Signatories

View individual pledges, or search the range of actions pledged by Call to Action signatories to help get more young people studying and pursuing careers in mathematics, physics, technology and engineering.

157 Group
157 Group

157 Group

• The 157 Group commits to championing women into technology and engineering with our members and sharing information through our membership channels
• The 157 Group commits to using consistent messages in our communications activities on women in technology and engineering careers

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3M
3M

3M

• 3M commits to increasing the number of female 3M scientists and engineers who volunteer to become STEM Ambassadors by 50% by the end of 2014.
• 3M commits to ensuring that all 3M sites in the UK with more than 100 employees partner with at least one local school specifically to encourage female interest in STEM careers

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AELP (Association of Education and Learning Providers)
AELP (Association of Education and Learning Providers)

AELP (Association of Education and Learning Providers)

• AELP commits to championing women into technology and engineering with our members and sharing information through our membership channels
• AELP commits to using consistent messages in our communications activities on women in technology and engineering careers

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Airbus
Airbus

Airbus

• Airbus Group commits to recruiting circa 25 percent women engineers as a priority for this year
• Airbus commits to continuing its involvement in the Industrial Cadets programme, known as Go4SET (Science, Engineering and Technology) within Airbus. This is a 3 month scheme aimed at girls aged 12-14, and builds on last year's success in which over 70 girls from north Wales took part at our plant in Broughton.
• Airbus commits to continue its engagement with local schools around out Filton and Broughton sites, utilising our existing women apprentices and engineers as role models to encourage girls at GCSE level to study STEM subjects at A-level.
• The Airbus Employment Marketing Team commits to continue its schools liaison strategy which focuses on encouraging girls into STEM careers, working with external partners WISE and WES.
• Airbus commits to continue promoting its women's network in the UK. This is sponsored by the senior management team and supports the Group's objective to increase gender diversity across the organisation by unlocking talents and leadership of women in the workplace

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Aircelle
Aircelle

Aircelle

• Aircelle commits to promoting engineering careers to young people through participation and attendance at the annual Work Inspiration event
• Aircelle commits to offering work experience placements to Year 10 students in local schools
• Aircelle commits to attending the Engineering Awareness Conference to bring together primary schools and STEM employers to raise awareness of career opportunities

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AMEC
AMEC

AMEC

• AMEC commits to having its 15 major offices around Europe run schools outreach events on 23 June 2014 to celebrate the 95th anniversary of the founding of the Women's Engineering Society.
• AMEC commits to doubling the number of STEM visits made to schools in 2014 from 75 to 150.
• AMEC commits to doubling the number of women STEM ambassadors from 20 to 40 within a year.
• AMEC commits to organising 10 WISE specific events targeting pre-option students (11-13 year olds or younger) throughout the year in the UK.

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AoC
AoC

AoC

• The AoC commits to championing women into technology and engineering with our members and sharing information through our membership channels
• The AoC commits to using consistent messages in our communications activities on women in technology and engineering careers

AoC will:
• Communicate the latest information regarding the campaign to colleges in England
• Bring together a group of college leaders to participate in a summit to explore ways in which we can encourage more girls aged 16 to 18 into both academic and vocational STEM subjects
• Organise good practice seminars led by colleges with experience and success in the delivery of STEM subjects.
• Work with campaign leaders to ensure that colleges have access to a network of mentors and ambassadors from industry to raise the profile of STEM subjects within their local communities and feeder schools

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Apps for Good
Apps for Good

Apps for Good

• Apps for Good commits to partnering with schools, learning centres and FE colleges across the UK to deliver the Apps for Good course to encourage female participation in technology subjects and careers
• Apps for Good commits to aiming to maintain a target of 50/50 ratio of male to female students participating in Apps for Good courses

Engaging with Young People - between May 2014 and May 2015 Apps for Good will:
• Partner with schools, learning centres and FE colleges across the UK to deliver the Apps for Good course to encourage female participation in technology subjects and to help them consider technology careers. In the 2013/2014 academic year, Apps for Good is working with 213 schools and 17,000 students across the UK.
• Aim to maintain a target of 50/50 ratio of male to female students participating in Apps for Good courses at schools, learning centres and FE colleges across the UK. In the 2013/2014 academic year, Apps for Good has 49% female and 51% male students in courses across the UK.
• Work in partnership with other Compact signatories to jointly deliver relevant complementary activities.
• Support and advise organisations to help them develop activities which appeal to female students and can then be used for their own outreach work.
• Through our Education Partner work, help Apps for Good teachers better understand the opportunities in engineering and technology and the skills needed
• Evaluate Apps for Good activity and share with other Compact signatories stats and information on what really works
• Track recruitment and participation of female technology Experts who mentor students in the Apps for Good course to ensure our representation of female technology ambassadors is higher than industry norms - current proportion of women in IT industry of 17%

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Arkwright Scholarships Trust
Arkwright Scholarships Trust

Arkwright Scholarships Trust

• The Arkwright Scholarships Trust commits to striving to increase the annual percentage of female applicants to its Engineering Scholarships each year from 24% to 33% by 2020.
• The Arkwright Scholarships Trust commits to enthusing more female students to apply for its Engineering Scholarships by showcasing case studies of its successful female alumnae.

The Arkwright Scholarships Trust will:
• Strive to increase the percentage of female applicants to our Engineering Scholarships each year from the current average of 24% to 33% by 2020.
• Continue to attract women to join the Arkwright Scholarships Trust's Head Office - the current workforce is 71% women.
• Link our activity to the national campaign, through use of the campaign logo, joining the call to action and signposting to website.
• Commit to producing more case studies of our successful female alumnae to enthuse more female students to apply for our Engineering Scholarships.
• Increase the number of female speakers at our events for young people.
• Work increasingly with the umbrella associations for all-girls schools in the UK to promote the campaign's messages consistently to female students across the UK and to help them to strategically encourage more all-girls schools to submit applicants to the Arkwright Engineering Scholarships.

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ARM
ARM

ARM

• ARM commits to continue and grow its support of scholarships and residential courses for female engineering students. ARM supports 2 residential courses for around 50 gifted computer science students, boys and girls, at Villiers Park and a further residential course through the Smallpiece Trust. We sponsor 3 female engineers every year through Arkwright Scholarships. Through Code Club, we are getting more children interested in coding at primary school where the ratio of girls and boys in the clubs is around 40/60. We are hoping this can be sustained into secondary school and are conducting research with Code Club to provide evidence on this.
• ARM commits to working with the Cambridge Faculties of Education and Engineering to develop, support and disseminate secondary school Design and Technology teaching materials and teacher training programmes that have been shown to increase engagement from girls whilst improving the creativity and problem solving within D+T. Our partnership includes providing our technical expertise to develop the materials alongside a financial contribution.

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Arup
Arup

Arup

• Arup commits to doubling the proportion of its female apprentices to 30% by 2030, meaning a total uptake of 10 female apprentices per year by 2030.
• Arup commits to maintaining its female graduate recruitment above 30%, taking on over 40 female graduates per annum over the next five years.
• Arup commits to increasing year on year female representation in its summer placement programme to a total of 30+ work experience placements available to females in the next five years.
• Arup commits to increase its number of female STEM ambassadors by 15 by 2015.
• Arup commits to reach more than a 100 female undergraduates per year through two 'women-only undergraduate days' for the next five years.

In addition to these pledges, Arup will continue to invest in the career development of its female engineers and in its Connect Women Network.

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Association of Maintained Girls School
Association of Maintained Girls School

Association of Maintained Girls School

• The Association of Maintained Girls School commits to developing and delivering the 'Transforming Lives, Engineering the Future' conference to inspire young girls to consider further study and a career in engineering.
• AMGS commits to working with schools to ensure pupils' own ideas shape the programme for the Conference.

The Association of Maintained Girls School (AMGS) will:

Engaging with young people

• Develop and deliver a 'Transforming lives, engineering the Future' conference (October 2014).
• The Engineering conference will see around 20 of our members inspire young girls to consider further study and a career in engineering.
• Work with pupils at these schools to ensure their own ideas shape the programme for the Conference.

Contributing to a national campaign

• Champion the women in technology and engineering campaign with our members and cascade information out through our membership channels.
• Link communications on women into technology and engineering careers to the national campaign through use of a logo and signposting to a campaign website.
• Use consistent campaign messages in our communications activities on women in technology and engineering careers.
• Work in partnership with other campaign signatories to align messages for maximum effect, for example by timing relevant activity to support Tomorrow's Engineers Week in November 2014 and National Science and Engineering Week in March 2015.

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Aston University
Aston University

Aston University

• Aston commits to encouraging take-up of its new Biomedical Engineering degree, a subject demonstrated to be popular with women.
• Aston commits to aiming for at least 40% of its Student Mentors and Tutors studying STEM subjects to be female.
• Aston commits to aiming for at least 200 girls to access STEM subject Master-classes and subject enrichment events.

Engaging with young people and their key influencers (i.e. primary and secondary children, their teachers and families)
• Enhance our outreach activities in specific girls' schools and girls within mixed gender schools. Sessions will be led by female student volunteers and staff but also involve male representatives to reinforce such messages. Part of the enhancement will be enabling teachers to enthuse future students. We will aim for at least 200 girls to access STEM subject Master-classes and subject enrichment events.
• Bring fresh and genuine examples of projects and activities to prospective and current students, by working with our network of engineers in industry and business, as well as working with other campaign participants.
• Put in place sustainable approaches to promote technology and engineering, and the subjects that lead to them, principally maths and physics, at national and local events. We will work with our campaign partners to share, learn and implement good practice with measurable results.

Contributing to a national campaign
• Contribute to national campaigns, such as those coordinated by WES and WISE, with public and internal events highlighting the achievements and successes of female Aston engineers.
• Our female mentors will continue to work with local schools and encourage the uptake of courses leading to technology and engineering careers. We will also continue to encourage Schools and Colleges to identify female learners to benefit from all our outreach activities. We will aim for at least 40% of our Student Mentors and Tutors studying STEM subjects to be female.
• Celebrate national landmark days of women in technology and engineering such as National Women in Engineering Day, Ada Lovelace Day and the Engineering Development Trust's Dragonfly Day.
• Increase the exposure of female academics and industrial collaborators with mainstream media to create a 'drip' marketing effect on the wider population about how Aston promotes women to follow and maintain a career in engineering and technology, the significance of women's contributions to engineering, and the celebration of their achievements. A key message will be the importance of attitudes and cultures.
• With campaign partners, help employers enhance the attractiveness and profile of engineering and technology careers for women. This will focus on encouraging promotion of appropriate awards and use of the relevant pre- and post-nominals (EurIng, CEng, IEng, EngTech, FIET, MIMechE etc).

Increasing women in technology and engineering at Aston University
• Work to increase year by year the percentage of female students in Aston University Engineering Academy (AUEA) from the current level of approximately 12%.
• Aim to increase the percentage of female students in core undergraduate programmes from current levels of about 25%.
• For the immediate term, it is recognised that some school students, particularly girls, may have inappropriate school qualifications for accessing engineering courses in FE or HE. We will raise the profile of our Foundation Year with female students as a way for high calibre students to acquire maths and physical science knowledge and a qualification that enables them to progress to engineering courses at Aston and elsewhere.
• Promote our part-time Foundation Degrees as a route to qualifications and skills for employees in key sectors with significant demand for engineers.
• Promote the CDIO (Conceive, Design, Implement, Operate) programme, with its different teaching style and including projects that appeal to women in particular.
• Encourage take-up of our new Biomedical Engineering degree course, a subject demonstrated to be popular with female students.
• Continue to make extensive use of engineering and technology related placements in companies, as strong motivators for women; we will instigate a range of initiatives aimed at increasing the uptake of placements amongst female undergraduates who are eligible to take one, raising the percentage of girls taking placements from 30% in 2013/14 to 45% in 2016/17.
• Market our part-time Professional Engineer MSc degree for employees, leading to award of Chartered Engineer through the Engineering Council Gateways, as a route for women who may have a physical science degree (e.g. maths, physics) to gain a recognised engineering degree and qualification (CEng).
• Support women's societies and societies founded by women, such as Aston University Women's Engineering Society (AUWES).
• Promote and support young women in engineering within the Defence Technical Undergraduate Scheme and Welbeck College. The MoD is firmly committed to increasing the percentage of women in all roles and at all ranks.
• Review, support and recognise staff undertaking outreach activities, ensuring that they are provided with the resources and time required and the cultural training to ensure their messages are inclusive and motivating for girls and women.
• Develop outreach activities for students on Engineering Qualified Teacher Status courses and explore opportunities for teaching assistants within AUEA and other local secondary schools.
• Ensure that all formal procedures and processes, particularly those in HR, proactively ensure that female friendly cultures, approaches and images are promoted. The Industrial Advisory Board of the School of Engineering and Applied Science is, for example, seeking additional female members.

Professor Dame Julia King DBE FREng
Vice-Chancellor
Aston University
 

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At-Bristol Science Centre
At-Bristol Science Centre

At-Bristol Science Centre

• At-Bristol Science Centre commits to running programmes on physics, engineering, maths and technology, including Make it! Creative engineering trials and Raspberry Pi Boot Camps
• At-Bristol Science Centre commits to engaging girls and women through our community open weekends, working with the areas of highest multiple deprivations in our City.

Engaging with young people
• We will engage 29,000 school girls in our hands on science practical workshops and events
• We will engage 92,000 women and girls to explore science and engineering through visiting our interactive exhibitions, building family science capital
• We will engage 2,400 girls and women through our community open weekends, working with the areas of highest multiple deprivations in our City.
• We will engage 4,300 female toddlers through our bespoke events and programmes for under-5s
• We will strive to ensure all our science programmes and exhibitions appeal equally to both genders
• We will have a high proportion of female science role models on our staff and volunteers delivering the physical sciences and engineering to schools and families
• When inviting scientists and engineers in to work with the public and schools we will pro-actively seek women
• Over the next 6 months we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology.

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Atkins
Atkins

Atkins

• Atkins commits to increasing the number of women in the company through increased focus on gender balance through the recruitment process at all levels. It will also aim to steadily increase the overall percentage of female graduates joining year on year.
• Atkins commits to further developing the careers of its female workforce and to increasing the number of senior women in the company.
• Atkins commits to playing a key role in promoting the engineering profession more broadly through UK academia and to the community at large, with a specific focus on reaching more girls.

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BAE
BAE

BAE

• BAE Systems commits to sponsoring a Chair in Maths or Physics for the next three years.
• BAE Systems aspires to have at least 12% of women in its apprentice intake by September 2015, above the national average.
• BAE Systems commits to taking its schools roadshow into 250 schools, and engage with 30,000 young people aged 10 to 13 in 2014 and 2015. It will focus on encouraging girls to take a more positive view of going into STEM-based careers.
• BAE Systems commits to supporting the 'Girls Engineering the Future' initiative in 2014 and 2015, to encourage more girls to consider careers as an engineering apprentice.
• BAE Systems commits to having more than 300 employees at any one time acting as STEMNet Ambassadors, supporting engagement activities in local schools. These will include female apprentices and graduates.

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Balfour Beatty
Balfour Beatty

Balfour Beatty

• Balfour Beatty commits to ensuring that all new graduates, trainee and apprentices register as STEM Ambassadors, with a commitment to the creation of 50 new ambassadors each year for the next three years
• Balfour Beatty commits to providing five Arkwright Scholarships per year for the next three years which will be targeted at female 6th form students
• Balfour Beatty commits to providing six Graduate Engineers to Headstart Summer Schools in order to engage 120 young people about a potential career in construction
• Balfour Beatty commits to entering into three new partnerships over the next three years with organisations dedicated to increasing the number of women in the construction industry

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Barclays
Barclays

Barclays

• Barclays commits to sponsoring a Chair in Maths or Physics for the next three years.
• Barclays commits to hosting a series of events in 2014/15 to promote careers in technology to girls and expanding our Women in Technology network:
• Barclays commits to hosting a 500-strong "Girls Allowed" conference this autumn targeted at girls aged 13-14.
• Barclays will promote careers in its global technology centre by offering at least two girls-only events to schools in Cheshire as part of our outreach to young people over the next 12 months.
• Barclays commits to continuing the promotion of its technical apprentices programme, with the aim of participating in events aimed at engaging young women in 2014/5. So far in 2014 we have attended over 10 events with an attendance of over 2000 people - we plan to continue engaging at this level.
• Barclays commits to expanding its successful Women in Technology group to provide networking opportunities, mentoring and guidance to women in technology roles throughout the bank. A key upcoming event is a Wiki Edit-a-thon in June, a global event that that looks to increase the numbers of female editors, as women currently make up under 10% of Wikipedia editors.

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Barking & Dagenham College
Barking & Dagenham College

Barking & Dagenham College

• Barking & Dagenham College commits to delivering or participating in one local or national skills event per term, to inspire women into technology and engineering
• Barking & Dagenham College commits to a 50/50 split of student STEM ambassadors from September 2014
• Barking & Dagenham College commits to increasing female recruitment on technology and engineering courses for 2014/15
• To have a 50/50 male: female split of student STEM ambassadors from September 2014
• To work collaboratively with signatories by offering the STEM Centre as a venue to run their activities/events, and to collaborate over the development and delivery of the activities/events
• To work with the college curriculum areas to increase female recruitment on to technology and engineering courses for 2014/15, with a view to increasing this by at least 20% within the next 3 years
• To target at least two external female activity groups such as Girl Guides per term to run Experience Days focused on technology and engineering
• To engage at least 5 local secondary schools with taster days in the fields of technology and engineering
• To run an in-house technology/engineering focused competition in order to raise the profile of the curriculum
• To run a technology/engineering focused competition with members of the compact

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Bechtel
Bechtel

Bechtel

• Bechtel commits to promoting the self-empowerment of young women to pursue careers in engineering, by holding at least 24 outreach events at schools and universities in the UK each year. We will showcase female Bechtel role models and implement a•diverse team" approach for all outreach events.
• Bechtel commits to holding a minimum of 5 Women@Bechtel events in the UK per year, which aim to influence and inspire ideas for the development and advancement of women in the engineering industry.
• Bechtel commits to supporting the aims of the Compact through collaboration with our customers and supply chain, by engaging them in relevant UK outreach and Women@Bechtel events.

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BMW Group
BMW Group

BMW Group

• BMW Group commits to continuing its successful 'Girls Go Technical' programme in 2014-15. This initiative is designed to attract an increasing number of young women into the high-tech world of modern manufacturing and support their aspirations to pursue fulfilling career paths at the company's major UK manufacturing sites.

BMW Group believes in gender diversity and the pro-active advancement of women. Attracting talented and motivated female students to consider a rewarding career at the BMW Group's manufacturing operations in the UK, offering practical support and preparation for the job application process and ensuring equality of opportunity to develop the individual skills and talents of successful applicants are important parts of this approach.

The 'Girls Go Technical' programme, which was launched in 2013, offers a unique opportunity for young women to experience first-hand the fascinating engineering challenges and sophisticated manufacturing environments that are required to produce some of the world's most exciting and successful premium brand cars. Over a period of several days, programme participants are able to meet current female apprentices and ex-apprentices, as well as senior female managers at BMW and MINI who have already established themselves in a wide range of responsible positions, thereby gaining an understanding of the wealth of career opportunities that exist for women in a global company that encompasses advanced engineering and manufacturing operations. In addition to gaining personal insights into modern industrial and commercial processes and the development paths that can lead to well-paid and, in some cases, international careers, participants will also be offered practical advice on how to get their feet onto the first rung of the professional ladder by preparing for job applications and practising interview behaviours that help to create that all-important positive first impression.

The girls who are specially targeted in this programme must be in year 11 or above, at least 16 years of age by 1 September and attending schools or colleges within a 25-mile radius of the catchment areas surrounding the company's major manufacturing sites at Oxford, Swindon and Hams Hall. The week-long programme for the approximately thirty successful applicants will include work experience in technology processes at the manufacturing site nearest to their home and in-depth visits to the two other production locations. Completion of the programme will also result in a level 1 qualification in employability skills.

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Bombardier Aerospace
Bombardier Aerospace

Bombardier Aerospace

• Bombardier Aerospace commits to doubling the number of its female STEM Ambassadors to 50 over the next year.
• Bombardier Aerospace commits to providing work experience placements for 30 female students over the next year.
• Bombardier Aerospace commits to facilitating five educational visits from girls' schools to our factories over the next year.

As part of its strong corporate social responsibility ethos, Bombardier Aerospace, Belfast has an extensive educational outreach to primary and post-primary schools across Northern Ireland. This is facilitated through its award-winning 'The Flight Experience' programme, which promotes STEM subject and careers in engineering.

As a strong supporter of STEM, the company was one of the first companies to sign up to the Government's STEMNET initiative, which is now an integral part of its educational programme. Since November 2011, it has worked closely with the interactive science museum W5 to provide STEM Ambassadors - from apprentices to senior management - who go out to schools informing and inspiring schoolchildren about STEM career opportunities. The programme also provides personal development opportunities for the company's employees in these roles as STEM Ambassadors.

As part of its activities, Bombardier has been involved in supporting WISE - promoting female talent in STEM - for a number of years. The company has developed a tailored WISE programme, which offers girls an insight to the aerospace sector as part of their lessons in Design and Technology. The highly interactive and practical programme is aimed at Year 10 and 11 pupils (13 -14 year olds) and takes place over the school year.

Activities include workshops with Bombardier female engineers, technology workshops at X2: The Flight Experience exhibit in the Ulster Folk and Transport Museum, and visits to W5 and to the Northern Ireland Technology Centre at Queen's University, where they are shown technologies used in the development of new manufacturing processes in engineering. The female pupils also visit Bombardier to experience a manufacturing environment, and have the opportunity to take up the offer to spend a week's work experience in the company.

Building on these efforts and activities, over the next year, Bombardier pledges the following:

• Bombardier Aerospace commits to doubling the number of its female STEM Ambassadors to 50 over the next year - who will act as role models for young female students, contributing to lessons and participating in extra-curricular activities such as careers fairs and STEM Clubs
• Bombardier Aerospace commits to providing work experience placements for 30 female students over the next year - to give them hands-on experience of working in a STEM environment
• Bombardier Aerospace commits to facilitating five educational visits from girls' schools to our factories over the next year, where they can witness some of the innovative engineering and manufacturing processes used in producing large aircraft parts
• Bombardier Aerospace commits to attending 18 careers conventions at schools across Northern Ireland over the next year, focusing on highlighting engineering-related careers to female students
• Bombardier Aerospace commits to delivering curriculum-related STEM activities in 12 girls' schools under the Women Into Science and Engineering (WISE) programme over the next year, where they can learn more about design and technology
• Bombardier Aerospace commits to providing interviewers for six mock interview sessions in six girls' schools over the next year.

Catherine McKeever, Quality Director, Bombardier Aerospace, Belfast, who is herself an active STEM Ambassador for Bombardier, said:

•Given my own background, I feel strongly about supporting and encouraging young women to discover all the opportunities that lie within the fields of science, engineering and technology. Over the past century of flight, for example, advances in engineering and technology have led to the development of many innovative aircraft in mankind's bid to conquer the skies. Women have an important part to play in future engineering, technological and scientific developments, and we want to encourage them to aspire to this."

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BP
BP

BP

• BP commits to engaging more young people with STEM subjects by sharing findings and recommendations publicly as they emerge from its £4.3m Enterprising Science research and development programme, which is being delivered together with the Science Museum Group and King's College London from 2013 to 2018.
• BP commits to encourage at least 750 employees to share career insights with young people via its 190 Schools Link schools each year, through the delivery of new career insight modules
• BP commits to offering 250 work experience placements to young people in around 100 local schools each year, with an aspiration to offer equal numbers to girls and boys
• BP commits to launching a new, employee-volunteering, web-based tool in June 2014 to reach 10,000 employees across the UK and encourage more constructive engagement with over 190 schools

"We are delighted to work with 'Your Life' to increase the number of female students choosing STEM subjects in school and beyond. Increasing the number of families that value science will lead to more young female students seeing themselves as future scientists and engineers as they realise that STEM-based careers are an excellent route to achieving their aspirations in life."

Peter Mather, Group Regional Vice President, Europe & Head of Country, UK, BP plc

BP's current approach
There is a significant shortfall in the number of young people choosing STEM subjects after the age of 16. This particularly affects girls choosing physical sciences and engineering.
Through all of our activities, we seek to increase the understanding of, and interest in, science of young people and their families. We have a particular focus on what is needed to engage girls and young people of diverse backgrounds.

Our most significant investment is the flagship Enterprising Science research and development programme in partnership with King's College London and the Science Museum Group, which is aiming to develop tools and techniques for teachers that specifically build science capital in families and young people. This complements our investment in Project Enthuse teacher training from the National Science Learning Centre.

We produce teaching resources through the BP Educational Service (BPES), and BP employees work with young people and teachers through our long-running Schools Link programme.
We produce careers information for schools, and share this through the 'plotr' careers platform.

How we will take this further
We are planning to provide clearer and more visible opportunities for a wide and diverse range of BP employees to share career insights with young people, tailored by gender and ethnicity, and addressing stereotypes and unconscious biases, in order to build science capital. BP's women-focused networks ('Business Resource Groups') have an important role to play in encouraging their members to dedicate time to this volunteering as part of their work objectives.

We will develop new employee career insights modules, and work experience opportunities, to be delivered by BP employees at BP-linked schools around the UK. We will specifically encourage female employees to act as role models for young girls.

We will be launching a new UK-wide employee volunteering platform in summer 2014. Through this platform, we will look at suitable ways to link employees, particularly female role models, with the external programmes Inspiring The Future and Future First to support volunteering at schools outside of our existing schools relationships.

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British Computer Society
British Computer Society

British Computer Society

• BCS, the Chartered Institute for IT commits to continue joint sponsorship of the annual Karen Sparck Jones lecture with IBM - an annual event that honours women in computing research. This lecture series builds on BCS activities to celebrate, inform and support women engaged in computing. These activities include the annual London Hopper, providing networking opportunities for early career researchers, and the Lovelace Colloquium, for women undergraduates in computing and related subjects.
• BCS, the Chartered Institute for IT commits considering all female members awarded Chartered status in the last year for nomination for the Karen Burt Memorial Award presented annually by the Women's Engineering Society (http://www.wes.org.uk/content/karen-burt-memorial-award) . Each year the BCS nominates a female member awarded CITP, CEng or CSci in the last year to the Women's Engineering Society for consideration for this award. The award recognizes excellence and potential in the practice of engineering and highlights the importance of Chartered status, as well as offering recognition to contributions made to the promotion of the engineering profession.
• BCS, the Chartered Institute for IT commits to champion the Compact through BCSWomen - http://www.bcs.org/category/8630. BCSWomen is a BCS Specialist Group that mentors and encourages girls/women to enter IT as a career and provides networking opportunities and support for all BCS professional women working in IT around the world.
• BCS, the Chartered Institute for IT commits to take action to increase diversity in the IT profession by continuing to commit to the objectives of the Royal Academy of Engineering Diversity in Engineering Concordat - https://www.raeng.org.uk/about/diversity/resources/eng_div_concordat.htm - the objectives of the signatories to this concordat are to:
• communicate commitment to equality and inclusion principles and practices;
• take action to increase diversity amongst those in professional engineering membership and registration;
• monitor and measure progress
• BCS, the Chartered Institute for IT commits to deliver a Women in IT campaign in May 2014 (url www.bcs.org/itwomen) a month long campaign to highlight the need for more women to join the IT profession. Throughout May, 30 influential women in IT are volunteering to act as role models and, through blogs and video interviews, share their stories and thoughts about the profession.

Our mission as BCS, The Chartered Institute for IT, is to enable the information society. We promote wider social and economic progress through the advancement of information technology science and practice. We bring together industry, academics, practitioners and government to share knowledge, promote new thinking, inform the design of new curricula, shape public policy and inform the public.

Our vision is to be a world-class organisation for IT. Our 75,000 strong membership includes practitioners, businesses, academics and students in the UK and internationally. We deliver a range of professional development tools for practitioners and employees. A leading IT qualification body, we offer a range of widely recognised qualifications.

www.bcs.org

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British Glass
British Glass

British Glass

• British Glass commits to launch a Charter in May 2014, backed by some 100 livery companies of the City of London, which will see c.100 young women take up apprenticeships each year.

At the forefront of the dynamic drive to make significant impact to redress the balance of women in manufacturing careers, Women in Manufacturing (WiM) is working with the Worshipful Company of Glass Sellers of London to develop a pledge to revolutionise the number of females attracted into manufacturing, engineering and technical professions. The scheme, led by Alderman Dr Andrew Parmley, Master of the Glass Sellers' Livery, will oversee the creation of a•Charter", pledged by some 100 livery companies of the City of London in their capacity as supporters of the trades & professions, to, through their good offices and charitable arms, commit to the year-on-year employment of a minimum of 2 Apprentices, at least one of whom will be female. This will see 100 young women taken into the professions as employed status apprentices each and every year. It is hoped that the Charter will become an iconic commitment held within the Guildhall in the City.

Once the pledges are signed and full commitments made, WiM will hold a press launch in early May 2014, designed to coincide with other events supporting women in engineering and technical careers, being orchestrated around the same time. The event would be attended and led by the movement's Patron, Nadja Swarovski, Board Director and leading inspiration behind the global cosmetic jewellery manufacturer and a UN spokesperson for women in engineering and manufacturing roles. Heavily endorsed and driven by the collective UK glass making businesses, this will maximise impact and demonstrate there is now a real will amongst the manufacturing community to embrace diversity and recognise the opportunity of filling the rapidly impending skills gap, by welcoming the talents of women into the manufacturing community. The move will also show, through appropriate collaboration and with the right drive, very significant progress can be made in a very short period of time (revolution rather than evolution), through which the results can be both sustainable and highly beneficial to the prosperity of the UK's manufacturing businesses.

Women in Manufacturing is born of the UK glass industry's•Employers Ownership of Skills Pilot", supported by BIS, and which through it's working title - The Glass Academy - has already driven numerous game-changing initiatives in the sector and is now actively encouraging replication of its success across many other UK business areas. It is a brand of radical and maverick action designed to develop a competitive edge to allow UK companies to become more globally competitive through commitment to the up-skilling and maintenance of a high-calibre workforce. In the new world of manufacturing created by these exciting initiatives, we will be engineering a path to position the UK at its rightful place of pre-eminence in global productivity. WiM, along with The Glass Academy, is passionate about its mission and is already seeing significant changes in the culture and attitudes within our own sector and, through this initiative, is keen to see it rapidly replicated across the whole of UK industry.

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British Science Association
British Science Association

British Science Association

• British Science Association commits to encouraging organisers of National Science and Engineering Week events to invite additional female speakers, particularly into schools.
• British Science Association commits to holding a session in our Science Communication Conference exploring issues around diversity in science communication.
• British Science Association commits to renaming two of our five prestigious and historic Award Lectures after inspirational female figures from the world of science.

Between May 2014 and May 2015, the BSA will:

Engage with young people
• We will encourage organisers of National Science and Engineering Week events to, where possible, invite (additional) female speakers, particularly into schools, as a way to promote positive female STEM role models.
• We are particularly proud that our CREST Awards programme of inquiry-led STEM enrichment activities, which reaches over 30,000 young people a year, achieves a 50/50 gender balance - a rare success in this space. This continued even uptake has generated interest, with those involved in the CREST Expansion asking why the scheme is effective in reaching both females and males, when other STEM schemes often struggle to engage girls. We will look at possible future research to determine why this is the case, to further our understanding of gender engagement.
• Work with partner organisations to deliver some of the recommendations of the influential ScienceGrrl report

Contribute to a national campaign
• The British Science Festival is the UK's premiere annual scientific event. September 2014 will see us visit Birmingham, while last year our Newcastle event attracted over 80,000 attendees. The Festival already achieves a 50/50 gender split amongst our speakers, and we will consolidate this achievement by issuing guidance to all session organisers that no event organisers with more than two speakers should have all-male panels. We will work with session organisers to help them achieve this goal.
• Hold a session in our Science Communication Conference exploring issues around diversity in science communication.

Increase women in technology and engineering in your own organisation

• We will address the fact that our all five of our prestigious and historic Award Lectures are named after male scientists and engineers by introducing at least two lectures named after female figures from the world of science.

The BSA are the UK's nationwide, open membership organisation, which provides opportunities for people of all ages to learn about, discuss and challenge the sciences and their implications.

http://www.britishscienceassociation.org/

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BT
BT

BT

• BT has committed to extending its external BT4me apprenticeship recruitment site by the end of May 2014 with case studies featuring a number of female apprentices at BT. This site gets 2000 hits a day. We will also signpost these resources to our 500 strong STEM ambassadors to promote in their ongoing outreach into primary and secondary schools.

BT announced in February 2014 a significant increase to more than 1,000 new apprentices and graduates in the coming year: the majority of the new roles will be in the areas of IT, technology research and engineering. We've also created a new digital media technology apprenticeship that will provide new recruits with experience and skills in web development, digital networks, digital TV and digital media distribution.

We are ranked in The Times Top 50 Employers for Women. However are not resting on our laurels and we are doing more to increase the proportion of our people that are female, particularly in senior executive and STEM roles.

The benefits of STEM careers for women, and men, are varied and wide-ranging. Recent research said that 58% of all new jobs will be STEM related - these jobs are often higher paid and offer long-term job prospects and we are working to ensure that we publicise these benefits to female applicants in a number of ways.

Internally BT publicises the opportunity for our apprentices and graduates to become STEMNET Ambassadors, supporting volunteering activity externally with local schools and have had success at the STEMNET awards with one of our female apprentices. Laura Harvey won the most inspirational technician award in 2012, as a role model. She says:•Don't think that Technology and IT roles are just for boys- they aren't! The industry is crying out for more females, there are hundreds of different roles available within the sector. I work with end users gathering their requirements and feeding that back into the software engineering team, and I love my job!"

BT has always included video diaries and testimonials on our recruitment portal, www.bt4me.co.uk to attract more women into our industry. We are redoubling our efforts in this regard by populating our site with more compelling case studies to challenge the perceptions of would-be female candidates by illustrating the many and varied career opportunities in IT and technology.

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Burnham Grammar School
Burnham Grammar School

Burnham Grammar School

• Burnham Grammar School commits to launching a Fabulous Famous Female Scientists Competition, sponsored by Lonza, promoting science as a top career, especially for girls. The competition will take place July- September 2014, reaching 150 students, aged 13-15.Burnham Grammar School commits to inviting Lonza scientists to teach advanced laboratory skills and provide careers advice on working in science and at Lonza in 2014, reaching 300 students aged 14-16.
• Burham Grammar School commits to launching Caf_-STEM in September 2014, where scientists from all types of STEM careers come to talk to students at lunchtime. The initiative will be held monthly and will reach up to 50 students each session.

Burnham Grammar School is a specialist Science & Maths and Language College. We have active local industrial corporate partners, such as Lonza, to extend and enrich our curriculum, provide training and employment opportunities and to help our students to make the right decisions about their futures. Our STEM teachers are all specialists in their field.

Our crest bears the words Diversity, Dynamism, Distinction: which reflects the diversity of our 945 boys' and girls' backgrounds with approximately 40% coming from ethnic minorities and the wealth of cultural and religious understanding this brings to our school community; the dynamism of our ethos; and the distinction we constantly aim to achieve in all that we do.

Science qualifications are very important to Burnham Grammar: all students 14-16 year olds take science GCSE, most studying triple science GCSEs; 72% of 16/17 year olds take science AS levels, with 41% being female; 57% continue with science A2 levels as 17/18 year olds with 42% of them being female.

We pledge to raise aspirations in science careers by:

BGS Junior Scientist Of Year - sponsored competition by Lonza
• Fabulous Famous Female Scientists - based on students' studies across Physics, Maths & Technology, Chemistry & Biology, best essays shortlisted and top 4 then present to Lonza's scientists with Q and A session.
• Objectives: to promote female role models and extend students' scientific knowledge beyond curriculum; Introduce Lonza as a local employer
• Audience: 150 students mixed gender aged 13/14 (Year 9). Ethnicity 35%+, females 50%
• Competition is tied into assessment of GCSE work from summer term 2014 to finals day at Lonza in late September 2014
• Evaluation by iPad survey with additional questions on interest in STEM careers across both genders

DNA Practical run by Lonza's scientists - students extract their own DNA and capture their DNA helix in a locket with 1 hours careers activity after practical
• To improve laboratory skills with expert tuition and advanced equipment from Lonza's scientists and learn about careers & applying for jobs at Lonza
• Objectives: to improve laboratory skills; and learn about a local pharmaceutical employer, promoting careers, with several high level female presenters
• Audience: 130 students mixed gender aged 13/14 (Year 10) all studying triple science and many likely to continue with a STEM A level subject. Ethnicity 35%+, females 50%
• 2 hours: 1 hour lab practical & 1 hour careers info and stories of how each scientist got to their current position. Summer term 2014 or spring 2015. Two sessions of 65 students in each.
• Supports learning of DNA for GCSE curriculum
• Evaluation by iPad survey with additional questions on interest in STEM careers and any barriers to a STEM career. Findings shared with Lonza

Café-STEM - on-going programme, Lonza to launch it
• Speakers from local companies to talk about their STEM careers, with as many female presenters as possible
• Objectives: to improve knowledge of STEM careers locally; and to promote STEM careers; and to raise aspirations particularly for females
• Audiences will vary - up to 50. Female participation will be encouraged
• 30 minute Lunchtime activity, starting September 2014
• Widening career advice and inspiring the next generation
• Evaluation by iPad survey with questions on interest in STEM careers and any barriers to a STEM career

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Capgemini
Capgemini

Capgemini

• Capgemini commits to a target of having 50% women in our Apprentice intake by 2025.

To support this by the end of 2015 we will:
• Establish new partnerships with 5 secondary schools in the UK
• identify and provide support to an additional 100 female Capgemini STEM ambassadors

Against an industry norm of 10% female IT Apprentices, we're proud that today around a quarter of our apprentices are female. As stated our ambition is for us to achieve equal parity in numbers of men and women joining Capgemini as Apprentices, especially as their first roles on leaving full time education.

But this is wider than a Capgemini initiative: it's an industry wide shift. We want to be at the forefront of this, and our participation in Digital Trailblazers, part of the government's innovative programme of reforms to ensure the apprenticeship system is more rigorous and more responsive to employer needs, is setting the scene.

Therefore much of the work we are doing is around showcasing Apprenticeships to school students, both boys and girls. Our work has a stream dedicated to encouraging girls to consider IT as a career and supporting them to understand the academic choices required to become technologists.

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Cardiff University
Cardiff University

Cardiff University

• Cardiff University commits to engaging 30,000 female pupils in our hands on science practical workshops and events run in schools by academics.
• Cardiff University commits to striving to ensure all our science programmes and exhibitions appeal equally to both genders.
• Cardiff University commits to continuing to pro-actively seek women to be the science role models to deliver schools talks and workshops, and importantly to train the teachers.

As part of the School of Physics and Astronomy, Cardiff University will:
• Engage thousands of school girls in our hands on science practical workshops and events in exhibitions, open days and other events.
• Engage hundreds of girls in our widening access programmes.
• Strive to ensure all our science programmes and exhibitions appeal equally to both genders.
• Continually monitor our admissions policies to ensure the very best students are being selected to study STEM regardless of gender or other minority at both undergraduate and postgraduate level.
• Continue our Equality and Diversity monitoring and annual report to the School.
• Obtain Project Juno and Athena SWAN status in recognition that the School is a fair place to work for all.
As part of Universe in the Classroom we will:
• Engage 60,000 school children, half of which are girls, in our hands on science practical workshops and events run in schools by academics.
• Continue to pro-actively seek women to be the science role models to deliver schools talks and workshops, and importantly to train the teachers.
• Evaluate our teacher training and classroom activities to see how we can do more to inspire girls with physics, maths, engineering and technology
Background:

Cardiff University takes the role of attracting the very best students regardless of socio-economic background, gender or other protected minority into STEM subjects extremely seriously. As part of its overall programme, it has worked with Careers Business Wales to run a highly successful Discover! club for girls (reaching more than 200 local girls on a 7-week period and revealing to them and their parents that gender is no barrier to STEM careers).

Cardiff University's School of Physics and Astronomy is also proud to have been funded to run the Universe in the Classroom project during 2014-2015 (funded by the Welsh Assembly National Science Academy). This project aims to inspire over 60,000 school children over 10 years using astronomy as the hook, by training and supporting teachers in teaching astronomy in the classroom and by introducing the students to female science role models.

The project has specifically recruited a diverse team of enthusiastic science undergraduates to act as Stellar Role Models (STARS) to demonstrate that science is for everyone. All of our activities are STEM subjects focussing on physics, astronomy, maths and enquiry-based learning.

www.cardiff.ac.uk

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Career Academies UK
Career Academies UK

Career Academies UK

• Career Academies UK commits to running workshops targeting young women aged 16-19 in our STEM career academy centres to promote careers in technology and engineering
• Career Academies UK commits to maximising local PR opportunities around workshops
• Career Academies UK commits to using our website and social media platforms to promote technology and engineering careers to young women

Our activities will focus on the actions "Engaging with young people" and "Contributing to a national campaign"

Engaging with young people
We are planning to run a number of workshops targeting young women aged 16-19 in our STEM career academy centres hosted by schools and colleges. This will be with the support of STEM Ambassadors, Sheffield Hallam University and employers. The workshops will be run in at least 3 UK regions with the objectives being to:

• To promote careers for young women in Technology and Engineering
• To engage appropriate female role models to provide support and guidance to young women contemplating careers in these sectors
• To promote access to careers via apprenticeship routes and school leaver programmes as well as graduate entry

The outcomes will be evaluated by Sheffield Hallam University and we are very happy to share these with other Compact signatories.

The workshops will be delivered in academic year 2014 / 15.

Contributing to a national campaign
We will support a national campaign by:

• Utilising any Women into Technology and Engineering Compact logo in communications with our stakeholders
• Using our website and social media platforms to promote the Compact and signpost to specific Compact information
• Trying to maximise the local PR opportunities where the workshops are delivered

CAUK currently has 63 STEM career academies across the UK. This represents 35% of our career academies.

The majority are STEM (representing all 4 strands), IT, Engineering, Health and Social Care and Science career academies.

There are currently just over 700 students studying STEM subjects and undertaking the career academy programme at these centres.

We are predicting a continued expansion in STEM student numbers in academic year 2014/15 and in September 2014 we will see a growth in the number of Digital and Creative Media career academies.

www.careeracademies.org.uk

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Carillion
Carillion

Carillion

• Carillion commits to improving the retention of women engineers, by setting up a network of support for women in operational roles requiring engineering skills. We will roll this out across the business - engaging 20% of technical women in engineering in Year 1, increasing year on year over a 5 year period. This will be called: Project SNOWE = Support Network for Operational Women Engineers.
• Carillion commits to increasing the number of women in apprenticeships to 5% over the next 5 years.
• Carillion commits to developing a tailor made "introduction" to engineering and technology for Girls, delivering the module to local schools. 4 schools in year 1, increasing year on year over a 5 year period.

Carillion is one of the UK's leading support services companies with a substantial portfolio of Public Private Partnership projects, extensive construction capabilities and a sector leading capability for delivering sustainable solutions. The Group has annual revenue of over £4.1 billion and operates across the UK, in the Middle East and Canada.

From project finance to design, construction, lifetime maintenance, facilities management and energy services, we provide all of the services needed to create and manage buildings and infrastructure. These include everything from energy consultancy to mechanical and electrical engineering work, Building Information Modelling, project management, repair and maintenance and lifecycle management.

We employ over 40,000 people, including more than 18,000 in the UK. At the heart of this is Carillion's leadership in creating employment and skills opportunities. Tailored training and mentoring, skills development and leadership programmes enable our people to achieve their full potential. We also have a strong commitment to delivering tangible improvements for people in the communities where we work through our focus on developing skills and local employment opportunities, minimising environmental impact and improving local prosperity.

We are the UK's largest employer of construction apprentices, with up to 2,000 apprentices in training at any one time, and we are proud to be the largest UK placement provider for some of the most disadvantaged in society through our work with Business Action on Homelessness. We were also one of the first UK companies to sign up to the Government's Social Mobility Compact.

Carillion is a member of the FTSE4Good Index and in 2013 the Group was awarded Platinum Big Tick status, the highest possible rating, in Business in the Community's Corporate Responsibility Index.

Janet Dawson, Group HR Director, said: "We recognise that the diverse backgrounds and perspectives of our people help us to think differently and meet the needs of our customers and the communities we serve more effectively. As part of this, we are committed to supporting the recruitment, retention and development of female engineers to enable us to harness their talents and skills to support the ongoing success and development of our business."

www.carillionplc.com
 

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CBI
CBI

CBI

• The CBI commits to championing women into technology and engineering with our members and sharing information through our membership channels
• The CBI commits to using consistent messages in our communications activities on women in technology and engineering careers

Between May 2014 and May 2015 CBI will:
1. Champion women into technology and engineering with 190,000 members and cascade information out through our communication channels
2. Support a national campaign through use of a logo and signposting to a campaign website
3. Use complementary campaign messages in our communications activities on women in technology and engineering careers
4. Signpost members to campaign resources

5. Work in partnership with other campaign signatories to align messages for maximum effect, for example by timing relevant activity to support Tomorrow's Engineers Week in November 2014 and National Science and Engineering Week in March 2015

"We have made real progress on STEM uptake in the last decade - but there is much more to do. A new urgency is required - in terms of both the existing and the future workforce. A key part of the solution to this is addressing the shameful gender gap on STEM participation by improving the participation of girls and women. With the demand for STEM skills so great we simply cannot afford to draw on only part of the UK's talent pool." Katja Hall, Chief Policy Director, CBI

A competitive science, technology, engineering and maths (STEM) skills base is vital to our future as a knowledge-intensive economy but firms continue to face difficulties recruiting individuals with STEM skills and knowledge. A recent CBI report Engineering our Future: stepping up the urgency on STEM sets out the need for a new urgency in building our STEM skills base. To tackle long and short-term demand we need to retrain existing workers, create more apprenticeships and ensure our education system supports young people to study STEM.

