WISE is an organization focused on supporting women in science, engineering, and technology fields. Their strategy is to catalyze change through evidence-based campaigns and expert support to build a sustainable pipeline of female talent. They provide a variety of services to help organizations improve gender equality, including culture assessments, training, mentoring programs, and case studies of successful initiatives. WISE believes that improving gender diversity leads to business benefits like increased performance, motivation, and competitiveness. They are seeking corporate members and sponsors to help further their mission of achieving 30% female representation in STEM fields by 2030.

1. INTRODUCTION TO
WISE

2. • Exciting and inventive organisation in the forefront of
developing women within Science, Engineering and
Technology fields
• We are a leading centre providing:
• information and advisory services to individuals,
businesses and organisations in these sectors,
• supporting women entering, returning and
progressing in these fields.
• CIC organisation (non profit making body)
• Patron – HRH The Princess Royal

3. STRATEGY Vision : UK economic
progress
Galvanise others to growth driven by
take action through talents of 30% women
strong campaign Mission: in STEM workforce
Deliver expert support 30% = tipping point
and advice on women in
STEM
2009 2010 2012
today
2020
Trudy Norris-Grey

4. WISE Mission & Strategy
CATALYST via campaign for
change
•Evidence: statistics, what works and what does not
work
•Use media, social media. speeches, events,
comment from industry champions
•Consistent, compelling messages to grab attention
and change the dial
Expert support to
build and sustain
pipeline of top
female talent from
classroom to
boardroom Broker and
Broker and provide
expertise to sustain the expertise to build
pipeline the pipeline
•World-Class accredited
World-class accredited:
engagement programmes
•Training, consultancy
•Champions
•Knowledge sharing between
•New generation of role
industry, education providers and
models
women
•Recruitment services

5. • Employers
• Government
• Professional bodies
• Education institutions
• Trade unions
• Industry groups
• Careers advice agencies
• Women’s groups and networks
• Sector skills councils
• Women at all career stages

6. GRADUATE SURVEY: Respondents considered the
following as factors in choosing an employer:
•In the Science and Engineering fields:
WORK-LIFE BALANCE AND
TRAINING/DEVELOPMENT OPPORTUNITIES
•In the IT Sector:
SALARY & BENEFITS AND THEN WORK-LIFE
BALANCE & TRAINING/DEVELOPMENT
OPPORTUNITIES

7. Factors important to women:
•Flexible training opportunities
•Friendly and welcoming working environment
•Fair treatment
•Equal opportunity to progress
Organisations that can transform their culture
and working practices to meet these challenges
will have a significant competitive advantage
over those who do not

8. Growing body of evidence indicating that improving
gender equality leads to:
• better organisational performance
•a more motivated and productive workforce
•which translates into more effective and higher quality
customer service, increased turnover and profits
Employing a more diverse workforce brings a wider
range of:
•Talents, Skills and Perspective

9. The Leaky Pipeline:
•Firstly Fewer women than men choose to enter the SET sector
•Disproportionate amount of women leave these sectors at each stage of the career
ladder.
•Women at senior level in SET organisations are significantly under represented
•By 2030 at the current rate of increase of women in board directorships, women will
still only hold 18% of directorships in FTSE100 companies
Therefore:
•It makes sound sense to encourage women to remain & progress within an
organisation
•Organisations need to assist women to return after a career break
•Factors that influence women to remain and commit to organisations include:
- Genuine feeling of value
- Availability of flexible working options
- Opportunities to develop

10. • Organisations are expected to demonstrate visible and tangible
commitment and achievement to Corporate Social Responsibility,
including Equality and Diversity.
• This is reinforced by Legislation
• A firm that demonstrates a positive track record on equality &
diversity will have a competitive advantage in tendering for public
sector contracts.
• Employees also want to associate with employers that take its
corporate social responsibilities seriously
• A good public record on diversity and inclusion is therefore a
significant asset for any organisation.
• Achieving positive recognition, possibly through equality and diversity
awards, can generate good publicity, can improve customer
perceptions as well as staff recruitment & retention.

