How to encourage diversity in STEM industries
by James P. Outreach & PR ExecutiveCleveland Bridge Group are committed to
providing opportunities to people from all backgrounds. Our diversity
ambassadors, for example, work hard to promote fairness, inclusion and respect
across the business, helping people understand the benefits of a diverse
workforce.
However, across the construction industry as a whole,
inclusive initiatives are not as prevalent. Official
statistics from GMB report that just 5.4% of construction
workers are BAME (Black, Asian and Minority Ethnic) – a concerning example of
the lack of diversity across different STEM (Science, Technology, Engineering,
Mathematics) industries.
But the fight for diversity is not a lost cause. To find
out how STEM industries can correct course and foster more diverse workforces,
continue reading, below.
Diversity
starts with education
For any industry, encouraging diversity starts in
schools, colleges and universities. It’s the responsibility of these
institutions to raise awareness of the career opportunities available to all,
regardless of a given industry’s preconceptions.
In the case of STEM, counter-balancing the industry’s
reputation is particularly difficult. Many students identify STEM subjects as
difficult to learn and the industry as very male-dominated, discouraging a more
diverse workforce from following STEM career opportunities.
Teesside University, however, is taking this challenge in
its stride. Cheryl McMahon, School Apprenticeship Manager at Teesside
University, reinforces the university’s commitment to diversity, “Attracting a diverse mix of students is
fundamental to Teesside University’s missions and values. We believe that this
strengthens our student experience and improves social and economic impact.”
Of course, to be accepted onto a STEM-related degree,
students must have the appropriate qualifications from school and college. The
onus must be on showing younger students that taking STEM subjects is a viable
career option – a sentiment recognised by Teesside University.
As Cheryl McMahon explains, “Teesside University are proud to be involved in a range of
local and national programmes that promote STEM to diverse students. Locally,
STEMulate-12 is a programme aimed at engaging 16-17 year olds, offering them
information, advice and guidance for STEM careers. In the last 3 years alone,
over 1,000 students have benefitted from this programme. On a national level, we have hosted the Institution of
Engineering Technologies Faraday challenge day, aimed at engaging 12-13-year
olds; a national competition which also engaged a number of local students.”
In terms of education, Teesside University are setting
the standard for encouraging diversity in STEM. Their efforts have certainly
caught our attention and we support them whole heartedly on this endeavour.
But the
industry must follow suit
For diversity to flourish, STEM companies need to follow
through on the groundwork laid by educational institutions such as Teesside
University. Collaboration is key, as is providing visible employment
opportunities.
Sue Bryant, Diversity Ambassador at Cleveland Bridge
Group, highlights our own work to encourage diversity as early as possible,
“Here at Cleveland Bridge
we work closely with schools and colleges in the local area, supporting career
events & STEM initiatives. We assist students with STEM projects and invite
them to witness engineering in a ‘real-time’ environment for work experience.”
Higher education is not the only route into a
STEM-related career, however. There are an abundance of apprenticeship and
entry-level jobs that do not require a degree – and the same commitment to
diversity must remain for those roles.
Here at Cleveland Bridge Group,
we are very proud of our apprenticeship and talent development programmes. Sue
Bryant explains the importance of these initiatives in encouraging diversity, “Having a diverse workforce is vital to
this business. For example, bringing people from a younger generation into an
ageing workforce has proven benefits, such as new ideas and different
perspectives.”
This diversity of ideas is one of the main reasons we are
such huge advocates of both apprenticeship programmes and inhouse talent
initiatives. We believe it is vital to retain the skills of our established
workforce and have introduced flexible retirement packages, to enable those
members of staff who wish to stay beyond retirement age to do so. This also
helps to support the transfer of skills to the next generation. It is the key
to our apprenticeship programmes’ success.
Whether from universities or apprenticeships, diverse
cultures bring new ideas and promote an open-minded view across the business.
As Cheryl McMahon emphasises, “Diversity
encourages innovation, engagement, professionalism, all are qualities that are
necessary for future proofing a business and promote a happy and productive
working environment.”
And while we recognise that there is always room for
improvement, Cleveland Bridge Group’s diversity has developed significantly
over the last three years. For example, not only do we employ more women in a
range of previously male-dominated roles, more women have taken up senior roles
within the company.
To continue this development, we work closely with
training providers, career agencies and the education sector to ensure our
opportunities are open to people from all backgrounds, both locally and
globally.
Source:
https://www.clevelandbridge.com/blogs/how-to-encourage-diversity-in-stem-industries/
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Created on Dec 6th 2020 12:33. Viewed 341 times.