Diversity in Engineering Programme

2. Diversity in Engineering Programme A Presentation for Transitions Advisory Network Meeting Given by Bola Fatimilehin – Manager, Diversity (Job Share) 23 January 2014

3. 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

4. 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)

5. 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

6. 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.

7. ContextIncreasing representation & access • Women • Socioeconomically disadvantaged • Ethnic minorities (specific) • Disabled People • Age • Sexual orientation • Religion and Belief

8. Headline Diversity StatisticsUnderstanding and developing the evidence base – qualitative & quantitative Headline Diversity Statistics: 20% engineering undergraduates from BME backgrounds 9% of Level 3 engineering qualifications in FE are achieved by BME learners 4% of engineering apprentices are from BME groups 6% professional engineers are BME 46% of ‘CGSE’ physics A-C are female 21% of ‘A’ levels physics qualifiers are female 13% engineering undergraduates are female 11% of Level 3 engineering achievements in FE are by females 3% of engineering apprentices are female 6% engineering professionals are female 11% engineering workforce have a disability There are currently no available statistics on un/employment rates of refugee engineers

9. Key work strandsSix key strands of work are underway… Building relationships with stakeholders Understanding and developing the evidence base – both qualitative and quantitative Sharing and developing good practice Engineering Diversity Concordat (PEIs) Employer strand Internal diversity – RAEng Diversity Committee

10. Diversity in Engineering Programme Work Strands Employer Cross-cutting Profession Research Voice of Women Gender Survey Graduate destinations Internships Race & Socioeconomic Engineering Diversity Concordat Chair, Prof Dame Wendy Hall Collective PEI aims for inclusion 29 signed-up 9 PEIs still to sign Biannual meetings to promote success/sharing between PEIs Diversity Leadership Group Chair, Allan Cook CBE Collaborative working with 40+ employers/SSCs Targeted subgroups driving action Close alignment with Perkins’ recommendations Engineering Council Support to employer steering group/value proposition work Sustainability of PEI work Pilot Projects Phase 1 – 3 projects involving 5 large PEIs (ICE, IChemE, IET, IMechE, RAeS) now complete Phase 2 – 3 projects involving 3 new Concordat signatories, just commissioned Designed to Inspire Role model showcase to encourage move to employment Phase 2 – new profiles to be added for NSEW 2014 Data modelling Predicting future workforce and institution membership 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) Data Analysis – supply of skills & diversity LFS NPD HESA UCAS STEM Disability Committee – joint working across PBs e.g. BSL, dyslexia, DSAs Supported by Academy Equality & Diversity Practices Supported and funded by the Department for BIS

11. Employer (DLG) work strandOverview • • 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)

12. 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

13. Call to action: • Support Transitions Talent Attraction and Advice Event for • Engineering, 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 website • http://raeng.org.uk/about/diversity/news_events/default.htm

14. Questions?