We must take urgent action to increase the number of young people moving into skilled STEM work, especially young women. A real driver of progress on STEM participation has been the engagement of businesses with a wide range of programmes designed to build STEM skills and inspire about the potential of STEM careers. CBI members are ready to play their part to build on this momentum to ensure that all young women are exposed to engaging STEM learning experiences and the value of a STEM career.

The CBI is the UK's leading business organisation, speaking for some 190,000 businesses that together employ around a third of the private sector workforce. With offices across the UK as well as representation in Brussels, Washington, Beijing and Delhi the CBI communicates the British business voice around the world.

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Centre of the Cell
Centre of the Cell

Centre of the Cell

• Centre of the Cell commits to engaging 5,000 school girls in our interactive 'Pod' sessions that teach pupils about the cells, the human body and the latest medical research.
• Centre of the Cell commits to striving to ensure all our science programmes appeal equally to both genders.
• Centre of the Cell commits to having female science role models on our staff delivering the workshops, shows and family workshops.

Between May 2014 and May 2015, Centre of the Cell will:
• Engage 5,000 school girls in our interactive 'Pod' sessions that teach pupils about the cells, the human body and the latest medical research.
• Engage 2,500 girls in our school outreach workshops and shows.
• Strive to ensure all our science programmes appeal equally to both genders.
• Have female science role models on our staff delivering the workshops, shows and family workshops.
• When inviting scientists and engineers in to work with the public and schools we will pro-actively seek women.
Background:

Each year Centre of the Cell engages 17,000 people with science. Half (8,500) are girls and women. They take part in school science workshops and shows, family workshops and shows, and interactive sessions in the 'Pod'. We also run a Youth Membership Scheme for local young people aged 14 - 19, 50% of whom are girls and women. As well as providing these young people with work experience and volunteering placements in science and technology-related fields (26 placements a year), the scheme has grown to include mentoring sessions for young people by staff at Centre of the Cell, by STEM Ambassadors, and by medical and dental students from Barts and The London School of Medicine and Dentistry.

www.centreofthecell.org

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CH2M HILL
CH2M HILL

CH2M HILL

• CH2M HILL commits to setting up and supporting a partnership with the Social Mobility Foundation, a bespoke programme for young women from disadvantaged backgrounds, to help up to 50 females get into careers in engineering and the STEM sector.
• CH2M HILL, through its Women's Network, commits to increasing its presence providing skills and career advice to young females across the UK. In 2014 CH2M HILL pledges to develop 12 new partnerships with schools across the country.
• CH2M HILL commits to building on its dedicated community investment programme by hosting 10 skills and employment fairs this year to promote engineering and STEM careers among young people.

As a leading engineering, design and programme management company, employee-owned CH2M HILL is committed to promoting diversity in the industry and getting more women into engineering and STEM focused careers.

As part of this commitment CH2M HILL is able to boast a CEO and several of its global leadership team that are women. Jacque Hinman took up the position as CEO in January 2014 following her previous role as President of the company's international division. It is through our raft of initiatives we have adopted as a company that empower women to take on leadership roles of a global scale.

Over the years we have built on the work we have carried out to promote diversity in an industry that is traditionally dominated by men. In 2009 CH2M HILL was named the first engineering and construction company to win the Catalyst Award, honouring innovative organisational approaches that advance women in the workplace. The company received the award as a one-time recognition of this achievement. This leading approach is something CH2M HILL has held as a core part of its business for a long time and has expanded through its dedicated Women's Network which provides the opportunity for colleagues to share information, ideas, experiences, and resource. The network's aim is to promote an inclusive culture that actively promotes and supports the attraction, development, and retention of women and fuels our industry-leading position as one of the best places to work. In the UK this network is continuing to grow and provides regular forums for debate with colleagues and external female speakers in senior positions in the political and business communities.
Internally CH2M HILL also spearheaded 'Constructing Pathways for Women Through Inclusion' - an initiative that leverages female employees by ensuring they are placed in important positions, are visible role models and are responsible for high-profile projects, linking their expertise to business success. Since the initiative's launch in 2003, women's representation in senior leadership positions has increased from 2.9 percent to 18.0 percent, with the percentage of women project managers rising from 20.5 percent in 2005 to 30.3 percent in 2008.

CH2M HILL has also developed its apprenticeship programme in the UK and in March this year saw one of its apprentices receive an award from the Institute of Civil Engineers for being the first female in the country to complete a new civil engineering apprenticeship. Bethany Wilson, 20, was chosen from thousands of applicants to be nominated for Apprentice of the Year at the Leeds Apprenticeship Awards.

Through our involvement in 'Women in Engineering and Technology' we aim to develop what we have already been carrying out for years within our business and apply on a wider level within communities across the UK through working in schools, promoting careers in the sector and playing a key role in developing a bespoke programme for young women to get into engineering.

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Chichester College
Chichester College

Chichester College

• Chichester College commits to holding an annual 'STEM' event within the College for local schools focusing on years 7, 8 and 9
• Chichester College commits to providing taster days, school outreach activities and hands-on events in the college for young people that will encourage girls to study engineering subjects
• Chichester College commits to working with local schools and groups such as Guide units

Chichester College will:
1. Hold an annual 'STEM' event within the College for local schools focusing on years 7, 8 and 9 and promoting activities through current female students and female teaching staff

2. Provide taster days, school outreach activities and hands-on events in the college for young people that will encourage girls to study engineering subjects, where relevant working in partnership with campaign signatories to develop specific events

3. Work with local schools and groups such as local Guide units to provide young people with information, advice and guidance showing a clear progression route in engineering and technology from school into further education

4. Provide a bespoke engineering taster event for each of the local Girls Schools

5. Link communications on women into technology and engineering careers to a national campaign website

6. Promote women in technology and engineering careers in our communications and course advertising

7. Work in partnership with other campaign signatories to align messages for maximum effect

8. Hold and promote activities to support key events such as Tomorrow's Engineers Week and National Science and Engineering Week

Chichester College is a great place to learn. Ranked in the top 10 colleges in the country and recently receiving an outstanding report across the board by Ofsted, Chichester College's main aim is to change lives through learning.

There are currently 15,000 full and part-time students enrolled at Chichester College offering a diverse range of vocational courses, A levels, professional qualifications, apprenticeships, foundation degrees and much more.

With approachable and knowledgeable staff and state-of-the-art facilities, it is well worth a visit to see what makes Chichester College one of the best places to study in Sussex. Situated in the heart of a historical vibrant city, Chichester College is only a five minute walk from the train and bus stations, making it easily accessible to all.

The success rates for our large and innovative Engineering curriculum area are outstanding and puts them in the top 10 colleges in the country for 2013. The A level results for 2013 also prove that Chichester College consistently maintains a high level of standards, with a whopping pass rate of 99%.

Chichester College also offers a cost effective alternative to university, with a diverse range of full-time and part-time HNDs and foundation degrees, delivered in partnership with the Universities of Sussex, Chichester, Portsmouth and Bath.

Chichester College also has Apprenticeships, a chance for you to 'earn while you learn' and gain real life work experience with a 'hands-on' approach and offer priceless experience and excellent teaching at the same time.

Chichester College also has lots to offer the public: professional restaurants; a state-of-the-art Sports Centre; great value hair and beauty salons; high quality childcare and much more.

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Cisco
Cisco

Cisco

• Cisco commits to increasing its support to Girls in ICT and Kids in IT days, focusing on how the Internet of Everything will create the jobs of tomorrow, and impacting 500 students by 2016.

By 2020 there will be approximately 50 billion things connected to the•the Internet of Everything" - this is the networked connection of people, process, data and things. It is set to create an unprecedented level of disruption across industries. As the world becomes increasingly digitised, highly skilled jobs will be created that we can't even imagine yet. It is our duty to inspire the next generation, to consider not only the current jobs available in IT but also the exciting future possibilities of IT and the prospect of a hyper-connected world. We must help to equip them with the skills to succeed in a future world of work, where everything is connected.

At Cisco, we've made a serious commitment to encouraging and supporting young people in pursuing ICT career opportunities, no matter what their background is . We have a number of programs, such as Kids in IT and Girls in ICT, which help students aged between 14-18 years to learn the skills needed to be adaptable in a future world of work. Beyond this, the Cisco Networking Academy is our non-commercial ICT training programme that has trained more than four million people to date through over 9,000 academies worldwide, running entry-level courses via schools, universities, technical colleges, community bodies and even prisons.

In particular, we understand the value of a diverse workforce and believe that many more girls would pursue careers in ICT if they were better informed about the many different types of jobs available within the sector. For example, Girls in ICT Day is an annual day of activities organized by the International Telecommunications Union aimed at improving the understanding of careers in ICT among girls.

This year, Cisco will be hosting 2,500 girls at nearly 80 of their offices worldwide, and across 37 countries in EMEAR, giving them the opportunity to network and meet role models to inspire them to consider an IT career. In the UK, we look forward to hosting 35 students on 8th May from a local school in Twickenham. During their visit to Cisco, the girls will be able to experience and engage with Cisco technologies, including collaboration platforms such as Cisco TelePresence® and Cisco Jabber®. These platforms will be used for virtual interaction on the day. Cisco graduates and apprentices will participate across UKI by sharing their experiences with the students, as well as leading women from within Cisco and its partners and customers.

In addition we have 6 additional mixed gender days: Kids in IT and Work-Ready evening for students to come and understand how a business's function, what it's like to work for Cisco and career options available to them. We set ourselves a target at the beginning of the year to host 150 students in 2014 and so far we hosted 100 students!

We will continue our investment in these initiatives and training and support further job creation wherever possible

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Crossrail
Crossrail

Crossrail

• Crossrail commits to inviting the top 30 entrants from our 'Engineer your Future' competition for girls to a winners' day to mark Women in Engineering Day in June.
• Crossrail commits to growing its outreach into schools programme by reaching 20,000 students over the next 2 years. It will ensure that half of these students are girls.
• Crossrail commits to promoting respectful work environments by developing an Inclusive Leadership Course with 80% of the integrated team, (c1200 people in total) trained by March 2015.

Crossrail has partnered with MyKindaCrowd to run an online competition to invite more girls aged 16-19 to consider careers in Engineering. The challenge will provoke students to think of creative ways to encourage the next generation of female engineers into industry. Workshops will also be run in five partner schools to highlight and champion pioneering women in history and STEM. The competition will conclude on National Women in Engineering Day, when 30 winning girls will be invited to Crossrail Head Office to take part in a programme of training, speed networking with successful engineers and an exclusive visit to a Crossrail site. In addition the five overall winners will be receive with e-mentoring support for a year. On 23rd June, we will also be launching a leaflet aimed at parents to provide information on pathways into engineering and inspiration from case studies as well as to dispel misconceptions about girls and engineering. The leaflet will be available to download from the Crossrail website.

Crossrail will continue its outreach into schools programme by building the impact of its long-term work with six partner schools across London - Royal Greenwich UTC, Greenwich; Rokeby School, Newham; Swanlea School, Tower Hamlets; Elizabeth Garratt Anderson School, Islington; Maria Fidelis School, Camden; and Westminster Academy, Westminster. Crossrail also commits to provide a bespoke work experience programme to 30 students from these schools for the first time. Crossrail, through its activities in schools, work place visits and other events, pledges to reach over 10,000 students and work with over 100 schools each year for the next two years. Crossrail will aim for an equal split of girls to boys.

Crossrail is committed to creating a work environment where people feel valued and respected. Over 800 people within the integrated team will undertake a bespoke Inclusive Leadership Course, in 2014/15.Individuals will be encouraged further to recognise how they could contribute to a more inclusive culture, by exploring unconscious bias and language. The programme builds on the strong employee engagement demonstrated in the employee survey results and draw on issues that have been raised through internal diversity events, including a Gender Diversity Breakfast.

Gender diversity will formally be embeded within health and safety messages during Stepping Up Week (28 April- 2 May). This health and safety awareness week will promote behaviours to safeguard employees e.g. personal safety during the hours of darkness and gender-specific health related issues. Respect Week (19-24 May) continues the focus on inclusive culture. The week will reinforce Crossrail's 'Respect' Value by taking the opportunity to debate on what respects means within the construction industry and will provide occasions- over 40 events, across the sites, for networking and imparting practical advice.

The People of Crossrail project is one of our communication themes to ensure that in 2018, we leave behind an industry that is more diverse by showcasing role models, to reach out to people who may not have previously considered a career in construction, including women.

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Cycber Security Challenge UK
Cycber Security Challenge UK

Cycber Security Challenge UK

• CSCUK commits to a 15 percent increase in the number of women competing in their games by 2016.
• CSCUK commits to extend the outreach of our Schools Programme to over 1000 secondary schools (reaching a total of approximately 30,000 young people) by 2016.
• CSCUK commits to organise at least two Cyber Day events with specific seminar sessions dedicated to women in Technology and Computing by 2015.


What is Cyber Security Challenge UK?
The Cyber Security Challenge UK helps find talented people for, and raise awareness of, increasing job opportunities in cyber security and therefore improve the quality of the UK cyber security talent pool for employers. It does this primarily through competitions which have grown in number and diversity each year since the Challenge's launch in 2010 to better represent the broad range of skills demanded within the profession. The main Challenge consists of a number of virtual competitions feeding into our face-to-face play-offs which themselves lead into a Masterclass grand finale. Alongside this there is a schools specific competition aimed at key stage 4 students and a series of one-off cyber camps which showcase the reality of the profession to a brand new audience.

All Challenge competitions are developed by leading employers to give a realistic taste of what it is like to work in the cyber security industry and require a combination of technical expertise and softer business and communication skills that are in such demand from the profession. Specially selected career enabling prizes are handed out at the end of each competition programme to those who have been successful throughout the Challenge.

As well as running competitions, the Challenge also acts as a source of advice, support and guidance for anyone interested in a career in cyber security and a platform for employers and untapped talent to come together.

The Challenge is sponsored by over 75 organisations from across the cyber security landscape - including government departments, private industry, professional bodies and public sector organisations. The sponsors not only provide the financial backing for the Challenge but also design, develop and help run the competitions themselves.

In the previous three years of competitions, ten thousand talented people have registered for Challenge competitions and had an opportunity to demonstrate their skills. Thousands more have visited our website and learnt about the industry. Several hundreds of the most talented have met with the country's leading employers and demonstrated their skills in person at face-to-face competitions and over £230,000 of career enabling prizes have been awarded to competition winners. (One in three of those attending our face to face competitions have gone on to successful careers within the industry.)

Our Pledges

It's all about greater outreach, particularly at school level where the Challenge is running a more focused educational initiative to get into schools and run competitions which will encourage pupils of both genders to develop code-breaking skills at a much younger age and to explore the possibility of a career in cyber security.

At the same time the Challenge will aim to specifically highlight the career opportunities available to young girls and women in an attempt to encourage them to move into the industry. Our Cyber Day seminar sessions will showcase successful women in the industry and allow sponsors to interact with both female students and career transitioners demonstrating the career paths available within their own organisations.

Alongside this the Challenge will continue to update its core competitions to not only keep them fresh for its candidates but also to attempt to entice more female participation and reflect the changing and ever expanding skills requirements of cyber security employers in the UK.

"As an organisation we are very committed to increasing the number of those employed in the Cyber Security profession - if we fail to attract women to join us we are potentially making our job 50% more difficult and losing out on the particular skills that women can bring to this industry" Stephanie Daman, CEO Cyber Security Challenge UK.

www.cybersecuritychallenge.org.uk

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Delphi
Delphi

Delphi

• Delphi Diesel Systems' Heavy Duty Business commits to continuing its on-going encouragement of young women to view manufacturing and engineering as a career of choice. To support this, we aim to:
• Increase the percentage of female apprentices to 25% by 2016
• Increase the percentage of female Year In Industry placements to 50% by 2018
• Use our STEM Ambassadors to focus on positively influencing perceptions of manufacturing and engineering at primary and secondary school level, with pupils (especially girls), teachers, careers advisers and governors
• Continue to act as a key sponsor to the local Stroud Festival of Manufacturing and Engineering (Festomane)

Delphi in the UK is part of one of the world's largest automotive technology businesses. Most of the vehicles manufactured world-wide include Delphi technologies to help make them safer, cleaner and more connected. Delphi Diesel Systems' Heavy Duty Business is a world leader in electronic fuel injection technologies for large diesel engines, serving commercial vehicle and related markets. Its facility in Stonehouse, Gloucestershire, specializes in high-precision machining to sub-micron tolerances, in addition to testing and assembly. A large Engineering Technical Centre at Park Royal in West London specialises in design, simulation, development, prototype manufacture and engine testing. A further manufacturing facility at Subury in Suffolk, specialises in the manufacture of injector nozzles and has major capabilities in precision grinding, electro discharge machining, automatic injector assembly, and high-pressure testing. The Business is constantly developing new generations of technology to help enable further reductions in emissions for commercial vehicles.

The Business sees it as a top priority to attract and retain the best young engineering talent. Once recruited, our young engineers are supported by extensive training and developmental programmes to maximise their skills and knowledge, and therefore deliver exceptional performance. Our aim is to create a 'virtuous cycle' of recruitment, training, personal development and performance. We look to produce broad-based engineers who have a portfolio of transferable skills which can be deployed right across the business, and engineers who will ultimately be our business leaders of the future.

To ensure we attract the very best candidates we widely promote, both locally and nationally, the opportunities we have within our business, particularly within schools, colleges and universities, and particularly targeting girls and young women. Once recruited, all our engineering graduates are placed on our own in-house developed Engineering Development Scheme. This is a structured 5-year programme of developmental activity based on a menu of engineering and business placements, and formal training opportunities. Placements, typically of 6 months' duration, cover the full range of engineering and operational roles, including product engineering (design and development), manufacturing engineering, manufacturing operations, quality, purchasing and supply chain, and project management. Placements are also encouraged in other business functions, such as finance, human resources, and sales and marketing.

The Business also has 40 apprentices enrolled on its award-winning apprenticeship scheme at any one time, and has been a strong and enthusiastic supporter of EDT's Year In Industry (YINI) programme for more than 10 years; in that time providing over 100 young people with high quality paid placements in the gap year before starting their university degree. Many of our successful YINI students go on to receive sponsorship support and paid vacation work from us during their degree course, and return for permanent employment afterwards. On two occasions, Delphi YINI students have reached the national YINI 'Contribution To Business' Award Finals. The Business also provides a wide-range of other student placement opportunities, of various durations, each year. The Business has good collaborative partnerships with local schools, colleges and universities, and is actively engaged working directly with students and pupils of all ages on real-life projects; mentoring, providing imminent graduates with employability skills, and conducting collaborative research.

The Business feels very strongly that it has a responsibility to engage with young people - boys and girls at all ages - and is proud to be a key sponsor and partner of 'Festomane', the Stroud Festival of Manufacturing & Engineering. Festomane was first conceived by Stroud MP, Neil Carmichael, in 2012, and has since become an annual week-long event, supported by local businesses and enterprises, Stroud District Council, schools, colleges and other educational institutions, and other governmental and non-governmental support organisations. Amongst its key objectives, Festomane aims to engage with young people - particularly girls and young women - along with their parents and teachers, so that they appreciate the value of manufacturing and engineering to the general economy, appreciate the sector for the great career opportunities that it offers, and understand the skills and abilities required of people wishing to work in the sector.

More information on Delphi can be found at http://delphi.com/

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Dneg
Dneg

Dneg

• Dneg commits to doubling the number of STEM ambassadors by 2015

Founded in 1998 with a team of just 30, Double Negative (Dneg) has grown to become one of the industry's success stories and is now Europe's largest provider of visual effects for Film (operating from locations in both London and Singapore). We collaborate with film makers from the first stages of projects; producing ideas and concept imagery and developing previs and vfx production plans. Meanwhile, our VFX R&D team (Europe's largest) create the tools for our artists to produce ground breaking digital environments, creatures, digital characters and effects from the real (water, smoke and fire) to the magical.

Through our steady and constant growth we have always sought to retain both the creative drive and involvement of our artists and a close collaborative working relationship with clients. This has proved a winning combination resulting in awards recognition from the Visual Effects Society (Inception and Sherlock Holmes), BAFTA (Inception and Harry Potter and the Deathly Hallows Part 2) and the Academy Awards (Inception).

Our most recent works include Man of Steel, The World's End, The Hunger Games: Catching Fire, Thor: The Dark World and Godzilla. Shows currently in production include Jupiter Ascending, Interstellar, Ex Machina, In The Heart of the Sea, Avengers: Age of Ultron, Book of Exodus, Hercules and Hunger Games: Mockingjay.

Double Negative are keenly involved in educational activities, something very close to our hearts as our co-founder and MD, Alex Hope, was co-author of Next Generation with Ian Livingstone - a government report focussing on the importance of training up future generations of Games and VFX Artists.

We actively encourage our staff to become Stem Ambassadors for STEMNET - a wonderful organisation that enables young people to develop their creativity, problem-solving and employability skills, widen their choices and support the UK's future competitiveness. They do this through arranging clubs, giving talks, generally promoting awareness of the STEM subjects (Science, Technology, Engineering and Mathematics) and, of course, showing them that a career in VFX is a viable option.

The core of VFX is based on STEM and we wouldn't be able to produce the amazing work that we do without the raw talent from our artists who have grown up with knowledge in these areas. The industry is very male dominated, so we also want to make sure that boys and girls studying in schools across Britain are aware of the careers options open to them from STEM subjects. Currently, we have a number of ambassadors that promote careers within STEM to young students - students who are often unaware that studying STEM subjects could give them the chance to work on some of the world's biggest movies, and do that work right here in the UK.

From detailed breakdowns of how we breathed life into Harry Potter's dragon, to how Maths helped us blow up London in Thor: The Dark World, our STEM ambassadors to speak to school children up and down the country to inspire the next generation of STEM graduates.

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Dow UK
Dow UK

Dow UK

• Dow UK commits to increasing the proportion of STEM ambassadors in its UK workforce to over 50% by 2015, with 60% of those ambassadors being female

Dow passionately believes that the progression of society rests in the innovators and leaders with the skills, talent and diversity to make the world a better place, through the development and application of Science. The long-term viability and success of any economy requires a workforce with advanced skills in STEM related fields. It is therefore essential that Government, academia and industry work together on creating an environment that ensures the vibrancy and quality of STEM education, career opportunity and development.

Dow UK starts at grass roots with its support of science education at primary and junior school levels - working with organisations such as the Chemical Industry Education Centre and STEMnet as well as more diverse groups such as the Norfolk Wildlife Trust and the RSPB. Through these partnerships we connect with children in a way that aims to make science engaging and 'reachable', showing the range of science and the role it plays in everyday life. It is our intention to significantly extend this work over the next 18months as we build up our STEM ambassador network - with a goal of getting 50% of our UK workforce becoming STEM ambassadors, with 60% of those ambassadors being women. We know that recruiting and retaining women into science and engineering is a challenge and to this end we have external programmes and internal networks in place to showcase and support the vivacity and potential of this industry to women. Two such examples are:

Women's Innovation Network: The Women's Innovation Network (WIN) was created to offer support and networking opportunities to aid career development for women within Dow. Its objective is to build a framework for change and encourage a greater number of women to build careers with Dow - as well as facilitating their progress into leadership roles at all levels of the company and in every geography. It gives access to mentoring, networking and development opportunities and provides targeted support on topics such as building confidence, communication and influencing and overcoming obstacles/barriers. The WIN organises Master Classes on a regular basis - where a Dow leader or Subject Matter Expert talks about their career path or a specific development topic - and each year runs a 'Development Day' where leaders and network members get together in a workshop based event covering development and skills based topics. The UK has over 50 members on its WIN and it is growing every day.


Four Year Sponsorship of 'If Chloe Can' charity: Dow UK supports a new charity called 'If Chloe Can'. The Charity was set up by Esther McVey MP and Minister for Employment. Its role is to help less than privileged youngsters, especially young women, to seriously consider their future aspirations and goals and to not let their background or circumstances dictate their future. The way this is done is through a performance of the 'If Chloe Can' play - a production performed by The National Youth Theatre exploring career options for school girls, designed to inspire them to aim high and consider careers that often aren't associated with women, particularly in Science. The play is written by NYT graduate Karla Crome, of E4's BAFTA winning Misfits, and started life as a book featuring interviews with the world's most successful women, compiled by Esther McVey. All the girls get copies of the career books and a career pack for them to fill in. Most importantly they get to meet some of the inspirational women from these books too. Role models are a key part of the charity. It really is important to meet successful women from similar backgrounds, helping inspire the young girls to fulfil their potential and it shows them if they work hard enough their ambitions truly can become a reality.

Our involvement came about following a chance discussion between Esther McVey and George Hamilton, Dows Vice President Olympic Operations, at the time of the London Olympics. Several discussions later, following a formalisation of the Charity, Dow committed to support If Chloe Can for four years with the view of running the plays at schools located near or with existing relationships with our sites. In April we have had our first performance at the King's Lynn Academy - to rapturous feedback from students and site employees alike!

http://www.dow.com/careers/

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Edinburgh International Science Festival
Edinburgh International Science Festival

Edinburgh International Science Festival

• Edinburgh International Science Festival commits to striving to ensure that 50% of its science communicators are female.
• Edinburgh International Science Festival commits to encouraging 130,000 women and girls to explore science and engineering through its annual public photography exhibition.
• Edinburgh International Science Festival commits to inviting 32,000 girls and women to its free outreach activities in communities across Edinburgh and the Lothians.

Between May 2014 and May 2015, Edinburgh International Science Festival will:
• Engage 30,000 school girls in our hands-on science practical workshops and shows.
• Invite 32,000 girls and women to our free outreach activities in communities across Edinburgh and the Lothians.
• Engage 45,000 women and girls through Science Festival events.
• Encourage 130,000 women and girls to explore science and engineering through our annual public photography exhibition.
• Strive to ensure all our science programmes and exhibitions appeal equally to both genders.
• Include female science role models on our staff delivering inspiring science to schools and families.
• Strive to ensure that 50% of our science communicators are female.
• When inviting scientists and engineers in to work with the public we will pro-actively seek women.

Background:

Edinburgh International Science Festival is an educational charity that encourages people of all ages and backgrounds to discover the wonder of the world around them. Each year we run an annual Science Festival in Edinburgh; a schools touring programme, Generation Science, which travels across Scotland; and programme events internationally. We now reach over 500,000 people every year through these programmes, and half (250,000) are girls and women.

www.sciencefestival.co.uk

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Education and Employers Taskforce
Education and Employers Taskforce

Education and Employers Taskforce

• The Education and Employers Taskforce commits to encouraging more women working in STEM to sign-up to the Inspiring the Future: Inspiring Women campaign.
• The Education and Employers Taskforce commits to getting 15,000 women to talk to 250,000 students, giving them first hand career insights.

Between May 2014 and May 2015 the Education and Employers Taskforce will:
1. Work with other campaign signatories to encourage more women working in STEM to sign-up to the Inspiring the Future: Inspiring Women campaign - a free national campaign that sees women giving up an hour a year to visit a school or college near where they live or work and talk with girls about their job and career route.

2. Aim to get 15,000 women to talk to 250,000 students, giving them first hand career insights from women across a range of sectors, including engineering and technology.

3. Use consistent campaign messages in communications activities on women in technology and engineering careers.

4. Cascade messages about technology and engineering careers through the Taskforce's communications channels.

The Education and Employers Taskforce vision is to ensure that every school and college has an effective partnership with employers to provide its young people with the inspiration, motivation, knowledge, skills and opportunities they need to help them achieve their potential and so to secure the UK's future prosperity.

Since the 2012 launch of the Taskforce's Inspiring the Future programme, 85% of state secondary schools have signed up as a means of finding volunteers to talk with pupils about jobs and careers.

www.educationandemployers.org

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Edwards Family Charitable Trust
Edwards Family Charitable Trust

Edwards Family Charitable Trust

• The Edwards Family Charitable Trust commits to the Chairs in maths and physics programme for the next 3 years

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EEF
EEF

EEF

• The EEF commits to producing a report promoting career pathways into engineering for women
• The EEF commits to encouraging our members to recruit more female apprentices
• The EEF commits to sharing campaign information with our members and signposting them to further information on women in technology and engineering

Between May 2014 and May 2015 EEF will:
• Produce a report promoting career pathways into engineering for women
• Produce a report that explores how to increase the number of female STEM graduates
• Engage with initiatives, such as Primary Engineer, that encourage more young girls into STEM careers
• Encourage members to recruit more female apprentices
• Communicate the progress of the STEM campaign to members and signpost them to further information

EEF, the manufacturers' organisation, is the voice of manufacturing in the UK, representing all aspects of the manufacturing sector including engineering, aviation, defence, oil and gas, food and chemicals. With 6,000 members employing almost 1 million workers, EEF members operate in the UK, Europe and throughout the world in a dynamic and highly competitive environment.

www.eef.org.uk

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Engineering Council
Engineering Council

Engineering Council

• The Engineering Council commits to working with its partners in the engineering community to support ways in which we can increase the numbers of women becoming professionally registered engineers and technicians each year
• The Engineering Council commits to working with engineering community partners with the aim of doubling the number of women who are professionally registered by 2024

The Engineering Council will:
1. work with its partners in the engineering community (the professional engineering institutions, EngineeringUK and the Royal Academy of Engineering) to support ways in which we can together increase the numbers of women becoming professionally registered engineers and technicians each year.
2. We will aim to double the number of women who are professionally registered by 2024. On January 1, 2014 there were 9,676 females on the national register (4.36% of the total number).

As the UK regulatory body for the engineering profession, the Engineering Council holds the national register of Engineering Technicians (EngTech), Incorporated Engineers (IEng), Chartered Engineers (CEng) and Information and Communication Technology Technicians (ICTTech). It also sets and maintains the internationally recognised standards of competence and ethics that govern the award and retention of these titles. By this means it is able to ensure that employers, government and wider society - both in the UK and overseas - can have confidence in the skills and commitment of registrants.

To apply for the EngTech, IEng, CEng or ICTTech titles an individual must be a member of one of the 36 engineering institutions and societies currently licensed by the Engineering Council to assess candidates. Applicants must demonstrate that they possess a range of technical and personal competences and are also committed to keeping these up-to-date, and to behaving in a professionally and socially responsible manner.

For more information visit: www.engc.org.uk

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Engineering UK
Engineering UK

Engineering UK

• EngineeringUK commits to leading on the delivery of the Tomorrow's Engineers Employer Engagement Programme on behalf of the professional engineering community
• EngineeringUK commits to leading on the delivery of Tomorrow's Engineers Week working in partnership with businesses, educators and campaign signatories to highlight the diversity, opportunity and reward on offer from a career in engineering

EngineeringUK will:
• Lead on the delivery of the Tomorrow's Engineers Employer Engagement Programme on behalf of the professional engineering community. This programme seeks to coordinate activity so as to match the efforts of employers with the needs of schools and ensure a consistency of messaging that inspires young people to keep their options open to a career in engineering. This will include:
o A pilot programme in two regions during the rest of the 2013/14 academic year. Based on the success and learnings from that pilot:
o Further roll-out for the 2014/15 academic year that engages with
• 240 businesses;
• 740 schools;
• 1,850 teachers and
• 131,000 learners
• Lead on the delivery of Tomorrow's Engineers Week working in partnership with businesses, educators and Compact signatories. The Week aims to highlight the diversity, opportunity and reward on offer from a career in engineering, with a focus on engaging with 11-14 year olds. We will aim to work with 100 engineering organisations and 300 schools and for the media campaign to reach 80% of the population via traditional and social media
• Lead on the delivery of the Big Bang, including the UK Fair and the Near Me, including The Big Bang @school programme. The UK Fair aims to attract 80,000 people in 2015, including 73,000 young people and influencers, and the Near Me programme will attract 85,000 visitors. We will work in partnership with approximately 200 other organisations, seek to maintain an equal number of girls and boys attending and target a diverse range of schools including those in areas of greater than average free school meal eligibility and those with low levels of participation in Higher Education as measured by POLAR3 analysis
• Continue to deliver the annual Engineers and Engineering Brand Monitor measuring and tracking young people's, their parents' and influencers' perceptions of engineering
• Evaluate the effectiveness and impact of our activity and share research and evaluation
• Where possible, use key messaging and tie planned communications activity to a high-level campaign

About EngineeringUK
EngineeringUK engages young people, teachers and the general public on a national scale. Working with many others, funded by individual engineers via their professional registration through their Professional Engineering Institutions and by the sector as a whole, we produce evidence on the state of engineering, share knowledge and inspire young people to choose a career in engineering, matching employers' demand for skills. Our two programmes, Tomorrow's Engineers and The Big Bang Fair, are targeted at 11-14 year olds, together with those who influence them, and designed to showcase 21st century engineering and the real, dynamic jobs available with the right qualifications.

The Big Bang UK Young Scientists & Engineers Fair is the UK's largest youth event, welcoming over 75,000 visitors to Birmingham's NEC in March 2014. Combining exciting STEM based theatre shows, interactive workshops and exhibits and inspiring careers information, The Big Bang Fair gives young people the opportunity to speak to a wide range of scientists and engineers about their jobs - careers they may want to consider in the future themselves. The Fair hosts the finals of the National Science + Engineering Competition (NSEC). Our integrated media campaign ensures the Fair's messaging about the excitement of science and engineering reaches a national audience.

The Big Bang Near Me is a programme of smaller events, which take place across the UK, helping pupils to discover close to home the exciting and rewarding science and engineering careers that their science and maths subjects can lead to. Near Me fairs take place at a national, regional, local and school level. NSEC heats take place at a number of these Fairs.

Tomorrow's Engineers, led by EngineeringUK and The Royal Academy of Engineering in partnership with the Professional Engineering Institutions and STEMNET, delivers robust careers engagement and information to schools across the country. In partnership with the engineering community, Tomorrow's Engineers aims to coordinate employer engagement in schools to achieve greater reach. A toolkit to support engagement and share best practice and a shared model of evaluation will enable the community to establish an unprecedented understanding of outreach and impact.

Tomorrow's Engineers Week is a collaboration between professional bodies, businesses, schools and colleges. The aim of the Week is to create a buzz around engineering and promote engineering careers to young people across the UK. Tomorrow's Engineers Week 2014 will take place between Monday 3 and Friday 7 November 2014.

In partnership with the wider engineering community, EngineeringUK researches skills issues affecting engineering, shares information with stakeholders and the public through the media. Our flagship report is Engineering UK: The State of UK Engineering, an annual publication of authoritative data on factors affecting engineering, while the annual Engineers and Engineering Brand Monitor measures the public perception of engineering.

For more information about EngineeringUK please visit www.engineeringuk.com

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EnQuest
EnQuest

EnQuest

• EnQuest commits to launching a graduate programme from 2015 and proactively attract and hire female engineers as part of the recruitment strategy.
• EnQuest commits to formalising an internship programme in 2014/15 in partnership with local Secondary Schools & Universities with the emphasis on encouraging females interested in a career in engineering to apply for work experience.
• EnQuest commits to reviewing that its HR policies are aligned with the Women in Technology and Engineering Compact.
• EnQuest commits to integrating Women in Technology and Engineering Compact-specific communications targeted at female engineers into its existing communication activity.

"EnQuest is delighted to support the Women in Technology and Engineering Compact initiative. Over the coming year, we aim to further evolve our company's HR policies, with particular regard to our gender diversity.
Our Board has already set the example. We work hard to ensure that it comprises Directors from diverse backgrounds with varied experience, perspectives, personalities, skills and knowledge. We believe that a diversity amongst Directors contributes towards a high performing, effective Board.
In 2014/5, we look forward to implementing real improvements and making further commitments to a more diverse recruitment strategy."

Amjad Bseisu
Chief Executive Officer
EnQuest

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e-Skills
e-Skills

e-Skills

• e-skills UK commits to supporting the Compact by running an event in Summer 2014 with 40 large employers of technology professionals. They will share best practice in attracting women, with the aim of inspiring 1000+ girls into technology roles by 2020. e-skills UK will widen this activity into the nations and regions and reach out to small and medium-sized companies.
• e-skills UK commits to running Girls Get Coding, an event on July 8 2014 where over 100 schoolgirls aged 9 - 12 will teach MPs how to code. Supported by female role models from universities and industry, the girls will introduce MPs to the principles of programming and show them how motivating and exciting they find it.
• e-skills UK commits to doubling the numbers of girls benefiting from our employer-defined education programmes by 2020. Specially developed to match young people's age and interests, these programmes inspire and engage young people about technology careers, while developing the technical, team-working and communications skills that employers value.

1. Event
• e-skills UK commits to supporting the Compact by running an event in Summer 2014 with 40 large employers of technology professionals. They will share best practice in attracting women, with the aim of inspiring 1000+ girls into technology roles by 2020. e-skills UK will widen this activity into the nations and regions and reach out to small and medium-sized companies. (60 words)
Technology employers in the UK are powerfully committed to increasing the numbers of women working in the field. Employers are concerned that they are presently only recruiting from half the talent pool, and they also know that women bring a range of skills and experiences that enrich and enhance an organisation's work.
e-skills UK has worked closely for over ten years with every type of tech employer, ranging from the largest multinational to tiny start ups, and from the leading-edge technical specialists to the retailers, banks and charities whose operations are every bit as dependent on technology. All these employers share a commitment to technical excellence, and all are committed to hiring the best possible people to deliver it. The larger the company, the more apparent it is that their tech operations are simply unable to recruit the women they would like to employ.
Large employers operate in a competitive environment and invariably offer good terms and conditions, including the packages that support family life and recognise parental responsibility. The issue for them lies in the pipeline: no matter how good their offer, they cannot recruit women if the schools and universities are not providing a diverse, well qualified and well prepared cohort. Current figures are truly shocking. In 2013:
• Only 14% of students taking Computing GCSE (full course) were female
• Females accounted for just 6.5% of those taking this Computing A-Level, a decline of 1.5 percentage points compared to 2012
• Females made up just 12% of applicants and 13% of acceptances for Higher Education Computer Sciences (Group I) courses (UK domicile).

e-skills UK's Summer Event 2014 will bring together 40 of the UK's largest and most prominent tech employers - many of them household names, and all well known in the sector - to discuss their approaches to this issue. They will:
• Share best practice - what approaches are shown to work for them, when attracting and motivating young women
• Celebrate success - showcasing stories of young women who are starting apprenticeships, undertaking graduate traineeships and enjoying successful careers with them
• Take further action to consolidate this, from supporting e-skills UK's education programmes to get more girls interested in tech, to setting targets for female recruitment
• Cascade this activity via their contacts, supply chain etc to other organisations and particularly to SMEs.

We expect that these pledges and commitments will directly affect more than 1,000 girls currently at school, college or university. Through onward engagement, these 40 organisations will connect with a further 400 companies. Via publicity through the press and e-skills UK's own channels, more than 10,000 girls can be reached.

2. Girls Get Coding
• e-skills UK commits to running Girls Get Coding, an event on July 8 2014 where over 100 schoolgirls aged 9 - 12 will teach MPs how to code. Supported by female role models from universities and industry, the girls will introduce MPs to the principles of programming and show them how motivating and exciting they find it. (56 words)

Coding skills are among the building blocks of computing. Due to be added to the school curriculum in September 2014, they are already inspiring and engaging young people through initiatives like e-skills UK's Computer Clubs for Girls, as well as Code Club, Kodu Kup and Hour of Code among many others.
Young people are busy acquiring these new skills, and finding out that working with the underlying principles of a computer can be as much fun, and just as rewarding, as using it. However, the same is not necessarily true for adults, who may have missed out on learning these skills in their own school days. Girls Get Coding is an initiative to bring school children who are taking their first steps in the magical world of programming into contact with people whose skills may be completely different -MPs.

More than 100 girls aged 9 - 12, from over 30 schools around the country, will travel to the Palace of Westminster to meet MPs and take them through a simple programming exercise. They will demonstrate their knowledge of coding principles, from conditionals to loops, and show how instructions can be put together to create an animated game. MPs that attend, and complete some simple tasks under the girls' tuition, will be awarded a special certificate.
To support the girls and MPs, female students from e-skills UK's groundbreaking Information Technology Management for Business degree (ITMB) will be in attendance. Further role models will be supplied by employers: female apprentices and tech professionals will take part in the day to demonstrate the value, rewards and enjoyment of a career in the sector. The day will finish with a reception at which employers, parliamentarians, students, teachers and girls can celebrate the occasion.

Beyond the 100 girls attending the event, we expect a further 500 will be engaged as schools compete for the honour of an invitation, and as entire classes undertake the preparatory activities.

Girls Get Coding is being run under the auspices of PICTFOR, the Parliamentary Internet, Communications and Technology Forum.

3. Education programmes
• e-skills UK commits to doubling the numbers of girls benefiting from our employer-defined education programmes by 2020. Specially developed to match young people's age and interests, these programmes inspire and engage young people about technology careers, while developing the technical, team-working and communications skills that employers value.

Children are now exposed to computers from the cradle, but it is at school that they will first meet them as components in formal education, and it is at school that their attitudes to technology are set. Too often in the past this has meant a focus on the duller applications of computing - word processing, presentations, spreadsheet manipulation - rather than the creative and engaging principles of computational thinking. Too often too it has meant a progressive disengagement of girls from the discipline - increasingly disenchanted by the dry subject matter, unenthused by the lack of positive outcomes, or simply outcompeted for scarce screen time by the boys.

Forthcoming changes to the curriculum are broadly welcome, but encouraging girls to explore their capability in technology and to aspire to the rewards of a tech career needs a more multifaceted approach. e-skills UK's educational programmes have a long and successful track record in engaging girls and young women:
• CC4G (Computer Clubs for Girls) teach girls aged 9 - 14 computing concepts, including coding, information management and cyber security, through topics and themes that relate to girls' interests, from sport and music to fashion and forensics. More than 140,000 girls have been through the programme since its launch 10 years ago.

• Behind the Screen is a programme of resources for GCSE Computing, using employer-supplied materials and case studies to create rigorous and absorbing learning experiences. Topics include social media, cyber security, app development and database interrogation - all presented in lively multimedia style, and with a commitment to being female-friendly. More than 150 schools are piloting these materials, and 2,000 young people have used them.

• Tech Industry Gold Apprenticeships are a new programme, created by employers with e-skills UK , to help businesses give their new recruits the highest quality learning and development opportunities. Course standards emphasise technical excellence alongside communication and teamworking skills. Now being piloted, 4.100 apprentices will be recruited and trained in the first two years. Employers are committed to improving female representation in apprenticeship programmes.

• e-skills UK's Information Technology Management for Business (ITMB) degree combines a broad technical curriculum with business awareness and interpersonal skills development. Directly supported by more than 60 employers, who regularly review the course content and provide an exciting variety of enrichment activities, the degree is available at 19 universities nationwide and now has more than 1,000 graduates. It has exceptional academic and employment outcomes, and one third of its undergraduates are female - double the number of other computing degrees. It is shortly to be joined by the Software Development for Business degree, offering a deeper technical programme alongside the same intense employer involvement.

Employer support already enables us to bring these resources to more than 500 schools and 20 universities, and more than 550 employers are benefiting from or involved in developing Tech Industry Gold Apprentices. Further employer pledges will enable us to reach another 100 schools, sign up 5 more universities, and create a further 4,000 apprentices. We commit to targeting female participation of at least 30%.

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Eureka! The National Children's Museum
Eureka! The National Children's Museum

Eureka! The National Children's Museum

• Eureka! The National Children's Museum commits to engaging 30,000 early years, school girls and women through family visits with our six week summer programme on aspects of science, technology and engineering.
• Eureka! The National Children's Museum commits to inviting 1,000 school girls to our summer science physics show The Science of Sport, and also engaging 800 girls and women in the show as part of the Yorkshire Grand Depart celebrations.

Eureka! The National Children's Museum will:
• Invite 1,000 school girls to our summer science physics show The Science of Sport, and also engage 800 girls and women in the show as part of the Yorkshire Grand Depart celebrations.
• Engage 500 school girls in our summer outreach health & wellbeing project Mission: Active Future and invite 1000 school girls and women to our summer Mission: Active Future celebration event.
• Invite 160 school girls and brownies to our science night sleepovers.
• Include 3,000 school girls in our outreach activities in their communities.
• Engage 1,000 brownies and women in our science achiever brownie badge days.
• Engage 30,000 early years, school girls and women through family visits with our six week summer programme which will focus on aspects of science, technology and engineering through maker activities.
• Engage 2,000 school girls and 300 early years, school girls and women from home educator groups with our autumn programme of healthy eating, nutritional and health focused workshops - Food for Thought, From the Chew to the Poo and The Grosslab.
• Invite 100,000 early years, girls and women through family visits to explore science and technology through our interactive exhibitions building family science capital.
• Ensure that all our science programmes and exhibitions appeal equally to both genders.
• Include female science role models on our staff delivering workshops and programmes for schools, groups and families.

Eureka! The National Children's Museum is a unique place for families and groups to visit, where children aged 0 to 11 are inspired to learn about themselves and the world around them by playing, imagining, experimenting and - above all - having fun. We welcome upwards of 280,000 visitors each year and overall, the scales are tipped towards more women than men visiting with their children, especially during the week. Our exhibitions and programmes connect visitors with a range of scientific themes including; the human body, health & nutrition, the environment, space, sound, music and technology in the home.

www.eureka.org.uk

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EXplora Science, Technology and Discovery Centre
EXplora Science, Technology and Discovery Centre

EXplora Science, Technology and Discovery Centre

• EXplora Science, Technology and Discovery Centre commits to working towards delivery of the new EXplora Science, Technology and Discovery Centre as a high quality science, technology and engineering resource in the Dorset region.
• EXplora Science, Technology and Discovery Centre commits to aiming for a 50/50 split of male and female visitors.
• EXplora Science, Technology and Discovery Centre commits to including female science role models on its staff delivering the physical sciences and engineering to schools and families.

