Chantelle Patterson, Emerging Talent Manager · Boosting the female intake in graduate recruitment...
Transcript of Chantelle Patterson, Emerging Talent Manager · Boosting the female intake in graduate recruitment...
• Challenges in the construction and engineering industries
• The Mace Journey
• Key drivers of increased gender diversity
• What next?
Industry Challenges
Only 1.9% of graduates want to work
in construction
18.5% less final year students made/planned to make
applications in engineering, property & surveying
14% of engineering
graduates are female33% of architecture, building & planning
graduates are female
Women make up 11% of
the construction industry
Construction is the least glamorous
sector to work in(TargetJobs Survey, 2014)
220,000 jobs to be created in
the next 5 years
Mace’s Journey
2013
2014
49 graduates
13% of
graduates
are female
2012
52 graduates
Improved
recruitment
process
22% of
graduates
are female
58 graduates
Gender diversity
agenda gains
momentum
Programme of work
to tackle the issue
What were the key interventions?
1) Non-cognate recruitment
2) Improved attraction campaign
3) Consistent non-discriminatory selection process
Non-cognate recruitment
• Invited applications from non-cognates
• Included technical training in the Graduate Development Programme
History and Politics
Geography
Business Management
Economics
Helen Cross
Assistant Project Manager
Psychology
Improved attraction campaign
1216
1614
3000
2014 2015 2016
Applications recevied
• Improved marketing materials and the Mace website
• Introduced graduate representatives at careers fairs
• Built stronger university relationships
• Investment in graduate job boards
Further Improvements in Selection Process
• Involved graduates in assessment centre design
• Female role models throughout selection process
• HR ensure consistency throughout the process
Mace’s Journey
2013
2014
49
graduate
positions
13% of
graduates
are female
2012
52 graduate
positions
Improved
recruitment
process
22% of
graduates
are female
58 graduate
positions
Gender diversity
agenda gains
momentum
Programme of work
to tackle the issue
34.4% of graduates
are female
2015
71 graduate
positions
Continued
programme of work
‘Women of the
Future’ programme
launched
32.4% of graduates
are female
Gender Diversity
13.0%
22.0%
34.4%32.4%
35%
27.5%
0%
5%
10%
15%
20%
25%
30%
35%
40%
2012 2013 2014 2015 2016
% of females in graduate intake
Mace Industry
What Next?
• Behavioural Change
– Challenging negative behaviour
– Unconscious bias training
– Reward and recognise positive behaviours
– Improve work-life balance - Flexible working
– Directors sponsoring high potential females
• Launch of Apprenticeships
• Working with schools to educate and change stereotypes
Teachers, Parents & Careers Advisors
CITB – 35% of careers advisors believe a career in construction is unattractive
“I do not think that a career in the construction industry is a good fit for the children I
advise”
Institution of Engineering & Technology – Only 7% of parents said that they would
encourage their daughters to become engineers