11. ‘At the UKRC we see time and again how steps to
include and promote women pay dividends. It is vital
that we continue to gather information about the
effectiveness of different strategies, and their impact.
WISE is uniquely placed to gather in case studies,
analyse data, review new research and share our
findings with policy makers, business leaders and
others. Values matter in business and gender equality
matters as well. Not just for reasons of fairness, but
because it is a sound commercial approach. ‘
Annette Wiliams, Founding Director, UKRC

12. IET (Institute of Engineering & Technology 2012
Statistics:
Only 6% of the engineering workforce are
women:
•Professional Engineers: 6%
•Engineering Technicians: 4%
•Engineering apprentices: 2%
•There are no statistically significant differences
between 2008 and 2012
THEREFORE MORE RADICAL ACTION NEEDS TO BE TAKEN TO
INCENTIVISE FEMALES INTO THE PROFESSION

13. According to estimates from the 10
engineering-related Sector Skills Councils
an additional 2,217,500 skilled people will
be required by industry over the next 5 to
10 years:
- Royal Academy of Engineering, Sept 2012
- Engineering UK State of Engineering 2012

14. WISE Vision:
•30% of the engineering workforce in the UK to be female by the year 2030
We have:
•Over the years had notable success in addressing the challenge of getting
more women into science, engineering and technology.
What’s in it for You: We believe we can help you:
•Secure, retain and maintain talent
•Increase your credentials as an employer of choice
•Enhance your corporate brand through high profile association
•Be part of a collaborative network to work with WISE
•Have the opportunity to act as champions/ambassadors

15. Change is incremental and on-going. Taking a structured approach towards
gender equality improvements will contribute to a successful outcome.
Annual Corporate Membership of WISE
WISE needs a committed group of leading organisations to agree to work with us:
Benefits of Corporate Membership:
•100 women employees will become individual members without paying the
individual membership fee
•Signed and framed CEO Charter which raises the profile of the organisation
(approx 200 organisations have signed this charter to date)
•Facilitates connection to all the networks involved with WISE
•Access to all training offered by WISE and network organisations at membership
rates
•3 Advertorials throughout the year that are distributed to our database of 10000
•Opportunity to exclusively host events
•Opportunity to participate in corporate sharing discussion events

16. Benefits of the Corporate Membership for your
staff:
•Monthly e-Newsletters
•Access to personal and professional learning and
development opportunities run by WISE and other
organisations within our network at membership
rates
•Access to extensive knowledge base
•Access to like minded women via our blog
•Networking opportunities – i.e. Hot Tables events
and many more

17. CULTURE ANALYSIS TOOL (CAT)
Tool designed for use in STEM sector to help organisations
understand and benchmark their gender equality culture.
Suggest we design a bespoke CAT for your requirements:
•Assesses the underlying, often unspoken attitudes affecting
workplace culture
•Reviews the effectiveness of your organisation’s strategy and
policy on gender equality
•Provides an in depth analysis, report and practical
recommendations
•Identifies existing good practice and areas for improvement
•Is fully confidential to ensure an honest response

18. Internal HR Statistical Analysis:
WISE Consultant to work with In-House HR personnel
to report on:
•Number of women in the organisation
•Statistics on where in the organisation these women
are
•How many are applying for jobs within the
organisation but not reaching interview stage
•How many are being employed annually
•How many are being retained
•How many are leaving and why (exit interviews)

19. Varied and flexible options – examples below:
1.Panel in place to perform market research to
companies your organisation deals with to gauge their
perception of the company.
2.Work with educational institutions to undertake a
survey and focus groups with students to get their
perception of the company from the perspective of a
future employer and employer of choice