• We will launch our fundraising campaign during Summer 2014 and will ensure that we engage with girls and women in the marketing programmes that we provide as part of the activity.
• This will include working with female science role models on our staff delivering the physical sciences and engineering to schools and families. We have already begun the process of building relationships with engineering and science companies in the area who are keen to deliver STEM related activities and we will pro-actively seek women to both deliver and attend.
• Over the next 6 months we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities with mums and dads, and will add this to our pledge.
• In June, July and August we will be running a series of activities for schools and families as part of our launch plans. We will then continue to run these awareness-raising activities until the fundraising is successfully complete for the physical realisation of the project.

EXplora Science, Technology and Discovery Centre is in its infancy of development and is the vision of the Board of Trustees to provide a high quality science, technology and engineering resource in the Dorset region.
• There is currently no science and discovery centre provision in this region. Our initial activity to assess the demand for such a centre has confirmed the need for such a resource. Our vision is to encourage people to delve into science. In the near future they will be able to take part in school science workshops, family shows, science sleepovers, planetarium shows, special science and engineering events and science practicals, as well as exploring the science exhibitions with their families and schools. About 50% of our activities are focussed on the physical sciences and engineering.

www.explorascience.co.uk

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Facebook
Facebook

Facebook

• Facebook commits to supporting our partner Apps for Good in directly encouraging female participation in technology subjects and careers, through its work in schools. Apps for Good is already reaching 17,000 pupils in over 210 schools, with a course which includes a module developed jointly with Facebook.
• Facebook commits to continuing to grow its university liaison programme to encourage female students to apply for engineering internships and jobs at Facebook. In 2013/14 we partnered with more than 10 British universities, and we will continue to strengthen and build on those relationships.
• Facebook commits to continuing to diversify its growing London engineering team, both through the summer internship programme and in hiring.

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FDF
FDF

FDF

• FDF commits to raising awareness of STEM career opportunities and promote women working in science and engineering in our industry at more than 20 events over the next 12 months, reaching over 100,000 students. Following these events we aim to receive 500 inquiries about our industry. FDF will monitor how many inquiries are from women interested in joining our industry and ensure that our response highlights the range of opportunities for women - capturing their interest through our case studies and careers collateral.
• FDF and our members commit to doubling the number of food and drink manufacturing visits for girls over the next 12 months. Visits will involve direct contact with people and processes in a food environment with the aim of engaging directly inside industry with over 100 female students by May 2015.
• FDF commits to launching a new mentoring scheme for MEng Food Engineering applicants and students, with the aim of ensuring at least 40% of all mentors are female by May 2015.

Food and drink is the largest manufacturing sector in the UK, producing some of Britain's best loved brands. Food and drink manufacturers are committed to attracting more women into the exciting range of careers available in science, technology and engineering in our industry. FDF will support our members to do this through the work of our award winning careers campaign 'Taste Success - A Future in Food', development of the UK's first food engineering degree at Sheffield Hallam University, and by working with members to support their own skills activities.

"FDF's pledge represents a call to action, raising the profile women into technology and engineering careers in Food and Drink Manufacturing. We will champion this Compact with our members, ensuring there is consistent messaging and a positive profile for successful initiatives. Hard measures of activities and outcomes will enable us to fulfil our aim to increase the participation of women in food and drink manufacturing from the current level of 34%."

Melanie Leech
Director General
Food and Drink Federation

Who we are
The Food and Drink Federation (FDF) represents the UK's largest manufacturing sector, food and drink manufacturing. Our industry currently employs over 400,000 people and has a turnover of £78.7bn. For our industry to grow sustainably and remain competitive in the global market place, we must attract the best talent and build a highly skilled workforce.

An ageing workforce means that between 2010 and 2020 food and drink businesses will need to recruit 170,300 individuals. With 20% of food and drink businesses reporting skills gaps , particularly in science and engineering roles, and women being under-represented in our sector (34% of the workforce versus an all industries average of 46%) there is a clear need to bring more women into food and drink.

Our approach
• FDF commits to raising awareness of STEM career opportunities and promote women working in science and engineering in our industry at more than 20 events over the next 12 months, reaching over 100,000 students. Following these events we aim to receive 500 inquiries about our industry. FDF will monitor how many inquiries are from women interested in joining our industry and ensure that our response highlights the range of opportunities for women - capturing their interest through our case studies and careers collateral.

FDF will continue to identify careers awareness opportunities and utilise these to raise the profile of our sector and promote women in science and engineering working in our industry. We will focus on promotions during National Careers Week, National Apprenticeship Week and National Women in Engineering Day.

• FDF and our members commit to double the number of food and drink manufacturing factory visits for girls over the next 12 months, with the aim of reaching over 100 female students by May 2015.

Working with Women in Science, Engineering and Technology (WiSET) food and drink, manufacturers will continue to host Girls' Days allowing groups of female students studying mathematics and science to discover what it's like to be an engineer in the UK's largest manufacturing sector and to speak to female engineers to find out what their job is really like. These visits also inform the girls about the industry's need for more engineers and the MEng Food Engineering degree at Sheffield Hallam University [www.foodengineer.co.uk], designed to create employment- ready mechanical engineers with the skills most sought after by food manufacturers.

• FDF commits to launching a new mentoring scheme for MEng Food Engineering applicants and students, with the aim of ensuring at least 40% of all mentors are female by May 2015.

Launched in April 2014, the aim of the MEng Food Engineering mentoring scheme is to create a network allowing MEng Food Engineering applicants and students to develop peer-to-peer relationships with engineering graduates working in food and drink manufacturing and to hear about the exciting projects that they are currently working on.

• FDF members pledge to increase the number of women signing up as STEM Ambassadors.
Food and drink companies will continue to support the STEM ambassador programme and increase the number of female ambassadors who support careers events, go into schools to talk about their careers pathways and inspire young people. In addition we will nominate a 'top level' FDF ambassador with the role of engaging in debates and discussions on women in STEM. FDF's Director of Regulatory, Science and Health Barbara Gallani, who is one of the Science Council's 'Top 100' UK practising scientists, will take on this role from next month.

Alongside the STEM Ambassador programme, we will continue to promote the Scottish Food and Drink Federation's (SFDF's) Food and Drink Skills Ambassadors Network, funded by Skills Development Scotland. Based on the current cohort of 115 Scottish Food & Drink Ambassadors, a very healthy 42% are females and their roles span a very wide spread of jobs/careers to challenge outdated perceptions and inspire more young females into the sector.

• FDF will pledge to increase the use of positive female role models in our Taste Success careers campaign and continue to develop materials targeted to a female audience.

FDF's award winning Taste Success careers campaign [www.tastesuccess.co.uk] aims to promote our industry and engage with young people through careers events, schools outreach, digital collateral, case studies (print and video) and raise awareness of the exciting career prospects that our sector has to offer. Our materials include a good proportion of female case studies, which help bring to life some of the roles women have in our industry and the variety of STEM careers available. Through the campaign we will build and maintain existing relationships with organisations such as Engineering UK, Tomorrow's Engineer and NotGoingtoUni with a specific focus on the female demographic.

• FDF and its members will work with University Technical Colleges (UTCs) and other relevant organisations, to promote the new Apprenticeships for Food and Drink Mechanical and Multi-skilled Maintenance Engineers to young women.

Following FDF's industry pledge which quadrupled Apprenticeships starts across our sector in England and Scotland from August 2011 to December 2012, we have begun developing a ground-breaking new Apprenticeship standard for Food and Drink Mechanical and Multi-skilled Maintenance Engineering roles, working with the Institutions of Mechanical Engineers (IMECHE) and Engineering and Technology (IET) to create higher standards with more rigorous training for learners and providing them with specialised skills that our industry requires. Clear progression routes into Apprenticeships and higher education are also critical and we will work with UTCs, in particular Sheffield and Wigan, to support their work to increase the number of females studying STEM Apprenticeships.

This pledge is supported by FDF's member companies, including: Agrico UK Ltd, Britvic Plc, Cargill Plc, KP Snacks, Mars, Mondel_z International, Nestl_ UK, PepsiCo, Premier Foods and United Biscuits.

A full list of our members can be found here: http://www.fdf.org.uk/members_full.aspx

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Finmeccanica
Finmeccanica

Finmeccanica

• Finmeccanica in the UK commits to increasing the emphasis on female participation when promoting apprenticeship, graduate and other work experience schemes.
• Finmeccanica in the UK commits to contributing to a national campaign by using key campaign messages in its communications activity.
• Finmeccanica in the UK commits to measuring its progress on attracting female engineers.
• Finmeccanica in the UK commits to deepening its relationships with educational and professional institutions to encourage more females to pursue a career in STEM.

Diversity and Gender at Finmeccanica in the UK
Finmeccanica is a leading supplier of helicopters, defence electronics, security and satellite services in the UK employing 8,500 highly-skilled personnel across the country. As a major employer, we seek to act in a way that benefits all of our stakeholders and to always improve our approach with regards to corporate social responsibility by applying sound management practices and continuously educating and involving our employees. It is widely recognised that the manufacturing and engineering industry has historically low female representation, leading to a significant loss to the sector of highly talented women. Therefore, one of our key objectives is to continue to develop a diverse workforce, in particular by seeking to attract more females to pursue a career within STEM. Finmeccanica and its principal operating companies in the UK, Selex ES, AgustaWestland and Telespazio have been involved in several initiatives such as 'Think, Act, Report' which aims to achieve gender equality in the workplace and are also working on the development of proactive activities that will boost female participation in STEM careers. Undoubtedly, one of our greatest challenges is to tackle outdated stereotypes and to do so we are visiting schools and universities across the UK to encourage young females to study maths and physics and to prove that a career in STEM can be exciting and fulfilling. Supporting the 'Women into Technology and Engineering Compact' is not only an effective way of initiating a step-change in how women and girls currently consider such a career path but it will also help our company to address skills shortages and identify untapped talent.

Finmeccanica companies in the UK commit to increasing the emphasis on female participation when promoting apprenticeship, graduate and other work experience schemes such as the commitment by Selex ES, one of the Finmeccanica companies in the UK, to work with the Daphne Jackson Trust to pilot their 'Industrial Sponsorship' scheme in 2014 and 2015, providing work placements for women who are returning after career breaks. We also commit to contributing to a national campaign by using key messages in our communications activity to demonstrate our support. We believe it is important to monitor our profile by collecting all relevant data that measures our progress in attracting and retaining female engineers. More broadly, we support the '5% Club', an initiative designed to increase the overall number of apprentices and graduates in the UK. Our future actions should certainly be focused on enhancement and enrichment activities in schools and universities in order to engage more female students with STEM and to let them see how this is relevant to their identity and future. This is why we are committed to deepening our relationships with educational and other professional institutions. Another Finmeccanica company in the UK, AgustaWestland, commits to further its support for both the 'Imagineering' and 'Flying Start Challenge' initiatives, promoting STEM in Primary and Secondary Schools, expanding our coverage to promote the initiative specifically to encourage participation of girls and also widening the provision into local girls' schools. Selex ES is committed to sponsoring students on the Smallpeice Trust's 'Girls into Engineering' courses to help inspire a new generation of students to work in STEM careers. Selex ES is also committed to supporting the 'CareerWISE' scheme in Scotland by providing paid work placements to female students.

"We still have a long way to go to achieve our goals but we are confident that Finmeccanica companies can contribute positively to this change." Martin Flavell, Vice President Human Resources, Finmeccanica UK.

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Ford
Ford

Ford

• Ford commits to increasing the number of registered female STEMNET Ambassadors by 30% by the end of 2014
• Ford commits to doubling the number of female registered participants and mentors on the Monitored Professional Development Scheme with IMechE and IET over the next 12 months
• Ford commits to launching in 2014 the annual Ford Professional Women's Network Prize to recognise inspirational female undergraduate STEM students
• Ford commits to holding a 'bring your daughter and a friend to work' day in support of National Women in Engineering Day on 23rd June

Ford is proud to sign up to the Women into Technology and Engineering Compact to help encourage more women into engineering careers.

We have long been concerned by the relative lack of female engineers in the UK and we have been working to address this, both within our business and in the industry more widely. That action is needed is in no doubt: in the UK women comprise approximately nine per cent of the engineering profession, and even in the US, where women have been encouraged to take up engineering careers, it is still only about 17 per cent.

At Ford, we believe that businesses like ours have an important role to play in bringing more women into engineering and technology careers, and it begins with encouraging young girls in school to study - and stick with - maths and science subjects. This is why we have a comprehensive outreach programme to visit schools and speak to students about the opportunities that engineering can provide as a potential career path.

We need, however, to go further. Recognising that one of the barriers to entry is the paucity of visible female engineers, we have pledged to increase the number of our registered female STEMNET ambassadors by 30 per cent by the end of this year. We know from our own young female engineers that many of them were inspired to become engineers by a member of their family or a friend, so we have pledged to hold a "bring your daughter to work" day to mark National Women in Engineering Day on 23rd June. This is a model we have successfully run for many years at Ford in Germany, and in a bid to widen the group of young women who have an engineering role model, we will ask employees' daughters to bring a friend.

We also want to recognise those who are providing the inspiration for future generations, so this year we are launching the Ford Professional Womens' Network prize. Every year, the prize will be awarded to a female STEM undergraduate who has demonstrated her enthusiasm and commitment to awakening young people's interest in STEM studies, perhaps through extra-curricular activity, coaching or mentoring.

We want to bring more women into engineering careers with us at Ford. To that end, we are building relationships with women engineering undergraduates, whether it is through university outreach, or via our Blue Oval Scholarships - 50 per cent of which are targeted at women. We have pledged to include the WIEC logo and a link to the website in all our outreach and recruitment communications by the end of this year, and will host a group of industry peers and experts to discuss best practice in communications.

Finally, Ford is committed to providing positive encouragement for the career development of our own female engineering talent through mentoring, flexible working policies, and networking support groups. We have committed to double this year the number of registered female participants and mentors on the Monitored Professional Development Scheme with IMechE and the IET.

As an engineer working in Ford, I have benefitted first hand from building my engineering career in one of the most exciting, challenging, and glamorous industries - and I want to give more women the chance to succeed in this field.

Barb Samardzich, Chief Operating Officer, Ford of Europe

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GDST
GDST

GDST

• The GDST commits to appointing STEM subject champions to enhance collaboration between teachers in its schools in these subject areas.
• The GDST commits to offering careers advice that highlights the range, variety and appeal of STEM careers.
• The GDST commits to working with its 60,000-strong Alumnae Network to provide STEM role models.

Between May 2014 and May 2015, the GDST will:

Engaging with young people
• Continue to support the 20,000 girls in our schools to choose STEM subjects.
• Offer careers advice and engage with universities and employers to highlight the range, variety and appeal of STEM careers.
• Endeavour to ensure that the high proportion of our Sixth Formers choosing STEM subjects at university (43% of students starting university in 2013 took a STEM related subject) is maintained and where possible increased.
• Work in partnership with other schools in our local communities to encourage girls to consider STEM subjects and careers: for example Sheffield High School's SHINE programme which invites local state primary school children from disadvantaged backgrounds to fun science and engineering lessons on Saturdays.
• Harness our 60,000-strong Alumnae Network to provide STEM role models and work experience for the girls in our schools.
• Continue to invest in first-rate STEM facilities in our schools.
• Appoint STEM subject champions to enhance collaboration between teachers in our schools in these subject areas.
• Build on the success of this year's GDST Engineering & Architecture Conference, which had nearly 100 Year 12 students involved, and consider other similar events.

Contributing to a national campaign
• Promote technology and engineering careers and campaign messaging to our 24 schools and two academies.
• Enter our girls and staff for STEM-related competitions and awards, and publicising their successes, providing role models for younger girls.
• Continue to promote and discuss the value of STEM subjects and careers in our local and national media relations and stakeholder engagement.

Increasing women in technology and engineering in your own organisation
• Work with our technology suppliers to promote STEM careers.
• Actively seek out women for ICT apprenticeship roles.
• Seek to appoint individuals with STEM expertise to serve on our school governing boards.

The GDST is the leading network of independent girls' schools in the UK. We educate approximately 8% of all girls at UK independent schools. There are about 20,000 pupils in the 24 GDST schools and two academies throughout England and Wales. All but two of the schools educate girls all the way through, from the age of three or four to 18.

www.gdst.net

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GE
GE

GE

• GE Capital commits to increasing the number of women at all levels by 2 percent in 2014.
• GE commits to increasing the number of GE STEM Ambassadors by 50 percent by 2015 and aims for 30 percent of STEM Ambassadors to be women.
• GE commits to increasing the number of female apprentices across its businesses.
• GE commits to rolling out its GirlsGetSET programme to 250 secondary school girls in Aberdeen in 2014.

With over 4,000 people working in science, technology, engineering, or maths roles in the UK, GE is a company that values and relies on people with advanced STEM skills. These are the people who invent, develop and build the technology our customers need and which helps simplify complex tasks.

Yet, in Britain today 39% of businesses are struggling to recruit workers with advanced SET skills. There is a particular challenge of attracting more women into STEM careers such as engineering and science. For example only 9% of all professional engineers in the UK are female.

Mark Elborne, President and CEO, GE UK says, "GE is delighted to support this call to action to attract more women into engineering and technology. We know from experience that a diverse workforce helps promote different views and innovative ideas. We'd like to see a more diverse pipeline of talent coming into GE."

Through our STEM Inspiration programme GE aims to inspire girls and boys to innovate and protect the future. GE volunteers in partnership with organisations such as STEMNET share knowledge and life experiences with young people and their teachers, going into schools to help bring the National Curriculum to life. www.gecommunity.co.uk/education/stem

GirlsGetSET is a schools outreach programme, developed by female engineers from GE Aviation in 2010 to attract more girls to maths and science subjects and provide interactions with people who do SET jobs. GirlsGetSET is for girls aged 13 to 18 and consists of multiple SET-related activities run over an academic year. Our aim is to educate and demonstrate to students that careers within SET subjects are exciting and challenging, and enable them to be creative and to use their imagination.

GE volunteers (of both sexes) lead a multi-year programme, delivering a combination of projects, events and workshops. We focus not only on developing technical skills but also share GE learning materials on softer skills such as negotiating with and influencing others.

To date, more than 1,500 girls have taken part from over 20 schools in Cheltenham, Gloucester, Leicester, Cardiff and Coventry.

GEs Women's Network is crucial to underpinning GE's diversity efforts - the network builds a community for women across GE businesses and supports both men and women in achieving their professional goals. With over 100,000 members globally (of which 5,000 are in the UK), the Network fosters professional development and helps the company grow, attract & retain successful women.

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Glasgow Science Centre
Glasgow Science Centre

Glasgow Science Centre

• Glasgow Science Centre commits to running specific programmes on physics, engineering, maths and technology including Space Week, Astro Physics, and Coder Dojo computer programming.
• Glasgow Science Centre commits to engaging women and girls to explore science and engineering through our science exhibitions building family science capital

Engaging with young people
• We will engage 35,000 school girls in our hands on science practical workshops and events
• We will engage 44,000 girls and women in our outreach activities in their communities
• We will engage 145,000 women and girls to explore science and engineering through our science exhibitions building family science capital
• We will strive to ensure all our science programmes and exhibitions appeal equally to both genders
• We will run the following specific programmes on physics, engineering, maths and technology which will involve 145,000 girls with the science:
o Science Shows - Fantastic Forces; Water, Water Everywhere; Who Needs Science? Careers show and a range of Science Shows for public visitors.
o Workshops - Fun With Forces; Invisible Science; WaterWorks and Carazy Circuits for schools and a range of public activities.
o Planetarium shows and related workshops for schools and public.
o Special themed education events with focused programme and Meet the Expert provision - Making it Clear (water science and engineering); Space Week; Astro Physics; Careers; Coder Dojo computer programming.
• We will have female science role models on our staff delivering the physical sciences and engineering to schools and families
• When inviting scientists and engineers in to work with the public and schools we will pro-actively seek women
• We will do the following to address the gender gap:
o Show positive images of women in related careers
o Use the My World of Work Careers Hub developed with Skills Development Scotland in our exhibition space to highlight career opportunities
• Over the next 6 months we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities with mums and dads, and will add this to our pledge.
• We will run the following specific science programmes for girls:
o Brownies events

Background
Each year the Glasgow Science Centre attracts 290,000 people to delve into science. Half (145,000) are girls and women. They take part in school science workshops, family shows, science sleepovers, planetarium shows, special science and engineering events and science practicals, as well as exploring the science exhibitions with their families and schools. About 50% of our activities are focussed on the physical sciences and engineering.

www.glasgowsciencecentre.org

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Goldman Sachs
Goldman Sachs

Goldman Sachs

• Goldman Sachs commits to sponsoring a Chair in Maths or Physics for the next three years.

Founded in 1869, Goldman Sachs is a leading global investment banking, securities and investment management firm.

As an employer of almost 1,000 interns and graduates in the UK each year, Goldman Sachs recognises the importance of helping young people develop the skills required to succeed at work, and understand that a skilled workforce is a key driver of economic growth. We are therefore delighted to support the Government's "Your Life - It Counts" STEM campaign to help increase the number of young people with maths and physics qualifications. We firmly believe that raising aspirations and building skills in STEM subjects will allow more young people to find employment and will ultimately improve the UK's productivity and growth.

Michael Sherwood, Vice Chairman, Goldman Sachs Group and co-CEO of Goldman Sachs International said "We are delighted to be playing a part in the Government's STEM agenda by supporting the Researchers in Schools programme. Through our investment to inject STEM subject expertise into classrooms across the country we hope to be able help nurture the talents and aspirations of hundreds of young people and better equip them to realise their full potential. "

Goldman Sachs has a long standing commitment to working with schools and is a proud supporter of both Business in the Community's Business Class programme and Young Enterprise. As a National Champion of Business Class, Goldman Sachs is helping to provide a systematic and proven framework for developing partnerships between businesses and schools, rooted in long-term, strategic support and collaborative action. So far, close to 400 Business Class partnerships have been supported across the country, helping more than 50,000 young people. In addition, through our partnership with Young Enterprise we are further helping to ensure that pupils are inspired to learn and succeed through enterprise.

Goldman Sachs has also previously partnered with Teach First to assist them in establishing their alumni network, Teach First Ambassadors. The network is made up of a community of innovators and influencers, working together to shape the future of education. United by their experiences teaching in challenging schools, this is a powerful network for positive change.

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Google
Google

Google

• Google commits to continuing their support of Teach First this year, funding a total of 34 ICT and Science teachers from the 2014 Teach First cohort. This takes the total number of Google-funded Teach First STEM teachers to over 100 since 2012, over 50% of which are female. We also commit to taking 7 Teach First interns this year to work on projects increasing access to CS Education for children across the UK.
• Google commits to running a competition to get 1,000 Raspberry Pis into the hands of girls to inspire them to take up coding. This forms part of a larger programme, putting 15,000 Raspberry Pis in schools and after-school clubs across the UK.
• Google commits to donating over £150,000 to UK STEM organisations in 2014, through our RISE programme and CS4HS partners. In addition, we will be encouraging STEM charities to apply to this year's Global Impact Challenge. The 2013 Global Impact Challenge awarded Apps for Good £500,000 to help them reach and improve technical and creative skills of over 175,000 students in UK. Submissions for this year's challenge will close in June.

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Government Office for Science
Government Office for Science

Government Office for Science

• The Government Chief Scientific Adviser commits to continue to lead work to improve STEM education as joint Chair of the Council for Science and Technology (CST)
• The Government Chief Scientific Adviser commits to speak publically about career opportunities for scientists and engineers working in the Civil Service
• The Government Chief Scientific Adviser commits to obtain richer information about diversity in major government organisations employing scientists and engineers by March 2015

The Government Office for Science (GO-Science), led by the Government Chief Scientific Adviser (GCSA) ensures that government policies and decisions are informed by the best scientific evidence and strategic long-term thinking. GO-Science works with and through networks across government as well as strong links to the National Academies, academia, industry and many others. The GCSA is also the Head of the Science and Engineering Profession across government.

The GCSA pledges to support the campaign to increase the number of women in physics, engineering and technology both generally and through the following specific commitments:

1. Continuing work to improve STEM education through joint leadership of the Council for Science and Technology
The Council for Science and Technology (CST) advises the Prime Minister on science and technology policy issues which cut across the responsibilities of government departments. The CST is co-chaired by the GCSA and an independent member.

At the heart of improving the number of women and girls working in and studying STEM disciplines, is the task of ensuring that the right things are happening in the education system. Diversity is integral to the provision of quality STEM education and this is one of the Council's priorities. It will continue to provide independent, well-informed advice in this area. Most recently, the Council has written on the importance of good practical skills (https://www.gov.uk/government/publications/new-a-level-requirements-consultation-cst-response).

2. Speak publically about career opportunities for scientists and engineers working in the Civil Service
There are around 12,000 scientists and engineers working across government organisations in a wide variety of roles in defence, security, health, climate, animal and plant health and many other areas.

When GO-Science reviewed the profession in 2012, we found a large, highly skilled and varied workforce with over 100 different areas of expertise.
The Civil Service is a great place for scientists and engineers to work. There is a wide range of pathways to building a career and the opportunity to undertake interesting and important work that contributes to the well-being of the nation.

As Head of Profession, the GCSA will take every opportunity to speak about this richness of opportunity both for those who want to work in science and engineering itself and for those who are interested in science-related policy jobs.

3. Obtaining richer information about diversity in major government organisations employing scientists and engineers by March 2015.
To complement this activity, GO-Science undertakes to find out more about the diversity of those employed by the major organisations carrying out science and engineering across government. It will work with organisations to collect and review this data, by March 2015.

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GSK
GSK

GSK

• GSK commits to sponsoring a Chair in Maths or Physics for the next three years.
• GSK commits to showcasing positive female role models in fulfilling healthcare STEM careers and using technology and engineering to improve the quality of human life worldwide through various communications channels internally and externally."
• GSK commits to aiming to increase female appointments in STEM apprenticeships and evaluate our ability to achieve success in this area.
• GSK commits to inspiring and encouraging more women to use their GSK volunteer days (Orange Days) to help deliver GSK's science education programmes.

GSK is a science led global healthcare company that has a long and proud history of researching and developing a broad range of innovative products. We make medicines, vaccines and consumer healthcare products that are used by millions of people around the world, allowing them to do more, feel better and live longer.

As a healthcare company, GSK is committed to education and providing opportunities for young people to help fulfil their potential and improve their overall wellbeing.

Science education is important for a company like GSK because science is the foundation of everything we do. Our future relies on continuous innovation and this will be led by the next generation of scientists and engineers, including many women. Science education helps young people understand the context behind what they learn at school and how it can be applied in the real world and helps us create a future pipeline of talent.
GSK and STEM education - our ambition

• Help children develop a lifelong interest in and appreciation of science
• Positively impact the commitment to study STEM and do well at first level examinations
• Demonstrate the breadth of career opportunities that exist within the world of STEM

GSK pledges to showcase positive female role models in fulfilling healthcare STEM careers. The value of real life personal stories to help change perceptions among young women to consider STEM careers cannot be underestimated. GSK has hundreds of inspiring young women engaged in technology and engineering roles dedicated to the research, development and delivery of innovative medicines, vaccines and consumer healthcare products. Through our various communications channels we plan to showcase the work of our women using technology and engineering to improve the quality of human life worldwide.

GSK pledges to attract a diverse pool of applicants to STEM apprenticeships by promoting technology and engineering careers in schools and with parents and drive better engagement of sites with links to the schools programmes. We aim to increase female appointments in STEM apprenticeships in GSK and evaluate our ability to achieve success in this area.

GSK pledges to encourage more women to use their Orange Days (GSK volunteer days) to go back to school and through GSK's science education programmes share their enthusiasm and passion for science, technology and engineering to help excite and inspire young people to see STEM differently.

www.gskscienceeducation.com

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GuildHE
GuildHE

GuildHE

• GuildHE commits to championing women in technology and engineering with our 38 member organizations.
• GuildHE commits to using consistent campaign messages in our communications activities on women in technology and engineering careers.

Between May 2014 and May 2015 GuildHE will:
1. Champion women in technology and engineering with our 38 members and cascade information out through our membership channels.
2. Link GuildHE communications on women into technology and engineering careers to a national campaign through use of a logo and signposting to a campaign website.
3. Use consistent campaign messages in our communications activities on women in technology and engineering careers.
4. Work in partnership with other campaign signatories to align messages for maximum effect, for example by timing relevant activity to support Tomorrow's Engineers Week in November 2014 and National Science and Engineering Week in March 2015

Background
GuildHE is one of the two recognised representative bodies for Higher Education in the UK. It is a Company Limited by Guarantee and a Charity. It was founded in 1967 as the Standing Conference of Principals, registered as a company in 1992 and became GuildHE in 2006.
GuildHE's vision is of a sustainable, diverse and dynamic higher education sector which: plays a full part in the development of a well-educated and socially inclusive nation; and enhances the UK's economic competitiveness; and fosters cultural engagement, knowledge creation and exchange in a global context.

http://guildhe.ac.uk/

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Hays
Hays

Hays

• Hays commits to outreach activity encouraging young people to consider engineering careers, working with engineering industry partners
• Hays commits to delivering careers talks at universities encouraging female undergraduates to consider engineering and IT careers
• Hays commits to continuing support of programmes like CoderDojo, which encourage schoolchildren to explore coding

About Hays
Hays has more than 40 years' experience in helping organisations and businesses fill permanent positions, contract roles and temporary assignments, across the private and public sectors. As the world's largest specialist recruitment agency, last year alone Hays helped around a quarter of a million professional people worldwide find their next career role. With nearly 8,000 staff operating from 239 offices across 33 countries. Hays is a market leader in the UK, Continental Europe, Asia Pacific, Latin America and has a growing presence in North America.

Hays works across 20 specialist areas, from healthcare to energy, finance to construction and education to IT. Its recruiting experts deal with 150,000 CVs every month and more than 50,000 live jobs globally at any one time.

To find out more visit www.hays.co.uk

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Hitachi
Hitachi

Hitachi

• Hitachi in the UK commits to launching an initiative to engage with at least 500 young people with a focus on girls, through a STEM based educational programme in 2014.
• Hitachi in the UK commits to the ambition to increase the number of women in technology and engineering in the business through new recruitment and promotion.

Why getting more women into technology and engineering is important to Hitachi
The issue of women in technology and engineering is an important one for Hitachi. Like other technology companies Hitachi is addressing its internal gender diversity to best serve global customers and to drive innovation, among other reasons. In the future the demand for engineers will increase and part of the solution will be for more women to enter into technical careers. Therefore it is important to ensure that girls are studying the relevant subjects at school and university level.

Existing programmes
Hitachi has an existing education programme, Universal Design, which aims to teach students in years 5-6 about Universal Design - designing products that can be used easily by all people - as well as the importance of being socially inclusive. This is done through a series of interactive classroom based sessions led by Hitachi volunteers. The classes participate in a group competition to design a TV remote control using universal design principles. Over 350 pupils have been through the programme.

New commitments
Hitachi in the UK commits to launching an initiative to engage with at least 500 young people with a focus on girls, through a STEM based educational programme in 2014.

Hitachi in the UK commits to the ambition to increase the number of women in technology and engineering in the business through new recruitment and promotion.

Background
Hitachi, Ltd., headquartered in Tokyo, Japan, is a leading global electronics company with approximately 326,000 employees worldwide. The company's consolidated revenues for fiscal 2012 (ended March 31, 2013) totalled 9,041 billion yen ($96.1 billion). Hitachi is focusing more than ever on the Social Innovation Business, which includes infrastructure systems, information & telecommunication systems, power systems, construction machinery, high functional material & components, automotive systems and others.

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Hutchison Whampoa
Hutchison Whampoa

Hutchison Whampoa

• Hutchison Whampoa commits to sponsoring a Chair in Maths or Physics for the next three years.

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IBM
IBM

IBM

• IBM commits to continuing its "Dare2BDifferent", "Girls' Schools' programme" and female specific on-campus and technology outreach activities in 2014-15 to reach over 1000 female school children and students in an age range from 15-21.

IBM has a long history of commitment in the area of female diversity, This started when we first hired women into the company in 1899 and has continued, culminating in the appointment of our first female CEO in 2011. We are proud that we are included in the•The Times Top 50 Employers for Women in the UK 2014" list which is a great acknowledgement of the work we're doing to develop our diverse workforce and to create an inclusive environment where all employees can give their best.

We are passionate about encouraging women into the world of business and technology and are committed to a number of initiatives designed to encourage female students to consider a future career in technology and business.

IBM commits to reach over 1000 female school children and students in an age range from 11 to 21 years, during 2014-15. We will achieve this via the following programmes:

Girls' Schools' Outreach, aimed at girls' aged 15-16 years old which includes mentoring and a work experience programme.
Dare 2B Different, whereby our interns return to their own school or college - with the aim of informing, inspiring and encouraging more young people, regardless of background, to consider a career in business and technology.
Technology camps - to encourage girls aged 12-13 to consider careers in STEM subjects.
Take Our Daughters to Work Day - girls aged 11-15 come into work with their parent for the day. The objective is to widen girls' perception of the world of work and future career options.
Women in Technology days - to inspire female university students

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IchemE
IchemE

IchemE

• IChemE commits to recruiting female role models to support IChemE's media work worldwide across different regions and different industry sectors.
• IChemE commits to using our awarding winning schools campaign - whynotchemeng - to break down barriers and stereotypes preventing more women entering engineering.
• IChemE commits to establishing a working group to monitor diversity challenges

Our pledge is to:
1. Encourage IChemE special interest groups and regional member groups to ensure that over the course of a year, there are male and female invited speakers at events.
2. Recruit female role models to support IChemE's media work worldwide across different regions and different industry sectors.
3. Use IChemE's awarding winning schools campaign - whynotchemeng - to break down barriers and stereotypes preventing more women entering engineering.
4. Publicly support international women's day in 2015 and other events relevant to women in STEM careers.
5. Establish a working group to monitor diversity challenges. This can take information from individual members of regional groups e.g. IChemE's London and SE Members' Group: http://bit.ly/1hvJC5e
6. Publish case studies of women in chemical engineering on IChemE's website and other media (e.g. whynotchemeng)
7. Use social media to follow and support organisations and campaigns designed to tackle gender issues on science, maths, engineering and technology.
8. Produce five news stories or press releases highlighting the achievements of women in engineering
9. Use IChemE's second female President as a role model for 'breaking the glass ceiling' in engineering
10. Engage with senior chemical engineers to highlight and share good practice and identify what employers are doing and how diversity in the workplace benefits them.
IChemE is pleased that the proportion of girls entering chemical engineering at UK universities is, at 26%, twice as high as for engineering as a whole. The Institution is committed further improving the proportion of women entering the profession and to working with the profession to encourage women staying in the profession and pursuing this as a career.

www.icheme.org

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IET
IET

IET

• The IET commits to holding an MP event themed around inspiring the next generation of engineers, encouraging MPs to issue a call to action to businesses in their constituencies.
• The IET commits to exploring the establishment of an award aimed at recognising companies that have taken positive steps towards increasing and retaining the number of women in their engineering workforce.

Our pledge is to take a number of concrete actions, which are summarised below:
• IET Skills Survey, July 2014: extend questions in gender diversity section to understand more about employer attitudes to/willingness to take action around women in engineering.
• Hold an MP event to coincide with the launch of the 2014 IET Skills Survey in July 2014. The event will be themed around inspiring the next generation of engineers - encouraging MPs to issue a call to action to businesses in their constituencies, for example by signing up to the Department of Business and Skills' Women into Technology and Engineering Compact.
• Deliver activity to support Tomorrow's Engineers Week 2014, for example a special programme of 'inspirational female engineer' visitors to schools (such as our Young Woman Engineer of the Year winners).
• Explore option of establishing a new award in 2015 aimed at recognising companies that have taken positive steps towards increasing and retaining the number of women in their engineering workforce.
• IET 'Engineering Sectors of the Future: Ones to Watch' report June 2014 to include qualitative research into female representation in fast-growth engineering sectors - and C-level executive views on how to redress the balance.
• IET Diamond Jubilee Scholarship: 19% of the 2013 winners were female. Criteria for ambassadorial role of 2015 scholars to include a formal commitment to help promote engineering as a viable career for young people.
• PR, marketing and social media campaign around women in engineering to coincide with WW1 Anniversary at end of July 2014, focusing on the prominent role women engineers played behind the War effort - and also looking at more modern 'unsung heroes'.
• The IET Women's Network Community has over 1,000 members and is one of the UK's biggest online communities of female engineers and technicians, with a very active group of followers.

We will use this community to:
• work with our 65 corporate partners to reconsider their recruitment processes to be more favourable towards women.
• hold an 'Unconscious Bias' event for employers in November 2014, advising them on how to make their recruitment processes more female friendly.
• build on current webinar programme to include webinars focused on 'practical steps to attract more girls to STEM'.
• establish a 'girls and engineering' action group, made up of 10 key corporate partners, which is focused on encouraging members to pledge to take practical steps to engage with their employers to inspire more girls to consider studying STEM subjects - and pursue a career in engineering.
• provide speakers to corporates on 'women interest' topics eg. confidence, being heard in the workplace.
• work with 10 academic partners to bring in industry speakers to promote engineering careers to final year students, and particularly to female students.
• In June 2014, launch an appeal, accompanied by information on the Compact, to IET volunteers, together with practical ideas of how they can support the effort to inspire more girls to study STEM subjects and become engineers.
• Relaunch our Young Woman Engineer of the Year Awards to have a more explicit focus on show-casing female role models who can inspire more girls to study STEM subjects and become engineers.

Background
With 160,000 members spanning 127 countries, the Institution of Engineering and Technology (IET) supports engineers and technicians who share our vision of working to engineer a better world.
Our most recent annual Engineering and Technology: Skills & Demand in Industry report found that employers are increasingly struggling to recruit engineering, IT and technical talent with the right skills. It also highlighted that only 7 per cent of the engineering workforce is female, confirming that the UK has a persistent problem in encouraging girls and women into the engineering and IT sectors.

Many IET members are role models for tomorrow's engineers and technicians, and we work hard to inspire the next generation by demonstrating that engineering is a diverse and exciting industry offering creative and challenging careers. We collaborate with educators, government and industry to tackle the 'skills gap' by improving the curriculum and career guidance for aspiring engineers - and to actively promote Science, Technology, Engineering and Maths (STEM) subjects and engineering careers in our schools. We also work with some of the UK's best providers of STEM activities, other engineering bodies and our university and business partners to coordinate and maximise the impact of all our efforts.

By working closely with educators and influencers, including teachers and families, we help to influence young people's choice of subjects and career. This includes supporting the engineering community to work directly with schools and colleges to allow students and their teachers to interact with professional engineers. Our education programme provides a range of resources, events, competitions, funding support and volunteering opportunities, from our Flipside magazine for 11-18 year olds and IET Faraday online support for teachers, to competitions such as IET Faraday Challenge Days and the FIRST LEGO League.

Our Young Woman Engineer of the Year Awards, which recognise outstanding young female engineers and technicians for their achievements, are another way in which we create inspirational role models for the younger generation. Winners of these Awards become ambassadors for engineering, visiting schools, acting as media spokespeople and fronting initiatives to showcase engineering as an aspirational career for girls.

www.theiet.org

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Imagination Technologies
Imagination Technologies

Imagination Technologies

• Imagination Technologies commits to sponsoring a Chair in Maths or Physics for the next three years.

Imagination Technologies - a global leader in multimedia and communication technologies - creates and licenses market-leading processor solutions for graphics, video, and display, embedded processing, multi-standard communications and connectivity, and cross-platform V.VoIP & VoLTE.

These silicon and software intellectual property (IP) solutions for systems-on-chip (SoC) are complemented by an extensive portfolio of software drivers, developer tools and extensive market and technology-focused ecosystems.

Target markets include mobile phone and multimedia, connected home consumer, mobile and tablet computing, in-car electronics, telecoms, health, smart energy and connected sensors and controllers. Imagination's licensees include many of the world's leading semiconductor, network operator and electronics OEM/ODM companies.

Imagination has two divisions. Its Technology division is a semiconductor, software and cloud IP licensing business which provides market-leading multimedia and communications capabilities for complex SoC devices. Its Pure division designs and manufactures innovative consumer products, using Imagination's technologies as a key differentiator alongside high quality product design.

The technology division creates market-leading embedded IP cores for graphics GPUs, video and display processors, multi-threaded embedded processor/DSPs and multi-standard receiver and connectivity technologies complemented by dynamic and extensive developer support programmes. These SoC IP products are licensed to a wide range of semiconductor and consumer electronics companies around the world for use in the mobile phone multimedia, handheld multimedia, home consumer, mobile computing, and in-car electronics markets.

Pure develops consumer products which showcase the capabilities of Imagination's SoC IP. Pure produces the world's most innovative range of digital radio and connected audio products and is one of the world's leading suppliers of radios.

Imagination has a highly skilled workforce of over 1,600 people, of which more than 80% are qualified design engineers. The group's headquarters is just outside London in Hertfordshire, and it has R&D centres in Bristol, Chepstow and Leeds in the UK, in the USA, India, China, Poland, Australia and New Zealand. Imagination keeps close to its customers and partners worldwide, with sales offices in the USA, Europe, Israel, Japan, Korea, Taiwan and China.

Imagination recruits 50-100 graduates into its UK R&D centres every year. It believes strongly in encouraging young people into STEM subjects where they can pursue innovative and diverse careers. Imagination has developed a strong school programme bringing in tens of students into Imagination for work experience each year - giving them the opportunity to experience what it really means to be a hardware or software engineer in the consumer electronics field. The company also supports a number of outreach programmes close to each of its UK design centres including GO4SET schemes where it teams up with local schools to mentor electronics projects. As a leader in its field, the company is committed to encouraging young people to explore and engage with STEM subjects so they can join companies like Imagination in the future and be the leaders of tomorrow.

To find out more visit www.imgtec.com.

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IMechE
IMechE

IMechE

• IMechE commits to engaging 400 volunteers to go in to schools through our partnership with Primary Engineer
• IMechE commits to sponsoring 8 teachers in co-education schools through Project ENTHUSE in conjunction with the National Science Learning Centre
• IMechE commits to sponsoring the WISE Women of Outstanding Achievement Awards for 2014

• Engage 400 volunteers to go in to schools and engage with whole classes through our partnership with Primary Engineer
• Sponsor 8 teachers in co-education schools through Project ENTHUSE in conjunction with the National Science Learning Centre
• Evaluate all our events using a new•hexagon" assessment tool and share with other Compact signatories statistics and information on what really works
• Link communications on women into technology and engineering careers to a national campaign through the use of a logo and signposting to a campaign website
• Run an Equality and Diversity Steering Group with core funding from the Trustee Board to create a programme of activity to engage members and non-members in gender issues
• Sponsor the WISE Women of Outstanding Achievement Awards for 2014
• increase women in engineering in our organisation by ensuring that there are female candidates on our Trustee Board ballot for May 2014
• managing all public facing events with expert panels to always include female engineers
• maintain a 50 / 50 gender split for our outward facing Theme Managers supporting the policy and PR needs for the Institution

Background
The Institution of Mechanical Engineers (IMechE) is the fastest growing professional engineering institution in the UK. With a 160-year heritage our 100,000+ members work at the heart of the country's most important and dynamic industries. We truly believe we can improve the world through engineering, the Institution finds and nurtures new talent, helping engineers build their careers and take on the challenges that, when solved, will make a difference to all of us.
The IMechE is committed to equality and diversity both within the Institution and within the industry. For that reason our President signed an Engineering Diversity Concordat with the Royal Academy of Engineering and the IET that committed us to monitor and improve diversity within the Institution with the objective of encouraging all groups, but particularly female engineers to join and stay within the IMechE.

www.imeche.org

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Imperial College London
Imperial College London

Imperial College London

• Imperial College London commits to extending outreach work into primary schools and staging an international conference on the teaching of science.
• Imperial College London commits to attracting a higher proportion of female applicants by including a greater element of creative design in its engineering courses.

Imperial College London will:
• Continue to work to challenge the expectations of girls at the age when the stereotypes on their aptitudes and thus subject choice take hold: in late primary school and early secondary school. We are extending our outreach work into primary schools throughout the country and providing a focus for change by staging an international conference on the teaching of science in November 2014.
• We aim to attract a higher proportion of female applicants above the level in 2012/13 of 20% by including a greater element of creative design in our engineering courses starting in 2015.
• By developing and promoting the careers of women in technology, engineering and science we aim to provide inspirational role models for young people. For example the Department of Physics' Women in Space Science, Technology, and Engineering event is aimed at students in Years 10 to 12 who are already studying, or considering studying, A-Level physics, particularly female students who are under-represented in the subject.
• Imperial is a proud member of the Athena SWAN Charter and the College will look to build on its current achievements in 2014/15. Currently the College holds 11 departments with Athena SWAN awards, ranging from Bronze to Gold, and a Silver institutional award.

Background
Consistently rated amongst the world's best universities, Imperial College London is a science-based institution with a reputation for excellence in teaching and research that attracts 14,000 students and 6,000 staff of the highest international quality. Innovative research at the College explores the interface between science, medicine, engineering and business, delivering practical solutions that improve quality of life and the environment - underpinned by a dynamic enterprise culture.

