Diversity in Engineering Programme

A Presentation for Transitions Advisory Network Meeting

Given by Bola Fatimilehin – Manager, Diversity (Job Share)

23 January 2014

The AcademyAbout Us

• Consists of Fellowship of over1500 Fellows across all

engineering disciplines – between 70 and 80 staff

• UK’s national academy for engineering

• Provide analysis and policy support to promote the UK’s role

as a great place to do business

• Lead on engineering education

• Invest in the UK’s world class research base to underpin

innovation.

• Work to improve public awareness and understanding of

engineering

• Promote excellence in engineering

IntroductionThe Programme

• 4 year BIS-Funded

• Increase diversity across the engineering profession

• Parallel programme for the sciences run by Royal Society

• Partnership working with the profession – PEIs, employers,

academia and third sector organisations (e.g. Transitions)

ContextWhat is the business case?

The profession needs to attract and retain more engineers to

satisfy future need…

‘2010-2020 projected 2.74 million job openings across engineering companies – across disciplines (1.86 million are likely to need engineering skills)’

Engineering UK 2013 – The state of engineering

‘Around 1.25 million science, engineering and technology professionals and technicians are needed by 2020, including a high proportion of engineers, to support the UK's economic recovery’

Jobs and Growth – the importance of engineering skills to the economy, RAEng 2012

ContextWhat does diversity mean for engineering?

• Diversity = increasing access to engineering study,

employment and professional registration

• With a focus on understanding the pipeline in terms of

attraction and progress of different groups.

ContextIncreasing representation & access

• Women

• Socioeconomically disadvantaged

• Ethnic minorities (specific)

• Disabled People

• Age

• Sexual orientation

• Religion and Belief

Headline Diversity StatisticsUnderstanding and developing the evidence base – qualitative & quantitativeHeadline Diversity Statistics:20% engineering undergraduates from BME backgrounds9% of Level 3 engineering qualifications in FE are achieved by BME learners4% of engineering apprentices are from BME groups6% professional engineers are BME46% of ‘CGSE’ physics A-C are female21% of ‘A’ levels physics qualifiers are female13% engineering undergraduates are female11% of Level 3 engineering achievements in FE are by females 3% of engineering apprentices are female6% engineering professionals are female11% engineering workforce have a disability

There are currently no available statistics on un/employment rates of refugee engineers

Key work strandsSix key strands of work are underway…

1. Building relationships with stakeholders

2. Understanding and developing the evidence base – both

qualitative and quantitative

3. Sharing and developing good practice

4. Engineering Diversity Concordat (PEIs)

5. Employer strand

6. Internal diversity – RAEng Diversity Committee

Diversity in Engineering Programme Work Strands

EmployerEmployerProfessionProfession Cross-cuttingCross-cutting

STEM Disability Committee – joint

working across PBs e.g. BSL, dyslexia, DSAs

Engineering Diversity Concordat

Chair, Prof Dame Wendy HallCollective PEI aims for inclusion

29 signed-up9 PEIs still to sign

Biannual meetings to promote success/sharing between PEIs

Diversity Leadership GroupChair, Allan Cook CBE

Collaborative working with 40+ employers/SSCs

Targeted subgroups driving action

Close alignment with Perkins’ recommendations

Designed to InspireRole model showcase to

encourage move to employmentPhase 2 – new profiles to be

added for NSEW 2014

1-2-1 Employer Links:Ad hoc collaboration/support on request (e.g. BAE, Arup,

Atkins, Rolls Royce, Mott MacDonald, National Grid,

Royal Air Force)

ResearchVoice of WomenGender Survey

Graduate destinationsInternships

Race & Socioeconomic

Data Analysis – supply of skills & diversity

LFS NPD

HESAUCAS

Engineering Council Support to employer steering group/value

proposition work Sustainability of PEI work

Data modellingPredicting future workforce and institution membership

Pilot ProjectsPhase 1 – 3 projects involving

5 large PEIs (ICE, IChemE, IET, IMechE, RAeS) now

completePhase 2 – 3 projects involving 3 new Concordat signatories,

just commissioned

Supported and funded by the Department for BIS

Supported by Academy Equality & Diversity Practices

• Commenced July 2013

• For employers to work together, share good practice and

support each other in making progress

• Steered by a high level group of industry reps - CEOs etc.

• Chaired by Allan Cook (Chairman of Atkins, SEMTA)

• 40 have joined steering group

• Meets 2-3 times a year • Sub-groups established to focus on the following:-Messaging to inspire the next generation-Developing inclusive cultures-Extending engagement with HE (overlap with Perkins Review recommendations)

Employer (DLG) work strandOverview

On the Horizon:

3 PEI diversity projects funded - commenced

DLG/Perkins Sub-group meetings– various dates

Engineering Diversity Concordat meeting – 29 April

RAEng Diversity Committee – 21 March

Big bang Science Fair 13-16 March

National Mentoring Consortium Awards - May

Long-term:

Projects and pilots with third sector organisations and PEIs

Sustainability

Evaluation

Support Transitions Talent Attraction and Advice Event forEngineering, Finance & International Development

Review your processes and consider how you might draw from a wider pool of engineers – including refugee

engineers

If you’d like to know more about the Academy diversity programme and how you can be involved:

contact me diversity@raeng.org.uk

Visit our websitehttp://raeng.org.uk/about/diversity/news_events/default.htm

Call to action:

Questions?