20. INTERNAL FOCUS GROUP:
•Effective way of gaining valuable information, opinions and feedback from
employees.
•Focus groups to be run after the findings of the Culture Analysis Tool
•Previously held focus groups have explored things like:
- Culture in the organisation
- Flexible working
- Networking
•UKRC consultant would work with your organisation to identify the work package
after the CAT findings.
‘The UKRC has facilitated focus groups on behalf of SummitSkills to identify
barriers to women entering the building services engineering sector. Through the
expertise of the facilitator, we have identified three key issues for the sector,
together with some potential solutions. This would have been difficult to achieve
without the impartiality of the UKRC consultant’
Kevin Dowd, Operations Manager, SummitSkills

21. Headline Sponsorship of the 2013 WISE Awards
•Demonstrates your commitment to diversity and inspiring women
•By backing the Women of Outstanding Achievement photographic awards you endorse
leadership and talent of women at the highest level
•HRH the Princess Royal is the patron of WISE
Corporate Benefits:
•Logo on our website, correspondence and all marketing materials
‘The 2013 WISE Awards in association with ………………………’
•Logo on the winners and finalists plaques and certificates
•Logo on the front of the events programme and a one page advertorial on inside pages
•A 5 minute key note speech at the awards ceremony
•4 Guest passes to the event
•Significant recruitment awareness/advertising opportunities
•Advertorial and news item on UKRC home page and sent to the GetSET women
newsletter (over 10000 subscribers)

22. GOLD BENEFITS continued ………
•Feature event opportunities
•Opportunity to write an inspirational story on the WISE
blog
•Promotional material in goody bag
•Pre and post event publicity – targeted at identified
audience
•Opportunity to meet RHR the Princess Royal

23. SILVER CATEGORY SPONSOR:
•Sponsorship of one award category
•Award will be announced in association with your company and will be
presented on stage by one of your senior executives at the awards
ceremony
•Your logo on our website, correspondence and all marketing material
•2 guest passes at the event
•Promotional material in goody bag
•Pre and post event publicity – targeted at identified audience
•Opportunity to meet HRH The Princess Royal
•Choice of:
• Recruitment with WISE – Company logo on the WISE job vacancy
page with link to your recruitment page, or
• Feature event – opportunity to have an event highlighted as a
POD on our website

24. ‘Sponsoring the 2011 Women of Outstanding Achievement
Awards enabled Amey to showcase their support to equality
and diversity. The financial output for sponsoring the
awards is more than worth the benefits received’
Khadijah Rafiq – Equality & Diversity Specialist, Amey
Amey are the Headline Sponsor for the 2012
Awards which is to be held in November this year

25. Annual Sponsorship of the WISE Diversity Stats
Data:
We look for companies willing to sponsor
valuable statistics on the proportion of women
in the SET workforce which will be searchable
online with Company branding/advertising on
the report/website.

26. WISE offer extensive training opportunities and courses and are
continually looking for new, innovative offerings and work very
closely with other organisations and believe it is about
collaboration.
•Mentoring & Sponsorship
•Parental leave/ flexible working training for managers
•Unconscious Bias Training
•Bespoke Gender Equality Training
•Career development training/workshops for women – including
sessions for women returning to work after a career break

27. Training offering continued………………/
•Leadership skills for Women
•SET for Success – Build your Confidence
•Media Training – building your reputation & profile
•Career Planning – understanding what you want out of
your career and how to get there
•Marketing yourself and your skills – effective
communication & presentation skills
•Networking Skills for Women – using your networks
within and outside the workplace
•Women on Boards

28. Mentorship Programme:
•Aim is to inspire and support women
•Provide motivation and increase confidence
•Provide role models, encourage networking and increase retention
•Programme is based on best practice in mentoring in Europe.
We work with organisations to:
•Explore the potential benefits of mentoring and networking
•Understand the level of resources and expertise required to set up and run a
mentoring programme
•Run a pilot scheme with an end of year evaluation
•Embed the scheme into the organisation in such a way that is consistent with the
culture and resources available.
•Develop the skills and knowledge to run mentoring in house i.e. how to train
mentors/mentees, matching techniques and evaluation.