Website:
www3.imperial.ac.uk

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Intel
Intel

Intel

• Intel commits to ongoing support for the work of WISE through our sponsorship of the annual WISE awards and support for their science website http://www.wisecampaign.org.uk/about-us/our-projects/science-its-a-people-thing.
• Intel commits to upgrade and continue the sponsorship of the Girl Friendly Physics website: http://www.girlfriendlyphysics.co.uk/.
• Intel commits to putting women at the heart of economic activity by promoting and increasing the number of women owned SMEs in the Intel supply chain and by providing training and networking opportunities through the creation of a UK Supplier Connections event, with the first event to be held on 21st May in London.

Intel's Global Girls and Women Initiative
• Intel believes education is a fundamental right for everyone and technology opens doors to opportunity. Through the Intel Global Girls and Women Initiative, we are working to empower millions of girls and women around the world by closing the gender gap in education access, inspiring more girls and women to become creators of technology, and connecting girls and women to opportunity through technology access. Educating girls and closing the Internet gender gap also has an important multiplier effect, expanding opportunities for families, communities and nations. We are also committed to increasing the representation of women in technical and leadership roles in our own workforce and supply chain. Investing in girls and women is not only the right thing to do for society, it also supports our long-term business success by expanding our talent pipeline and creating educated consumers in new markets.

• Expanding education access for girls. Today, 66 million girls are not in school that could be . Intel believes that education is a fundamental right for everyone, as it provides the foundation for a successful future and breaks the cycle of generational poverty. We also believe that technology will play a major role in improving access to and quality of education for millions of girls around the world. When 10% more girls go to school, a country's GDP can increase by 3% . Intel is committed to helping to close this education gender gap by catalyzing action across multiple global partnerships. Through Intel's role as strategic founding partner on the Girl Rising film and social action campaign, Intel has helped engage millions of people around the world to learn about and take action on this critical issue.

• Inspiring girls and women to become technology creators. Today, more girls and women are using technology than ever before. But relatively few girls and women are playing a role in creating this technology or are pursuing studies in the science, technology, engineering, and math (STEM) subjects critical to technology and engineering careers. In addition, the explosion in interest in Maker-related activities and focus on the "Internet of Things", the networked connection of people, processes, data, and things, is rapidly opening up a host of new opportunities. But here again, girls and women are largely absent. Intel is helping to close these gaps through a collection of programs and partnerships that seek to inspire, engage, and retain more girls and women in technology and engineering fields. Based on research on effective programs and interventions, we are focusing on programs that emphasize hands-on activities such as "Maker" and coding activities, use peer mentors and role models, and make a clear connection between technology careers and real world applications that drive positive social impact. Intel also invests in capacity-building activities to enable an ecosystem of partners required to advance system change, including research, mentor networks, and shared goals.

• Connecting women to opportunity through technology. Research indicates that economic opportunities for women are limited by lack of access to technology . According to the•Women and the Web" report published by Intel and its partners in 2013, nearly 25% fewer women are online than men in developing countries, and the gap was close to 45% in sub-Saharan Africa. In addition to a range of important social benefits for women, the report found that bringing another 600 million women online could contribute an estimated $13 billion to $18 billion to the annual gross domestic product across 144 developing countries . In response to this report, Intel created the Intel´┐Ż She Will Connect program which seeks to close this gap through an innovative combination of digital literacy training, an online peer network, and gender-relevant content. The program aims to bring millions of women online, beginning in sub-Saharan Africa where the gap is the greatest. The goal is to reduce the gap in access for young women in the region 50% by 2016, connecting 5 million women to new opportunities through technology.

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International Centre for Life
International Centre for Life

International Centre for Life

• International Centre for Life commits to ensuring at least 50% of its graduate Explainer team who deliver science activities to the public are women.
• International Centre for Life commits to seeking out female researchers in physics and engineering to provide role models through its Meet the Scientist programme.
• International Centre for Life commits to working with Northumbria University's Think Physics programme to encourage girls to choose to study and pursue a career in physics.

The International Centre for Life:
• We will engage at least 100,000 women and girls to explore science and engineering through our science exhibitions building family science capital.
• We will aim to involve at least 10,000 school girls in our science workshops.
• We will aim to engage a further 5,000 through our schools outreach programme.
• We will continue to provide positive role models by ensuring at least 50% of our graduate Explainer team who deliver science activities to the public are women.
• We will seek out female researchers in physics and engineering to provide role models through our Meet the Scientist programme.
• We will continue our partnership with Northumbria University's Think Physics programme that is designed to encourage and support girls in choosing to study and pursue a career in physics.
• We will run Maker Faire UK - the UK's leading DIY Technology event, which historically has attracted an approximately 50/50 gender split both in its audience of over 10,000 people and in the participating makers.
• We will continue to run Life's Science Club (for age 7-12) and Science Sessions (for age 13-18) which provide monthly out of school science enrichment activities for young people and which attract at least 50% female participants. These involve the participants in the design of the programmes, provide role models, bespoke careers advice on an individual basis as well as engaging science experiences that are both exciting and relevant to everyday life.
• We will strive to ensure all our science programmes and exhibitions appeal equally to both genders, while providing a realistic view of the paths available in research and related careers.
• Over the next 6 months we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities with mums and dads, and will add this to our pledge.
• We will stay up to date with research into gender imbalance in the sciences, and with the best practice in our field, by participating in projects such as Girls RISEnet (based in the US) and more local ventures like Girl Geeks.
• Monitor and improve our performance as a responsible, diverse employer and service provider as in line with our Equality Gold award.

Background
The International Centre for Life opened in May 2000 in Newcastle upon Tyne and comprises biomedical research laboratories, NHS fertility and genetic health clinics, schools' teaching laboratories and a public science centre, supported by a range of business activities.

Life attracts up to 250,000 visitors annually. Approximately 50% of these are female. The centre offers permanent exhibitions and an every-changing programme of temporary exhibitions. In 2014 the exhibition will be Body Worlds: Vital. Life also provides a programme of live science shows, one of the UK's most popular planetariums, a diverse spectrum of science and technology events including pre-school days and has an active 'Meet the Scientist' programme putting researchers in front of the public. Life has the largest programme of taught science education workshops for schools in any museum or science centre in the UK and runs Maker Faire UK, one of the biggest Maker Faires outside the US.

www.life.org.uk

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Jaguar Land Rover
Jaguar Land Rover

Jaguar Land Rover

• Jaguar Land Rover aims to engage at least two million more young people in its award-winning 'Inspiring Tomorrow's Engineers' school STEM education programme by 2020. The company engaged more than two million young people in the UK over the past decade, of which approximately 40% were females, and will now roll out its successful activities across global markets.
• We will deliver a range of activities to engage and inspire young girls and young women to showcase engineering careers and provide them with the skills and experience they need for successful careers, including our innovative 'Young Girls in the Know' programme and undergraduate placements and networking events.
• We will support female students and apprentices interested in pursuing engineering careers through our 'Range Rover Evoque WISE Scholarship'.
• We will seek to work with other manufacturing companies, engineering bodies and Government to ensure an increasingly coordinated approach across all schemes to engage young people on STEM.

Overview
Jaguar Land Rover, the largest manufacturer of premium vehicles in the UK, has ambitious plans for global growth which can only be supported by innovation in new products, engines and environmental technologies. The company is the UK's leading investor in automotive research and development and is successfully delivering breakthroughs in engineering, performance and sustainability. However, it's critical that we encourage talented young males and females to become the next generation of engineers and technologists to sustain the business over the long term.

The company's 'Inspiring Tomorrow's Engineers' programme works in collaboration with schools and colleges to promote learning and engagement on STEM (science, technology, engineering and maths) subjects to help inspire young people to consider careers in engineering and manufacturing.

Key elements of the programme include dedicated education centres in the local areas close to Jaguar Land Rover facilities, imaginative 'Challenge' projects for groups of school pupils, plus a wide variety of work experience opportunities for young people of different ages. In 2013, more than 328,000 young people took part in our education programme.
Jaguar Land Rover is taking a proactive approach to the lack of women in engineering to increase its talent pool and ensure its workforce better reflects the diverse backgrounds and experiences of our customers.

In 2012, we launched our 'Young Women in the Know' programme to challenge outdated perceptions of engineering. The week-long course shows young women that modern engineering offers excellent career opportunities for women to increase the talent pool, especially through Jaguar Land Rover's apprenticeship and graduate routes. More than 200 young women have participated in 'Young Women in the Know' course to date and three participants have successfully applied for Jaguar Land Rover apprenticeships.
We ran a pilot 'Girls in the Know' programme for primary school girls in 2013 which will be rolled out this year to spark an interest in engineering careers and STEM subjects from an earlier age.

Last year, we launched the 'Range Rover Evoque WISE Scholarship' which supports female students or apprentices who would like to explore a career or further studies in engineering. We will support three female students over three years who will each receive a £9,000 bursary towards their studies and mentoring support from Jaguar Land Rover senior engineers.
Jaguar Land Rover runs the 'Women in Engineering Sponsorship Scheme' to support ambitious female engineers studying engineering degrees. Each student is matched with a mentor in the business which is valuable when a student enters a manufacturing role as this can seem a daunting environment. All our mentors have completed a SEMTA course designed to promote Women in Leadership. In 2013, we recruited 14 students.

Jaguar Land Rover set up the 'Engineering Network for Women', a networking society which runs events across the UK. At these events, female Jaguar Land Rover employees meet female engineering students who are interested in pursuing careers in the automotive sector. The events raise awareness of the exciting opportunities both within the company and the wider world of engineering for current undergraduates. The programme feeds into the graduate and undergraduate schemes and has helped us increase our female talent pool by 12% since 2011.

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Jodrell Bank Discovery Centre
Jodrell Bank Discovery Centre

Jodrell Bank Discovery Centre

• Jodrell Bank Discovery Centre commits to delivering Girls Night Out, a bi-annual event targeting girls and women of all ages to engage them in astronomy.
• Jodrell Bank Discovery Centre commits to engaging 90,000 women and girls to explore astronomy and engineering through our science exhibitions.
• Jodrell Bank Discovery Centre commits to hosting Brownies Stargazer/Astronomy badge days to enthuse young people in astronomy.

Between May 2014 and May 2015, Jodrell Bank Discovery Centre will:
• Engage 9,000 school girls in our hands on science workshops and planetarium shows.
• Engage 1,000 girls and women in our outreach activities in their communities.
• Engage 90,000 women and girls to explore astronomy and engineering through our science exhibitions.
• Strive to ensure all our science programmes and exhibitions appeal equally to both genders.
• Continue to have female science role models on our staff delivering workshops, science shows and activities and giving talks - formally and informally - explaining the work of the Observatory and telescope.
• When inviting scientists and engineers in to work with schools and the public we will pro-actively seek women.
• Over the next 6 months we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities with mums and dads, and will add this to our pledge.
• We will run the following specific science programmes for girls and women:
o Girls Night Out - a bi-annual event targeting girls and women of all ages featuring a female astronomer as guest speaker, stargazing activities and hands-on workshops e.g. investigating moon rocks and meteorites with an all-female team of planetary scientists from the University of Manchester
o Brownies and Scouts Stargazer/Astronomy badge days - approximately 10 per year reaching up to 120 children per day who take part in workshops to work towards their Stargazer/Astronomy badge

Background
Jodrell Bank Discovery Centre attracts 150,000 visitors annually to discover more about the Jodrell Bank Observatory and its role in international astronomical research. The Centre's core aim is to inspire the scientists of the future to develop and pursue an interest in science.
More than half of our visitors are girls and women (60% of general visitors are women). They take part in school science workshops (Early Years through to A level), planetarium shows, family activities, Meet the Expert sessions, science shows and special science and engineering events such as the Lovell public lecture series. They explore the exhibitions with their families and schools to find out about cutting edge research in astronomy, the people who do it and the engineers who make it possible.

www.jodrellbank.net

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Johnson & Johnson
Johnson & Johnson

Johnson & Johnson

• Johnson & Johnson commits to continuing our relationship with St George's High School in Blackpool, engaging with 120 pupils to promote STEM careers.
• Johnson & Johnson commits to promoting STEM careers at the annual Blackpool pleasure beach event, engaging with over 200 young people through talks by J&J female science leaders.

• Johnson & Johnson commits to continuing our partnership with Hugh Gaitskell Primary School and connecting pupils with female leaders from J&J's commercial, manufacturing and R&D groups in Leeds to promote STEM-related careers.
• Johnson & Johnson commits to continuing 100 STEM Ambassadors from LifeScan Scotland Ltd to work with local schools as part of the LifeScan Bridge to Employment Programme, which is a Johnson & Johnson inspired school to career model that develops a long-term relationship between a business and local school, benefiting young people and enabling them to move on to further or higher education or the world of work.

Caring for the world, one person at a time... inspires and unites the people of Johnson & Johnson. We embrace research and science - bringing innovative ideas, products and services to advance the health and well-being of people. Employees of the Johnson & Johnson Family of Companies work with partners in health care to touch the lives of over a billion people every day, throughout the world. Our Family of Companies comprises more than 250 operating companies in 60 countries employing approximately 129,000 people.

The values that guide our decision making are spelled out in Our Credo. Put simply, Our Credo challenges us to put the needs and well-being of the people we serve first: http://www.jnj.com/about-jnj/jnj-credo

Robert Wood Johnson, former chairman from 1932 to 1963 and a member of the Company's founding family, crafted Our Credo himself in 1943, just before Johnson & Johnson became a publicly traded company. This was long before anyone ever heard the term•corporate social responsibility." Our Credo is more than just a moral compass. We believe it's a recipe for business success. The fact that Johnson & Johnson is one of only a handful of companies that have flourished through more than a century of change is proof of that.

And that is why Johnson & Johnson supports initiatives to help educate, train and inspire the next generation of female and male scientists from across all schools and state our commitment to:
• Continuing our relationship with St George's High School in Blackpool, engaging with 120 pupils to promote STEM careers.
• Promoting STEM careers at the annual Blackpool pleasure beach event, engaging with over 200 young people through talks by J&J female science leaders.
• Continuing our partnership with Hugh Gaitskell Primary School and connecting pupils with female leaders from J&J's commercial, manufacturing and R&D groups in Leeds to promote STEM-related careers.
• Continuing 100 STEM Ambassadors from LifeScan Scotland Ltd to work with local schools as part of the LifeScan Bridge to Employment Programme, which is a Johnson & Johnson inspired school to career model that develops a long-term relationship between a business and local school, benefiting young people and enabling them to move on to further or higher education or the world of work.

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KANO
KANO

KANO

• Kano commits to inspiring 5,000 British girls to build and code their own computers in the next 18 months.
Kano is a computer anyone can make -- a plug and play creation kit for all ages. Designed for accessibility, the Kano universe is populated with boy and girl characters as diverse as today's technology landscape -- with the £99 kit, children across the country have already been making games, music, and programs, with the simplicity of Lego. Kano has partnered with Pearson to empower teachers to deliver the new computing curriculum, and help create a truly broad-based tech education platform. We will empower teachers with the resources and Raspberry Pi powered kits to inspire young minds. By basing pedagogy on play and creativity, Kano pledges to get 5,000 girls making and coding on their own connected devices within 18 months.
http://kano.me

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Laing O'Rourke
Laing O'Rourke

Laing O'Rourke

• Laing O'Rourke commits to a target of 30% of its apprenticeship and cadet programme to be women by 2016.
• Laing O'Rourke commits to ensuring that by 2016 at least 40% of its sponsorship opportunities for undergraduates are offered to women.
• Laing O'Rourke commits to holding 1000 volunteer days over the next year to support targeted outreach programmes working with STEMNET, the Royal Institute of Engineers and other organisations to promote engineering and technology.

Laing O'Rourke is fully committed to being part of this national partnership-led campaign to embed gender diversity in technology and engineering. We recognise the importance of having a balanced workforce and are fully committed to changing the industry and perceptions within the industry to ensure that engineering and construction are seen as exciting and relevant for women. We can provide rewarding careers at all levels of the organisation.

Our commitment
Laing O'Rourke is fully committed to supporting and contributing to the national campaign and will develop engagement opportunities with young people; targeting women for roles within the organisation and focussing on achieving a substantial increase of women in engineering and construction roles by 2020.

The Laing O'Rourke Compact commitment will consist of:

Engaging with young people
• LOR will expand our outreach and career programme to target 14 - 16 year old girls to explore career opportunities in construction and engineering.
• LOR will sponsor and support engineering and technology colleges providing work experience programmes; construction ambassador opportunities and provide apprenticeship, trainee and university sponsorship.
• LOR will leverage our commitment to volunteer days to support targeted outreach programmes working with STEMNET, Institution of Civil Engineers and others.

Contributing to a national campaign
• LOR will align communications in line with agreed campaigns; use the compact logos and signposting; engage with social media to support young peoples communication with the organisation and provide appropriate sponsorship.

Increasing women in technology and engineering in Laing O'Rourke
• Laing O'Rourke recognise the need to ensure that we attract, develop and retain women into our industry. This means that we will have an aligned strategy which leverages our existing initiatives into measureable targeted programmes which result in real outcomes.

Achieving industry improvement
We are keen to work collectively to support the industry and Laing O'Rourke will share best practice and lessons learnt with the industry.

Our key programmes will involve:

• Community programmes - we will identify and mentor 14-16 year old girls into STEM subjects and schools and support them into STEM based careers. Through use of our volunteer days, we will:
• Sponsor girls' schools who specialise in engineering, construction and science. We have agreed for example to sponsor Skipton Girls' High School.
• Provide career advice.
• Use of digital modelling to simulate engineering and construction.
• Target 1,000 volunteer days in 2014, 1,500 in 2015 and 2,000 by 2016.

• Work experience
• Construction Ambassador programme
• Identify and support individuals with opportunities to learn about the industry
• Identify and support individuals to the right opportunities
-apprenticeships; traineeships (cadets)
-sponsorship at university
-work experience while at university

• Selection and recruitment
We will aim for 30% of the Laing O'Rourke apprenticeship and cadet programme to be women by 2016.

Laing O'Rourke provides sponsorship to undergraduates. We will aim to ensure that 40% of sponsorship opportunities are offered to females. This will be achieved by 2016.

We will ensure that we work with our recruitment advisers to identify woman to be included on the short-list for key targeted roles.

• Organisation design and support
We will ensure that all women in Laing O'Rourke in engineering and construction based roles will have an appropriate mentor and be provided with career support. This will be at point of entry and through their careers.

• Women in engineering and construction role models
We are committed to identifying and supporting key women in our organisation who can be inspirational role models to new entrants and our existing female staff-base.
We will organise women in technology and engineering network events inside the business to provide additional support.

Anna Stewart, Group Chief Executive, Laing O'Rourke:
"Opportunities abound in engineering and construction for women with the intellect and ambition to fulfil their potential and help drive our industry forward. The engineering and technology sectors need to be bold and innovative in attracting new talent from all walks of life. That's why I firmly believe that positively promoting workforce diversity through programmes like Women in Technology and Engineering will have a transformational effect on the way we respond to the challenges of a post-recession world, driving greater adoption of new technologies and ways of working."

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Little Miss Geek
Little Miss Geek

Little Miss Geek

• Little Miss Geek commits to inspire women in vulnerable communities to become technology pioneers and fill the 1 million jobs that the UK need to fill by 2020.
• Little Miss Geek commits to adapt our model and work with vulnerable communities which include female prisoners in Holloway Prison and excluded teenage girls.
• Little Miss Geek commits to continue to run our programme of After School Tech Clubs in inner city state schools.

To inspire women in vulnerable communities to become technology pioneers and fill the 1 million jobs that the UK need to fill by 2020.

Specifically we are focusing on 3 communities: female prisoners, female NEETS and teenage mums.

Little Miss Geek will inspire women in vulnerable communities to become technology pioneers and fill the 1 million jobs that the UK need to fill by 2020.

After School Tech Clubs have been very successful in inner city state schools - we have generated an increase in the uptake of GCSE Computer Science of 52%. We are now adapting our model to work with vulnerable communities which include female prisoners in Holloway Prison and excluded teenage girls.

Background
Little Miss Geek launched the campaign with the Little Miss Geek book in the Apple Store in Oct 2012 after spending 2 years in inner city schools understanding the complex issues around getting girls to consider careers in technology.

Now we are working with policy makers, government, teachers and the technology industry to inspire girls to want to be tech pioneers.
In school trials, we have increased the number of girls taking GSCE Computing by 52% through our after school tech clubs and one off events.

We run a series of programmes that follow our Little Miss Geeks through from primary and secondary school right through to university to being an active participant in the tech industry.

http://littlemissgeek.org/

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Lloyds Banking Group
Lloyds Banking Group

Lloyds Banking Group

• Lloyds Banking Group also commits to sponsoring a Chair in Maths or Physics for the next three years.
• Lloyds Banking Group commits to continuing its support of female leaders within the company, and, under its Helping Britain Prosper Plan, has committed to increase the percentage of senior roles held by women to 40% by 2020 (27% at the end of 2013).
• In order to deliver this target the Group's IT teams have made a specific series of secondary commitments:
o To increase the proportion of women on its IT apprentice and graduate intake to 25% in 2014 and 35% in 2015
o To support the Skills & Enterprise Digital Trailblazer initiative, with plans to co-approve seven new technology apprenticeships in 2014
o To have female representation on IT Graduate / Apprenticeship interview assessment panels

As a leading retail and commercial bank, our corporate purpose is to help Britain prosper. The Group believes that diversity and inclusion is central to delivering this goal as well as our ongoing business success.

Our aim is to lead the way in the banking industry, as well as to become the first FTSE company to fully reflect the diversity of our customers in the management of our Group. We look after the financial needs of over 25 million retail and business customers and we believe that through our branches and our businesses we have the potential to reach every family and community in the UK. We have an incredibly diverse range of customers with many differing needs and we recognise the importance of reflecting that diversity in our workforce

By launching our Helping Britain Prosper Plan, we are underscoring our commitment to delivering long-term sustainable change, ensuring that at least 40% of our top jobs are occupied by women by 2020. This figure currently stands at 27% (2013). We know it is a challenging target, but we believe it can be achieved by working towards identifying, and understanding, the obstacles that can stop both women and men from reaching their full potential, and then removing these obstacles completely.

Meeting our commitments on gender diversity requires activity across our entire business, but we know that attracting talented women into technology-related roles, particularly within our IT and Digital functions, will bring a particular set of challenges. We know that fewer women than men are enrolled in STEM subjects at university, and this creates challenges for our graduate pipeline with only 13% of IT graduate recruits in 2013 being female. Within the IT area, we've therefore committed to increase this figure to 25% in 2014 and 35% in 2015.

To achieve this, and to meet our wider ambition to boost female interest in STEM careers, IT will run a rolling programme of outreach visits, including schools and universities, raising the profile of IT as a career for women and utilising female role models from within our IT function. We will continue to support the Skills & Enterprise Trailblazer initiative, and having already co-approved two technology apprenticeships we are looking to approve a further five during the remainder of 2014.
Research suggests that women can be put off by job profiles which use exclusively 'masculine' language. For our IT roles, we will ensure that our adverts are written in a straightforward and more appealing language for this gender. We will also ensure there is a minimum of 50% female representation on our assessment panels for IT graduate/apprenticeships, helping create a more balanced and comfortable environment for all potential recruits.

Across the Group, for our current talented women, we continue our commitment to developing career progression. This is undertaken through a wide range of initiatives including specific development programmes and mentoring opportunities for over 4,000 women via our Breakthrough Women's Network. In 2013 we delivered over 100 'Footprints in the Snow' sessions to connect our talented women with more senior role models, and will aim to increase this number in 2014.

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Lonza
Lonza

Lonza

• Lonza commits to working with local schools to promote science as a top career for girls.
• Lonza commits to continuing its careers activities to promote STEM careers among boys and girls, including supporting work experience, apprenticeships, Nuffield scholarships, internships and industrial placements for at least five female 16 year olds and above in 2014.
• Lonza commits to encouraging senior female management and scientific leaders to act as female role models in colleges and universities , presenting to students on science, engineering and industry careers.

Lonza is a worldwide leader supplying the pharmaceutical and biotechnology industries. Lonza's facility in Slough is focused on the manufacture of therapeutic grade monoclonal antibodies and recombinant proteins.

Norman Barras, Site Director at Lonza Slough, says:•Lonza is an equal opportunity employer committed to science and technology in both the local and wider UK community. The Women into Technology and Engineering Compact aligns with our philosophy and will help us to boost skills in science, technology and engineering and to drive best practice in the industry"

Lonza actively promote science, manufacturing and technology within the community through a number of initiatives specifically targeting the early engagement of young people to consider careers in science, technology and manufacturing related disciplines with the long term aim of encouraging those in the local community to consider Lonza as their employer of choice.

Lonza have partnered with local specialist schools in science, mathematics and languages, including Burnham Grammar School, for more than 10 years. Including, running CSI style master classes, lectures, donations in kind, scientific competitions and career counselling to highlight the opportunities in science, engineering and manufacturing for women through positive role modelling.

Lonza have engaged with college and university programmes over more than 20 years to provide support for women in education and female role models. These take many formats including curriculum development, visiting lecturers, mentoring and sponsorship of PhD, EngD and Masters students, industry placements, internships and donation of materials. The aim of these collaborations is to build a high technology and manufacturing ready UK workforce for the future.

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L'Oréal
L'Oréal

L'Oréal

• L'Oréal commits to £155,000 in fellowships and support for female scientists for the next two years.

In the spirit of L'Oréal's leading role in supporting science:
• The L'Oréal Young Scientist Centre at the Royal Institution commits to introducing a new learning module in 2014, which focuses on physics and engineering
• L'Oréal, in collaboration with the Royal Institution, commits to running a six-day pilot with the charity Generating Genius in 2014, which will give 20 promising science students from socially disadvantaged backgrounds an insight into STEM careers
• L'Oréal, through its L'Oréal-UNESCO For Women in Science Fellowships, commits to increasing to five its £15,000 award for UK & Ireland female postdoctoral researchers and opening applications to fields of mathematics and engineering
• L'Oréal, through its L'Or_al-UNESCO For Women in Science Fellowships, commits to creating a £20,000 annual fund for the UK & Ireland L'Oréal Fellows community, which will support their work as STEM Ambassadors

Managing Director Michel Brousset:
"L'Oréal, since its founding by a chemist, believes that beauty is driven by science and consequently we've been pushing back the frontiers of knowledge via advanced research and product innovation. We believe science is essential to our success and the group continuously invests in research, engineering and technology across the world. Our commitment is to science and to diversity in science, 4,000 people work in L'Oréal's research and innovation 70% of them women."

"In the UK & Ireland L'Oréal has invested over £1.8 million in support of young people and women in science education, research and careers. We invest in two core programmes: The L'Oréal Young Scientist Centre at the Royal Institution which opened in 2009, and the L'Oréal-UNESCO Fellowships For Women in Science started in 2007."

• Over 27,000 young people to date have benefitted from a creative science experience through the work of the L'Oréal Young Scientist Centre laboratory
• 28 female early career researchers at UK & Irish institutions have been awarded a total of £400,000, from a pool of over 1000 applicants
• 4 leading British female scientists awarded International For Women in Science Laureates worth $400,000 in total

We strongly support the UK Government's work to increase British skills in technology and engineering with a specific focus on boosting female participation in STEM and engaging young people with engineering, technology and STEM career inspiration.

L'Oréal-UNESCO For Women in Science
• The L'Oréal UNESCO For Women In Science international programme was founded sixteen years ago by L'Oréal and UNESCO to address this imbalance, on the premise that 'the world needs science and science needs women'
• The awards programme is designed to promote and highlight the critical importance of ensuring greater participation of women in science, by providing financial support to promising female scientists to help them further their research
• Globally 2000 women in over 108 countries have been recognised for their research and received funding to further their studies since the overall programme was founded
• The L'Oréal UNESCO UK and Ireland 'Fellowships For Women In Science' (FWIS) were launched in January 2007. The fellowships are run in partnership with L'Oréal , the National Commission for UNESCO and the Irish National Committee for UNESCO, with the support of the Royal Society
• Each year, four fellowships of £15,000 are offered to outstanding female postdoctoral researchers
• The fellowships have been designed to provide practical help for the winners to continue in their chosen fields. A unique feature of our Fellowships is that winners may choose to spend it on buying scientific equipment or paying for childcare costs or indeed whatever they may need to continue their research
• Since the UK and Ireland FWIS programme started, L'Oréal has awarded a total of £400,000 to a network of 28 Fellows.


L'Oréal Young Scientist Centre
The Royal Institution and L'Oréal have created a laboratory facility at the Royal Institution in central London, which provides children aged seven to 18 and their teachers with an interactive, experimental space in which to explore science. The Centre aims to promote curiosity and investigation-led learning as well as offering access to advanced technology and experiments outside of the normal school remit. www.rigb.org/ysc
Key Facts:
• Since opening in September 2009, 27,000 students have had a creative science experience through the work of the LYSC in the form of a workshop in the laboratory or hands-on outreach programme such as the Big Bang Fair The LYSC is open to seven to 18 year old school students and their teachers as well as home educators
• The LYSC runs over 10 different creative workshops spanning physics, chemistry, biology and engineering.

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Lotus
Lotus

Lotus

• Lotus commits to endeavouring to increase the number of women into engineering roles at Lotus over the next 12 months.

Lotus is looking to recruit more than 100 engineers, graduates and apprentices over the next 12 months and will to start its revamped graduate programme in the Autumn. Both the engineering specialists and graduates will work on the development of new products within Lotus Engineering, one of the most renowned automotive engineering facilities in the world. Lotus has created the new positions in response to increased global demand for its sport cars and an anticipated rise in interest in its engineering consultancy services.

We are also focusing on growing into new global markets as currently around 90% of all Lotus vehicles are exported. Lotus, which recently unveiled its latest model, the Exige S Roadster, employs more than 1,100 staff across the UK with its headquarters based in Hethel, Norfolk. Lotus' successes have always been built on its talented and dedicated workforce and as the company embarks upon a period of strengthening, it is crucial that the workforce grows to support this.

Lotus has always been at the forefront of the global automotive industry and will introduce more exciting products in the future - there has never been a better time to be part of the future of Lotus.

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Mace
Mace

Mace

• Mace commits to continuing its Insight Week initiative, which involves promoting the variety of careers in the construction industry among first and second year university students, with the aim of promoting meaningful careers in engineering and encouraging more women into the industry.
• Mace commits to specifically encouraging more girls to attend the national campaign 'Careers in Construction Week' and to inspiring them to take a construction-related degree or apprenticeship.
• Mace commits to attending the Skills London Fair in November and to encouraging its current graduates and construction trainees to go out to schools at least once or twice a year to actively promote careers in the construction industry.
• Mace commits to taking an active role in the Inspiring Women and speed mentoring sessions as part of the Technopop STEM careers event for young people taking place this autumn, to encourage more women into the industry.

Mace is an international consultancy and construction company employing over 4,000 people, across five continents with a turnover in excess of £1bn. Mace's business is programme and project management, cost consultancy, construction delivery and facilities management and is truly multi-disciplinary with services spanning the entire property and infrastructure lifecycle.

Mace people are the key to the company's success and with an ambition to recruit another 3,000 employees by 2020, Mace believes that developing and promoting an inclusive workplace is integral to its success.

Mace's Diversity Programme aims to enable equal opportunity for everyone to do their best and fulfil their potential. The focus in the short term is on gender, with the following key focus areas:
• Agree a strategy for positively influencing the UK construction supply chain
• Implement updated parental policies & processes
• Identify and raise profile of female role models
• Review attraction & recruitment policies and processes to ensure the very best candidates are selected and the pool of female applicants is expanded.

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MBDA
MBDA

MBDA

• MBDA UK commits to continuing to maintain female apprentice recruitment at a minimum of 50%.
• MBDA UK commits to continuing to support the principle of the 5% Club - a minimum 5% of its workforce on recognised and formalised training programmes, such as apprentice and graduate schemes.
• MBDA UK commits to continue working with local schools and colleges to promote STEM subjects.
• MBDA UK pledges to continue to maintain female apprentice recruitment at a minimum of 50%, something which has been achieved consistently for the last five years.
• MBDA UK pledges to continue to support the principle of the 5% Club - having a minimum 5% of its workforce on recognised and formalised training programmes, such as apprentice and graduate schemes - ensuring that a minimum 50% of the apprentices are females.
• MBDA UK pledges to continue working with local schools and colleges to promote STEM subjects, highlighting the exciting career opportunities in science and engineering which are open to both genders in equal measure. In 2013/14 we engaged with local schools and colleges with a male / female ratio of 50 / 50

Background
MBDA, a world leader in missiles and missile systems, is a multi-national group with 10,000 employees working across France, the United Kingdom, Italy, Germany, Spain and the United States. It has three major aeronautical and defence shareholders - Airbus Group (37.5%), BAE Systems (37.5%) and Finmeccanica (25%) - and is the first truly integrated European defence company. In 2013, the Group recorded a turnover of 2.8 billion euros, produced about 3,000 missiles and added 4 billion euros of new orders to the order book which now stands at 10.8 billion euros. MBDA works with over 90 armed forces worldwide.

www.mbda-systems.com

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Microsoft
Microsoft

Microsoft

• Microsoft commits to training and mentoring 180 female undergraduates over the next 12 months.
• Microsoft commits to running workshops for 200 female schools leavers to consider careers in IT.
• Microsoft commits to doubling the number of female Apprenticeship Ambassadors over the next 12 months and to market our Apprenticeship programme with an emphasis on appealing to girl.
• Microsoft commits to developing new resources to support Computer Science in schools that are rigorously as appealing to girls as boys.

Founded in 1975, Microsoft is the worldwide leader in software, services and solutions that help people and businesses realise their full potential. Over the last three decades since it was established in the UK, Microsoft has consistently transformed the way that people live, work, play and connect through great technology. We are inspired every day by the genuine belief that we can change the world for the better. We are driving advances in cloud computing, developing new ways for people to interact with technology at home, at work and on the move, while transforming education and public services and supporting the UK economy.

Technology will continue to be a growth industry and technology jobs will continue to be in demand. We risk ever greater skills shortages as the tech future is realised. Microsoft is deeply committed to ensuring these future opportunities are appealing to everyone and that everyone can be a part of it. There are still too few women in technology and for many years, Microsoft has run programmes that seek to address this, both internally and externally. But we want to make some specific commitments to go further.

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Museum of East Anglian Life
Museum of East Anglian Life

Museum of East Anglian Life

• The Museum of East Anglian Life commits to developing a programme of science workshops, events and activities which will appeal to both genders and will be marketed to female audiences
• The Museum of East Anglian Life commits to re-visiting our current hands-on science practical workshops and events so that they appeal to both male and female visitors
Engaging with young people
• We will develop a programme of science workshops, events and activities which will appeal to both genders and will be marketed to female audiences
• We will re-visit our current hands on science practical workshops and events so that they appeal to both genders.
• We will include science links in our workshops, programmes and events that appeal to both genders and allow access to hard to reach groups
• When inviting scientists and engineers in to work with the public and learning groups we will pro-actively seek women.
• Over the next 12 months we will actively explore how our organisation can do more to inspire girls with physics, maths, engineering and technology and we will experiment with different approaches to marketing and engagement

Background
The Museum of East Anglian Life holds a large collection of objects which relate to agricultural engineering, farming, food production, domestic life and rural life in East Anglia. 40,000 people visit the museum every year.

www.eastanglianlife.org.uk

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MyKindaCrowd
MyKindaCrowd

MyKindaCrowd

• MyKindaCrowd commits to devise, launch and manage an online 'Challenge' campaign working in partnership with Compact signatories. The Engineering and Technology 'Challenge' will directly encourage girls to take part.
• MyKindaCrowd commits to working in partnership with relevant campaign signatories to devise and support the development of a supply-chain youth-engagement strategy.

MyKindaCrowd will:
• devise, launch and manage an online 'Challenge' campaign working in partnership with Compact signatories. The Engineering and Technology 'Challenge' will directly encourage girls to take part. Branding and communications opportunities will be offered to all signatories
• working in partnership with relevant campaign signatories to devise and support the development of a supply-chain youth-engagement strategy. This will have the objective of leveraging SME supply chains (and networks) to deliver shared cost-savings and multiplied impact in promoting technology and engineering careers to young people
• champion the Compact with corporate partners, including messaging in communications and events, and directly introducing interested organisations to the Compact
• evaluate the above activity and share with Compact signatories what works

Background
MyKindaCrowd connects young people with great companies and improves their employment prospects. This is achieved in an innovative forward thinking way which works with companies to set business challenges, these are used as part of lessons within the curriculum, or online or face-to-face workshops. MyKindaCrowd give young people from diverse groups the chance to respond, and the best responses win an employment benefit; work experience, apprenticeship, graduate placement, or job.

www.mykindacrowd.com

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myScience
myScience

myScience

• myScience commits to develop a series of case studies promoting successful efforts to encourage girls to pursue physics, chemistry and mathematics for STEM organisations to draw on.
• myScience commits to ensure that professional development provided through Science Learning Centres and Partnerships highlights strategies to engage girls effectively, and addresses 'unconscious bias'
• myScience commits to deliver a social media campaign to highlight inspirational female STEM figures.

Between May 2014 and May 2015, myScience will:

Engage with young people
Working with partners and key stakeholders, establish and continue to develop a series of case studies, accessible through the National STEM Centre eLibrary, highlighting best practice in encouraging girls to pursue physics, chemistry and mathematics upon which STEM organisations, schools, colleges and others supporting STEM can draw.

Contribute to a national campaign
Develop and deliver an ongoing social media campaign including blogs, tweets and other online routes to highlight key female figures working in STEM environments in education, industry and research. This will include themes to link each blog to education, inspiration and how individuals reached their positions.

Increasing women in technology and engineering in your own organisation
Ensure that all continuing professional development provided through the network of Science Learning Centres and other programmes embeds appropriate support on engaging girls effectively, including issues around 'unconscious bias' and guidance on good practice.

Background
myScience is a network of Science Learning Centres and Partnerships, National STEM Centres and other programmes. It gives an overview of science, research, universities, R&D companies and research centers in the UK. myScience UK provides practical information on employment, funding and daily life as well as scientific news and the science job portal.

http://www.myscience.org/

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National Centre for Universities and Business
National Centre for Universities and Business

National Centre for Universities and Business

• The National Centre for Universities and Business commits to extend the reach of our National Engineering Competition for Girls by working with STEMNET to promote it to a wider audience.
• The National Centre for Universities and Business commits to run a pilot programme with a group of universities to find ways to improve student recruitment measures and attract more women onto technology and engineering courses.
• The National Centre for Universities and Business commits to conduct new research into reasons for the significant variance, by institution, in the proportion of women studying technology and engineering.

Between May 2014 and May 2015, NCUB will:

Engage with young people
• Extend the reach of our National Engineering Competition for Girls, which will open in September 2014. We will work with STEMNET, whose ambassadors have contact with 80% of all secondary schools, to promote the competition to girls and provide support to STEM clubs who enter the competition.
• Continue to work with others, including by increasing our presence at the Big Bang Fair for the conclusion of the competition.

Contribute to a national campaign
• We will work with around five universities, with which we enjoy close links, to run a pilot programme to examine how they attract women onto their technology and engineering courses. The pilot would include involvement with schools and businesses to ensure a joined-up approach.
• Activities could include increased university and business involvement in schools, e.g. outreach visits and young female role models.
• It could also include reviewing their marketing literature and recruitment methods through focus groups with girls and young women, and expanding other methods of reviewing practice with others who are already working in this space e.g. Athena Swan.
• Our initial suggestions for universities to approach are Warwick, Aston and Coventry.
• Based on the pilot with the 5 universities, good practice can be shared and other universities encouraged to review their recruitment of women onto technology and engineering courses.

Increase women in technology and engineering in your own organisation
• The proportion of women on technology and engineering degrees varies hugely by institution. We propose to carry out further desk research, including data analysis and interviews with universities, to establish the reasons behind the disparity and highlight areas of good practice.

Background
The NCUB is an independent not-for-profit business that launched in April 2013, building on the twenty-five year history of predecessor body the Council for Industry and Higher Education. Our vision is to increase the prosperity and well-being of the UK through world-leading business-university collaboration.

www.ncub.co.uk

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National Grid
National Grid

National Grid

• National Grid commits to extending our reach to more schools and students - girls and boys- over the next three years, to promote STEM via our employee ambassadors, and bring engineering to life in a fun and engaging way.
• National Grid commits to showing young people, especially girls, the exciting and inspiring opportunities in engineering and technology, through our flagship week long work experience course and through open house visits to our sites.
• National Grid commits to boosting female and overall participation in STEM by helping join up school with the world of work, through our careers education programme, Careers Lab.
• National Grid commits to working collaboratively with other businesses and organisations to promote STEM and engineering careers to young people. Working together we can make a bigger and better impact.

Steve Holliday, Chief Executive, National Grid

"There's still a huge perception in some industries, definitely in the energy industry, that women can't succeed and can't get through... We need to change those perceptions."

Who we are / our commitment

National Grid's job is to connect people to the energy they use, safely. We are at the heart of one of the greatest challenges facing our society - delivering clean energy to support our world long into the future.

With 87,000 bright minds needed annually to meet demand in the UK's engineering sector over the next ten years, and only 51,000 currently joining the profession each year, the problem is certainly palpable. And it's a problem not only for the sector, but also for the economic growth and prosperity of the UK as a whole as over half of all new jobs created in the next decade will require STEM skills. As the Perkins Review highlights, the UK has the lowest proportion of female engineers in the European Union, less than one in ten engineering professionals is a woman. This is a crucial issue. We simply are not drawing on the whole of the talent pool.

As a sector, we need as many creative minds as possible to design solutions for a low carbon future. And this is a big task! We need to challenge the limited narratives, and old fashioned stereotypes created around what young girls are able to achieve - eliminating gender disparity and letting them know that they have the right to be the next best inventor or noble prize winning physicist.

At National Grid we are committed to championing and celebrating the power of diverse thinking and will do our best to transform perception of women in engineering to better not only the sector, but also the future prosperity of the country.

Cheri Warren - Vice President, Asset Management

"As you get women more into our business and more into the industry how you transform it will be different than it would've been had they not been a part of it. It's very exciting."
We are proud to support the Women into Technology and Engineering compact and as part of our commitment
• We pledge to engage with more young people - girls and boys- to promote STEM over the next three years;

• commit to showing girls the exciting and inspiring opportunities in engineering and technology;

• commit to working collaboratively with other businesses and organisations to promote STEM and engineering careers to young people. Working together we can make a bigger and better impact.

Promoting STEM to young people

Our National Grid employee ambassadors deliver a range of different programmes across the UK to promote STEM in a fun and engaging way to both girls and boys. These include delivering our custom School Power programme in schools; taking time out to run Imagineering after school clubs, and giving talks on energy and engineering.

This year we are pleased to have partnered with VEX Robotics, the largest robotics programme in the world, to provide support and funding for an inter school robotics competitions.

During March, National Grid took part in the Big Bang Science fair, attended by over 75,000 visitors and later this year National Grid will take part in the Imagineering Fair and Teentech events held across the country. We also will continue our sponsorship of Engineering UK's Tomorrows Engineers initiative.

Through our employee ambassadors, and the programmes and partnerships that we support we can engage with young people, students and their teachers and promote STEM in a variety of different ways.

Looking ahead we will extend our reach and commitment to promoting STEM with even more young people, students and schools over the next three years.

Inspiring girls & highlighting opportunities in engineering and technology

Working with the Smallpeice Trust, every year we give 50 girls and 50 boys a chance to spend an intensive week-long engineering residential course at our dedicated Eakring Academy in Nottinghamshire, giving them first hand experience of the exciting opportunities that exist in engineering, breaking down misconceptions and demonstrating the importance of STEM subjects.
National Grid also hosts a series of Open House visits each year to our operational sites to give secondary school students (Years 9-12) and teachers insight into future energy challenges and how gas and electricity systems work. As part of the Open House experience students can visit a 400,000-volt substation, a high-pressure gas station or one of our major control centres and learn about energy, engineering and get a taster of a professional, work-based environment.

Working collaboratively to join up school and world of work
Over the past 12 months, National Grid has been working closely with a number of schools and businesses to develop a cross sector framework called Careers Lab. It's been piloted in five schools across the Midlands and with input from teachers, we've designed four modules to inspire 11-16 year-olds about the world of work.
We believe it's vital for businesses to play an active role in supporting careers provision in schools to provide real insights into the breadth of opportunities available in the world of work, and enabling closer alignment between young people's aspirations and future opportunities.

Following a successful pilot, we will look to scale up the Careers Lab programme working collaboratively with a consortium of businesses, including Capgemini, Costain, HS2 and Whitbread, and later this year we will support a business led careers experience "That Could Be Me is a careers experience" at the Science Museum.

http://www2.nationalgrid.com/
http://www2.nationalgrid.com/responsibility
http://www2.nationalgrid.com/responsibility/Connecting-for-tomorrow/Inspiring-for-the-future/

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National Nuclear Laboratory
National Nuclear Laboratory

National Nuclear Laboratory

• NNL commits to increasing the number of STEM Ambassadors within the organisation by 25% by 2016.
• NNL commits to holding an open day in autumn 2014, open to at least 50% of the major secondary schools in our key catchment areas, highlighting STEM careers in nuclear and, in particular, opportunities for women in the sector.
• NNL commits to supporting at least six separate events and initiatives across the North West which are aimed at promoting STEM subjects and career choices to females in schools and further / higher education.

The UK's National Nuclear Laboratory (NNL) offers a breadth of technical products and services covering the complete nuclear fuel cycle, from fuel manufacture and power generation to reprocessing, waste treatment and disposal. We operate from six sites in Cumbria, Lancashire, Cheshire, Gloucestershire and Oxfordshire, although most of our work is focused around our sites in the North West of England, and we are the second biggest industrial employer in West Cumbria.

