Views on Policy Issues - Diversity in the Science, Engineering,
and Manufacturing Technology Sectors (UK)
What do you think?
Semta represents the view of our employers across government and
the media. If you are an employer in the science,
engineering, or manufacturing technology sectors, we welcome your
views at policy@semta.org.uk
The issue
- The science, engineering, and manufacturing technology sectors
are facing skill shortages at many levels. This is predicted
to worsen over the next few years, as an ageing workforce
approaches retirement.
- The current workforce in Semta’s sectors is predominately male
and white.
- Demographic and social changes will mean that science,
engineering, and manufacturing technologies are increasingly having
to look beyond their usual recruitment sources in future.
Semta Employers' View
- The success of the sector will rely on its ability to attract
the right person to the right role.
Therefore, it is imperative that employers are able to recruit
from the widest possible pool of applicants.
- This means that ALL young people, and adults considering a
career change, must see science, engineering, and manufacturing
technologies as attractive subjects to study and
sectors in which to work.
- These sectors must be seen to be welcoming of all who have the
aptitude and aspiration to succeed.
What is Semta doing?
- Through the Women in Work project, Semta worked specifically
with employers to help their women employees develop career plans –
a key incentive for further development and achievement.
- Semta co-finances, and works with, the WISE (Women into
Science, Engineering and Construction) Campaign to promote careers
in science and engineering to women and girls. It also works
with organisations such as STEMNET and the Science &
Engineering Ambassadors’ Scheme, which aim to encourage a wide
range of individuals to consider studying science and engineering
subjects, and careers in our sectors.
- Semta works with careers information providers to ensure
information and promotion of science and engineering careers is
inclusive and gender-neutral.
- Adopting the strapline of “the right person with the right
skill at the right time” sends a signal that Semta is focused on
the workforce as a whole, and on its ability to meet employer
needs.
What else needs to be done?
- The government should take the opportunity to challenge
stereotypes, through its implementation of the Sainsbury Review
“The Race to the Top”.
- Employers should consider the diversity agenda when planning
their workforce, and ensure their recruitment practices are
appropriate for the range of roles available in their
company.
Evidence and facts
- In 2008, only 25% of the workforce in manufacturing in the
UK iss female. [1]
- Only 4.5% of male employees in manufacturing, and 5.5% of women
employees are non-white. [2]
- 8% of UK higher education students are in Mechanical
Engineering are women, while 21% of UK physics students are female.
[3]
- Between 1992 and 2002, the number of SET (Science, Engineering
and Technology) graduates increased by 55%, compared to an increase
of 29% in male SET graduates.
- A 2008 McKinsey report found that companies which have more
women on their boards, more higher status women (Chief Financial
Officer, Chief Executive Officer), and more women on the senior
executive team, on average, outperform the rest of their sector in
terms of return on equity, operating result, and share price.
[4]
More information
The WISE
Campaign
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Issues
10 November 2008
Sources
[1] ONS Dataset Name: lms1, Employee jobs by industry: United
Kingdom : thousands: Seasonally adjusted.
[2] SARS 2001, quoted in Ethnic penalties in the
labour market: employers and discrimination, DWP Research
Report 341, 2006
[3] HESA Students and Qualifiers Data Tables, Table 2e
2006/07
[4] McKinsey report 2008 Women Matter, http://www.asiaing.com/women-matter.html