29. Our approach - 5 Step Mentorship Programme:
1.Planning a mentoring programme:
• Detailed planning and explanatory meeting to go
through the mentorship planning template.
2.Recruitment and matching of mentor/mentees
3.Mentoring training – full day package (suitable for 10 pairs)
• Delivery of all the essential learning & mentoring skills
4.In depth level supervision sessions for each mentor/mentee
(2 to 3 months into the programme)
5.Final programme and evaluation (report)

30. • Research has shown that our unconscious instinct is for us to favour those
who remind us of ourselves.
• In a global corporate context this natural tendency is a risk to long term
business success
UNCONSCIOUS BIAS WORKSHOP WILL:
• explore the skills we need for high performance and sustainability such as
self awareness, emotional resilience and responsiveness to change.
• Help understand how and why we all have bias and how this unconscious
bias (or blind spots) exist in every contact point in an organisation from
interactions between colleagues and managers.
RECOMMENDATION IS TO WORK FROM SENIOR EXECUTIVE LEVEL
DOWNWARDS

31. By the end of the workshop the employees will:
•Have explored the role of unconscious bias and the
impact
•Learn the steps to identify unconscious bias
•Learn tips to overcome our personal instinctual bias
•Explore the deep impact of bias in the workplace
•Understand the 4 steps to cultural intelligence
•Learnt the pros and cons of unconscious bias tools
•Understand how business can improve performance
by eliminating bias

32. Our consultants work with Organisations who wish to attract, recruit and
retain female apprentices and we help them:
•We develop messages about how gender equality benefits your organisation
•Assess your policy, practice and culture
•Implement sustainable culture change
•Raise company profile
And assist organisations in:
•Finding their audience
•Reviewing their test and interview process
•Organise community open days
•Show you ways to retain and progress your apprentices
•Organise networking opportunities
•Ensure mentoring support

33. ADDITIONAL OFFERINGS:
•Women’s Networks – expert support with setting up and sustaining a
staff network
•WISE SET Fair Standard (UK leading gender equality award for businesses
in Science, Engineering and Technology)
FUTURE PLANS:
•More roundtables with politicians and opinion formers to influence
education and skills policy
•Campaign packs for use in schools, colleges and universities
•Additional linkages with other voluntary organisations, i.e. Girl Guides &
MumsNet to reach more girls and their parents

34. CASE STUDY 1:
AECOM - delivering results; an integrated approach to recruitment and selection
CASE STUDY 2:
British Pharmacological Society - Promoting the voice of women in science in the
learned society sector
CASE STUDY 3:
E-On - Best practice in recruiting female apprentices
CASE STUDY 4:
Siemens – Establishing a robust foundation for change
CASE STUDY 5:
Arups Connect Women Network
http://theukrc.org/for-organisations/success-stories/arup-networking
CASE STUDY 6:
BBSRC – Creating a culture in which women can progress
CASE STUDY 7:
Scottish Resource Centre: SDS/Babcock Marine
http://www.napier.ac.uk/businessactivities/servicesforbusiness/src/casestudies/Pages/SDSB

35. • Be open and transparent about what you are doing
and why it is important to your organisation
• Be prepared to address any concerns with
employees
• Involve as many groups in creating the planned
changes (shared sense of ownership, interest and
responsibility for outcomes)
• Take a step by step approach
• Pilot and evaluate initiatives is more likely to lead
to successful & sustainable change

36. • Be flexible and prepared to amend plans based on what
works and what doesn’t
• Make progress sustainable and incorporate successful
changes into your normal business practice, i.e. incorporate
individual work-life balance and leadership training needs
into your performance appraisal process.
• Celebrate achievement. Let staff & stakeholders know
what you have accomplished – positive publicity
• Participate in awards in recognition of your achievements –
i.e. The WISE SET Fair Standard

37. Thank you for your time and we
look forward to the opportunity of
working with you.