With over 10,000 person-years of nuclear experience across the fuel cycle, coupled with world-leading nuclear R&D facilities, we deliver the experts and technologies that ensure the UK nuclear industry operates safely, efficiently and cost effectively.

NNL plays a central role in the co-ordination of UK nuclear research and development and maintains close links with academia and industry. We support Government in safeguarding the UK's nuclear skills and capabilities and provide advice on key strategic decisions.

The scope of our work includes measurement and analysis; waste and spent fuel technology; fuels and radioisotopes; safety management; asset care; security and environmental services.

Our UK customers include the Nuclear Decommissioning Authority, Sellafield Ltd, Magnox Ltd, Springfields Fuels Ltd, EdF Energy and the Ministry of Defence. We also serve other customers in the UK and worldwide.

NNL is totally committed to being an Equal Opportunity Employer, to eliminating discrimination of any kind in the workplace and to boosting the numbers and the profile of women in all roles across our business. We fully support initiatives such as the newly-established "Women in Nuclear" group and we aim to provide active support wherever possible to initiatives across the North West of England which are aimed at promoting STEM subjects and career choices to females in schools and further / higher education.

NNL Managing Director, Prof Paul Howarth, said:

"I fully support the Government's Women in Technology and Engineering Campaign. I'm proud to have many fantastic women at all levels of our business who impress and inspire me every day. But like many technology-based companies, the women in our workforce are in a minority. I am committed to help support, firstly, efforts to encourage more women into the study of STEM subjects and then to boosting the proportion of our business who are female. At a time of potential growth for the nuclear sector it is simply common sense for us all to make sure that women play a full part in the industry alongside their male colleagues.

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National Space Centre
National Space Centre

National Space Centre

• National Space Centre commits to engaging 125,000 women and girls with space science and engineering in the coming year.
• National Space Centre commits to delivering GCSE, A level, BTEC and apprenticeship programmes to 2,000 girls and 300 female teachers.
• National Space Centre commits to inviting high profile female speakers to its showcase events.

From May 2014 to May 2015 the National Space Centre will:
• Engage 125,000 women and girls with space science and engineering in the coming year.
• Engage 35,000 primary school girls in tours, presentations and workshops.
• Deliver GCSE, A level, BTEC and apprenticeship programmes to 2,000 girls and 300 female teachers.
• Ensure a strong female representation of staff. The National Space Academy Manager, Co-ordinator and Lead Physics Teacher are all female, and 50% of its teachers are female.
• Produce thirty teacher training films for the European Space Agency. Two of the three presenters will be female.
• Invite high profile female speakers to its showcase events.
• NSC Creative's most recent planetarium show, We Are Aliens, features four scientists of which two are female. It will be seen by over 1 million people this year.
Background:

The National Space Centre charity runs three business units: the National Space Centre visitor attraction, National Space Academy and NSC Creative. It employs 140 people of which 55% are female. The visitor attraction welcomes 250,000 people per annum to enjoy its hands-on exhibitions, planetarium, spaceflight simulator, talks and workshops. The National Space Academy uses space as a context by which to teach STEM subjects to GCSE, A level and apprenticeship students and their teachers via a UK network of 30 teachers, scientists and engineers. NSC Creative is the biggest producer and distributor of planetarium shows worldwide.

www.spacecentre.co.uk

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Nationwide
Nationwide

Nationwide

• Nationwide Building Society commits to sponsoring a Chair in Maths or Physics for the next three years.

Nationwide is the world's largest building society, owned by and run for the benefit of it's 15m members. Nationwide is proud to invest 1% of its pre-tax profits in community and charitable activities. In fact, it's something that Nationwide's members asked them to do.

As part of their Citizenship work, the building society created Nationwide Education back in 2007. Since then, it's gone from strength to strength attracting over 50 million hits and downloads, but always staying true to the principle of being free to use and independent of Nationwide products and services.

Building on this success, Nationwide recently announced a new UK-wide programme called 'Talking Numbers', which aims to improve the numeracy of 200,000 young people by 2017.

Why numeracy? Research conducted on behalf of Nationwide Building Society reveals teenagers are struggling to master everyday number skills, as fundamental as working out correct change or choosing the cheapest products in shops. By tackling poor numeracy Nationwide wants to address the root cause of the difficulty many people have with financial decisions.

The research also showed that significant numbers of young people felt they simply "couldn't do maths" (31%) or they "found it boring" (45%). So Talking Numbers is about making maths fun, accessible and memorable.

Here is a breakdown of Talking Numbers:

MoneyLIVE! at Safeside - using real life, everyday scenarios within a mock village to teach safety and financial education.

Rock Club - Pupils use their maths to plan their own rock concert and be in the running to win tickets to the Rock Assembly at Wembley in July.

Support for Academy Chains - AET is the first chain Nationwide and Transformation Trust are working with to improve numeracy. Nationwide specifically wants to support schools where over 30% of students receive free school meals.

Number Crunchers - a Nationwide staff volunteering scheme offering 1 to 1 support to primary school pupils.

In addition Nationwide Building Society is a founding partner of National Numeracy - a charity that aims to improve the numeracy of 1 million adults across the UK.

Nationwide is pleased to support the Chairs in Maths & Physics, the skilled expertise they will provide will enable the academy chains that we are partnering with to deliver the Talking Numbers programme and help young people acquire the everyday number skills they will need to get on in life.

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Nestlé UK
Nestlé UK

Nestlé UK

• Nestlé commits to continuing to look at ways to leverage its female STEM Ambassadors to encourage more women into STEM careers, focusing on its young apprentices, graduates and senior leaders within the organisation. As part of this our global Product Technology Centre which has world-leading STEM expertise will be involved in the ambassador programme.
• Nestlé commits to quadrupling the number of both female and male STEM Ambassadors to 30 by end of 2015 .
• Nestlé commits to including 20 new schools in its 'Nestlé Needs YOUth' school and college engagement programme in 2015 reaching an additional 2,000 14-19 year olds. The programme currently reaches 4,000 young people across 40 schools.

Overview of Nestlé UK
As a leading food manufacturer, Nestlé UK is committed to playing our part in helping raise the profile of our industry and the importance of skills for future growth.

In November last year, we launched the Nestlé Youth Employment Initiative which will create 1,900 employment opportunities in the UK for young people over the next three years and offers meaningful paid work experience focused on STEM functions within our business.

We launched our Nestlé Academy UK programme in 2011 offering flexible entry points to attract young people at different life stages. We provide varied career development routes throughout our organisation as we all know there is not one set career path for individuals to follow.
Apprenticeships are an absolutely critical part of this programme and we have been offering them to young people for the last 40 years and are committed to leadership in this area.

There are many STEM focused careers paths within our business from food scientists to infrastructure engineers.

Ensuring we have a sustainable pipeline of talent for theses careers is key to the future success of our business.

This is why we are pledging our support for the new Women in STEM Compact for business through the following commitments:

Existing commitments: Nestlé UK recruitment methodology

• We will continue to focus our Nestlé Academy recruitment process on a strengths-based model to eliminate unconscious bias. This enables us to ensure that we continue to appeal to everyone, in order to improve diversity and gender balance across our business, and strengthen our talent pool into the future.

Fiona Kendrick - Chairman and CEO of Nestlé UK & Ireland:

"Our success and the success of many others in industry depends on our ability to remain competitive and innovate, but a lack of engineering, scientific and technical expertise will hold our industry back. Inspiring and supporting a new generation of talent into careers in STEM is an absolute key focus for us. As a responsible employer we are committed to improving diversity and gender balance across our business and are pleased to support this new Compact for business.•

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Network Rail
Network Rail

Network Rail

• Network Rail commits to running the UK-wide 'Girls in IT - Could IT B U?' competition annually until 2016, and will seek to raise awareness of the competition among 2,000 girls aged 16-18 in 2014, 3,000 girls in 2015 and 4,000 girls by 2016.
• Network Rail commits to encouraging 30% more women to apply to our Group Business Services IT Graduate and Placement Programme by 2018, through engaging with women on Computer Science and IT degree courses and hosting lunches and presentations on University campuses.
• Network Rail commits to working with 5 secondary schools within the Milton Keynes community reaching 500 14-18 years old girls per year, and 2,500-3,000 young people by 2018; running work experience weeks and working through the outreach programmes such as mentoring.
• Network Rail commits to working to meet the University Technical College's (UTC) target of attracting 30% female students to join the first intake in 2016, and we will promote opportunities for female applicants from UTCs to secure careers in technology and engineering by providing appropriate role models and mentors at the point of career decision-making.
• Network Rail commits to recruiting 500 apprentices in the next 3 intakes, and aim to significantly improve our attraction rates of females wishing to join our Scheme to at least 12% by 2016.

We run, maintain and develop Britain's rail tracks, signalling, bridges, tunnels, level crossings, viaducts and 19 key stations. With some 34,000 workers we provide Britain with a safe, reliable and efficient 21st Century railway. Ours is a truly exciting and vibrant business with a great range of careers for everyone - from engineers to IT specialists and signalers.

By 2019, we will carry 30 per cent more freight than today and there will be an extra 170,000 seats at peak times every day for commuters. CO2 emissions per passenger will be cut by 25 per cent, the equivalent of one million lorries off our congested roads, as we are the fastest growing railway in Europe.

To achieve our ambitions of delivering a better railway for a better Britain, it is crucial that we invest in our people and this year we published 'Everyone' our diversity and inclusion strategy for the next five years. This strategy describes our aspirations to be a more open, diverse and inclusive organisation, because we know that this will enhance our safety and performance. Businesses which are able to draw people from different backgrounds, experiences and expertise to work together effectively, are more creative and innovative, more engaged and high performing; and we want to be a leader in our industry and a business that is considered to be world class.

We acknowledge that there is an under-representation of women in engineering and technology, which is why we sponsored Women in Science and Engineering (WISE) last year and will do so again in the coming years. It also why we hosted the Could IT be You competition this year, to encourage young women in years 12 and13, to consider potential future careers in technology.

We have also set up our own staff network for women, called Inspire which is sponsored by our Chief Executive Mark Carne, and we are represented on the steering group of Women in Rail. Our ambitions are to increase the number of women working in our business year on year to exceed the industry standard.

Similarly, we are committed to the Tomorrow's Engineers programme, and we will continue to provide support to schools through our engagement work to inspire the next generation of engineering talent. We remain ambitious with our plans to bring science, technology, engineering and maths to life through our network of STEM ambassadors, supporting their release to help develop our potential future recruits and promote the range of excellent careers in our business and across technology and engineering sectors.

As the lead employer partner at the Westminster University Technical College (UTC), specialising in transport engineering and construction and a founder member of the Baker Dearing Trust employer group, we will work with other engineering employers to increase the number of girls achieving STEM qualifications at UTCs nationwide.

We have a significant contribution to make to improve the diversity within engineering and technology and look forward to collaborating with others to deliver our collective pledges.

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NHS England
NHS England

NHS England

• NHS England commits to becoming an ambassador for women in STEM and to share their experiences with other science based employment sectors over the next 2 years.
• NHS England , working in conjunction with Health Education England, commits to continuing its recruitment, training, career development and recognition for women working in these vital basic science fields through specific initiatives such as Healthcare Science Awareness Week, outreach programmes with schools and in Awards over the next 12 months.

Since 2005 the NHS has seen a significant increase in the number of women both training and working in STEM related fields and in top leadership positions. This includes in all of the 45 plus recognised specialisms within the Healthcare Science workforce such as in, genetics and genomics, clinical physiology and technology, medical physics and clinical engineering; playing a vital role in the diagnosis and specialised treatment of most episodes of care as well as across the innovation pipeline from invention to adoption of science and technology applied to health. Over the past 8 years there has been active promotion of careers in the health service for women and opportunities for structured education and training and career development in new and transformed patient centred roles under the UK Modernising Scientific Careers programme led by the Chief Scientific Officer.

NHS England, Chief Scientific Officer, Professor Sue Hill is delighted to support this important initiative and will continue to support and encourage women who want to apply their basic science and technological knowledge, skills and expertise to improve outcomes for our patients and communities.

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Nissan
Nissan

Nissan

• Nissan commits to visiting over 500 schools in the next 18 months to promote STEM subjects and careers in Engineering.
• Nissan commits to recruiting a minimum of 15% of candidates for its industrial training placements, and 20% for its graduate programme within R&D engineering function, in order to encourage women into engineering careers.
• Nissan commits to sponsoring 5 female A level students at college in 2014 and 2015 as part of building a pipeline to encourage women into engineering.


Nissan has been the largest manufacturer of cars in the UK since 1998, with four sites focusing on design, R&D, manufacturing and sales and marketing directly employing around 8,500 people. Across the whole of the UK, it is estimated that Nissan's operations support a further 26,000 jobs in the supply chain and 3,900 jobs across the dealer network.

Nissan's Sunderland Plant (NMUK) is at the heart of the company's UK presence. NMUK is the biggest automotive manufacturing facility in the country, producing more that 500,000 vehicles a year and employing over 7,000 workers. Total plant volume since 1986 stands at more than seven million units with 80 per cent of production exported to 104 markets worldwide. Nissan has invested over £3.6billion in the plant since 1986, to support facility expansion, new model line-ups and job creation in the North East. NMUK produces the Nissan Qashqai, Note and Juke and the 100% electric Nissan LEAF as well as lithium-ion batteries at its battery plant.

Nissan Technical Centre Europe (NTCE) in Cranfield, Bedfordshire is Nissan's centre of excellence for the design and development of vehicles manufactured in our European plants. NTCE is a central player in Nissan's global operations and is pivotal in the development of next-generation vehicles and the further enhancement of the Nissan range. Employing more than 950 people, NTCE is part of Nissan's global integrated research and development network with centres in Japan, the US, Europe, South Africa, Mexico and Brazil.

Nissan Design Europe (NDE) is located in the centre of London, a city at the forefront of modern art, architecture and design trends. NDE is an essential component of Nissan's global design effort and is behind many of Nissan's distinctive model range, including the Nissan Qashqai - the model that reinvented the crossover segment in the UK. NDE employs approximately 60 people, and was the first automotive design facility to introduce a clay-modeling apprenticeship in the UK.

Nissan Motor GB Limited (NMGB) is the central hub for all sales, marketing and distribution activities for Nissan passenger cars, light commercial vehicles and services throughout the UK. Employing 190 people at its facility in Maple Cross, Hertfordshire, NMGB is the driving force behind sales activity in the UK and is responsible for brand reputation.

The success of Nissan's UK operations has seen a number of UK employees take up global leadership roles within the Nissan group, including current Executive Vice Presidents Trevor Mann CBE and Andy Palmer CMG.

As a global automotive company we sell cars to both men and women. In order for us to design and develop cars that meet the requirements of both men and women we need to encourage more women into engineering. This has and continues to be a significant challenge for the industry and one that Nissan takes very seriously, therefore Nissan pledges to:

• Visiting over 500 schools in the next 18 months to promote STEM subjects and careers in Engineering.
• Recruiting a minimum of 15% of candidates for its industrial training placements, and 20% for its graduate programme within R&D engineering function, in order to encourage women into engineering careers.
• Sponsoring 5 female A level students at college in 2014 and 2015 as part of building a pipeline to encourage women into engineering.

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North Nottinghamshire College
North Nottinghamshire College

North Nottinghamshire College

• North Nottinghamshire College commits to carrying out research into attitudes amongst young women towards vocational careers in the technology and engineerig sectors
• North Nottinghamshire College commits to working in partnership with local business to support initiatives encouraging girls and women to study engineering and technology subjects

To increase the numbers of girls and women entering the engineering and technology sector we will:
• Carry out research to determine general perceptions of engineering and in particular the attitudes towards females choosing vocational careers in the Engineering/Technology sector.

This will be done in a number of ways. A questionnaire will be used to gather information from various sources/institutions. This will include schools, colleges, universities and the general public domain. The information will then be used to generate ideas of ways to improve/ change perceptions and encourage more girls/women to choose careers within the engineering/technology sector.

• The college will make a pledge to become involved with and support initiatives to promote and encourage girls/women to study engineering and technology

We are already in liaison with a local company who will be participating in the 'National Women in Engineering' day and are looking to have active involvement on the day. We aim to be actively involved and contribute to any future campaigns to encourage more girls/women to choose careers within the engineering/technology sector.

• We aim to improve the numbers of enrolments of female students on to our Engineering and technology courses.

There will be an active campaign aimed at targeting female students, particularly in the 13-16 age range. This will be done by the organisation of promotional events such as open evenings, school visits and other marketing methods.

We will also:
• ensure that STEM education is given focus and value within our college.
• promote and develop a cross-curricular approach and make STEM a central theme within the college.
• be a civic leader in supporting economic growth and innovation within our local community and provide a skilled workforce which meets the demands of local industry.
• provide a high quality teaching and learning experience for all STEM learners.
• continue to invest and build knowledge, understanding and expertise to support and develop the sustainability drive within the region.
• identify ways in which new and emerging technologies can be integrated into the curriculum to develop new and exciting career pathways for our learner.
• commit to actions aimed at improving the numbers of women entering the technology and engineering workforce at all levels.

STEM Vision
The focus of our STEM strategy will be:
• to increase the numbers of students engaging and enrolling on STEM related curriculum and course.
• to use STEM to improve and drive excellence across the college.
• to maximise student performance and endeavour to ensure that all students reach their full potential.
• to provide a service that meets the current and future needs of local business and economy.
• to produce learners who will meet the current and future skills gaps.

Background
North Notts College has recently engaged with the 'New Engineering Foundation' in order to promote and develop the STEM strategy at the college. We are working towards STEM assured status and currently in the 'STEM in development' process.

The process has enabled us to create a vision for the college, which is to become a first choice provider of STEM related education and create an environment that delivers excellence in Science, Technology, Engineering and Mathematics. Our focus is to promote, develop and integrate STEM across the curriculum.

www.nnc.ac.uk

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Northern Gas
Northern Gas

Northern Gas

• Northern Gas commits to sponsoring a Chair in Maths or Physics for the next three years.

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Opportunity Now
Opportunity Now

Opportunity Now

• Opportunity Now commits to work with STEM employers and campaigners to act on the recommendations from Project 28-40; the biggest ever study of women at work.
• Opportunity Now commits to promote and highlight employers that increase the number of women working in engineering and technology.
• Opportunity Now commits to help STEM employers to lead on women's recruitment and progression, moving it from a diversity initiative to a core business priority.

Between May 2014 and May 2015, Opportunity Now will:
• Share the sector breakdown of data from Project 28-40 to STEM organisations to provide further insight into the issues women face in these sectors.
• Offer consultancy to support employers applying the recommendations.
• Continue to promote and highlight best practice employers that have increased the number of women working in engineering and technology through the Opportunity Now Awards. These include Inspiring the Workforce of the Future Award and Advancing Women in the Workplace Award for employers, including STEM employers, who are working to address the recruitment, progression and retention of women. They recognise public and private sector organisations that have put gender at the heart of their business and are committed to creating inclusive workplaces for women at all levels.
• Host case studies on the Opportunity Now website for any organisation to access
• Promote the Women into Technology and Engineering Call to Action and encourage the STEM organisations we work with to support the Call to Action by committing their own pledges.
• Help STEM organisations to take the lead on women's recruitment and progression, moving it from a diversity initiative to a core business priority. One of the recommendations emerging from Project 28-40 is for UK business to make progression and retention of women a key business priority like any other.
• Opportunity Now works with organisations to ensure they have clear targets and measures for success to help monitor the recruitment and progression of women in their organisations.
• We commit to working with employers from the STEM sector to provide further insight into the issues women face in these sectors.

Background
Opportunity Now is the gender campaign from Business in the Community. Opportunity Now aims to increase women's success at work because it's not only good for business but good for society too. Opportunity Now empowers employers to accelerate change for women in the workplace. We work with our membership of employers from private and public sectors to offer tailored, practical and pragmatic advice on workplace issues.

Opportunity Now is the driving force behind Project 28-40, the largest ever UK study of women at work. Opportunity Now commits to sharing relevant sector data from Project 28-40 with STEM employers and campaigners, working in partnership to convert its key recommendations into action plans. Project 28-40 received over 25,000 responses from women and men across UK, including a significant response from the STEM workforce. We commit to working with employers from the STEM sector to provide a breakdown of these data and responses, offering further insight into the barriers faced by women in these fields. We will offer additional support to employers to implement the Project 28-40 recommendations over the next 12 months. We offer 23 years of experience and expertise working with over 170 employers to address gender equality in the workplace.

http://opportunitynow.bitc.org.uk/

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Our Dynamic Earth
Our Dynamic Earth

Our Dynamic Earth

• Our Dynamic Earth commits to striving to ensure all our science programmes and exhibitions appeal equally to both genders.
• Our Dynamic Earth commits to engaging with 3,000 girls and women from across Scotland in our outreach activities at festivals and within their communities.
• Our Dynamic Earth commits to pro-actively seeking female scientists and engineers to work with the public and schools.

From May 2014 to May 2015 Our Dynamic Earth will:
• Continue to have high achieving female science role models on our staff, delivering exemplar physical and Earth science activities to schools and families.
• Specialising as we do in Earth science subjects, a subject area attracting a lower proportion of women into further education and future careers, we will continue to strive to ensure all our science programmes and exhibitions appeal equally to both genders by approaching our specialist subject area through arts, music and drama as well as through the more traditional routes.
• The Science Learning team will engage with over 10,000 girls of school age within the centre through enriching and challenging investigative science and technology based activities focusing on Earth and physical science topics.
• Through our children's club, Dino's Dynamos we will engage with an additional 50 girls between the ages of 6 and 14 through informal science/arts activities at the centre and a further 300 girls during after-school club outreach activities.
• Engage with 3000 girls and women from across Scotland in our outreach activities at festivals and within their communities.
• Continue to engage informally through our exhibition with over 100,000 women and children.
• When inviting scientists and engineers in to work with the public and schools we will pro-actively seek women.
• We will continue to offer focused, directed CPD opportunities for all staff, including attendance at WISE events when appropriate.
• Look to promote the depth and breadth of career opportunities within the sciences seeking to highlight some of the less mainstream career opportunities such as those within science communication working with schools and universities.
• Foster partnerships with other colleagues and organisation to further promote girls and women in Science.

Background
Our Dynamic Earth, situated at the heart of Edinburgh, is a unique science learning resource offering its visitors; public, community, school pupils and practitioners, an unrivalled interactive experience. With over 100,000 women and girls accessing the centre each year, and specialising as it does in Earth and the environmental sciences, the centre delivers lifelong learning opportunities for all in an accessible, engaging manner. Complimenting and strengthening the experience is a curriculum linked indoor and outdoor learning programme, physical science programmes for both primary and secondary pupils, a diverse programme of interdisciplinary, bespoke events and an adult-led learning community programme.
Website:

www.dynamicearth.co.uk

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Oxford Brookes University
Oxford Brookes University

Oxford Brookes University

• Oxford Brookes University commits to expanding its outreach activity in 2014 to include a Brookes Science Bazaar and a National Women in Engineering Day event for schools.
• Oxford Brookes University commits to using interviews in the STEM subject areas as a mechanism for recruiting female students.

Oxford Brookes University pledges to:

Supporting Female Students
• Expand our outreach activity in 2014 to include a Brookes Science Bazaar and a National Women in Engineering Day event for schools, and a public Athena Swan Lecture with a high profile speaker.
• Ensure our external communications to potential applicants include representations of women in the STEM subjects.
• Extend our pilot women's mentoring scheme to support female postgraduate STEM students across the University following successes in the Faculty of Health and Life Sciences.
• Include a good proportion of female academic staff and female student guides at all recruitment events.
• Use interviews in the STEM subject areas as a mechanism for recruiting female students.

Supporting Female Staff
• Continue to work hard with our staff, particularly in relation to our equality and diversity strategy, to maintain our Investors in People Gold Standard status.
• Monitor and work to enhance the participation of under-represented groups, including of women staff and students in STEM subject areas, in the University through our Widening Participation Advisory Group, the Equality and Diversity Advisory Group, and the Athena Swan Self-Assessment Group.
• Support the Faculty of Health and Life Sciences and the Faculty of Technology, Design and Environment, which include STEM subjects, to apply for Athena Swan status in 2014/15.
• Continue our commitment to offering leadership and development programmes for women by nominating staff candidates to participate, as attendees and role models, in the Leadership Foundation's Aurora leadership programme each year.
• Offer the Springboard Women's Development Programme to all women in the University and take action under the HR Excellence in Research Award to improve women's participation as•research-active" staff.
• Monitor/increase the percentage of women in STEM subject areas joining the staff mentoring scheme, which includes a specific element to support women in science and provides access to female mentors.
• Continue our annual women in leadership event chaired by the Vice Chancellor.

Background
Oxford Brookes is one of the UK's leading modern universities and enjoys an international reputation for teaching excellence and innovation as well as strong links with business and industry.

www.brookes.ac.uk

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pivigo academy
pivigo academy

pivigo academy

• pivigo academy, supported by KPMG, commits to ensuring that at least 30% of Europe's brightest PhD students enrolling on the five-week Science to Data Science course (www.s2ds.org) for 2014 are female.

Innovation has always thrived on diversity; diversity of backgrounds, opinion and skills. Having different viewpoints on a problem and, as a team, discussing what is the best approach will typically improve the overall solution. It is therefore extremely important that all types of people are represented in all disciplines, including Data Science.

Society is waking up to the huge potential that data and analytics can deliver. The use of accumulated personal and commercial data will revolutionise our society and improve our lives. The people who understand how to work with this data, the Data Scientists, tend to come from STEM backgrounds such as Physics, Computer Science, and Engineering, and Data Science is an excellent career path for STEM students to consider after their studies.

Data Science has emerged from the rather•geeky" and male-dominated world of computing and hence, the gender balance in the industry is very poor. No numbers have been published, but it is estimated that approximately 10 - 15% of all those who call themselves•Data Scientists" are female. This is not good enough.

pivigo academy, supported by KPMG, commits to ensuring that at least 30% of Europe's brightest PhD students enrolling on the five-week Science to Data Science course (www.s2ds.org) for 2014 are female.

We believe that Data Science is an extremely exciting and inspiring career to strive towards for anyone and everyone in today's younger generation. The first step towards that career is a degree in a STEM subject.

Kim Nilsson
Managing Director of pivigo academy and Astrophysics PhD

Pivigo academy
pivigo academy was founded by Kim Nilsson, a Swedish astrophysicist who experienced first-hand the difficulties many highly qualified academics encounter setting out to find a job in the commercial sector. pivigo academy are launching the UK's first Data Science Summer School building a pipeline of talent in the Data and Analytics space filling the huge demand for data scientists in the UK.

pivigo academy is dedicated to training and mentoring high quality PhD and post-doctoral candidates in the skills they need for commercial roles. The initial project S2DS - Science to Data Science is a five-week intensive training opportunity turning up to 100 analytical PhDs into commercial Data Scientists. The initial programme, held in London in August 2014, will see start-ups and established companies working with teams of high-quality, motivated PhDs on Data Science projects. For more information, please see www.s2ds.org or e-mail info@s2ds.org.

S2DS website: http://www.s2ds.org/
pivigo academy blog: http://pivigo.com/blog/
video: https://www.youtube.com/watch?v=9PVV5vEFYkg

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QinetiQ
QinetiQ

QinetiQ

• QinetiQ commits to expanding its existing STEM outreach programme which aims to inspire the next generation of scientists and engineers, to ensure we are reaching more girls.
• QinetiQ commits to actively supporting the BIS campaign.
• QinetiQ commits to creating an increasingly diverse workforce.
• QinetiQ commits to encouraging employees to take advantage of our volunteering policy to spend time promoting STEM in schools and young people.
• QinetiQ commits to expanding opportunities for young people to get into the workplace, through its membership of The 5% Club. Each year we will publicly declare in our annual report the number of apprentices and graduates on structured training programmes as a percentage of our overall employee base.

Background
As a significant employer of scientists and engineers, QinetiQ already has a great deal of engagement with young people to encourage them to consider careers in science and engineering.

One way we do this is through our enthusiastic commitment to Science Technology Engineering and Maths (STEM) Outreach programmes, underpinned by our employee volunteering scheme. Our STEM Outreach programme aims to inspire the next generation of scientists and engineers and to increase interest and enthusiasm for STEM amongst secondary school students to contribute towards increasing the number of individuals taking STEM subjects as apprenticeships or further education.

Only one in five applicants for apprentice schemes are female - but we can't think of any good reason why girls shouldn't be able to enjoy the satisfaction of an engineering career ... many just don't realise what an exciting option it is. That's why we want to make sure as we do STEM outreach we are talking to both girls and boys.

Within our own workforce we have pledged to create an increasingly diverse workforce and are a core member the Employers Network for Equality and Inclusion (ENEI) which promotes diversity and inclusion in employment. QinetiQ also led the launch of The 5% Club, an initiative designed to invest in the younger generation by creating momentum behind the recruitment of apprentices and graduates in the UK.

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Queen Elizabeth Prize for Engineering
Queen Elizabeth Prize for Engineering

Queen Elizabeth Prize for Engineering

• The Queen Elizabeth Prize for Engineering commits to running a UK-wide schools event to engage young women aged 15 to 17 in engineering.
• The Queen Elizabeth Prize for Engineering commits to developing the global QEPrize Ambassadors network of young engineers so that at least 20% of those signing up, by the end of June 2015, are female.

Between May 2014 and June 2015, the Queen Elizabeth Prize for Engineering commits will:
• Run a UK-wide schools event with industry and academic speakers designed to engage young women aged 15 to 17.
• Develop the global QEPrize Ambassadors network of young engineers so that at least 20% of those signing up, by the end of June 2015, are female.
• Ensure that at least 50% of the engineers featured on the Create the Future website are female.
• Promote through QEPrize communications, activities and events the message that: 'Engineering is a great career for all young people'.

Background
The Queen Elizabeth Prize for Engineering is a global £1 million prize that celebrates the engineers responsible for a ground-breaking innovation that has been of global benefit to humanity.

The objective of the QEPrize is to raise the public profile of engineering and to inspire young people to become engineers.

http://createthefuture.qeprize.org/

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RBS
RBS

RBS

• RBS commits to sponsoring a Chair in Maths or Physics for the next three years.
• RBS is committed to ensuring that all young people are equipped with the necessary maths skills and knowledge to lead a healthy financial future.

RBS have pioneered financial education in schools since 1994 - first under Face to Face with Finance and now with MoneySense. Today the resources are used in more than half of all UK secondary schools.

RBS is committed to improving young people's financial understanding and capability to give them the skills they need for life. From September 2014, financial education is compulsory under the National Curriculum in England and Wales. We believe that, by working in partnership with the Maths Chair programme to raise the overall standard of maths and numeracy education, we can positively influence young people to make healthy and informed financial decisions in the future.

The RBS Maths Chair will work in one of our MoneySense schools to pioneer innovative ways of using maths to improve young people's understanding of real-world maths and finance, across the curriculum. We hope that the RBS Maths Chair and their school will become a beacon of excellence in financial education in the UK.

Using our pfeg (Personal Finance Education Group) quality marked MoneySense and Introducing Financial Mathematics teacher resources as a starting point, our Maths Chair will work with the school curriculum development and assessment team to help tackle the fear and apathy that can exist towards mathematics. By anchoring maths in the 'real world' context of finance, our Maths Chair will not only rehabilitate the subject with students but also have the opportunity to work with the school to embed maths across the curriculum. This in turn will help fuel the pipeline of young people opting for A' level mathematics courses.

Our Maths Chair will support this work with a high quality research and evaluation, ensuring that the learning can be available not only to other schools but to those who develop curricula. Our Maths Chair and their school will also benefit from support from our network of staff volunteers who can deliver additional activities such as finance, enterprise challenges and coding clubs, as well as preparing young people for the journey head with CV writing, interview skills, apprenticeships and work experience opportunities.

RBS looks forward to working in partnership with the Department for Education and the Brilliant Club to shape what has the potential to be a programme that delivers positive outcomes for young people and change the face of mathematics education.

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Redcar and Cleveland College
Redcar and Cleveland College

Redcar and Cleveland College

• Redcar and Cleveland College commits to actively promoting the Expressway programme to young women at recruitment events, open days and school roadshows
• Redcar and Cleveland College commits to working towards doubling the number of girls on the Expressway programme year on year

Redcar and Cleveland College will:
• Continue to promote the Expressway programme to young women at every opportunity, this includes course recruitment events, open days and school road shows
• Actively encourage more girls to join the programme by using female role models already working in the industry at these events to highlight different job roles and opportunities for women in engineering locally and beyond
• Aim to at least double the numbers of girls on the Expressway programme year on year
• Use the girls currently studying on the course to promote the programme other students and key stakeholders including local schools, employers and parents.
• Write case studies about these girls to promote the programme and engineering opportunities for women through the media
• Closely monitor and chart progress of the girls on the course to provide tangible evidence of the success of the programme
• Commit to support local and national campaigns promoting technology and engineering careers to women by using the college website and social media to promote specific activities and events
• Continue to encourage employers to come into the college and work directly with the students through group mentoring sessions, guest lectures and work shops
• Work with employers to provide structured and relevant work experience placements for all students on the programme
• Support events and activities organised by our partners and external stakeholders, including schools, universities and local and national employers, to promote STEM careers to women
• Ensure that parents are briefed and informed about the opportunities for their daughters to succeed in technology and engineering careers
• Work closely with the local feeder schools to ensure that girls are being encouraged at an early age to consider careers in these areas thus giving them the opportunity to study subjects that will allow them to do this
• Work closely with the four colleges involved in newly launched NE STEM project, led by the college, to ensure that they are actively encouraging girls to participate in all planned activities

The Redcar and Cleveland 14-16 Expressway programme
The 14-16 Expressway route is an exciting and innovative programme created by Redcar and Cleveland College with the support of local STEM employers, who helped design the curriculum offer, for Year 9 pupils in the area with an interest in a career in engineering.

The programme runs alongside other school studies and offers students a two-year programme of vocational study leading to a Level 2 BTEC Extended Certificate.

For the duration of the two year course students from four local feeder schools study for one full day a week at Redcar and Cleveland College. This includes project work and practical activities.

Career Academies UK
Career Academies support the Expressway programme by helping to develop the student's employability skills through the practical application of employer engagement.

For the duration of the 2 year course the students participate in a range of different activities giving them direct contact with employers locally, these include:
• Workplace visits
• Group mentor sessions
• Employability skills session i.e. CV writing and interview technique
• Work experience

Plus other one off activities such as attending STEM Employer board meetings, travelling to London to attend national student events and meeting a local MP.

www.cleveland.ac.uk

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Rolls-Royce
Rolls-Royce

Rolls-Royce

• Rolls-Royce commits to growing existing, and to developing new, STEM outreach activities targeting young women
• Rolls-Royce commits to increasing female STEM Ambassadors in order to have more female role models delivering outreach activities
• Rolls-Royce commits to increasing female participation in apprenticeship and graduate programmes and work experience placements

Rolls-Royce commits to growing existing, and to developing new, STEM outreach activities targeting young women.
Rolls-Royce is strongly committed to enthusing and inspiring young people to pursue rewarding careers in Science, Technology, Engineering and Maths (STEM) subjects.

We have launched a global target to reach 6 million people through Rolls-Royce STEM education outreach programmes and activities by 2020.

Our STEM education outreach programmes play a vital part in our early career pipeline strategy because we recognise that our future success depends on recruiting well qualified apprentices and graduates.

In 2013, we committed £3.2m to our STEM outreach programmes and activities, which focus on:
• 5-11 year olds - aiming to spark an interest in the STEM subjects and enthuse them
• 11-16 year olds - aiming to help them make informed choices about a future STEM career
• 16 year olds upwards - focusing on actual career choices and the options they could follow

Our programmes seek to reach diverse and under- represented groups and a number are specifically targeted at females. For example our partnership with Girl Guiding already reaches 150,000 women each year by providing STEM resources, supporting STEM activities at events and promoting the opportunities a STEM career can offer.

Our global STEM target means that, by the end of 2014, we will have a greater understanding of the impact of our current STEM outreach programmes. We will look carefully at the audiences our programmes reach to ensure we maximise every opportunity to engage women in our existing STEM outreach, and develop new activities to further extend our reach to a female audience.

Rolls-Royce commits to increasing female STEM Ambassadors in order to have more female role models delivering outreach activities
Today, Rolls-Royce has 800 active STEM Ambassadors delivering a wide range of STEM outreach programmes and activities in the UK.

We recognise the importance of providing strong role models with whom young people can engage and all of our apprentice and graduate trainees are encouraged to train as STEM Ambassadors.
We will look carefully at how we can increase the number of female STEM ambassadors involved in our programmes and activities, giving particular consideration to engaging our senior and high potential women as aspirational role models. Our ambition is to increase the proportion of our STEM ambassadors who are female from 20% to 30% by 2016.

Rolls-Royce commits to increasing female participation in apprenticeship and graduate programmes and work experience placements
Rolls-Royce is committed to developing a diverse and inclusive workforce.
Diversity is a key driver in our early career pipeline strategy, and our STEM education outreach programmes play a vital role in supporting recruitment of our apprentices and graduates of the future.
We will continue to increase the number of initiatives that encourage girls and women to consider careers at Rolls-Royce including sponsorship of the Target Jobs 'Female undergraduate of the year' where 6 of the 2013 finalists completed summer internships with us, sponsorship of the Talent2030 National Engineering Competition for Girls, provision of over 600 work experience placements for boys and girls and our sponsorship of the Girl Guides/Brownies Science badge etc

Paul Broadhead
Head of Community Investment & Education Outreach
Rolls-Royce Plc

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Royal Academy of Engineering
Royal Academy of Engineering

Royal Academy of Engineering

• The Royal Academy of Engineering commits to deliver a series of workshops to support University Technical Colleges to inspire girls to pursue STEM courses.
• The Royal Academy of Engineering commits to develop a checklist of ten actions employers can take to improve the retention and progression of women in predominantly male work environments.
• The Royal Academy of Engineering commits to arrange a series of activities for female engineers in partnership with everywoman, aimed at developing networks and leadership potential.

Between May 2014 and May 2015, the Royal Academy of Engineering will:

1. Supporting the aims of the Call to Action through our Diversity programme and wider Academy activities

• The STEM Diversity Programme, led by the Royal Academy of Engineering and the Royal Society, is the main umbrella activity that directly relates to this Call to Action. The Academy has built up two substantial networks that we will use as vehicles to promote, publicise and support the overall aims of the Call to Action. We will also use these networks as routes to engage others in meeting our pledges, as outlined below. The networks are:
i. The Engineering Diversity Concordat Group - led by Professor Dame Wendy Hall FREng, this group brings together the 36 professional engineering institutions (PEIs) with the Academy and the Engineering Council. Over 75% of PEIs have already signed our voluntary Engineering Diversity Concordat and we will continue to use this forum to network and share best practice. We will also aim to achieve signatures to the Concordat from the remaining institutions, with an aim of achieving 90% signature by May 2015.
ii. The Diversity Leadership Group (DLG) - led by Allan Cook CBE FREng. This group brings together 40 engineering employers and employer-led organisations. The main DLG, together with the 4 actions subgroups recently formed, provide a key mechanism for delivering pledges 3, 4 and 5 below.

• The Academy awards a significant number of grants and fellowships each year. We will commit to ensuring that every shortlist or nomination pool contains female representation, with aspiration levels between May 2014 and May 2015 as below:
o Engineering Leadership Advanced Awards: 40% total awards to female applicants
o Research fellowships: 15% female across the applicant pool and a balanced conversion rate across both genders between applications and awards
o Enterprise fellowships: 15% female across the applicant pool and a balanced conversion rate across both genders between applications and awards
o Academy Fellowship: our aspiration is that new elections to Fellowship will be between 10 and 20% female year-on-year, supported by a proactive approach to seeking female nominations. This is not set as a target but is used as an indicator of whether our search processes yield a sufficiently gender-rich nomination pool. Election to Fellowship is solely determined by excellence.

2. Supporting University Technical Colleges (UTCs) to inspire girls to pursue STEM

The Royal Academy will work with Women in Science and Engineering (WISE) to disseminate good practice to support University Technical Colleges (UTCs) to increase girls' participation in STEM, as detailed in the booklet UTC - Opening up new opportunities for girls. We will do this by:

• Facilitating the integration of good practice into relevant UTC activity
• Identifying actions for Principals, Governors, leadership teams of UTCs and their lead sponsors, both their own within their roles, and actions for their UTCs to support increased participation of girls in STEM.
• Developing the first stages of a strategic approach to working together regionally, and nationally, to address the under representation of women in STEM
• Delivering four regional UTC events to be delivered by September 5th 2014.

The target will be to engage all current UTCs in the dissemination workshops and to engage at least 50% of 'in planning' UTC at each workshop. This project has the longer-term potential to influence and reach out to large numbers of girls through the actions taken by UTCs in seeking to attract students at the end of key stage 3.

Workshops will be evaluated at point of delivery by WISE. A more reflective evaluation will be conducted by WISE and the Academy jointly after all the workshops and with input sought from BDT.

3. Improving progression and retention of women in STEM

This commitment focuses on the development of ten actions employers can sign up to and leverage to improve the retention and progression of women in predominantly male work environments. Specific objectives include:

• A letter signed by Allan Cook and other industry leaders, published in a national broadsheet newsletter, which identifies industry commitment to taking action and asking other employers to follow suit.
• Commitment by at least 75% of the 30 active DLG participant employers to adopt the action framework within the next 12 months.
• Agreement by these employers to measure impact of the actions. WISE will collate and share the results with other employers via their networks, and in collaboration with the Royal Academy and Royal Society's already well established diversity programmes.
• Commitment by the Sector Skills Council members of DLG to cascade the action framework through their networks.

The target audience will be senior leaders of influential companies in STEM sectors as well as girls. By using national newspaper such as the Times, Telegraph or Financial Times, we will reach a large section of this target audience. We aim to publish a final version no later than summer 2014.
Evaluation will be carried out by WISE, Royal Academy of Engineering and Royal Society's Diversity programmes.
We intend to use the WISE Awards on 13 November 2014 to promote the 10 steps to a wider audience. There are 3 relevant awards categories: WISE Employer, WISE champion and WISE leadership, all of which celebrate actions by companies and individuals who have made a positive impact on the retention and progression of women in STEM.

4. Networking and leadership development for female engineers

In partnership with everywoman, female engineers will be invited to participate in developing their networks and leadership potential. The project aims to:
• Develop confidence and provide tools to support progression in leaders and future leaders in engineering and manufacturing.
• Follow-up with the 2013 attendees (103 attendees from 24 companies) and planned 2014 event to find out how those women apply their learning, to assess impact on progression and decisions made by the participants and to provide feedback to the attendees' companies on the impact the leadership academy has on delegates and their organisations.
• Run a second one-day Leadership Academy for women in advanced manufacturing and engineering (AME), scheduled for 13 November 2014. We aim to have at least 100 women attend the one-day event, with at least 20 engineering companies represented.
• Enable women in AME to extend and build their peer network with women within and beyond their own organisations.
• Create a network of women in AME who can further inform how everywoman and the Academy develop the annual programme of activities.

The target audience is primarily female engineers and the companies that employ them. Follow-up surveys will be sent in April/May 2014 and again in November 2014 to coincide with the 2014 leadership academy event. A one-day event will be delivered by the end of the year which should reach 200 female engineers.

All events will be evaluated on the day and with three month follow-up surveys which will be reviewed periodically. Feedback on impact of the event will be shared with the employer populations we work with.

5. Inspiring young women to consider careers in engineering

The Academy supports Tomorrow's Engineers (TE) as the umbrella brand and coordination tool for business and professional body activities for those aged under-16. We will work with Tomorrow's Engineers in conjunction with the Diversity Leadership Group to strengthen business engagement in inspiring young people into engineering. The project aims to:
• Encourage all DLG participant companies to engage with the nationwide rollout of the Tomorrow's Engineers programme, as is being developed under the implementation of recommendation 4 from the Perkins' Review of Engineering Skills. In particular, the engagement toolkit that is to be developed by TE will be cascaded through DLG companies and their supply chains.
• In conjunction with TE and the DLG, the Academy will develop a common evaluation form for any school engagement activity and encourage its use by all DLG participants as part of their engagement. This will start to build up a consistent data set capturing what effect interventions have, with gender being a key element.
• Through TE and DLG, the Academy will source and cascade enhanced training guidance for ambassadors within companies who are engaging with schools or students. This will cover common engineering careers information that should be delivered, unconscious bias and the use of gender-neutral-/gender-positive material, imagery and examples.
• Through its position on the TE programme board and its funding contribution to TE, the Academy will drive towards an objective of targeting at least 50:50 representation of girls and boys in TE mixed interventions and of actively targeting minority groups (whether gender, ethnicity, disability, socio-economic disadvantage) across all interventions.

The primary target audience will be DLG companies, their ambassadors and those employees who engage with schools or students. The toolkit, evaluation form and training guidance will be produced by October 2014 and will be rolled out or adopted over the subsequent 6 months.

We aim for 75% of DLG companies to adopt the TE engagement toolkit by May 2015 and for all DLG companies that undertake school engagement to use a common evaluation form by May 2015, either in addition to or instead of their company-specific evaluation.

Evaluation will be conducted through polling within DLG and its subgroups and through TE programme evaluation and reporting

Background
As the UK's national academy for engineering, we bring together the most successful and talented engineers from across the engineering sectors for a shared purpose: to advance and promote excellence in engineering. We provide analysis and policy support to promote the UK's role as a great place from which to do business. We take a lead on engineering education and we invest in the UK's world class research base to underpin innovation. We work to improve public awareness and understanding of engineering.

The Royal Academy of Engineering wholeheartedly supports the aims and objectives of the Women in Technology and Engineering Call to Action. It has a focused programme of work targeted at increasing the diversity of the engineering profession by stimulating action through key stakeholders to increase the participation of women and other underrepresented groups.

