% lower turnover rate. (Research by Gallup quoted in Diversity and Inclusion Toolkit, RAEng)
- A survey of 222 organisations found that women were not leaving their companies at higher rates than men and very few planned to leave the workforce to focus on family. (Women in the Workplace, McKinsey & Co, 2017)
- Almost two thirds of women would take an organisation’s gender pay gap into account when deciding whether to apply for a job. (Equality and Human Rights Commission, 2018)
“With a shortage of skilled staff, excluding half the population as a possible source of talent for the sector makes no sense.”
Louise Stokes, Digital Leaders, Women in Tech, 2017 Attitudes Survey