By providing a platform for stakeholders to meet and drive change, through partnerships with a range of organisations, by coordinating activity and leading the way, the Academy is able to make a number of concrete commitments to increasing the participation of girls and women at different stages in the engineering skills pipeline.

Below are just the activities the Academy can commit to delivering over the next twelve months. As work with stakeholders and partners develop over the coming year, more activities and deliverables will be identified.

www.raeng.org.uk

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Royal Holloway
Royal Holloway

Royal Holloway

• Royal Holloway, University of London commits to launching a Department of Engineering and new Electronic Engineering degree programme.
• Royal Holloway, University of London commits to running seven schools lectures, one from each of our Science departments that promote science to school pupils.
• Royal Holloway, University of London commits to undertaking outreach visits to school by female scientists who will act as role models.

Royal Holloway, University of London will:

Engaging with Young People
1. Launch a Department of Engineering and new Electronic Engineering degree programme, opening in 2017. The Department is designed from the outset to be female-friendly in a deliberate and pro-active attempt to remedy the gender imbalance within UK Engineering.
2. Enlist the support of key stakeholders such as Women in Science and Engineering (WISE) and engineering professional bodies to ensure career opportunities for our Engineering graduates once they leave the University.
3. Run seven schools lectures, one from each of our Science departments that promote science to school pupils with an emphasis on both the excitement of the subject and the opportunities for women in those fields.
4. Encourage local businesses to exhibit at these events to provide opportunities for women and demonstrate through examples from their workforce that women have excellent careers prospects in science.
5. Run our existing STEM-Box challenge competitions with schools where we encourage 10 local schools to create teams that include girls and where our teams that work with the schools demonstrate a gender balance.
6. Undertake outreach visits to school by female scientists who will act as role models.
7. Run our annual Science Festival in March 2015 for families where the gender balance of departmental teams and student volunteers demonstrate that science is for everyone irrespective of gender.
8. Continue to promote an inclusive environment within our university by supporting the Athena SWAN programmes within our science departments, highlighting the importance of these awards to schools, prospective students and the public in general when they visit the University and via our web-site

Contributing to a national campaign
1. Link communications on women into technology and engineering careers to a national campaign through use of a logo and signposting to a campaign website
2. Use consistent campaign messages in our communications activities on women in technology and engineering careers
3. Work in partnership with other campaign signatories to align messages for maximum effect, for example by timing relevant activity to support Tomorrow's Engineers Week in November 2014 and National Science and Engineering Week in March 2015

Background
Royal Holloway is one of the UK's leading universities. It has a distinguished history of world-changing research and innovative teaching, with an international outlook. Its close-knit community enables students to benefit from a personalised experience, with staff collaborating across facilities to enhance health, science, culture and security on a global scale. Set in 135 acres of parkland in Surrey, its campus is recognised as one of the most beautiful in the world, and the pioneering spirit of its founders continues to inspire teaching and research today.

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Royal Institution
Royal Institution

Royal Institution

• The Royal Institution commits to celebrating the achievements of women in science in 2014 by presenting our first ever all women line-up of speakers for Friday Evening Discourses The Ri commits to designing and introducing a new workshop to the LYSC programme in 2014 that focuses on physics and engineering
• The Royal Institution commits to expanding the reach of our national network of problem-solving Masterclasses

From May 2014 to May 2015, the Royal Institution will:
• Use the Ri Channel, our critically acclaimed video platform where we tell our own stories of cutting-edge science and share the best of the web, as a public platform (through the Ri channel and public events) to showcase the fantastic research that women are doing in the UK and beyond. This content is accessible to anyone anywhere and can also be used by teachers and parents as different way to engage young people in science in and outside of the classroom. Since the Ri Channel was launched two years ago we have secured 5 million views, that's 27 million minutes watched, and an international subscriber list of 74,000 individuals. Here's a recent example of the kind of video we produce: Understanding Crystallography with Elspeth Garman.
• Signpost all organisations in the Compact to physics and technology-related content on the Ri Channel so that they can disseminate it to their networks or use within their own projects.
• Celebrate the achievements of women in science in 2014 by presenting our first ever all women line-up of speakers for a year of Friday Evening Discourses (9 in total), our prestigious public science lectures that have run for over 200 years. We will open these up to an international audience via the Royal Institution's video platform the Ri Channel and Soundcloud audio platform.
• Continue our successful educational partnership with L'Oreal via our hands-on experimental laboratory for children and young people, the L'Oreal Young Scientist Centre (LYSC), and to maintain the gender balance of participants attending LYSC workshops.
• Design and introduce a new workshop to the LYSC programme in 2014 that focuses on physics and engineering.
• Expand the reach of our national network of problem-solving Masterclasses in Mathematics, Engineering and Computer Science, which currently take place at over 1,000 locations UK-wide stretching from Aberdeen to Jersey. Through these we can provide local volunteering opportunities to employees of businesses and organisations within the Compact who wish to connect with and inspire the next generation of scientists and mathematicians.
• Highlight the Royal Institution's support of the Compact via our website and social media and, where appropriate, include the Compact logo within online communications.

Over the next three years, the Royal Institution will:
• Ensure a gender balance in all our annual line-ups for Friday Evening Discourses (9 events per year) from 2015 and beyond.
• Ensure there is a minimum of one female speaker in all Ri public programmes events which involve an expert panel of three speakers or more.
• Maintain the existing gender balance of our audience for all Ri public programmes events.

Background
The Royal Institution (Ri) has been at the forefront of public engagement with science for 215 years. Our charitable purpose has always been to encourage people to think more deeply about the wonders and applications of science, and we continue to be guided by our founding 'prospectus':

"The speedy and general diffusion of the knowledge of all new and useful improvements in whatever quarter of the world they may originate; and teaching the application of scientific discoveries to the improvement of arts and manufactures in this country, and to the increase of domestic comfort and convenience."

We exist to open up the world of science and technology, not just by providing a platform for the public to gain access to credible information, but also by genuinely involving them in discovery, innovation and discussions about the future.

This commitment drives everything we do - from our intellectually stimulating public events and the famous CHRISTMAS LECTURES®, to activities specifically tailored to capture the imagination and curiosity of children and young people, including our nationwide programme of problem-solving Masterclasses in mathematics, engineering and computer science and enquiry-led workshops at the L'Oreal Young Scientist Centre. Through our video platform, the Ri Channel, we tell the stories at the heart of cutting-edge science to a global audience.

We believe everyone should be able to experience and enjoy the wonders of science. From our very beginning in 1799 women have been able to join the Ri and we are proud to continue our legacy of championing women in science as a signatory to this Compact and to play a part in supporting and encouraging more girls and women to engage with and be inspired by science, technology, engineering and mathematics.

Find out more at www.rigb.org and follow @Ri_science.

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Royal Observatory Greenwich
Royal Observatory Greenwich

Royal Observatory Greenwich

• Royal Observatory Greenwich commits to engaging approximately 15,000 school girls in our hands on formal learning programme.
• Royal Observatory Greenwich commits to striving to ensure all our science programmes and exhibitions appeal equally to both genders.
• Royal Observatory Greenwich commits to ensuring female science role models deliver the physical sciences and engineering to schools and families.

Between May 2014 and May 2015, Royal Observatory Greenwich will:
• Engage approximately 15,000 school girls in our hands on formal learning programme.
• Engage with more women and girls than previously done through our special exhibition gallery.
• Strive to ensure all our science programmes and exhibitions appeal equally to both genders.
• Have female science role models on our staff delivering the physical sciences and engineering to schools and families.
• When inviting scientists and engineers in to work with the public and schools, we will pro-actively seek women to ensure equal representation.
• Over the next six months, we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities with mums and dads, and will add this to our pledge.

Background
Over the last year the Royal Observatory Greenwich has seen almost 30,000 students come through the schools programme. Approximately half of these visitors are girls and women. They take part in events such as school workshops, science theatre shows, planetarium shows, challenge workshops, lectures as well as exploring the galleries and sites with their schools and families. Our activities are always routed in Astronomy but cover STEM more generally when appropriate.

www.rmg.co.uk/royal-observatory

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Samsung
Samsung

Samsung

• Samsung commits to sponsoring a Chair in Maths or Physics for the next three years.
• Samsung commits to continuing its successful Digital Classroom and Digital Academy initiatives, reaching up to 60,000 children and young people every year
• Samsung commits to working with schools, charities and cultural partners to reach up to 60,000 children and young people every year through their Digital Classroom and Digital Academy Programmes
• Samsung commits to opening a new Digital Academy by the end of 2014, following the successful academies at Birmingham Metropolitan College and Newham College to provide practical and vocational training

Samsung Digital Skills Initiatives
Samsung is committed to creating opportunities for the next generation through greater access to technology. We believe that technology has a significant role to play in opening doors for the leaders of tomorrow, equipping them with the skills necessary to meet the needs of the ever evolving economy. To do this we need to close the digital divide and skills gap by increasing access to a digital learning environment.

Samsung is delivering this in two key ways: Digital Classrooms and Digital Academies.

A Samsung Digital Classroom is aimed at under 16s and offers an engaging and collaborative educational environment for nurturing future talent. A suite of Samsung technology is provided along with teacher training, connectivity and maintenance support. This allows not only for creative teacher-led learning but also for increased peer-to-peer interaction through device mobility. We are rolling these out in schools across the UK but also through our cultural partners the British Museum and Royal Albert Hall and as well as charity partners Prince's Trust and Kids Company.

Our Samsung Digital Academies provide vocational training courses for over 16s on the most cutting-edge smart technologies. The programmes have been developed to help young people gain technical knowledge and nationally recognised qualifications as well as essential employability skills necessary for a future in the technology industry. The Samsung Digital Academy at Newham College opened in 2013, supporting up to 150 students a year to achieve a BTEC level 2 Diploma in App Development for Smart technology and City and Guilds Award/certificate in Digital Home and Entertainment Technologies. This adds to our Samsung Experience Academy at Birmingham Metropolitan College, opened in 2012, which delivers cutting edge courses in Software Application Development for Smart Devices and Smart Digital Technologies and Diagnostics with a focus on engineering and electronics.

In 2014, we will be extending our Academy programme to include a Samsung Digital Academy for Teachers. With the national curriculum requiring teachers' advanced understanding of technology and coding/programming in particular, we are working with Birmingham Metropolitan College's Harborne Academy (11-18 secondary school) to build a professional development centre for teachers.

Samsung recognises that to fully embrace digital learning we need to look to inspire and excite the next generation through different learning platforms and environments. This is why we are also supporting Code Club and Apps for Good which provide complimentary programmes to the evolving educational landscape.

Throughout 2014, in partnership with Code Club, we will be opening 5 regional hubs across the UK at community centres that currently have no computing provisions. With Apps for Good we are supporting 10 schools in need of devices for researching and app testing as part of our partnership, as well as supporting their annual competition for schools.

Andy Griffiths, President Samsung Electronics UK:
"Samsung is a passionate believer in the additional benefits of learning digital skills like coding, such as strengthening problem solving and logical thinking. We believe our programmes will deliver better access to technology to develop these skills and support the learning of key academic subjects including Science, Technology, Engineering and Maths. It's not just enough for our leaders of tomorrow to know how to use technology, they need to know how it works too."

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SAS
SAS

SAS

• SAS commits to raising the numbers of school nationwide benefiting from the SAS Curriculum Pathways resources, improving the maths and science skills of learners aged 10 - 14, from 400 to 600 by the end of 2014. SAS will continue to promote the materials particularly to girls and will run specialist workshops to engage them.

SAS Curriculum Pathways
SAS Curriculum Pathways is an extensive, free online resource for secondary school teachers and students, focused on core subjects including mathematics, science and English. Specifically designed for 11 to 19 year olds, SAS Curriculum Pathways comprises interactive tools, web lessons, enquiries and audio tutorials in an easy-to-use, learner-centred format.

SAS Curriculum Pathways has already been a huge success in the US, where $75 million and 12 years have been invested in its development. Launched there in 2008, it is already being used by over 150,000 users in over 45,000 schools, free of charge, to actively engage pupils in STEM and other core subjects. The interactive, creative and entertaining nature of the software helps teachers to generate interest in and enjoyment of a subject - particularly around topics that are difficult to convey with conventional teaching methods. This level of engagement significantly increases the chances of a pupil deciding to continue their studies in a particular subject.

Developing a UK and Ireland focused tool
SAS has mapped Curriculum Pathways to the requirements of the UK and Ireland's examining bodies. There are now over 400 schools signed up to SAS Curriculum Pathways in schools in England, with an ambition to reach 600 by the end of 2014. There's a particular focus on girls' schools and on SAS Curriculum Pathways workshops for girls. As SAS Curriculum Pathways rolls out across the UK and Ireland, we are working closely with teachers to ensure that the tool evolves in line with their needs.

Giving teachers the support they need
To ensure that time-poor teachers have the full opportunity to experience and understand SAS Curriculum Pathways, our teacher engagement programme includes:
• Teacher induction sessions in the South East of England by a SAS-funded teacher (in association with the Royal Statistical Society Centre for Statistics Education)
• A dedicated support website and forum for teachers
• Social media communities on Facebook and Twitter.

To find out more about SAS Curriculum Pathways in the UK and Ireland, please visit www.sas.com/uk/curriculumpathways

The SAS ITMB Student Summer Placement Programme
2014 will be the fifth year that SAS UK runs its summer placement programme for students on the ITMB (IT Management for Business) degree. Selection is by open competition, with at least 50 per cent of the places going to female students. As a company SAS is committed to developing a gender-balanced workforce of the highest quality. SAS UK has been recognised as one of the Top 100 Best Companies to Work For by The Sunday Times, this year making it into the list for the eighth time. SAS UK & Ireland has also just received an Investors in People Gold Award for its commitment to employees, which is given to just seven per cent of organisations across the UK. The award is for employers going above and beyond in the way they develop, support and motivate their teams.

In addition to the above, two of the three UK 2014 SAS Global Student Ambassadors were female, one of whom Lizzie Rowse features in a case study on our website, and has been put forward for media interviews, one of which is coming up in the Daily Telegraph Careers Supplement.

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Science Alive
Science Alive

Science Alive

• Science Alive commits to delivering a series of campaigns to challenge perceptions and open up horizons for girls and young women within the fields of technology and engineering.
• Science Alive commits to highlighting the exciting career opportunities for women in technology and engineering through our education-employer forums.
• Science Alive commits to engaging 10,000 women and girls to explore science and engineering through our science exhibitions.

Science Alive will:
• Engage 5,000 school girls in our hands on science practical workshops and events.
• Engage 2,000 girls and women in our outreach activities in their communities.
• Engage 10,000 women and girls to explore science and engineering through our science exhibitions.
• Strive to ensure all our programmes and exhibitions appeal equally to both genders.
• Continue to have female science role models on our staff delivering workshops and demonstrations of the physical sciences and engineering to our schools and families
• When inviting scientists and engineers in to work with the public and schools, we will pro-actively seek women
• We will do the following to address the gender gap in engineering and technology:
o Over the next 6 months we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities through our regular education-employer forums.
• We will run the following specific science programmes for girls:
o Stargazing and astrophysics events using our Bubble Planetarium and links with North Essex Astronomy Society.
o Gender lens training.
o Schools workshops focusing on environment, engineering and technology usage to address current social needs and issues.
o Brownies events during evening and out of hours sessions.
• Deliver a series of campaigns to challenge perceptions and open up horizons for girls and young women within the fields of technology and engineering:
o•It's a Girl Thing": Under this strapline, we will be running a simple campaign and open postcard/poster design competitions for schools and individuals featuring strong female role models within the sector.
o Alongside the competitions we will be offering a series of seminars designed to encourage more girls and young women to participate in Science, Engineering and Technology
o•Not Missing Out": Under this strapline, we will be running a series of summer holiday projects, challenges and competitions specifically designed to encourage girls and young women to participate in our other programmes
o These will includes programming and robotics activities; construction modelling; short film-making and social media development projects.
These programmes will be among the key vehicles used to promote the Pledge we have made.

Background
Each year Science Alive engages around 15,000 people with Science, Technology, Engineering and Maths (STEM) at our hands on gallery (the Time Machine) and through our outreach work with schools in the Eastern Region. Science Alive also manages Harlow Museum, which celebrates the heritage and contribution of the local community in key social developments.
Half of our visitors to the Time Machine and to Harlow Museum are girls and women.
They take part in our school science workshops, family shows, planetarium shows, a wide range of special science and engineering events and science practicals, as well as exploring the science hands-on exhibits with their families and schools.
We were founded by means of - and continue to enjoy - a close working partnership with a range of engineering and technology companies based in Harlow and the West Essex area.

www.science-alive.co.uk

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Science and Technology Facilities Council
Science and Technology Facilities Council

Science and Technology Facilities Council

• The Science and Technology Facilities Council commits to run school activities where we expect to engage 25,000 girls directly and 30,000 girls indirectly.
• The Science and Technology Facilities Council commits to jointly with other Research Councils, participate on the judging panel of the WISE Excellence awards and sponsor one of the awards.
• The Science and Technology Facilities Council commits to run public events where we expect to engage with 26,500 girls and women.

Between May 2014 and May 2015, the STFC will:
1. In our responsive-mode funding scheme for public engagement: engaging under-represented groups, including girls, will be one of the criteria for funding
2. In national partnerships, we will continue the project 'Explore Your Universe' with the Science Centres sector which has already reached 156,000 people, 50% of whom are girls, and Centres will explore ways of making the activities even more appealing to girls.
3. From our National Laboratories and nationwide touring programme:
• We will run public events that we expect to engage with 26,500 girls and women.
• We will run school activities that we expect to engage with 25,000 girls directly and 30,000 girls indirectly through teachers and educators.
• We will, as part of wider work to improve the inclusion and diversity of our PE programmes, review and make improvements to the way we engage girls with STEM.
4. As an employer and research funder:
• We will, jointly with other Research Councils, participate on the judging panel of the annual WISE Excellence awards and sponsor one of the awards.
• We will continue to involve our STEM women in major recruitment campaigns, including have female graduates give presentations at our assessment centres.
• We will continue to publish, online and in print, material on careers for Women in STEM.

Background
STFC is one of the UK's seven publicly funded Research Councils responsible for supporting, co-ordinating and promoting research, innovation and skills development in seven distinct fields.

Our science and technology - especially•blue sky" research such as astronomy or research with direct human benefits such as medical and environmental applications - offer many girls a particularly appealing route into the physical sciences and engineering.

Our vigorous Public Engagement programme offers funding for exciting programmes that engage the public - including teachers, schools and young people - with this work. We also run our own activities from our three National Laboratory sites and at nationwide events and venues including festivals and museums.

We are members of the Association of Science and Discovery Centres. As a funder and an employer we have, along with the other Research Councils, policies and programmes concerning the career development of women in University-based research and in our own organisation.

We are have corporate membership of Women in Science and Engineering (WISE) through Research Councils UK and are actively involved in WISE programmes.

http://www.stfc.ac.uk/home.aspx

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Science Made Simple
Science Made Simple

Science Made Simple

• Science Made Simple commits to delivering our 'Science and Engineering Superheroes' show to schools, reaching around 3,000 students with stories of inspiring female physicists and engineers.
• Science Made Simple commits to continuing to use a high proportion of inspirational female role models in our organisation to inspire future generations of girls.
• Science Made Simple commits to engaging 35,000 girls in schools with our inspirational shows.

Engaging with young people
• We will engage 35,000 school girls in our inspirational STEM shows.
• We will continue to use a high proportion of inspirational female role models in our organisation to inspire future generations of girls.
• We will continue to learn about the techniques we can use in our performances that will ensure inclusivity in all audiences.
• When working in partnership with practicing scientists and engineers we will proactively seek out women.
• We will deliver our 'Science and Engineering Superheroes' show to at least 30 schools, reaching around 3,000 students with stories of inspiring female physicists and engineers. (The show was developed in partnership with WISE and features mostly female role models talking about why they love their jobs, along with our trademark demos, and audience interactivity).

Background
Science made simple takes inspirational shows to schools that focus on physical sciences and engineering. We reach over 70,000 students each year from age 5-16 and at least 50% of these will be girls. Over 50% of our presenters are female, and are strong role models in their own right. Our shows focus on careers in engineering and physics and feature practising scientists. Ongoing evaluation tells us that over 66% of students are more interested in science and engineering after our presentation - that equates to over 46,000 students more interested each year - and 91% of our audiences say they have learnt something.

www.sciencemadesimple.co.uk

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Science Museum Group
Science Museum Group

Science Museum Group

• The Science Museum Group commits to hosting a three-day festival celebrating women in science careers.
• The Science Museum Group commits to delivering a three-year exhibition at the Science Museum that will inspire young people to think engineering could be for them.
• The Science Museum Group commits to ensuring STEM Ambassadors come from diverse backgrounds. Of the 1000 active ambassadors in Greater Manchester, 42% are female and 70% are under 35.

Between May 2014 and 2019 the Science Museum Group will:
• Deliver a three-year exhibition, opening in December 2014 at the Science Museum, London that will inspire young people to think engineering could be for them. This highly interactive exhibition and accompanying web presence will throw the spotlight on fascinating engineering projects and the inspirational women and men working in engineering. The target audience is 11- to 14-year-old girls and boys visiting with schools and with their families and we aim to engage 750,000 in the target audience over the duration of the exhibition. The exhibition's approach draws from research into engaging young people with engineering and the post-opening evaluation with the target audience will be shared with the sector.
• Deliver an annual three-day footfall festival celebrating women in science careers. October 2015 is the provisional date for the next festival, which will focus on women in computer science and will coincide with the 200th anniversary of Ada Lovelace's birth. More than 4,000 people attended the previous festival, 'Beyond Earth' in March 2014 which focussed on women in space-related STEM careers.
• Share new techniques and resources to build the science capital of secondary school children and their families through Enterprising Science - a five-year partnership between the Science Museum, Kings College and BP. The project is increasing the links between secondary school teachers, young people, their families, museums and science centres. We will also disseminate research findings on this nationwide project that is working with audiences around our four national sites. Over the course of the project we aim to deliver professional support to 2,000 teachers with the potential of reaching 400,000 students.
• Promote direct engagement between scientists and families and schools, including three science residencies in 2014/15 in our gallery about genetics and brain science, 'Who Am I? We'll train these women and men to effectively enthuse the public about their science, breaking down misapprehensions - including gender stereotypes - about what science is and who does science.
• Increase science literacy among 11 and 12-year-old girls and boys in London schools through the BG Group funded 'Building Bridges' project. Working with partner schools, their teachers, students and families, this three-year project and the model of practice is being researched by Sheffield Hallam and findings will be shared with the sector. The project reached 3,600 students, a third of them eligible for free school meals, and 489 adults in its first year. These numbers will increase in years two and three.
• Inspire young people to choose STEM careers through the collaboration between our team at the Museum of Science and Industry and STEMNET. We ensure STEM Ambassadors come from diverse backgrounds and provide excellent role models for young people. Of the 1000 active ambassadors in Greater Manchester, 42% are female and 70% are under 35. The STEM team work with organizations including Women in Science and Engineering, Ogden Trust, Institute of Physics, the Royal Society of Chemistry, Robogals, Girl Geeks, Institute of Mechanical Engineers and Institution of Engineering and Technology to promote diversity in STEM enrichment.
• Improve access and diversify our audiences at the Manchester Science Festival, building on the success of the 2013 festival, which was attended by 88,840 people. Of this audience, 73% of visitors were first time participants, 57% were women and girls and 13% came from an ethnic minority background.

The Science Museum
The Science Museum Group is devoted to the history and contemporary practice of science, medicine, technology, industry and media. With five million visitors each year and an unrivalled collection, it is the most significant group of museums of science and innovation worldwide.

The Group consists of: Science Museum, Museum of Science and Industry, National Railway Museum (York), National Media Museum and National Railway Museum (Shildon
www.sciencemuseum.org.uk

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Science Oxford
Science Oxford

Science Oxford

• Science Oxford commits to enhancing our communications training of female role models to expand our pool of presenters.
• Science Oxford commits to working with Girl Guiding Oxfordshire to develop programmes for Brownies and Guides.
• Science Oxford commits to running Creative Computing clubs for girls.

Engaging with young people
• We will engage 10,000 girls in our hands-on science practical workshops and events within our schools programme.
• We will engage 2,000 girls and women in our outreach activities in their communities.
• We will strive to ensure all our science programmes appeal equally to both genders.
• We will develop and implement specific programmes on physics, engineering, maths and technology for girls, including aspects of enterprise and innovation.
• When inviting scientists and engineers in to work with the public and schools we always pro-actively seek women role models.
• We will do the following to address the gender gap:
o Enhance our communications training of female role models to expand our pool of presenters.
• Our organisation is planning new initiatives to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities; and capitalising on those programmes that are already in development such as new industry collaborations.
• We will run the following specific science programmes for girls:
o Creative Computing clubs (girls-only version.)
o Schools workshops in Engineering & Design (included in the launch of 10 new lesson plans for primary schools.)
o Women's Institute events (targeting grandparent and parent messaging.)
o Community based Engineering workshops (parent/child.)
o Work with Girl Guiding Oxfordshire to develop (run) appropriate programmes for Brownies and Guides.

Background
Science Oxford, the public face of the Oxford Trust, is the region's leading provider of STEM enrichment activities in schools and for the general public. Every year the team engages with over 20,000 students, 500 teachers and thousands of parents through its varied activity programme. This programme ranges from CPD training of primary school teachers, innovative shows and workshops, kit loans for teacher-led activities to regional challenge competitions, public talks and events, science clubs and facilitating STEM Ambassador interactions.
All of Science Oxford's programmes are STEM focussed and designed to reach a variety of demographics across our operational region, including disadvantaged communities and sectors where gender representation requires rebalancing.

www.scienceoxford.com

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ScienceGrrl
ScienceGrrl

ScienceGrrl

• ScienceGrrl commits to work with our local chapters to ensure our presence at Science Festivals and other STEM events across the UK and continue our local chapters' events development
• ScienceGrrl commits to provide a supportive network, through social activities, mentoring and developing our private members forum
• ScienceGrrl commits to connect our local chapter leads with STEMNET contract holders and other local stakeholders including EngineeringUK and local businesses, in partnership with signatories

Between May 2014 and May 2015, ScienceGrrl will:

Engage with young people
• Continue to feature a ScienceGrrl of the month - a photograph and blog post - focusing on paths to STEM careers, real life experiences and diversity of people and routes and support other stakeholders (e.g. Department for Education) to crosspost these pieces through social media.
• Encourage our members to register as STEM Ambassadors, and link with other stakeholders where possible.
• Work with our local chapters to ensure our presence at Science Festivals and other STEM events across the UK and continue our local chapters' events development.
• Continue to develop our ScienceGrrl lecture strand.

Contribute to a national campaign
• Continue to advise on messaging and creative approach in partnership with other signatories.
• Consult our members on their other enrichment activities to enable us to build on these relationships.
• Connect our local chapter leads with STEMNET contract holders and other local stakeholders including EngineeringUK and local business in partnership with signatories.
• Use consistent campaign messages in our communications and feature the campaign logo on our website.
• Publish our events and evaluations on our website as case studies, offer advice on their implementation.
• Discuss how best to use the images and biographies from the ScienceGrrl 2013 calendar as part of the ongoing campaign.
• Consult on the recommendations of our Through Both Eyes report.
• Identify collaborations that will help showcase role models in schools - e.g. Department for Education, Government Equalities Office, STEMNET
• Use our membership to act as a point of call for other organisations looking for role models

Increase women in technology and engineering in your own organisation
• Provide a supportive network, through social activities, mentoring and developing our private members forum
• Provide training workshops for members - communication and confidence
• Annual consultation with members about issues affecting them and development of ScienceGrrl strategy

Background
ScienceGrrl is a broad-based, grassroots organisation celebrating and supporting women in science; a network of people who are passionate about passing on our love of science on to the next generation.

We are developing local ScienceGrrl chapters - informal and friendly gatherings which provide peer support and a setting for developing events and programmes which encourage girls and women from the local community to consider a future in science.

As well as establishing local connections, we're also providing a voice for women in science nationally and exploring ways of elevating the profile of women scientists in mainstream culture. We're keen to collaborate with all who share our vision and values, and are working with a wide variety of organisations, policy makers, media representatives, teachers and schools, and constantly listening out for new ideas for promoting women in science.

http://sciencegrrl.co.uk/

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Selex ES
Selex ES

Selex ES

• Selex ES commits to sponsor students on the Smallpeice Trust's 'Girls into Engineering' courses to help inspire a new generation of girls to take up STEM careers.
• Selex ES commits to work with the Daphne Jackson Trust to pilot their 'Industrial Sponsorship' scheme, providing work placements for women returning to engineering after career breaks.
• Selex ES commits to support the 'CareerWISE' scheme in Scotland by providing work experience and paid placements to female students.
• Selex ES commits to supporting the activities of the Women's Engineering Society throughout 2014 to enable it to attract more females into engineering careers.

Between May 2014 and May 2015, Selex ES will:

Engage with young people
• Continue our national educational outreach programmes; working with and sponsoring local girls' schools and colleges across the UK to promote an awareness of STEM subjects at a grassroots level.
• Selex ES's female engineers will continue to host school visits across the company's site; providing career advice and inspirational talks to young female students making decisions about their career paths. Hosting these visits helps correct gender stereotypes around engineering and to communicate the endless possibilities of STEM careers.

Contribute to a national campaign
• Sponsor students on the Smallpeice Trust's 'Girls into Engineering' courses to help inspire a new generation of girls to take up STEM careers.
• Work with the Daphne Jackson Trust to pilot their 'Industrial Sponsorship' scheme, providing work placements for women returning to engineering after career breaks.
• Support the 'CareerWISE' scheme in Scotland by providing work experience and paid placements to female students.

Increase women in technology and engineering in your own organisation
• Promote gender-blind promotional frameworks and a Work Life Balance Policy to ensure female engineers feel valued and supported.
• Provide benefits over and above the statutory minimum; such as maternity pay/leave; time off for dependents, flexible working hours, time off in lieu and occupational sick pay, to retain a diverse workforce.
• Encourage female engineers to take part in training and mentoring schemes, to help employees manage their own career progressions within the company from apprenticeship and graduate stages to Director level.
• Refer regularly to the company's Diversity champion and WES guidelines to ensure its gender-neutral policies appeal to female engineers.
• Annually audit company salaries for gender differences and address any discrepancies.

Background
Selex ES, a Finmeccanica company, is an international leader in electronic and information technologies for defence systems, aerospace, data, infrastructures, land security and protection and sustainable 'smart' solutions. From the design, development and production of state-of-the-art equipment, software and systems to through life support, Selex ES partners with its customers to deliver the information superiority required to act decisively, complete missions and maintain security and protection for operational effectiveness.

Since the 1960's Selex ES has invested in the future by investing in the UK's future engineers. By supporting and promoting inclusion and diversity within its workforce, Selex ES has sought to develop future skills within the UK and to encourage an interest in engineering by students regardless of gender.

Selex ES is passionate about the future and remains committed to addressing gender disparities within engineering. From running work experience schemes for 16-year-olds; supplying engineers for assemblies and career talks; producing DVDs on how its technology works; to hosting sons and daughters to work days, Selex ES continues to be much involved in initiatives addressing national and regional skills and diversity issues and plays a key role in building partnerships in the community to ensure the supply of trained and motivated female engineers and scientists for both today and tomorrow.
Selex ES is proud that this year the Women's Engineering Society (WES) President is a Selex ES employee. The company will continue to work closely alongside WES, as well as other institutional partners, to attract women into the engineering sector.

Diversity and Gender at Selex ES
Since the 1960's Selex ES has invested in the future by investing in the UK's future engineers. By supporting and promoting inclusion and diversity within its workforce, Selex ES has sought to develop future skills within the UK and to encourage an interest in engineering by students regardless of gender. Selex ES is proud that this year the Women's Engineering Society (WES) President is a Selex ES employee; the company will continue to work closely alongside WES, as well as other institutional partners to attract women into the engineering sector. At a grassroots level, Selex ES's national educational outreach programmes continue to work with and sponsor local girl's schools and colleges across the UK to promote an awareness of engineering and STEM-related subjects such as maths and physics. A key factor in attracting the brightest engineers into the sector has been Selex ES's female engineers hosting school visits across the company's site. By providing career advice and inspirational talks to young female students making decisions about their career paths, Selex ES has ensured that gender stereotypes regarding engineering and STEM-related careers have been corrected and that the endless possibilities of careers within these sectors have been communicated.

Selex ES believes its female engineers feeling valued and supported is crucial to the success of the company, as well as its future. As such, through promoting gender-blind promotional frameworks and a Work Life Balance Policy, Selex ES is able to retain a diverse workforce by providing benefits over and above the statutory minimum; such as maternity pay/leave; time off for dependents, flexible working hours, time off in lieu and occupational sick pay etc. In addition, by encouraging female engineers to take part in training and mentoring schemes, employees within Selex ES are able to manage their own career progressions within the company from apprenticeship and graduate stages to Director level. Selex ES refers regularly to the company's Diversity champion and WES guidelines to ensure its gender-neutral policies appeal to female engineers; as a result, company salaries are annually audited for gender differences and any discrepancies are addressed.

Selex ES is passionate about the future and remains committed to addressing gender disparities within engineering. From running work experience schemes for 16-year-olds; supplying engineers for assemblies and career talks; producing DVDs on how its technology works; to hosting sons and daughters to work days, Selex ES continues to be much involved in initiatives addressing national and regional skills and diversity issues and plays a key role in building partnerships in the community to ensure the supply of trained and motivated female engineers and scientists for both today and tomorrow.

www.selex-es.com

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Sellafield Ltd
Sellafield Ltd

Sellafield Ltd

• Sellafield Ltd commits to increasing the proportion of female apprentices, trainees and graduates in the Company by 10% by 2020

• Sellafield Ltd commits to encouraging 100 female employees working in science and technology to act as mentors and role models in 40 local universities, colleges and schools

• Sellafield Ltd commits to creating a bursary programme worth a total of £60k over four years to support 2 women per year, who want to pursue science and technology careers through further, and higher education and dedicated summer student placements.

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SHELL
SHELL

SHELL

• Shell commits to expanding by 20% its Girls in Energy Scheme. The year-long programme will now offer 72 young women aged 14-18 160 hours of STEM education, field visits, careers advice from women working in the industry and the chance to meet senior female executives at Shell.
• Shell commits to launching a new programme in 2014 to support teachers across the UK to inspire and help 11-14 year olds to pursue STEM subjects beyond GCSE.

In 2012, around 30% of Shell's UK technical graduate intake were women. Although this compares favourably with the number of women in STEM jobs across the UK we are committed to further increasing the number of women in technical roles within the company.

To achieve this Shell UK runs a number of programmes aimed at encouraging women of all ages to choose a career in STEM and to provide them with the support they need to achieve this. A new programme will start in 2014 to inspire 11-14 year olds to study STEM subjects beyond GCSE. Another programme informs those studying STEM A-Levels and Highers of the careers available in engineering and technology and motivates and supports young women to pursue an engineering career. Other programmes give support and training to help female undergraduates and postgraduates to apply for jobs in the oil and gas industry.

Examples of the programmes we run or sponsor to encourage women to pursue careers in Engineering and Technology:

Girls in Energy course
• 72 young women aged 14-18 will receive 160 hours of education, support and careers advice during the year long course.
• The Girls in Energy course provides young women with the information and inspiration they need to pursue a career in the energy industry. It has been running since 2010 and due to its success, Shell announced there will be a 20% increase in the numbers of young women attending the course in 2014.
• Tutors from North East Scotland College deliver weekly lessons, workshops and field visits, providing 160 hours of STEM education over the year-long course.
• As part of the course, the students meet women working in the industry including senior female executives from Shell. The course also provides careers advice.

Shell STEM in schools programme
• Launching later this year, the new programme will provide support to teachers in secondary schools to inspire 11-14 year olds to continue their education in STEM subjects beyond GCSE.

Programmes and events for women studying science and engineering at University
Shell is committed to increasing the number of women working in technical roles. It runs a number of events in partnerships with University Groups to inspire female graduates and postgraduates to pursue a career in engineering and technology and to provide them with the support they need to achieve this. Examples of the programmes we run or sponsor and the events we organise in partnership with university groups are:

• Springboard for Masters Students: a female-only career development programme run at the University of Oxford. Through workshops, access to role models and networking opportunities, the course helps to ensure these young women have the knowledge and skills they need for a successful career after graduation. It entails 3 full days training and a one day follow-up workshop. The course runs twice a year for 25-30 students each time (up to 60 in total per annum).
• Cambridge University SPRINT programme: from 2014, Shell has also sponsored SPRINT, a version of the Springboard programme which has been adapted for undergraduates at the University of Cambridge.
• OxFEST (Oxford Females in Engineering, Science and Technology Society): Shell is a key sponsor of this student run society and holds 3 events a year in partnership with OxFEST, such as social networking events, CV clinics and running business games.
• Imperial University Shell Career Women's Forum: Shell arranged an event with the forum for female students with three panellists from Shell explaining a range of technical and commercial roles. This was followed by an informal networking session with members of the Shell Women's network where students could meet women already pursuing careers in the oil and gas sector.
• Strathclyde University Interconnect Network: Shell supports networking and information events with the Network for female students studying STEM subjects in the Glasgow area.
• Technical Female Speed Networking event with Aberdeen and Robert Gordon Universities and the Shell's Women Network: a joint event to encourage women in engineering and science careers where 20 women from Shell's Women's Network met with 40 students.

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Skanska
Skanska

Skanska

• Skanska commits to including all-girl cohorts in its future Engineering Education Scheme schools STEM projects, helping young women move into careers in engineering.
• Skanska commits to at least 25 per cent diversity among interviewees for job vacancies to support our overall commitment to building a diverse workforce.

Skanska is one of the world's leading project development and construction groups. The UK operation is one of the country's top contractors.

In the UK, Skanska is famous for building iconic structures like 30 St Mary's Axe (the Gherkin), Heron Tower, Barts and The Royal London hospitals and the QEII Bridge. Just as important are our extensive service-based contracts: upgrading London's gas infrastructure, a wealth of facilities maintenance contracts, long-term street lighting projects, and landscaping for the London 2012 Olympic Park in Stratford.

Skanska is committed to enthusing young people about engineering and the construction industry - we want to ensure we have the best people to build our infrastructure and buildings in the future.

As part of this, last year Skanska sponsored two school teams to take part in the Engineering Education Scheme (EES): Parmiters School, Watford, and St Ivo School, Cambridgeshire. The scheme is one of the programmes run by the Education Development Trust, an independent charity whose aim is to inspire and motivate young people to consider careers in science, technology, engineering and maths (STEM).

We've given each team of six Year-12 students a real-life STEM challenge to solve. Four of our male and female graduate engineers have worked as mentors with the teams since October 2013; April 2014 saw them present their report at the University of Hertfordshire to a panel of professional engineers, along with their written report. The process has also seen the students develop their skills and improve their appeal to future employers.

In turn, the scheme is a perfect opportunity for us to meet the engineers of the future - and our future employees - and a great way for our graduate engineers to develop their project management and mentoring skills. The students have also visited Skanska workplaces to see how similar challenges are dealt with in the real world.

For our next EES project, we plan to include some all-girl cohorts, so that we can help inspire more young women to look to our industry as a place to fulfil their career ambitions - women like Katy Dowding, managing director of our facilities management business, who won the Women in the City Women of Achievement Award 2013, across all industries, in recognition of her demanding senior role and commitment to helping women in construction. Katy is also chair of the National Association of Women in Construction.

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Skipton Girls' High School
Skipton Girls' High School

Skipton Girls' High School

• Skipton Girls' High School commits to hosting over 200 parents, 10 engineering companies and universities at the 6th Form Recruitment Festival to celebrate engineering.
• Skipton commits to inviting 150 pupils from local primary schools to undertake a range of STEM activities.
• Skipton commits to providing training to other local secondary schools' technology and engineering staff.

Skipton Girls' High School (SGHS) will:
• Run the SGHS STEM Summer Festival in July 2014 - 50 female students to showcase a range of activities to parents, engineering and commercial companies, and wider stakeholders interested in STEM courses and careers.
• Invite over 200 parents, 10 engineering companies and universities to attend the 2014 6th Form Recruitment Festival which celebrates engineering courses and careers.
• Invite 150 pupils from local primary schools to attend SGHS to undertake a range of STEM activities including Science, Engineering and Robotics challenges, and host engineering outreach days at primary schools.
• Share innovative practice locally; including providing training to other local secondary schools' technology and engineering staff, and supplying exemplar materials to help with course delivery.
• Develop a culture that is technological, enterprising and vocational. Including incorporating Raspberry Pi computers in computing lessons to create 15 Year 9 'Digital Leaders' and running the Engineering Young Enterprise Entrepreneurial Team Challenge.
• Take part in the nationwide Girls Engineering the Future - a Government Funded Project to engage, encourage and excite students about the key role and contribution that women can make in engineering, business innovation, design and problem solving. 224 SGHS students to take part over 2014 and 2015.
• Raise the post-16 participation rate in STEM subjects - currently 85% of Year 12 students take at least 1 STEM subject and 77% at Year 13.
• Build on active partnerships with the community, local schools and businesses, HE and other high profile engineering partners to provide clear leadership in the field of Science, Technology, Engineering and Maths as a professional career for young women.


Background
Skipton Girls' High School - an Engineering Academy is committed to providing learning of the highest quality which will enable everyone to fully develop their capabilities.

The school has high expectations for its students, and supports them to achieve their best. Intake is selective so, while the whole school is gifted and talented, it also identifies those who are exceptionally able and challenge them further. Its teaching staff are enthusiasts for their subjects. They are all academically strong in their particular field and ambitious for themselves and for the students. Together, they form a strong team dedicated to the success of the school. Many of its students go on to take up places in leading universities.

www.sghs.org.uk/

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Sky
Sky

Sky

• Sky commits to developing career inspiration days for 50 students at a time. A minimum of two technology days will be held exclusively for young women.
• Sky commits to increasing the number of Graduate and Apprenticeship opportunities available for young people starting out in Technology by 50%. As an inclusive employer committed to diversity and inclusion this will inevitably see a rise in the numbers of young women we hire.
• Sky commits to developing and deliver ingover 200 new work experience opportunities within its Technology team over the next year with the aim of inspiring young people about the sector.

At Sky, we've been making entertainment better for 25 years.

And delivering Sky's mix of TV that people love, pioneering technology, award-winning service and superfast broadband is a genuine team effort. We believe that a diverse team creates a stronger business and we therefore work hard to create an environment that encourages diversity and innovation.

As the way people consume TV has evolved, so the technology behind the TV has evolved- at an astonishing pace. Whether it's our software developers building Sky Go or our Broadcast Engineers ensuring our studios both ingest and transmit our award winning content, technology and engineering are critical to ensuring our success.

Encouraging diversity and inclusion in our Content areas is something we've been doing for years alongside our partner organisations such as the Creative Diversity Network and Stonewall.
Nicola Hart, Head of Future Talent:•Sky is committed to encouraging diversity in the workforce and we are fully supportive of the Women in Engineering & Technology Business Compact to encourage more women into these sectors. Technology is fundamental to Sky's role in developing home-grown content and I am delighted that we have pledged to increase female representation across these roles."

Our particular focus is around young women; we want to inspire them with the incredible, diverse career opportunities available within this sector. By showcasing both our cutting edge innovations, and the fantastic women we have working here, we will develop bespoke events that will help young women realise their potential by teaching them real skills they can use when applying for real opportunities.

Frances Hill, Manager for Broadcast Projects is just one of the women here at Sky who is passionate about the support we give women entering the sector.

"I think it's really important that business does more to make young people aware about the full range of roles that exist in their organisations and provide hands on experience."

Our Sky Academy Starting Out initiative offers a range of work experience and employment opportunities that open Sky up to young people, helping to raise their aspirations and prepare them for the world of work. We offer technology apprenticeships, placements across the business and graduate schemes in both engineering and technology. Later this year we are also launching a programme that gives teenagers the opportunity to spend a day at Sky for hands-on experience of the workplace themed around various business areas including Technology/STEM which helps them to get a flavour of the different roles available.

Through our involvement with the business compact we hope to amplify the work we are doing in this area and alongside the other organisations involved make a real difference to the number of women working in technology and engineering.

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Somerset College of Arts and Technology
Somerset College of Arts and Technology

Somerset College of Arts and Technology

• Somerset College commits to delivering a project designed to encourage girls to consider careers in Engineering and progressing into employment or onto higher education
• Somerset College commits to working in partnershp with EDF to deliver events targeted at schools

• Somerset College will deliver a project designed to encourage girls to consider careers in Engineering and Construction.
• The objective is to increase the number of females studying engineering related courses at the College and progressing into employment or on to higher education.
• The target audience is Year 8 Somerset and Devon Schools during academic year 13/14 and then this group following through until Year 11.
• In addition the College will continue to target the activities at each following academic year targeting Year 8 learners.
• The project will consist of:
o 2 x 2 day events in 2013/14 in partnership with EDF - April 2014 - 60 girls involved.
o 3 x 2 day events in 2014/15 in partnership with EDF - October 2014 and April 2015 - approx. 80 girls.
o 4 x 2 day events in 2015/16 in partnership with EDF - October 2015 and April 2016 - approx. 100 girls.
o 5 x 2 day events in 1016/15 in partnership with EDF - October 2016 and April 2017 - approx. 100 girls.
• Evaluation will be from feedback from the schools and the participants plus following these learners to see whether or not they follow a course or career path in Engineering or Construction and we will be evaluating whether applications from females increase in these subject areas.

Background
Located in Taunton the County Town of Somerset, in the heart of the South West, Somerset College offers an extensive range of college courses, degree level studies and skills training in a friendly and welcoming environment. The College's success speaks for itself with fantastic achievements and great careers for students.
The College is committed to, and actively encourages, equality in all industries, with a good mix of genders across all sectors. This commitment is reflected in exciting initiatives delivered by the College such as the Girls into Construction and Engineering project (http://www.somerset.ac.uk/news/college-builds-future-with-girls-into-construction-and-engineering-project.html), delivered in partnership with EDF.
As part of this new initiative the College invites year 8 girls from across the County to experience the realities of the Construction and Engineering industries, and provide the chance to learn more about career opportunities within it.
Please use the relevant links below to discover Somerset College's range of courses in Construction, Engineering and Technology.

Construction (http://www.somerset.ac.uk/courses/subject/construction-crafts/)
Engineering (http://www.somerset.ac.uk/courses/subject/engineering/)
Technology (http://www.somerset.ac.uk/courses/)

State-of-the-art College Campus
Somerset College also benefits from a modern and vibrant campus that, in recent years, has received multi-million pound investments. This includes the state-of-the-art Industry Skills Centre (ISC), which allows students to learn construction and engineering related disciplines with the use of industry standard equipment and machinery. Take a virtual tour of the College campus here (http://www.somerset.ac.uk/about-us/campus-tour.html).

To visit Somerset College's homepage, and gain an insight into all that the College has to offer, then please click here (http://www.somerset.ac.uk/).

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St Helens College
St Helens College

St Helens College

• St Helens College commits to establishing a network of female STEM Ambassadors by 2015 ensuring a mix of backgrounds from both industry and education.
• St Helens College commits to exploiting links with our existing European partners in sharing best practice in the recruitment of girls to STEM subjects.
• St Helens College commits to actively promote the STEM subjects through school liaison, the 14-16 Academy and through a series of dedicated STEM-themed activities targeting a minimum of 1,000 girls across the Greater Merseyside region.
• St Helens College commits to developing the Technology Centre campus in 2014/15 to ensure the environment feels more visually appealing, welcoming and safe to females in a traditionally male-oriented setting.

Background
St Helens College is one of the largest further and higher education providers in the region, with a proven track record of having provided quality education since 1896. Students can join the College full time at the age of 14, to complete years ten and eleven. They can then continue to study at the College up to degree level and beyond.
With a commitment to 'delivering excellent education and skills for life and work,' a key objective is to serve and support the local community. To this end, the curriculum has been developed to ensure that students are as well-equipped as possible to be competitive in the jobs-market. There is strong focus on the development of employability skills, including maths and English, teamwork, attitude to work and self-awareness.

A strategic priority for the College is to become STEM-accredited, while pursuing partnerships with knowledge economy projects as they come on-stream. School liaison activities include enhanced Science promotions and a wealth of STEM-related activities are planned for 2014/15 and beyond. These include talks, seminars, and Q&A sessions with females working in relevant local industry as well as a themed STEM section in our Young Persons Prospectus. A STEM Club is planned for our 14-16 and 'A' level Academy students and we will exploit our strong employer links, including those with the Technical Apprenticeship Service (Cogent Sector Skills), in arranging for girls to visit STEM-based companies and experience the opportunities STEM-related careers can offer.

The Engineering Department at St Helens College is currently working with partners in Stuttgart to share best practice and broaden the student experience. It has been observed that many Engineering classes in Germany have classes which are 50% female, whereas in the UK it is more like 5-10%. We pledge to work with the Stuttgart team to investigate reasons for this and remove any barriers to us matching their ratios. It is also hoped that a new A Level offer in Engineering Product Design in 2015/16 will appeal to girls due to the innovation and artistic flair required, the increased number of products (such as cars) being designed with females in mind, increasing employment opportunities and a high profile in the media.

The pledge to establish a team of STEM Ambassadors will include participation from female College tutors in Science, Maths, Animal Care and Sports Science, as well as female role models working in local industry. We will develop a 'toolkit' of resources and activities for the Ambassadors to use when promoting STEM subjects to the target market, and a 'STEM Zone' on our website to detail tutor and alumni profiles. A World Skills event in October at Langtree Park will include a STEM Zone which will focus on potential careers for girls in LEP priority areas such as Advanced Manufacturing and Life Sciences.

www.sthelens.ac.uk

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Stemettes
Stemettes

Stemettes

• Stemettes commits to run quarterly public panel events, hackathons and exhibitions to inspire the next generation of women into STEM fields.
• Stemettes commits to increase science capital by including parents at our public events.
• Stemettes commits to increase the provision of careers guidance and quality mentoring for girls over 16 in the UK through a series of webinars and mentoring sprints.

Between May 2014 and May 2015, Stemettes pledge that:
• For every quarterly panel event for girls and parents that we run in London, we'll run one outside of London at a STEM employer's offices
• We'll run hackathons at STEM employers' offices for girls to work on mini-projects with women across STEM, where they'll also be awarded British Science Association CREST Awards
• We'll continue to include parents in our public events and in doing so will boost the science capital of girls on the project.
• We'll run a series of mentoring sprints and career guidance webinars for girls over 16 who have the potential to become 'Stemettes'
• We'll extend our 'STEM in a Day' offering to girls between 11 - 18 years old and will seek connections to more companies across STEM to host day-long workshops
• We'll continue to offer 'Tap & Tinker' sessions for girls aged 11 and under, bringing women working in STEM into the school environment to work with them for half a day.
• We'll also nurture support and promote high potential girls who engage with the project. Further details will be made public in a separate announcement in 2015.
• We'll maintain a very active presence on social media targeting girls, their parents and other stakeholders, to raise awareness of role models, news and best practice in this space.

Background
The Stemettes project was started in February 2013 as an active voluntary group wanting to expose girls and students to real women working in STEM, in the hope that seeing a diversity of women doing a diversity of roles, working with these women and seeing where they work would inspire the next generation of females to take up their place in what is an exciting industry and driving force for our economy. Within our first year, we were able to make great headway and engage over 700 girls with the help of a growing network of supporters and STEM industry players.
Work so far has consisted of public events like panel discussions, hackathons and an exhibition, and private workshops like our 'Tap & Tinker' hands-on sessions in primary schools, 'Afternoon with the Stemettes' visits to secondary schools and 'STEM in a Day' visits to STEM employers for secondary school girls. We pledge, via this Call to Action, to continue the work we've done so far in London and the South East, and make provisions to do the same for girls all over the UK, at varying stages of development and interest.

http://stemettes.org/

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STEMNET
STEMNET

STEMNET

• The Science, Technology, Engineering and Mathematics Network commits to continually seek to raise awareness of the importance and availability of inspiring female role models through the STEM Ambassadors Programme.
• The Science, Technology, Engineering and Mathematics Network commits to work as an integral delivery partner in the Improving the Gender Balance initiative.
• The Science, Technology, Engineering and Mathematics Network commits to continue to actively challenge gender stereotypes through our activities.

Between May 2014 and May 2015, STEMNET will:

Engage with young people
• Seek to raise awareness, through its SSAN, of both the importance of inspiring female role models and that female STEM Ambassadors are available and accessible to support, motivate and encourage all pupils and teachers
o STEMNET will continue to work with all secondary schools across the UK through its network to raise awareness of the female STEM Ambassadors cohort and the diversity of their backgrounds and careers;
o STEMNET will monitor this through the number and proportion of activities undertaken by female STEM Ambassadors.
Contribute to a national campaign
• Work as an integral delivery partner in the Improving the Gender Balance initiative, to 2016 and beyond, led by the Institute of Physics. STEMNET will also seek out other opportunities to lead, develop or support programmes which seek to encourage women and girls in STEM.

Increase women in technology and engineering in your own organisation
• Maintain a diverse cohort of STEM Ambassadors and seek to increase the number of women in it by reinforcing to STEM Employers the importance, for the economy, of positive female role models in order to encourage them to enable more women to register as STEM Ambassadors
o STEMNET will work with employers and seek their active support encouraging their female employees to register with the STEM Ambassadors programme;
o STEMNET will monitor the number and proportion of its STEM Ambassadors that are female, maintaining at least 40%.

• Continue to actively challenge gender stereotypes through our activities
o Review, by 2015, of all the resources STEMNET has developed to encourage STEM engagement and enhancement to ensure they do not give rise to unintentional gender bias through the representation of its role models in STEM disciplines and careers. We will also apply this rigour to any resources that STEMNET develops in future;
o Review the STEM Ambassador training to ensure that it does not give rise to any gender, and wider diversity, bias and that the volunteers are made aware of the importance of challenging stereotypes in supporting schools and young people;
o STEMNET will draw on education research in consultation with the National STEM Centre and provide them with links to the resources so all Science Learning Centres can draw on them.

Background
STEMNET (the Science, Technology, Engineering and Mathematics Network) creates opportunities to inspire young people in STEM. We do this by working with thousands of schools and STEM employers, to enable young people of all backgrounds and abilities to meet inspiring role models, understand real world applications of STEM subjects and experience hands-on STEM activities that motivate, inspire and bring learning and career opportunities to life.

STEMNET successfully delivers three core national programmes:
STEM Ambassadors Programme: We run the UK's network of STEM Ambassadors: over 27,000 brilliant and inspiring volunteers. Across the UK, our STEM Ambassadors volunteer their time and support to promote STEM subjects to young learners in a vast range of creative, practical and engaging ways.

STEM Clubs Programme: We provide free, impartial advice and support to schools that want to establish or develop a STEM Club. STEM Clubs are a rewarding way to boost enjoyment and learning across STEM. They allow pupils to investigate and discover STEM subjects in a stimulating learning environment away from the constraints of the school timetable.

Schools STEM Advisory Network: We deliver free, impartial advice and use our business links and partnerships to enhance the STEM curriculum in schools. We coordinate 45 local organisations which form the Schools STEM Advisory Network (SSAN).

www.stemnet.org.uk

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Stylist Magazine
Stylist Magazine

Stylist Magazine

• Stylist magazine commits to including at least four women associated with science, technology and engineering in our Work/Life features during 2014
• Stylist magazine commits to championing the Women into Technology and Engineering initiative through our social media channels during 2014
• Stylist magazine commits to helping normalise interest in technology and engineering in an aspirational female setting

When Stylist Magazine launched in 2009 we were determined it would be a weekly magazine for women who used their brains. Our website, Stylist.co.uk, launched in 2010 and our sister publication, the daily email Emerald Street, followed in 2011. All three publications share the same ideals and attract an audience of professional women.

In the magazine thought-provoking pieces on social issues and workplace trends sit alongside fashion and beauty creating an environment that combines thorough, in-depth journalism with the glamour and sophistication our readers demand.

Stylist.co.uk helps the excellent work done by the print team find a wider audience and also publishes web-specific content to an ever-growing audience who generate over 5 million page impressions every month. Our social media reach is also impressive: Stylist has over 300,000 Twitter followers and over 86,000 likes on Facebook.

The final element of our female portfolio is Emerald Street: a unique and timely mix of fashion, beauty, art, books, bars, and of course, careers. Over 90,000 women receive an Emerald Street e-mail every working day.

We believe, strongly, that STEM topics (which appear in the working and leisure lives of so many women) shouldn't be ghettoised. Science, technology and engineering should be a natural part of female-focused media. Stylist magazine, Stylist.co.uk and Emerald Street can help to normalise the inclusion of careers and interest in technology and engineering in an aspirational female setting. Stylist has already worked to encourage women into sport with our Fair Game campaign, regularly featuring sportswomen and covering the achievements of our female teams. Now our aim is to do the same for women in science, technology and engineering.

Women and their role in the workplace is a regular theme for all three titles, covering topics like the percentage of women in boardrooms; why women are paid an average of £10,000 less than men for doing the same job and ensuring that having a family won't hold you back in your career.

From its first edition, Stylist magazine has run a weekly feature called Work/Life which features a working woman and asks for the details of her day. We have featured a football coach, oncologist, astronomer, bikini waxer and hot air balloon pilot, to highlight a handful. It's one of our most popular regular features. As part of our commitment to the Women into Technology and Engineering initiative we will ensure that at least four of the women featured over the next eight months will work in science, technology and engineering. All the current Work/Life features are housed on Stylist.co.uk at stylist.co.uk/stylist-network/work-life/. These can be easily accessed and we can amplify the message using our considerable social media presence.

Stylist magazine and its sister titles all have a strong feminist voice. We believe women are amazing and should be able to have the opportunity to do anything they want to in their lives, even if that is something we've never considered before. We are very happy to support this fantastic campaign.

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SwiftKey
SwiftKey

SwiftKey

• SwiftKey commits to doubling the number of maths students invited into its workplace by 2015.
• SwiftKey commits to hosting a STEM surgery for 20 people, with the aim of 50% of participants to be women.
• SwiftKey commits to visiting 5 schools over the next year to engage students about STEM careers, with the aim of 50% of participants to be women.
• SwiftKey commits to reviewing their current recruitment practices to ensure they continue to attract talented female STEM candidates.
• SwiftKey commits to holding a hackathon weekend to raise awareness of coding and technical skills and will make specific outreach to women and women's networking groups

SwiftKey reveals pledges for boosting science and technology skills

Innovative companies, and the wider economy, depend on people with skills in science, technology, engineering and maths (STEM). That's why we at SwiftKey are pledging to do our bit to help inspire the next generation of talent.

We've agreed to join dozens of other leading businesses to make a commitment of what we'll seek to do to encourage more people to pursue STEM subjects.

Many of us have a background in these areas - from our software engineers to our finance team. We want to attract and retain great people, as well as give something back. At SwiftKey, we already take this seriously: we have paid internships, employees are given two days leave every year to volunteer and some staff help teach kids maths and coding. But, like all companies, we can do more and this is why we're making these commitments today.

1) SwiftKey commits to doubling the number of maths students invited into its workplace by 2015

SwiftKey has often invited local schoolchildren to visit our office and take part in fun workshops but we're eager to do more to encourage more people to study maths and other STEM subjects. We will aim to double the number of school children who visit SwiftKey. We will try to have a 50/50 gender split whenever possible.

2) SwiftKey commits to hosting a STEM surgery for 20 people, with the aim of 50% of participants to be women

We will host an event in our London office, reaching out to women's networks and student groups to advertise it to women who are considering a career in STEM. It will be an informal meeting with SwiftKey speakers describing their own career paths and tips.

3) SwiftKey commits to visiting 5 schools over the next year to engage students on STEM careers, with the aim of 50% of participants to be women

We want to build on our strong track record of supporting schools - several SwiftKey staff already participate in maths tutoring and Code Clubs in London and Cambridge. We plan to arrange school visits to discuss science careers, trying where possible to link what the students might be learning to real-world applications, or to teach coding skills.

4) SwiftKey commits to reviewing their current recruitment practices to ensure they continue to attract talented female STEM candidates

SwiftKey is an award-winning workplace, recognised for its positive culture and strong values. All our staff, including our STEM women, have the opportunity for professional development but we want to commit to go further. We will review our recruitment practices to ensure we are reaching the highest calibre of candidates and a greater number of relevant women. We will consult our staff on how we could improve our policies to ensure we continue to be a workplace that supports women and diversity.

5) SwiftKey commits to holding a hackathon weekend to raise awareness of coding and technical skills and will make specific outreach to women and women's networking groups

This will introduce more people to coding and technical skills, from students with existing skills to others who are curious about software development. The event will help demonstrate the interesting ways mathematical/ engineering problem-solving can be applied to tasks, in a fun, informal and inclusive environment, further promoting these skills to the public.


SwiftKey's Lucy Yu explained:•It's clear the UK needs to encourage more people to develop skills in science, technology, engineering and maths. Women remain particularly under-represented - from university lecture halls to the boardrooms of tech businesses. SwiftKey is a tech-led company and each of us has our own story of how our passion for maths, science or technology was ignited. We want to be that catalyst for others, providing access, information and role models to people considering a STEM career. Together we can build the next generation of talent."

www.swiftkey.net

http://www.swiftkey.net/en/blog/swiftkey-reveals-pledges-for-boosting-science-and-technology-skills/

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Tata Consultancy Services UK
Tata Consultancy Services UK

Tata Consultancy Services UK

• Tata Consultancy Services (TCS) commits to sponsoring a Chair in Maths or Physics for the next three years.

Tata Consultancy Services (TCS) is an information technology services, consulting and business solutions organisation that delivers results to global business, ensuring a level of certainty no other firm can match. TCS offers a consulting-led, integrated portfolio of IT, business process services and infrastructure, engineering & assurance services. A part of the Tata group, India's largest industrial conglomerate, TCS has over 300,000 of the world's best-trained consultants in 46 countries.

In line with our overall focus on the Science, Technology, Engineering and Maths (STEM) challenge, TCS is proud to support the newly launched Chairs in Maths and Physics programme.

There is no doubt the UK faces an on-going and severe skills shortage in STEM qualified workers, a situation that is only set to increase as the nation aims to rebalance its economy towards innovative, technology-driven industries. The challenge is particularly pronounced in Information Communications & Technology (ICT). We view this skills challenge as being a series of layered and overlapping issues, each of which must be addressed in order to affect a turnaround.

Firstly, there is a need to raise the profile of STEM - and ICT professions in particular, increasing the attractiveness of these professions before critical career decisions are made during secondary education. Secondly, more has to be done to improve the ability of educational professionals and the curriculum to deliver the appropriate skills needed for industry. Thirdly, employers must look at creating opportunities to bring young people into the workplace in an appropriate manner that helps to provide and develop skills - this is an area where graduate programmes, internships and apprenticeships will all play an essential roles. Finally, the opportunities for young people and businesses in the UK alike may increasingly arise anywhere in the world. Success on a global stage will come to those able to identify those opportunities, adapt to and thrive alongside and within other working cultures. As with building skills, we bear a shared responsibility to instil this global mindset in the next generation.

At TCS UK & Ireland we have developed a multi pronged approach to address these challenges. We - along with our sister companies Jaguar Land Rover and Tata Steel Europe - are founding supporters of the Queen Elizabeth Prize for Engineering. Whilst this is a high-profile global award - an engineering equivalent of the Nobel Prize, the prize's primary purpose is to inspire young people in to engineering.

Working alongside specialist charities and social enterprises our IT Futures programme, reaches tens of thousands of young people in secondary schools and universities. It aims to reconnect young people who have an innate enthusiasm for technology, and in particular IT, but who are disassociated and disenfranchised from its creation.

Alongside our graduate and apprenticeship programme, TCS has also forged strong partnerships with some of the UK's leading universities and is providing guidance and dedicated course content to help shape MSc and MBA courses that are relevant to today's ICT industry.

For more information visit us at www.tcs.com

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Teach First
Teach First

Teach First

• Teach First commits to recruiting up to 1,200 STEM teachers over the next two years, growing to represent over 50% of new STEM teachers in disadvantaged areas, to inspire pupils to take up and excel in STEM subjects. Last year 57% of Teach First's STEM teachers were female.
• Teach First commits to working in partnership with STEM businesses over the next 12 months to deliver activities to engage, inspire and build the aspirations of pupils from low income communities in STEM. These will include; STEM careers advice and skills sessions for 500 pupils; 10 guest STEM lessons delivered by leading public figures and business leaders; Professional coaching from leading businesses to develop the impact of 150 Teach First STEM teachers.

1) We will recruit up to 1,200 STEM teachers over the next two years, growing to represent over 50% of new STEM teachers in disadvantaged areas, to inspire pupils to take up and excel in STEM subjects. Last year 57% of Teach First's STEM teachers were female.

• In 2013 we recruited 503 STEM teachers. In 2014 this will increase to around 520, and up to 680 in 2015, a 35% increase on 2013 numbers. We will reach every region of England and into Wales.

2) We will work in partnership with STEM businesses over the next 12 months to deliver activities to engage, inspire and build the aspirations of pupils from low income communities in STEM. These will include; STEM careers advice and skills sessions for 500 pupils; 10 guest STEM lessons delivered by leading public figures and business leaders; Professional coaching from leading businesses to develop the impact of 150 Teach First STEM teachers.

• 30 STEM career insights sessions reaching over 500 pupils - STEM Careers Insight visits bring together pupils from Teach First schools in low income communities with STEM businesses to deliver expert workshops. These focus on improving employability skills, raising awareness of and aspiration for STEM careers, and getting pupils to set goals and plans for personal development.
• 150 coaching relationships with STEM teachers - We match volunteer coaches from Teach First's corporate partners to help our STEM teachers become effective leaders and inspire more pupils from low-income communities in STEM. Teachers get access to successful STEM businesses leaders who work with them one-to-one to improve their skills, ability and impact.
• 10 STEM guest teacher lessons in schools - This enables leading public figures and business leaders to deliver guest STEM focused lessons to inspire children from low-income communities to and help to raise crucial awareness of the problem of educational inequality in the UK.

• We have the following STEM guest teachers already lined up for the next 12 months, but will be securing more in the coming months:
• Christine Flounders (Bloomberg - Software Development and R&D )
• Fiona Woolf (Lord Mayor of London)
• Nicola Horlick (Chairman of Rockpool Investments LLP and the CEO of Money&Co)
• Rick Haythornthwaite (Centrica - Chairman)
• Mike Warriner (Google - Engineering Director)
• Simon Milner (Facebook - Policy Director)

• As an example, in the run up to International Women's Day we had our fist guest teachers take part in this scheme, with a number of lessons from leading STEM women, including scientist from CERN.

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Techniquest
Techniquest

Techniquest

• Techniquest, Cardiff commits to inspiring girls to consider study and career options in technology and engineering through the Getting Girls into Physics project.
• Techniquest, Cardiff commits to engaging 63,000 girls from 3-18yrs in interactive shows and workshops for schools.
• Techniquest, Cardiff commits to tackling gender bias by using 'gender lens' techniques to ensure that our activities do not exclude or favour any gender.

Between May 2014 and May 2015, Techniquest, Cardiff will:
• Engage 63,000 girls from 3-18yrs in interactive shows and workshops for schools, both at Techniquest and on school premises Wales-wide.
• Engage a further 70,750 girls and women in family or other non-school groups at our purpose built science centre in Cardiff.
• Engage a further 30,500 girls and women at public events and in community settings across Wales.
• Proactively seek women when looking for scientists and engineers to support us in our work with schools and publics
• Tackle gender bias by continuing to use 'gender lens' techniques to ensure that our activities do not exclude or favour any gender.

Working with support from Welsh Government, Techniquest is committed to making sure that all its activities do not exclude or favour any gender. Further, through its Getting Girls into Physics project, it is working to inspire girls and boys in physics, to encourage girls in particular to consider study or career options in technology and engineering.

Techniquest looks forward to working with partners to share best practice and to be part of the national campaign to increase the number of girls and women in the physical sciences.

Background
Techniquest science discovery centre reaches over 330,000 people each year through its activities for schools and public in its centre in Cardiff and its Wales-wide outreach programme. Of these, approximately 165,000 are girls and women. All activities are interactive 'live' experiences that are designed to be highly engaging and memorable. Programmes for schools are teacher-friendly and complimentary to the curriculum. Techniquest is an educational charity whose mission is to inspire people in science, technology, engineering and maths and to motivate them to learn more.

www.techniquest.org

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Techniquest Glyndwr
Techniquest Glyndwr

Techniquest Glyndwr

• Techniquest Glyndwr commits to engaging at least 15,000 female pupils in the science discovery centre and in their schools, through educational STEM workshops and shows.
• Techniquest Glyndwr commits to delivering two career days for girls in Years 9 & 10, one focussed on Chemistry and one on Physics and Engineering.
• Techniquest Glyndwr commits to raising aspirations and encouraging girls in the uptake of STEM subjects through the Gender Equality project.

Between May 2014 and May 2015 Techniquest Glynd_r will:
• Engage at least 15,000 female school students in the science discovery centre and in their schools, through educational STEM workshops and shows.
• Engage at least 1,000 girls and women through outreach activities in their communities.
• Engage at least 10,000 women and girls to explore science and engineering through family visits to our centre.
• Oversee Techniquest Glyndwr's Gender Equality project through a Project Coordinator, which aims to raise aspirations, amplify interest and encourage girls in the uptake of STEM subjects.
• Continue to review all products, services and publicity materials in order to identify and address any gender bias.
• Coordinate and deliver two career days for girls in Years 9 & 10, one focussed on Chemistry and one on Physics and Engineering.
• Have female role models on our staff delivering the physical sciences and engineering to schools and families.
• Pro-actively seek women when inviting scientists and engineers in to work with schools on STEM career days.
• Continue to grow our Gender Equality web resource, which profiles local, inspirational women in STEM and also acts as a focal point for all our Gender Equality project activities.
• Actively search for funding and in-kind support and form collaborative partnerships to further our Gender Equality work.
• We will run the following specific STEM programmes for girls:
o STEM career days for female students in Years 9 & 10 from local secondary schools.
o School workshops: 'I am a Scientist' for Foundation Phase, 'Reinventing the Wheel' for Key Stage 2 and 'Arcade Grabber' for Key Stage 3.
o Brownie 'Star Quest' events on selected weekends for local Brownie units.

Background
Techniquest Glyndwr, science discovery centre in Wrexham, inspires, challenges and engages in the region of 60,000 people of all ages each year from both England and Wales. Half (30,000) are girls and women, who take part in a wide range of activities offered in centre and off-site, both for schools and public visitors. The centre has 5 zones packed with fun hands-on exhibits, workshop rooms and a theatre for science shows. The education programme covers all school key stages, and is delivered in schools and at the centre. About 70% of activities are focussed on the physical sciences, technology, engineering or maths.

www.tqg.org.uk

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techUK Women in Tech
techUK Women in Tech

techUK Women in Tech

• techUK commits to supporting the aims of the No.10 Compact and will champion women in technology with 850 technology companies of all sizes, from large multinational firms to SMEs to new start ups.
• techUK commits to launching a 'WalkTall' programme in Summer 2014, which will help women who have left the tech industry after a career break to return to the workforce.
• techUK commits to challenging industry to share best practice relating to their female population, including through the techUK award for championing women in tech.
• techUK commits, as a partner of Code Club, to sustaining its 40% female participation rate through recruiting industry volunteers involved in running Code Clubs right across the UK.

techUK represent the companies and technologies that are defining today the world we will live in tomorrow. Women are central to this vision. techUK is delighted to support the No.10 Compact and are committed to working with the technology industry and Government to make UK tech an exciting and attractive sector for women to have fulfilling careers. techUK strongly believe that a gender balanced workforce across the tech sector strengthens the sector's ability to innovate and retain its market position as the cornerstone of industry across global markets. By widening the talent pool and encouraging female talent to thrive, the UK information economy will continue to grow in both size and stature.

techUK has appointed Jacqueline de Rojas as its Board Champion for the techUK Women in Tech programme and together with Women in Tech Chair Eileen Brown, we have published our 2014 Women in Tech manifesto. The manifesto has four key initiatives designed to span the full career lifecycle from education through to Board level appointments.

1. Girls in tech: techUK continues our program to attract entry level talent into the industry and is actively supporting the work of Code Club in increasing the number of 9 to 11 year olds given the opportunity to learn code. Code Club has already taught over 13,000 girls to code. Code Club aim to be in 25% of UK primary schools by the end of 2015, and have a 40% female participation rate. techUK is a partner of Code Club to both raise awareness and recruit industry volunteers to run Code Clubs right across the UK.
2. Challenging Industry: techUK challenge businesses to share best practice relating to their female population focused on attracting, retaining and sustaining talent at all levels in their businesses. The techUK certification and award for championing women will see companies compete to become top promoters for female careers. techUK are also supporting the Everywoman in Technology Leadership Academies in 2014.

3. WalkTall: techUK launch our 'WalkTall' program in Summer 2014 to target women who have left the tech industry after a career break to return to the workforce. Returning to the workforce after having a break is difficult for women at all stages of their career, and given the fast-paced nature of the technology sector this difficulty can be amplified. WalkTall will help returners to lift confidence, personal brand, leverage networks, and more. Our techUK certification presented by a panel of leading industry figures will also show organisations the commercial importance of helping women re-enter the workforce.

4. FTSE 350: The UK government's latest report on Women on Boards revealed that women now account for 20.7 per cent of board positions in the FTSE100 - up from 12.5 per cent in 2011. techUK will get more women into FTSE 350 boardrooms by actively engaging with businesses and search firms to include female talent in their short lists and by bringing women together with role models who offer the confidence and network to get them there.

For more information, visit www.techuk.org

Contact:
Charlotte Holloway
Head of Policy
+ 44 (0) 7710 320795
charlotte.holloway@techuk.org

Sharon Clews
Director - People and Talent Management
+44 (0) 20 7331 2052
sharon.clews@techUK.org

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Teentech
Teentech

Teentech

• Teentech commits to running 12 TeenTech events for over 400 schools
• Teentech commits to running the National TeenTech Awards to encourage female participation in tech subjects
• Teentech commits to develop a new strand of events for parents so they can better advise on the reality of opportunities in technology and engineering careers

1. Run 12 TeenTech events for over 400 schools and the National TeenTech Awards to encourage female participation in tech subjects and to help them consider tech careers
2. Maintain our 50/50 ratio of male / female attendees at TeenTech events
3. Work in partnership with other Compact signatories by offering free exhibition space at TeenTech events to companies and other outreach organisations with relevant complementary activities
4. Support and advise companies and university departments to help them develop activities which appeal to female students and can then be used for their own outreach work. We've worked closely with a number of companies to good effect in this way.
5. Run 10 career experiences supported by live and virtual workshops which help students, teachers and parents better understand the opportunities in engineering and technology and the skills needed
6. Develop a new strand of events for parents so they can better advise on the reality of contemporary opportunities in technology and engineering careers for their daughters
7. Evaluate all our TeenTech events and share with other Compact signatories stats and information on what really works

Background
TeenTech run large scale but sharply focused interactive events with a supporting awards scheme to help young people, their teachers and parents understand the real opportunities in contemporary science, technology and engineering. We have won several national awards for our work , are honoured to have HRH Duke of York as our patron but are most proud of the way our work helps to change perceptions and encourages young people to recognise their own potential .

In 2014/5 we will run 12 events across the UK including North and South Wales, South Yorkshire, Humber, Teeside , Hampshire, Solent, Kent, Surrey London, Gloucestershire, East Midlands, Staffordshire. Each event will bring together 30 schools in a region for a day of challenges and experiments with over 140 scientists, engineers and technologists from leading companies and Universities. The impact of the day is particularly striking amongst girls. At a recent London event only 22% were fairly or very interested in engineering when they arrived but 78% felt that way at the end of the day. The structure of the TeenTech Awards encourages strong participation from teams of girls, with a high proportion receiving awards at Buckingham Palace.

Many of our events run in areas of social disadvantage and schools have been warmly appreciative of the value TeenTech brings to their entire community with teachers describing the combined effect of the events and awards as 'transformational'

We run supporting events for teachers and parents to help them understand emerging industries and the changing careers landscape.

We work with over 200 companies and provide free support to enable them to develop activities which really engage and help young people understand more about different career pathways and the skills they need to take advantage of them.

Web link : www.teentechevent.com

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Thames Tideway Tunnel
Thames Tideway Tunnel

Thames Tideway Tunnel

• Thames Tideway Tunnel commits to doubling the number of STEM ambassadors over the next two years.
• Thames Tideway Tunnel commits to an increase of 10% in the proportion of female STEM ambassadors by 2015.
• Thames Tideway Tunnel commits to launching a Women in Engineering media competition in London schools in Autumn 2014.
• Thames Tideway Tunnel commits to maintaining an equal gender balance in its work experience placements as far as reasonably practicable.
• Thames Tideway Tunnel commits to increasing promotion of graduate and trainee positions with a view to encouraging a greater proportion of applicants from women from the 2013 baseline.

A message from Mike Gerrard, Managing Director, Thames Tideway Tunnel
The Women in Engineering Compact is an important and timely campaign which we strongly support. With women accounting for only 11 per cent of the construction workforce, it is crucial that we address this gender imbalance as matter of priority.

As one of the largest infrastructure projects in Europe, Thames Tideway Tunnel offers the UK engineering sector an excellent opportunity to significantly rebalance the gender demographics of our industry. We have already done a lot to build the right environment for this to happen and, as the project moves into its construction phase, we look forward to further opportunities to attract women into engineering.

Around thirty per cent of the current project workforce are women, including some of our most talented engineers. We have created a Thames Tideway Tunnel Women's Forum which focuses on raising their profile and supporting career development.

We are also supporting a national target to get 30 per cent of the undergraduates studying Engineering and Technology to be women by 2030.

We realise that a lot more can be done. That is why we have made further commitments to the Government's campaign:
1. Doubling the number of STEM ambassadors over the next two years
2. An increase of 10% in the proportion of female STEM ambassadors by 2015
3. Launching a 'Women in Engineering' media competition in London schools in autumn 2014
4. Maintaining an equal gender balance in its work experience placements as far as reasonably practicable
5. Increased promotion of graduate and trainee positions with a view to encouraging a greater proportion of applicants from women from the 2013 baseline.

We look forward to helping the Government make this campaign a great success.

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The Campaign for Science & Engineering (CaSE)
The Campaign for Science & Engineering (CaSE)

The Campaign for Science & Engineering (CaSE)

• CaSE commits to ensuring our events have a diverse range of speakers and panellists with no all-male panels.
• CaSE commits to continue championing diversity in STEM and monitoring the extent to which diversity is embedded in policy making for STEM

The Campaign for Science & Engineering (CaSE) is the leading independent advocate for science and engineering in the UK. CaSE works to ensure that science and engineering are high on the political agenda and that the UK has: world leading research and education; skilled scientists and engineers; and successful innovative businesses. Improving diversity in STEM is essential to achieving these aims.

As part of our work to champion diversity, a new CaSE report, Improving Diversity in STEM, assesses the state of diversity across the sector and outlines tangible actions for the Government and the sector to take. Improving diversity in STEM is not simply desirable in terms of equality, but necessary if we are to maximise individual opportunity and meet economic need.

CaSE is funded by individuals and organisational members from industry, learned societies, universities and research charities. For more information, please visit our website www.sciencecampaign.org.uk. Read more
The Centre for Alternative Technology
The Centre for Alternative Technology

The Centre for Alternative Technology

• The Centre for Alternative Technology (CAT) commits to engaging over 10,000 women and girls in exploring climate science and sustainable technologies.
• The Centre for Alternative Technology (CAT) commits to hosting 1,000 school girls in our Eco-Cabins - an immersive residential learning environment in which children monitor and control their own energy and water use.
• The Centre for Alternative Technology (CAT) commits to ensuring female role models deliver climate change communications and information on sustainable technologies to schools and families.

The Centre for Alternative Technology (CAT) commits to
• The Centre for Alternative Technology (CAT) commits to engage over 10,000 women and girls in exploring climate science and sustainable technologies through our exhibitions, workshops and courses on climate change, renewable energy and sustainable construction.
• The Centre for Alternative Technology (CAT) commits to engage 3,000 school girls in our workshops, tours and activities.
• The Centre for Alternative Technology (CAT) commits to host 1,000 school girls in our Eco-Cabins - an immersive residential learning environment in which children monitor and control their own energy and water use, exploring renewable energy and energy efficiency.
• The Centre for Alternative Technology (CAT) commits to have female role models delivering climate change communications and information on sustainable technologies to schools and families.
• The Centre for Alternative Technology (CAT) commits to, when recruiting teaching staff and external trainers and lecturers, seeking to ensure that women are well represented.
• We will ensure that women are well represented in all of our communications, highlighting the successes of our female students and graduates, helping provide role models for girls interested in pursuing careers in renewable energy engineering and sustainable construction.
• We will proactively recruit women to our postgraduate degrees and short courses, with specific emphasis on increasing the number of women undertaking our MSc in Renewable Energy and the Built Environment.

Background
The Centre for Alternative Technology (CAT) is an educational charity specialising in practical solutions to environmental challenges. We run postgraduate degrees and vocational training as well as hosting schools visits and attracting more than 20,000 day visitors each year. Around half of day visitors and school children are women or girls. Renewable energy and sustainable construction are key aspects of CAT's work. We run workshops, tours and children's activities and have a range of interactive exhibitions illustrating energy supply and demand, including displays on solar energy, wind turbines, wave and hydro power, renewable heating and energy efficiency.

www.cat.org.uk

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The ICE
The ICE

The ICE

• The ICE commits to delivering two events for schools and colleges addressing gender and ethnic diversity in civil engineering in each of ICE's twelve regions.
• The ICE commits to reviewing its promotional materials to ensure female representation and appropriate messaging.
• The ICE commits to delivering ICE's QUEST scholarship scheme supporting civil engineers at university with company-linked placements

From May 2014 to December 2015, ICE pledges to:
• Deliver two events for schools and colleges targeted at addressing gender and ethnic diversity in civil engineering in each of ICE's twelve regions.
• Support the national and regional Big Bang Fair and Tomorrow's Engineers Week by delivering activity involving inspirational female engineers.
• Deliver ICE's QUEST scholarship scheme to support civil engineers at university with company-linked placements. In 2013 39% of awards were to female student engineers. Each scholar commits to delivering 3 promotional events per year for the institution.
• Recruit 2-3 additional female volunteers for the Stemnet ambassador scheme in each of ICE's regions, to provide advice and guidance and act as mentors and role models.
• Review all ICE's promotional materials to ensure female representation and appropriate messaging.
• Ensure ICE's regional school, college and careers activities (In 2013, there were 34,300 contacts with young people] are at least 50% directed to female participants.
• Deliver 1 apprenticeship recruitment event in each ICE region working with WISE or other partners to encourage females into civil engineering.
• Deliver with other Tomorrow's Engineers partners 4 national UCAS events.

Background
ICE is an international membership organisation that promotes and advances civil engineering around the world. ICE is a qualifying body, a centre for the exchange of specialist knowledge, and a provider of resources to encourage innovation and excellence in the profession worldwide.

Our purpose is to qualify professionals engaged in civil engineering, exchange knowledge and best practice, and promote their contribution to society.

Our members help to create the structures and systems that sustain society. They are responsible for designing, building, maintaining and improving bridges, roads, canals, docks, office buildings, hospitals, schools, airports, power stations, railways, flood defences, water-treatment facilities... everywhere.

We make sure that the high standards needed to become a professional civil engineer are met. Professionals who are awarded membership of our Institution are among the best in the world.

www.ice.org.uk

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The Institute of Physics
The Institute of Physics

The Institute of Physics

• The Institute of Physics commits to launching three new projects to determine how to overcome the barriers to girls progressing to A-level Physics
• The Institute of Physics working with the National College of Teaching and Leadership and the Department for Education to improve teacher recruitment and retention
• The Institute of Physics improving gender friendliness in university physics departments by continuing our work with Project Juno

Between May 2014 and May 2015, The Institute of Physics will:

Launch three new projects to determine how to overcome the barriers to girls progressing to A-level Physics

(a) Building confidence and resilience
• This project will aim to overcome the lack of confidence that girls have with physics, increase their awareness of the barriers and to engage them in owning and addressing the problem.
• Targeted at girls in years 8 to 11, predominantly in co-educational schools, the pilot project will initially run for two years from April 2014, and involve approximately 8 secondary schools plus their feeder primaries.
• Initially the aim is to help engage and identify with physics and eventually increase progression to A-level Physics.

(b) Girls and the physics classroom
• We will work with physics teachers to make the organisation and pedagogy of their lessons more appealing to girls and to include messages about career options.
• The project will build upon an action research programme carried out by the IOP and the Science Learning Centres to produce a model for gender-inclusive teaching of physics.
• The project will initially run for two years from April 2014 and as a pilot study, will involve approximately 8 schools.

(c) Whole school approach to gender stereotyping
• In partnership with the governors and senior management teams of schools, we will undertake a whole-school approach to counter gender bias in participation across the whole curriculum. Our Closing Doors report demonstrated that schools that counter gender biases in all subjects have healthier ratios of girls progressing to A-level Physics
• The project will initially run for three years, from April 2014, and as a pilot study, will involve approximately 10 secondary schools

If any of the three interventions prove to be successful, we will roll it out via the Stimulating Physics Network and our other networks, to around 500 schools.

Each project will be evaluated externally by an independent team of evaluators.

Improve gender friendliness in university physics departments by continuing our work with Project Juno
• An ongoing project to improve the gender friendliness in university physics departments, Juno has strong links with the Equality Challenge Unit's Athena SWAN Awards, but offers a more grassroots approach including workshops and departmental visits.
• The aim is to make departments more aware of and to reflect upon gender issues with the ultimate aim of the gender ratio at all levels being consistent with the ratio for graduates.
• The project is targeted at university physics departments across the UK. There are currently three levels of participation: Supporter, Practitioner and Champion, the latter formally equivalent to Athena SWAN Silver.
• Project Juno is ongoing, although eventually all physics departments should be engaged either with Juno or Athena SWAN.
• The project is independently evaluated every five years, most recently in 2013.

Work with the National College of Teaching and Leadership and the Department for Education to improve teacher recruitment and retention
• Given the proven link between specialist teachers and participation of girls in physics, we are working with the National College for Teaching and Leadership and the Department for Education to improve the recruitment and retention of physics teachers.
• The target is 1000 entrants to physics teacher training and a 10% increase in retention after 3 years.
• The target audiences are potential, trainee and newly qualified teachers.
• The target for entrants is for 2015 entry and for retention, 2016.
• Using marketing professionals, we run Insight into Teaching Events in university physics and engineering departments and use a range of targeted digital media. We mentor 400 new teachers each year.
• Recruitment work is evaluated on a continuing basis internally; mentoring is evaluated externally.

Physics In The Field
• The project uses volunteers to take physics demonstrations and explanations to places where families gather and where one would not usually encounter physics, for example, flower shows or music festivals.
• The aim is show the relevance of physics in everyday contexts to parents and children and to give families the opportunity to talk to practising physicists in an informal environment.
• The target audience is families lacking science capital, e.g. science qualifications and understanding.
• Events are targeted according to season, location and the availability of volunteers.
• We run approximately 25 events per year engaging with 50,000 people, including 20,000 girls.
• The project is externally evaluated every 5 years.

Collaboration between artists and scientists
• The Institute commissions artists and scientists to work together to create a work of art with intrinsic merit that illustrates some aspect of physics. The first project was Covariance http://www.youtube.com/watch?v=D8OZQOQKmxA
• The expressive and performance arts are predominantly perceived as female subjects, particularly in schools. The project aims to bring physics to an arts audience.
• The main audience is people who attend arts events but who have little science capital, particularly girls and their parents.
• There is one project every second year and the next one will come to fruition before the end of 2015.
• Covariance attracted more than 2000 individual visitors, over half of whom were female and a great deal of publicity.
• An evaluation is available at: https://www.iop.org/activity/outreach/activity/page_39560.html

Background
The Institute of Physics is a leading scientific society. We are a charitable organisation with a worldwide membership of more than 50,000, working together to advance physics education, research and application. We engage with policymakers and the general public to develop awareness and understanding of the value of physics and, through IOP Publishing, we are world leaders in professional scientific communications.

The Institute has a longstanding commitment to investigating and removing barriers to girls and women taking physics at all levels. We pledge to support the campaign to increase the number of women in physics, engineering and technology both in general terms and via the projects listed above.

www.iop.org

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The Look Out Discovery Centre
The Look Out Discovery Centre

The Look Out Discovery Centre

• The Look Out Discovery Centre commits inviting women and girls to explore science and engineering through our science exhibitions building family science capital.
• The Look Out Discovery Centre commits striving to ensure all our science programmes and exhibitions appeal equally to both genders.
• The Look Out Discovery Centre commits having female science role models on our staff delivering the physical sciences and engineering to schools and families.

Between May 2014 and May 2015, The Look Out Discovery Centre will:

• Engage school girls in our hands on science shows.
• Engage girls and women in our outreach activities in their communities.
• Invite women and girls to explore science and engineering through our science exhibitions building family science capital.
• Strive to ensure all our science programmes and exhibitions appeal equally to both genders.
• Have female science role models on our staff delivering the physical sciences and engineering to schools and families.
• If inviting scientists and engineers in to work with the public and schools we will pro-actively seek women.
• Over the next 6 months we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities with mums and dads, and will add this to our pledge.

Background
Each year The Look Out Discovery Centre attracts over 140,000 people to delve into science. At least half (70,000) are girls and women. They take part in school shows, family shows, planetarium shows, as well as exploring the science exhibition with their families and schools. We offer The Look Out On The Road outreach service so school children can enjoy workshops, shows, and the Maths Kit. About 65% of our activities incorporate physical sciences and engineering.

www.bracknell-forest.gov.uk/be

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The Met Office
The Met Office

The Met Office

• The Met Office commits to inspiring young people through a programme of STEM engagement and work experience for the next three years
• The Met Office commits to providing 70 work experience placements
• The Met Office commits to running four Science Camps providing an engaging and scientific 'night to remember' for Year 7 students

The Met Office commits to inspiring young people through a programme of STEM engagement and work experience for the next three years

In the 2014/15 the Met Office commitment includes:
• Providing 70 work experience placements
1. Our work experience placements give young people the opportunity to see the exciting work of the Met Office and to meet staff from across the office, introducing them to a diverse range of STEM practitioners and potential role models, both male and female.
• Met Office STEM ambassadors attending 70 engagement events
1. 50% of our STEM Ambassadors are female, and while the majority of our events are not specifically targeted at girls, we always ensure that the audience is as mixed as possible where we can.
2. When we hold multi-ambassador events, for example at Science Fairs or careers days, we always ensure a mix of male and female ambassadors attend.
3. Girl-specific activities that we are involved with include careers days and activity sessions for girls interested in STEM subjects.
• Met Office Science Camps (four events during summer 2014) .
1. These science camps provide an engaging and educational scientific 'night to remember' for Year 7 students from local schools. Our guests stay overnight - a unique opportunity to camp out at one of the UK's premier science and engineering organisations.
2. Last year, around 41% of young participants at Met Office Science Camp were girls and 52% of our volunteers were female members of staff. This year we have 110 staff members signed up to help, of which 61% are female.

The Met Office's aim is to be recognised as the best weather and climate service in the world.

For more than 150 years we have led the way forward in understanding the weather and climate. Today we continue to embrace change, push boundaries and pioneer new techniques to maintain our reputation as world leaders in our field.

Going forward, meeting our vision will rest on our ability not only to forecast the weather and climate - but to use those forecasts to provide innovative and invaluable services for our customers.

We can only be recognised as the best weather and climate service in the world if we benchmark the quality of our services and the value for money we offer against our competitors.

http://www.metoffice.gov.uk/learning

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The Royal Society
The Royal Society

The Royal Society

• The Royal Society commits to continue and possibly expand the Dorothy Hodgkin Fellowship scheme, the University Research Fellowship and the Sir Henry Dale Fellowship schemes.
• The Royal Society commits to carry out a self-assessment of the Society using the criteria of the Athena SWAN scheme.
• The Royal Society commits to ensure that any panel at a Society meeting, lecture, or other event includes female members.

The Royal Society will work with the following objectives:
• To increase the number of applications to the Society's partnership grants scheme for projects that will support the engagement of girls. (The scheme provides funding for schools to run projects in partnership with a professional scientist or engineer.)
• To continue and if possible expand the Dorothy Hodgkin Fellowship scheme together with the University Research Fellowship and Sir Henry Dale Fellowship schemes.
• To highlight excellent work by female Research Fellows and FRSs through the Society's public engagement programme and in Society publications.
• To ensure that any panel at a Society scientific meeting, lecture, or other event includes female members.
• To carry out a self-assessment of the Society using the criteria of the Athena SWAN recognition scheme of excellence in women's employment in UK higher education.
• To review the effectiveness of the groups charged with increasing the number of women and the diversity of candidates nominated for election to the Fellowship.

Background
The Royal Society is a self-governing Fellowship of many of the world's most distinguished scientists drawn from all areas of science, engineering, and medicine.

The Society's fundamental purpose, reflected in its founding charters of the 1660s, is to recognise, promote, and support excellence in science and to encourage the development and use of science for the benefit of humanity.

The Society supports outstanding scientists through a range of Fellowship programmes. Across all of those programmes in 2012/13, women comprised 33% of the applicants and 42% of those to whom an award was made. The Society's Dorothy Hodgkin Fellowship scheme was established in 1995 and is intended specifically to support outstanding scientists for whom flexibility is an important consideration early in their career. The proportion of Professors across all STEM disciplines in the UK who are women is 10%, and that is mirrored in the fraction (61 out of 609) of Fellows elected to the Society since 2000 who are female. In 2013, the Society created a group charged with increasing the number of women nominated for election to the Fellowship (as well as groups charged with increasing numbers of nominees from other categories). At 1 January 2014, 65% of the Society's staff members were women.

https://royalsociety.org/

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The Women's Security Society
The Women's Security Society

The Women's Security Society

• The Womens Security Society (WSS) commits to championing women into technology and engineering with our 400+ members and cascade information to them through our communication channels.
• The Womens Security Society (WSS) commits to promoting cybersecurity careers, in particular, to our members.
• The Womens Security Society (WSS) commits to supporting a national campaign.

Background
The Womens Security Society (WSS) fosters an inclusive networking and forum environment, bringing women together from all aspects of security. The aim of the WSS is to encourage the advancement of women working in today's security world through the exchange of information and creation of collaborative relationships. WSS is particularly committed to ensuring there are more women working in cyber security. WSS has a dedicated Board member for cyber security and recently hosted an event at Bletchley Park with the Cyber Security Challenge for female veteran code breakers, current cyber security leaders from industry and government and the next generation of cyber defenders. It is committed to the campaign and pledges to:

• Champion the Compact with our 400+ members and cascade information to them through our communication channels
• Support the national campaign through use of the logo and signposting to the campaign website via the WSS website
• Continue to promote cybersecurity careers, in particular, to our members

WSS was established last year and already has over 400 members from across the security sector. Its objectives are:
• To share knowledge, provide support and encourage the empowerment and success of women in the security industry.
• To reach out to women in the security industry through networking events and a web based forum.
• To remain a non-profit organisation, seeking funding through sponsorship and assistance from amiable members.
• To be open to women across all security disciplines regardless of their experience, position or industry.

More information can be found at https://www.womenssecuritysociety.co.uk and http://www.linkedin.com/groups/Womens-Security-Society-4929584/about

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Thinktank Birmingham Science Museum
Thinktank Birmingham Science Museum

Thinktank Birmingham Science Museum

• Thinktank Birmingham Science Museum commits to working with Girl Guiding UK to develop activities that encourage girls to engage in science as a part of their cultural experiences.
• Thinktank Birmingham Science Museum commits to running our Meet the Expert programme to connect scientists with young people and their families.
• Thinktank Birmingham Science Museum commits to engaging 100,000 women and girls to explore science and engineering through our science exhibitions building family science capital.

Thinktank Birmingham Science Museum will:
• Engage 25,000 school girls in our hands-on science practical workshops and events.
• Engage 8,000 girls and women in our outreach activities in their communities.
• Engage 100,000 women and girls to explore science and engineering through our science exhibitions building family science capital.
• Strive to ensure all our science programmes and exhibitions appeal equally to both genders.
• Work with Girl Guiding UK to develop activities and support that specifically help and encourage their girls to engage in science as a part of their cultural experiences.
• Have female science role models on our staff delivering the physical sciences and engineering to schools and families.
• Engage with approximately 300 local female scientists through our Meet the Expert programme that facilitates scientists engaging with families and becoming role models for them.
• Over the next six months, we will explore how our organisation can do more to inspire more girls with physics, maths, engineering and technology, including highlighting the exciting career opportunities with mums and dads, and will add this to our pledge.

Background
Each year Thinktank attracts 250,000 people to delve into science. Approximately half (125,000) are girls and women. They take part in school science workshops, family shows, science sleepovers, planetarium shows, special science and engineering events, as well as exploring the science exhibitions with their families and schools. About 50% of our activities are focussed on the physical sciences and engineering.

www.thinktank.ac

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UBS
UBS

UBS

• UBS commits to sponsoring a Chair in Maths or Physics for the next three years.

• UBS employee volunteers commit to continuing to help students in Hackney to increase their attainment in Maths and Science by giving their time and skills: activities will range from weekly numeracy 1-2-1 sessions for Year 7s, Physics and Maths mentors for 'A' level students, facilitating workshops on the application of Maths in the workplace and ICT workshops.

• UBS commits to continuing to support the Cisco courses at the Bridge Academy in Hackney and aims to offer all students a relevant work placement in our Group Technology Department. This is in addition to the 100 work placements we currently offer each year to students from Hackney

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UCL
UCL

UCL

• UCL commits to recruiting and retaining more female staff and students in Science, Engineering and Technology.
• UCL commits to sharing examples of best practice on gender and equality through UCL's Equality action planning programme.
• UCL commits to ensuring that the talent of UCL female staff are reflected in the composition of its Professoriate.

UCL will:

Engaging with young people
• Expand existing outreach or career inspiration activities - through our network of schools and educational charities - targeted at young women through working closely with other campaign signatories.
• Increase the emphasis on female participation when promoting activities, work experience, research placements, workshops, events, summer schools and scholarships.
• Share examples of best practice on student engagement and schools outreach with campaign partners.

Contributing to a national campaign
• Support the agenda of the national campaign by aligning with existing communications activity on women in engineering and technology careers - including Diversity Month at UCL, Gender Equality Champions, UCL's Women in Engineering and Technology networks, Gender Equality Projects in UCL, 50:50 Gender Equality Group.
• Link communications on women in technology and engineering careers to the national campaign through use of a logo and signposting to a campaign website.
• Work in partnership with other campaign signatories to align messages for maximum effect, timing relevant activity to support Tomorrow's Engineers Week, National Women in Engineering Day and National Science and Engineering Week amongst others.

Increasing women in technology and engineering in your own organisation
• Share examples of best practice of activity on a variety of gender and equality initiatives through the UCL's Equality action planning programme at the institutional, faculty and departmental levels.
• Work in partnership with other campaign signatories to ensure firm, visible leadership and commitment on equalities and diversity from senior figures and advance women's careers at university level.
• Recruit and retain more female staff and students in Science, Engineering and Technology by ongoing commitment to the Athena SWAN Charter for women in science and engineering.
• Through mentoring and extended support ensure that the talent of UCL female staff are reflected in the composition of our Professoriate.
• Support our women students to progress to academic and technical careers in the engineering profession.
• Champion the campaign with our supply chain - cascade messages, share best practice or run events focusing on female participation.

Background
UCL is passionately committed to diversity and gender equity in STEM. Our socially engaged mission requires this commitment and a programme of action to realise it. We will work with colleagues, partners, business, government and the community in strong support of the women in technology and engineering campaign.

http://www.ucl.ac.uk
www.engineering.ucl.ac.uk/

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UK Association for Science and Discovery Centres
UK Association for Science and Discovery Centres

UK Association for Science and Discovery Centres

• The UK Association for Science and Discovery Centres commits to asking science centres and museums to run activities to inspire girls with the physical sciences, and explore ways of encouraging families to support girls to aspire to careers in engineering and technology.
• The UK Association for Science and Discovery Centres commits to hosting a one-day event bringing together academic experts with science engagement practitioners to review evidence on which strategies work to inspire girls.

Between May 2014 and May 2015, the ASDC will:
• Champion the Call to Action with the UK's major science engagement organisations within our national network. Together they engage 20 million people (10 million girls and women) each year with science.
• Champion all initiatives to get more girls inspired with the physical sciences, engineering and technology.
• Ask science centres and museums across the UK to run more focussed activities with their 20 million participants to inspire girls with the physical sciences, and to explore ways of encouraging families to support girls to aspire to careers in engineering and technology.
• Run the national strategic hands-on physics programme (Explore Your Universe), which engaged over 75,000 girls and women in its first year, and will continue to engage thousands more in physics and engineering activities, events and workshops.
• Host a one-day charette bringing together key academic experts on girls in physics and engineering, with science engagement practitioners and lay experts to review the best evidence internationally on which strategies work most effectively to inspire girls with physics, technology and engineering. ASDC are committed to sharing findings widely and seeking opportunities to make a step change in how we as a sector approach this.
• Ask all UK science engagement organisations to consider everything they do through the gender lens and to ensure they are maximising opportunities to inspire girls into careers involving technology and engineering.
• Invite No 10 to speak about the Call to Action at the ASDC National Conference on September 24 at the Royal Society.
• Share good practice and initiatives in science engagement that have worked in addressing the gender gap, sharing these nationally with science engagement professionals via newsletters, direct contact and conferences.
• Use the campaign logo and support consistent campaign messages on encouraging women into technology and engineering careers and will ask all major science engagement organisations across the UK to do the same.
• Signpost members to the campaign website and encourage them to sign up and take part.
• Work in partnership with other Call to Action signatories to align messages for maximum effect, for example by timing relevant activity to support national initiatives and asking UK public engagement professionals to do the same.

Background
The UK Association for Science and Discovery Centres (ASDC) brings together over 60 of the UK's major science engagement organisations to play a strategic role in the nation's engagement with science. Together ASDC members engage 20 million people each year (385,000 people each week) with the wonders of science, technology, engineering and maths through their programmes, events, hands-on activities and exhibitions.

ASDC and the Science and Discovery Centres across the UK are already working actively every day and in all parts of the UK to increase the participation of girls and women in the physical sciences and STEM in general. Ten million of those engaging with STEM at science centres and discovery centres and museums are girls and women. The network is the nation's key provider of family science learning and offers wide-ranging opportunities to build family science capital and to target parents to encourage their daughters to aspire to careers in science, engineering and technology. The power of ASDC is to work nationally and strategically with the UK's major science engagement providers to inspire change on a large scale.

http://sciencecentres.org.uk/

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UK Commission for Employment and Skills (UKCES)
UK Commission for Employment and Skills (UKCES)

UK Commission for Employment and Skills (UKCES)

• UKCES commits to work in partnership with campaign signatories to align message for maximum effect, for example by timing relevant activity to support Tomorrows Engineers Week and National Science and Engineering Week
• UKCES commits to supporting the national campaign by sharing research

Contributing to a national campaign - UKCES will:
1. Support the national campaign and other signatories by sharing messages and research.
2. Use consistent campaign messages in our communications activities on women in technology and engineering careers
3. Work in partnership with other campaign signatories to align messages for maximum effect, for example by timing relevant activity to support Tomorrow's Engineers Week in November 2014 and National Science and Engineering Week in March 2015

Background
The UK Commission for Employment and Skills is a publicly funded, industry-led organisation providing strategic leadership on skills and employment issues in the four home nations of the UK.
Together, our Commissioners comprise a social partnership that includes CEOs of large and small employers across a wide range of sectors, trade unions and representatives from the Devolved Administrations.
Our mission is to work with and through our partners to secure a greater commitment to invest in the skills of people to drive enterprise, jobs and growth.
Technology and Engineering is a vital part of that. Our research shows that there is still a major gender imbalance in this sector, particularly in engineering and IT. Even in subjects where a large proportion of female, this is not reflected in the workforce, especially at management level. We believe this is partly as a result of widespread misperception of what type of careers are available within the technology and engineering sectors.
Getting more women into technology and engineering is vital. Since the recession, 26% of core Science, Technology, Engineering and Mathematics (STEM) vacancies have been hard for employers to fill, compared with 22% of vacancies overall. This is partially explained by the popularity of STEM graduates for employers in non STEM sectors - for example, in 2009, 17% of the UK's physics graduates entered careers in the financial sector.

For more information about the work of UKCES, visit www.gov.uk/ukces

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Ukie - The Association for UK Interactive Entertainment
Ukie - The Association for UK Interactive Entertainment

Ukie - The Association for UK Interactive Entertainment

• UKIE commits to doubling the number of female Video Game Ambassadors to 36 in total.
• UKIE commits to increasing the number of women industry speakers at major games conferences.
• UKIE, as part of the Digital Schoolhouse project, commits to working with the best teachers to address the gender-divide in computing from primary school onwards (currently on 7% of Computing A-levels are taken by girls) by creating specific lessons and resources to support learning.

Ukie exists to support, grow and promote the UK games industry. A key part of our work is ensuring that the next generation, particularly girls, is inspired to work in the games industry.
We have been at the forefront of initiatives that help make sure that young people are equipped with the right computing, maths, physics and art skills to work in our industry and to create all aspects of digital content for global audiences.

This work includes leading the cross-industry Next Gen Skills campaign that has successfully helped to get computer programming on the national curriculum and to reform the art curriculum. We also run the Video Games Ambassadors Scheme (as part of the wider STEM Ambassadors programme) which now has 147 volunteers signed up to visit schools and inspire young people to study maths, physics, art and computing.

We are responsible for the new Digital Schoolhouse project funded by the Mayor of London. Operating initially in London, this work will turn chosen secondary schools into computing hubs for other schools in their areas, training teachers in the new curriculum and inspiring thousands of children access to code by creating exciting new lessons.

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University Alliance
University Alliance

University Alliance

• University Alliance commits to working with its members - who together have 28% of technology and engineering students in the UK - to champion the campaign.
• University Alliance commits to using its position as a leading voice in Higher Education policy to champion the campaign through events and thought pieces.

Between May 2014 and May 2015 University Alliance pledges to:
1. Champion the campaign with our members and cascade information out through our membership channels.
2. Link communications on women in technology and engineering careers to a national campaign through use of a logo and signposting to a campaign website.
3. Use consistent campaign messages in our communications activities on women in technology and engineering careers.
4. Work in partnership with other campaign signatories to align messages for maximum effect, for example by timing relevant activity to support Tomorrow's Engineers Week in November 2014 and National Science and Engineering Week in March 2015.
5. Run an event / events to stimulate debate about women in STEM, in particular in technology and engineering, careers and use existing events and publications to champion the campaign.

Background
University Alliance is a group of leading global universities for science, technology, design and the professions working together to tackle the big issues facing universities, people and the economy.

www.unialliance.ac.uk

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University of Birmingham
University of Birmingham

University of Birmingham

• University of Birmingham commits to hosting a Girls STEM Day for girls in Year 9.
• University of Birmingham commits to inspiring female Year 11 students interested in engineering at an Engineering Taster Day.
• University of Birmingham commits to aiming to increase the female student population in the College of Engineering and Physical Sciences - currently at 27%.

University of Birmingham' College of Engineering and Physical Sciences will:

Engaging Young People
• Aim to ensure the messages and experiences we offer through our schools and colleges outreach activities are equally applicable to girls and boys.
• Communicate that women are involved at all levels of the University hierarchy in Engineering and Physical Sciences (EPS) subjects.
• Recruit inspirational women to deliver Institute of Physics Lectures, Chemistry evening lectures and Maths Popular Lectures.
• Ensure female academic involvement in Applicant Visit Days and Open Days where possible and aim for a balance of male and female hosts for Outreach events.

Female representation
• Host a Girls STEM Day - a day designed exclusively for girls in Year 9 to experience taster lectures and workshops in different STEM subjects.
• Engage female A-Level students interested in EPS subjects through the London Student Conferences hosted on campus.
• Deliver Discovery Day - a day tailored toward the science subjects for Year 10 students, with female workshop leaders and girls' schools attending.
• Inspire Year 11 students interested in engineering at an Engineering Taster Day - encouraging female leadership and participation.
• Highlight the contributions of our female academics through events, online and social media coverage as part of National Women in Engineering Day (June 24).

Female intake to the College
• Aim to increase the female student population in the College of Engineering and Physical Sciences - currently at 27%.
• Continue to build on the number of applications from female applicants - which has risen from 25% in 2011 to 26% in 2014.

Background
The University of Birmingham has been challenging and developing great minds for more than a century. Characterised by a tradition of innovation, research at the University has broken new ground, pushed forward the boundaries of knowledge and made an impact on people's lives.

The College of Engineering and Physical Sciences comprises nine academic Schools working across the frontiers of science and engineering in education, research and translating knowledge. Its focus and contribution to society is based around three core themes of the Science Frontiers, Advanced Manufacturing and Resilience, Energy and Sustainability.

www.birmingham.ac.uk

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University of Bradford
University of Bradford

University of Bradford

• The University of Bradford commits to creating a network of female academics and professionals in computing, engineering and technology.
• The University of Bradford commits to setting-up learning partnerships between girls in targeted schools and female STEM students.
• The University of Bradford commits to submitting its first application for the Athena SWAN Bronze Award.

Between May 2014 and May 2015 the University of Bradford will:

Engaging with young people
• Undertake targeted events; working with schools from Years 7 to 13 linked to the Bradford Science Festival (October 2014) and National Science and Engineering Week in March 2015. Promoting active engagement of girls.
• Set up learning partnerships, underpinned by the Cultural Understanding in Leadership and Management (CULM) principles, between girls in targeted schools and members of FAIRER - a University of Bradford society aimed at supporting women studying in STEM subjects.
• Utilise 50/50 ratio of male/female ambassadors for undergraduate recruitment events.

Contributing to a national campaign
• Disseminate findings from GENOVATE - a European Commission funded project reviewing gender equality and guidelines to address the different issues, challenges and effective approaches - in a timely manner through annual learning circles to other campaign signatories and other key stakeholders.
• Create a network of female academics and professionals in computing, engineering and technology with a launch event in the first semester of 2014/2015 to raise aspirations, promote talent and provide role models for girls in our schools linked to ACM-W. We will invite schools involved in our STEM programmes to send representatives from year 7 to attend the networking event.
• Link our next conference on 'Making Diversity Interventions Count' on 17 June 2014 to the national campaign.
• Collaborate with other campaign signatories in aligning key messages for coherence and impact.
• Invite campaign signatories to our British Academy funded conference in September 2014 targeted at early career scholars on the theme 'Is gender still relevant?'.

Increasing women in technology and engineering in our organisation
• A submission of our first application for the Athena SWAN Bronze Award emphasising our strong commitment to tackling the actions that the University's self-assessment team has identified, including the under-representation of women in SET schools and departments and also some of the policies and practices that present barriers to women's career development and progression in SET disciplines (3 of 5 academic Schools).
• A submission of application for the Gender Equality Charter Mark for non-SET departments (2 of 5 academic Schools).
• Continued implementation of Gender Equality Action Plan linked to GENOVATE.

Background
With almost 50 years of academic excellence, Bradford is a leading Technology University. We have continued to grow our international reputation and course provision and we are one of very few research-intensive technology universities in the UK.

Our motto is•Making knowledge work". This means that we believe in providing quality professional and vocational courses, which deliver outstanding job prospects for our graduates. We believe fiercely in doing outstanding research with a direct impact, to create improved health, wealth and wellbeing for people throughout society.

www.bradford.ac.uk

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University of Bristol
University of Bristol

University of Bristol

• The University of Bristol commits to funding 50% of an academic post with an industry partner to promote women in Engineering and Technology.
• Bristol commits to increasing its 30% female attendance target to 40% at its annual Headstart Summer School.
• Bristol commits to running a 'Women in Engineering' panel event for students.

The University of Bristol commits to:

Industrial Engagement
• Increase the number of high profile female alumnae who deliver our 'Inside Track' lectures and seminars from 23% (over the last two years) to 30% this year.
• Include specific clauses agreeing to promote women in engineering into our enterprise partnerships. Agreements with Airbus and Toshiba are already in place to work together to increase female representation.
• Fund 50% of an academic post with an industry partner to promote women in Engineering and Technology.
• Increase the number of female mentors on the industrial mentoring programme.

Admissions and Widening Participation
• Increase visibility of female engineers at our Open Days encourage more female Engineering and Technology students to participate in 'Back to School' projects to engage Year 9-12 pupils. Around a third of the cohort of volunteers so far is female.
• Increase our 30% female attendance target to 40% at our annual Headstart Summer School in MTEC subjects.
• Support a Smallpeice Trust Summer School in July which is targeted at Year 9 girls in particular, offering a number of hands on sessions and lectures.
• Launch a new MSc Programme in Biomedical Engineering in September 2014 and develop curriculum in areas known to attract more female applicants.
• Launch a wearable tech workshop targeting female Year 8 students as part of the 'Creative Technologies' Digimakers session in September 2014.

Student Body
• Introduce a group working policy in Engineering subjects to include at least two female students in each undergraduate tutorial group where possible.
• Sponsor five female students to attend the annual WES Student Conference 'Engineering Inspiration'.
• Organise the 'Sprint programme', a four day personal development programme for female students taking place in June 2014
• Run a 'Women in Engineering' panel event to offer students an opportunity to hear directly from female engineers working in academia and industry.

Staffing
• Review recruitment levels of female academic staff including wording on adverts and job descriptions.
• Include a female member of academic staff on the Promotions panel at all stages and actively ensure that periods of maternity leave and flexible working patterns are given some weighting in the process.
• Appoint a staff female ambassador to lead efforts to increase female representation in MTEC subjects.
• Take on two new apprentice technicians for our labs and workshops from September 2014 and actively target female applicants.
• Aspire to reach the 30% women staff by 2030.
• The Merchant Venturers' School of Engineering (Departments of Computer Science, Electrical and Electronic Engineering and Engineering Mathematics) and the Queen's School of Engineering (Departments of Aerospace, Civil and Mechanical Engineering) are working towards a November 2014 submission for a Bronze Athena SWAN award.

Background
The University of Bristol was founded in 1876 as University College, Bristol. It was the first higher education institution in England to admit women on an equal basis to men.

The University is internationally renowned, ranked in the top 30 universities globally (QS World University Rankings), due to its outstanding teaching and research, its superb facilities and highly talented students and staff.

www.bristol.ac.uk

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University of Manchester
University of Manchester

University of Manchester

The University of Manchester commits to organising a 'Girls into Physics' day on campus.
Manchester commits to increasing DragonFly Day participation to 60 Year 8 /9 girls to explore STEM subjects on campus.
Manchester commits to engaging in teacher-led action research to explore a range of ways to enrich the teaching and learning of STEM in Schools.

Background:
The University of Manchester was created by bringing together The Victoria University of Manchester and UMIST, two of Britain's most distinguished universities, to create a powerful new force in British Higher Education.

Manchester has a long tradition of excellence in Higher Education. UMIST can trace its roots back to 1824 and the formation of the Manchester Mechanics' Institute, whilst The Victoria University of Manchester was founded as Owen's College in 1851. After 100 years of working together, these two great institutions formally combined on 22 October 2004 to form a single university.

We are the birthplace of many discoveries which have had a major impact on society, including the development of the first modern computer, the splitting of the atom by Rutherford, the first degree in nursing, and the birth of modern economics and medical ethics, and more recently the fascinating discovery of Graphene.

Twenty-five Nobel Laureates have worked at the University, with three currently on our staff. The future is challenging, but very exciting. Our success over the past decade ensures that that we
will approach these challenges with confidence and enthusiasm.

Engaging with Young People
Goal: We will actively help students break down their own preconceptions about themselves and which subject they prefer by offering them interesting experiences and skills development as well as inspirational role models through our diverse student ambassadors.

Between May 2014 and May 2015 the University of Manchester will:
• Develop the remit of the University Science Education and Research Innovation Hub to include a focus on female Primary School teachers and students.
• Expand the number of companies to attend TeenTech Manchester event to 30.
• Support Robogals Society by supporting three event days annually.
• Organise a 'Girls into Physics' day on campus.
• Increase DragonFly Day participation to 60 students (Year 8/9 girls to explore STEM subjects on campus).
• Maintain Summer Life Sciences work experience week and Science Stars Day activities for Secondary School students.
• Expand Discover Days (Discover Engineering, Chemistry, Nursing, Textiles, Midwifery, Life Sciences).
Explore innovative approaches to the teaching and assessment to embrace an enquiry_based and child-centred approach with Primary Schools.
• Engage in teacher-led action research to explore a range of ways to enrich the teaching and learning of STEM in Schools.
• Work with parents to explore their conceptions and their children's attitudes to STEM and STEM careers. This will formulate a proposal bid to Nuffield Foundation.
• Further develop a North West Aerospace Alliance 'SET for Take Off' primary workshop day to focus on promoting careers in engineering and specifically aerospace engineering. Ensure that half the STEM ambassadors are female.
• Continue to support Science Girl and Manchester Geek Girls events.

Contributing to the National campaign
Goal: We will seek to improve communication with relevant organisations to ensure the Women into STEM campaign is recognised at all levels, from the general public to government bodies.

Between May 2014 and May 2015 the University of Manchester will:
• Seek support of the creation of a science minister level government appointment with specific responsibilities to increase the representation of women at all levels of the STEM workforce.
• Ensure involvement in National Science and Engineering Week 2015 and Tomorrow's Engineers Week 2014.
• Forge links with other campaign signatories to share best practice.
• Increase engagement in national networks with the Primary Science Teaching Trust College.
• Focus on collaborative practice between university research scientists and engineers and primary teachers to enhance their subject knowledge and confidence to teach science by constructing learning opportunities for pupils based on the pupils own interests and questions.
• Develop the personal skills and attributes of scientists in primary schools through the context of the science curriculum.
• Investigate the pedagogical and social advantages of adding Art to STEM subjects (STEM into STEAM).
• Involvement in National Women's Engineering Day (launching in UK in June 2014).

Increasing women in Technology and Engineering at the University of Manchester
Goal: the University of Manchester is committed championing equality and diversity in all activities and to values and policies supporting racial and gender equity in employment and advancement; we will provide all staff, whatever their background, with opportunities and support, in order to help them realise their full potential.
Between May 2014 and May 2015 the University of Manchester will:
• Develop a suite of events for parents, teachers and the general public for inclusion in the European City of Science 2016 event.
• Seek to further increase the number of female apprenticeships in Engineering and Sciences.
• Develop Women Researchers lunch events.
• Ensure Schools are engaged in achieving at least Bronze status of the Athena Swan Award.
• Ensure commitment to the Aurora initiative of up to 3 members of staff per Faculty.
• Develop collaborative practice between University research Scientists and Engineers to explore what it means to 'work scientifically' and how to better emulate these processes, skills and practices with children in schools.
• Annual participation in the ACM-W Europe womENcourage Celebration of Women in Computing.
• Seek to support mentoring programmes and buddying schemes for women in STEM at all career stages.
• Seek to understand barriers to part-time working in STEM subjects.
• Continue to further develop the University's Women in Science, Engineering and Technology (WiSET) group.
• Further develop the Women in IT Group.
• Engagement with the University's peer support group for women returning from maternity leave.

www.manchester.ac.uk

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University of Oxford
University of Oxford

University of Oxford

• The University of Oxford commits to enhancing its STEM outreach activities with schools, teachers, students and parents to encourage more young women to embark on technology based degree courses.
• The University of Oxford commits to changing academic staff and student culture to increase the profile of women undergraduates in STEM subjects.

The University of Oxford pledges to strengthen, develop, and promote activities, existing and planned, that encourage the engagement of women in all STEM subjects and especially technology and engineering within the University and beyond it.

The University recognises the importance of promoting technology and engineering subjects to ensure that students, especially young women, are supported in applying for STEM courses at university and in build successful careers in the technology and engineering sector. To support its pledge Oxford will undertake to:

1. Consolidate and building on activity in STEM subjects where women are nationally under-represented at subject level and in the sector. We will particularly develop and enhance Oxford's STEM outreach activities with schools, teachers, students and parents to encourage more young women to embark on technology based degree courses.
2. Make explicit relations between initiatives to change academic staff and student culture at departmental and divisional level, notably the Athena Swan programme, and work to increase the profile of women undergraduates in STEM subjects.
3. Work in partnership with other campaign signatories to use strong and consistent campaign messages in our communications activities concerning women in technology and engineering careers and to align messages for maximum effect.
4. Support and advise other campaign signatories by sharing our experience of what works and to help them develop activities which demonstrate real benefits to female students.

Background
Oxford is a collegiate University, consisting of the central University and colleges. The collegiate system is at the heart of the University's success, giving students and academics the benefits of belonging both to a large, internationally-renowned institution and to a small, interdisciplinary academic community. It brings together leading academics and students across subjects and year groups, and from different cultures and countries, helping to foster the intense interdisciplinary approach that inspires much of the outstanding research achievement of the University and makes Oxford a leader in so many fields. Oxford's international profile rivals that of any university in the world, highlighted by the breadth and depth of its research collaborations and a truly global student body and academic staff. Oxford wants the best students, from every kind of background. The University is committed to ensuring that our undergraduate admissions processes identify students with outstanding academic potential and the ability to benefit from an Oxford course. Oxford's commitment to outreach can be seen in the outputs: In 2012-13 the Collegiate University delivered 2,956 individual outreach events with 72% of all UK schools with a sixth form. We spent £5.67m on outreach work and a further £10.79m on financial support for students from financially disadvantaged backgrounds. We recognise that some groups of students will require different types of support when preparing to apply to Oxford, and our programme of UK and international outreach work reflects this. We are also aware of the important role that teachers, advisors and parents play in encouraging and supporting students, and we work with them to provide information and guidance.

www.ox.ac.uk

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University of Sheffield
University of Sheffield

University of Sheffield

• The University of Sheffield commits to running a national teachers' conference to educate teachers about engineering options.
• The University of Sheffield commits to reviewing degree titles to make more appealing to potential female students.
• The University of Sheffield commits to addressing unconscious bias in the recruitment of female staff and promoting flexible working options.

Between May 2014 and May 2015, the University of Sheffield will:

For Students
• Run a national teachers' conference in 2015, to educate teachers about engineering options - a focus group will be put together to drive this forward.
• Produce an interactive portrait of women (videos and pictures) in conjunction with the Faculty of Engineering Communications group to identifying senior academics/alumni/students who are relatable to girls. These will be displayed on the website and promoted through the Student Room.
• Review degree titles - breaking down the language of engineering so that it is more appealing to potential female students.
• Support female applicants through the application process via a female student mentoring scheme.

For Staff
• Develop a Toolkit for recruiters - bringing together existing resources, the Toolkit will be aimed at recruiters and attracting applicants.
• Identify media opportunities to promote the Faculty of Engineering as female/family friendly employer.
• Review wording of job descriptions and adverts to address unconscious bias and promote flexible working options. Providing guidance and training for recruiting managers in reading CVs - taking account of career breaks, part-time working and potential bias.
• Career development workshops - to take place late April/early May 2014 concentrating on 'Planning for Promotion', 'Promotional Mentoring' and 'Raising Professional Visibility through Social Networking.'
• Research real experiences of female academics and researchers - this will include an induction programme review and report by the end of the academic year.

Communications
• Media Package for Female Engineering Academics- ensuring academics gain confidence and skills when dealing with the media internal and external media training through Corporate Training and Mentor Training.
• Launch the 'Wall of Women' video project to showcase our female students, academics and graduates. Aiming for a launch date of 23 June to correspond with National Women in Engineering day.
• Instill best practice - the communications group is working on providing guidelines to all departments on how to refer to women in engineering on the web and in printed materials.
• National Women in Engineering Day on 23rd June - plans are being made to hold a series of mini-demonstrations and lectures in and around the University of Sheffield on this day.

Campaign
• Work in partnership with other campaign signatories by offering free exhibition space at events to companies and other outreach organisations with relevant complementary activities.
• Evaluate all our events and share with other campaign signatories stats and information on what really works.

Background
With almost 25,000 of the brightest students from around 120 countries, learning alongside over 1,200 of the best academics from across the globe, the University of Sheffield is one of the world's leading universities.

The University of Sheffield's Women in Engineering initiative aims to redress the gender imbalance of the discipline. Raising the profile of talented female engineers and widening the general understanding of engineering are key targets of the programme. The initiative also makes innovative changes to its working culture to ensure it has an environment where both women and men thrive through academic and personal achievement.


www.sheffield.ac.uk/faculty/engineering/wie

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University of Southampton
University of Southampton

University of Southampton

• University of Southampton commits to expanding its Dragonfly Day to encourage more Year 9 female students to consider careers in science and engineering.
• Southampton commits to hosting•Women in Engineering" seminars at open days to encourage women to study engineering and STEM subjects.
• Southampton commits to delivering talks at the Women's Institute to engage mothers and grandmothers in STEM subjects.

Between May 2014 and May 2015, the University of Southampton will:

Engaging with Young People

1. Organise events for young people:
• Expand on the success of the Dragonfly Day which encouraged 90 Year 9 female students to consider the benefits of further study and careers in science and engineering. We will look to host over two days to meet demand in 2014/15.
• Work to increase female participation in three STEM courses funded by Headstart, the Arkwright Trust and the Sutton Trust Host, that bring more than 120 Year 11 and 12 students to our campus.
• Work to achieve 50:50 male/female ratio of Year 12 and 13 students at four TEAtime Lectures designed to engage young people in STEM subjects.

2. Encourage female students to apply for, and succeed in, engineering and other STEM subjects:
• Host•Women in Engineering" seminars at open days to encourage women to study engineering and STEM subjects.
• Support Theano, a University organisation that allows female students within STEM subjects to participate in a variety of training and networking events, such as seminars and lectures with leading female role models and career development workshops.
• Deliver talks at the Women's Institute to encourage mothers and grandmothers to show an interest in STEM subjects and promote science and engineering to their families.

3. Work with others:
• Support the Wessex 6th Form Teachers Networking Group to encourage more girls to study Physics at A Level, by sending trained female undergraduate students to talk to parents about careers in STEM subjects.
• Organise a national meeting to tackle engineering in schools, aimed at increasing the ease with which school pupils choose engineering careers.

4. Evaluate all our events and share with other campaign signatories stats and information on what really works.

Providing role models and supporting our female staff

1. Build on our success in Athena SWAN:
• We have six 6 faculty and departmental Bronze awards, as well as the overall University Bronze award. We are working towards 5 Silver Awards in the next two years, and submission of university Silver Athena SWAN in April 2016.

2. Provide career development support for women:
• Run annual Springboard Programmes for level 5/6 women, both at a university wide level and targeted to specific faculties, for example Medicine and Health Sciences.
• Run annual Career development programmes for level 4 academic women.
• Provide mentoring for women through a rolling programme of training mentors and mentees across the university, targeting STEM disciplines in the first instance.

3. Continue work to increase the number of women being put forward for promotions:
• Including increasing transparency of the process and what is required. An open meeting will be held with the Provost in the Autumn to give clarity to the process and how to apply.
• Interview and presentation skills training will be provided for those shortlisted, and managers will be reminded to actively encourage women as well as men to go for promotion.

Contributing to a national campaign

1. Link communications on women into technology and engineering careers to a national campaign through use of a logo and signposting to a campaign website.
2. Use consistent campaign messages in our communications activities on women in technology and engineering careers.
3. Work in partnership with other campaign signatories to align messages for maximum effect.

Background
The University of Southampton is a world-leading UK teaching and research institution with a global reputation for leading-edge research and scholarship across a wide range of subjects in engineering, science, social sciences, health and humanities. Southampton ranks amongst the top 1% of all universities around the world.

With over 23,000 students, around 5,000 staff, and an annual turnover well in excess of £435 million, the University combines academic excellence with an innovative and entrepreneurial approach to research, supporting a culture that engages and challenges students and staff in their pursuit of learning.

www.southampton.ac.uk

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Ursuline High School
Ursuline High School

Ursuline High School

• Ursuline High School commits to all Year 9 students taking part in workshops delivered by MyKindaCrowd with Tata Consultancy about careers in Computing.
• Ursuline High School commits to running a careers networking event for 210 Year 9 students with inspiring professionals from Technology and Engineering industries.
• Ursuline High School commits to establishing an after school 'Code Club'.

Ursuline High School pledges to:
• From September 2014, all Year 10 students (210 students) will have compulsory Computing lessons to further develop their subject knowledge from the KS3 curriculum.
• With St Philomena's Catholic High School, we led the Association of Maintained Girls Schools (AMGS) conference 'A Future for Girls from Physics' in October 2013 for 100 students from 15 schools and we have since implemented this model here at the Ursuline running another 'A Future for Girls from Physics' conference in March 2014 for 320 Ursuline students. We will now develop this model and deliver with other girls' schools in the AMGS a 'Girls into Engineering' conference in October 2014 for 120 female students. Here students from 14 schools will develop action plans to encourage more students to study Physics to A-level and take Engineering at University.
• Ursuline Student ambassadors will implement their action plan agreed at the 'A Future from girls into Physics' conference, to encourage our students to take Physics to A-Level and choose Engineering at University.
• Run a careers networking event for 210 Year 9 students in February 2015 with inspiring professionals from Technology and Engineering industries, to enable students make the connection between their GCSE choices and future working careers; ensuring technology and engineering pathways are real career choices for our students.
• Enable 60 Year 9 students to take part in Design Ventura 2014 with the Design Museum. This product design competition enables students to learn from product designers and entrepreneurs as they design, develop and produce products for the Design Museum Shop.
• All Year 9 students (210 students) to take part in workshops delivered by MyKindaCrowd with Tata Consultancy about careers in Computing and the importance of technology in society and business.
• Participate in the 'Hour of Code' Campaign with all Key Stage 3 students (630 students).
• Establish a 'Code Club' after school to enable students to enhance their programming skills using Code Academy. This is a Massive Open Online Course (MOOC) so students will be able to work through online tutorials and receive instant feedback on the code they write.
• The Science Faculty plan to increase the number of students undertaking the Bronze and Silver CREST Awards. This year all 210 students in year 8 will do the Bronze award; there will be 4 separate Bronze Award Clubs for students for 80 students in Years 7 and 9. 30 students will progress to the Silver award.
• Science and Engineering Week 2015 - all students in Years 7, 8, 9 and 10 will take part an inspiring Science and Engineering workshop.

Background
Ursuline High School in Wimbledon is a voluntary-aided, comprehensive school for Roman Catholic girls aged 11-18. It is under the Trusteeship of the Catholic Archdiocese of Southwark. The school has a tradition of academic excellence, addressing individual needs and service in the spirit of St Angela. With specialisms in Business and Enterprise and Languages, the curriculum equips girls with skills for the modern, global world and develops them as independent and critical learners and confident communicators.

www.ursulinehigh.merton.sch.uk

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Veolia
Veolia

Veolia

• Veolia commits to visiting at least 20 universities across the UK by the end of 2014 to promote STEM careers to women at Veolia ranging from bio-chemistry to mechanical engineering and from soil scientists to chemical analytics.
• Veolia commits to increasing the percentage of women at all levels of the business through genuine engagement by building on existing relationships with organisations including the Employers Network for Equality, the London Business School Women in Business conference and Business in the Community.

To date Veolia has female graduate applications of 38% and apprenticeships 31% both well above industry average.

Some examples of this open engagement range from utilising our relationship with the Employers Network for Equality and Inclusion, speaking at the London Business School Women in Business conference, meeting students through the Inspiring Women Campaign as well as meeting with other businesses to share best practice through the Business in the Community's Opportunity Now, Seeing is Believing scheme and at Responsible Business Week.

Finally as a company, we are committed to diversity at all levels including gender, ethnicity, sexuality and disabilities.

In the UK Veolia gave the gender diversity programme greater impetus when improving the•quality, depth and diversity of our management team" was included as one of our key fifteen strategic projects launched by our Executive Vice President for UK and Ireland, Estelle Brachlianoff.

Therefore this is no longer a pure HR initiative but is now aligned with the business strategy. We have an inclusive Executive Committee with a range of backgrounds and for the company this is inspirational for all. We stand by the belief that diversity leads to innovation and we can see success from this throughout the business.

One of the biggest changes we have recorded is that we now recruit 61% of staff from outside the traditionally male-dominated waste and water industry. This demonstrates that we are moving towards becoming an 'employer of choice' with access to a wider range of talent which can only benefit the company with its innovative growth.

The catalyst for the company's transformation has been the launch of the new business strategy focused on becoming a manufacturer of green products, green calories and green energy by using waste as a resource to build and shape the circular economy. This is a far cry from the traditional waste and water industry and it opens up more opportunities to people of both sexes as requires us to up skill our workforce and rely less on the physical labour formerly associated with the sector.

At Veolia we fully understand the importance of a diverse workforce as it is proven to help drive a company forward and increase innovation. This has allowed us to open up more avenues and demonstrate our sustainable credentials. Our new strategy has increased our attractiveness to a wider market. When we look at diversity for us it's not on a metrics basis but the right people for the right job.

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W5
W5

W5

• W5 commits to developing a special series of 'Fantastic Females' events for girls focused on different areas of science, engineering and technology.
• W5 commits to running workshops and activities for Brownies and Guides, including Science Investigator workshops for Brownies.
• W5 commits to investigating how the organisation can engage with parents and key influencers to encourage the uptake of girls studying STEM.

W5 will:
• Have female science role models on our staff delivering activities and engagement events to schools and families.
• Aim to engage up to 20,000 school girls in our hands-on science practical workshops and events.
• Aim to engage up to 10,000 girls and women in our outreach activities in their communities.
• Aim to engage up to 120,000 women and girls through our science exhibitions through family focused events and activities.
• Strive to ensure all our science programmes and exhibitions appeal equally to both genders.
• Develop and run a special series of events 'Fantastic Females' for girls in post primary school which will be girl-only activities focusing on different areas of science, engineering and technology for delivery in the autumn term 2014.
• Continue to run workshops and activities for Brownies and Guides, including Science Investigator workshops for Brownies.
• When inviting scientists and engineers in to work with the public and schools we will pro-actively seek women.
• Over the next 6 months we will explore:
o How our organisation can do more to inspire more girls to engage with physics, technology and engineering, highlighting the exciting breadth of career opportunities.
o How our organisation can engage with parents and key influencers on young people to encourage them to support girls to engage with STEM.

Events
• On 21 May we will host a STEM careers event at the Armagh City Hotel for 150 school pupils, approximately 50% of which will be female.
• On 5 June we will host a Flight Competition with Bombardier, including science shows and activities for girls and boys aged 10-16 (300 pupils, with half estimated to be girls).
• On 20 June, W5, in partnership with the IT Department at Ashfield Girls' School, will host a celebration event of the 'Tech Know How Challenge', an IT after-schools challenge involving 20 schools with approximately 50% female pupils.
• On 23 June, to celebrate National Women in Engineering Day, W5 will deliver an event to celebrate the launch of a new exhibit 'ClimbIt', by looking at the engineering requirements in its construction.
• Each weekend, and daily during July and August, W5 will host public events which will aim to engage approx. 90,000 visitors in family groups with a wide range of applications of science, technology, engineering and maths.
Background:
W5 attracts over 220,000 visitors a year with a further 40,000 accessing our outreach programmes, half of visitors being girls and women. Our workshops, programmes, science shows and exhibits have been developed to engage visitors with topical science and innovation, support the formal education curriculum and are designed to provide a unique and stimulating experience for all users. Activities are designed to be cross-curricular in approach, with numeracy and literacy aspects included throughout, and links to ICT encouraged where applicable. They cover the full breadth of STEM and links with other areas such as geography, digital and creative media and the arts.

www.w5online.co.uk

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Warwick Manufacturing Group
Warwick Manufacturing Group

Warwick Manufacturing Group

• Warwick Manufacturing Group (WMG) commits to engaging children from low representation groups in higher education.
• Warwick Manufacturing Group (WMG) commits to including a focus on positive female role models in recruitment materials and evaluate the effects against applications.
• Warwick Manufacturing Group (WMG) commits to ensuring there is female representation on all interview panels.

Warwick Manufacturing Group (WMG) will:

Student
• Ensure that female students and staff are appropriately represented at all open days (6 per year) and promotional events to showcase to prospective students that female support and role models are available in WMG.
• Include a focus on positive female role models in recruitment materials. Evaluating by using the application system to record the increased interest from females in the courses and the increased female intake.
• Treat sympathetically requests from female students to schedule co-grouping for safe evening travel home. Requests are dealt with on a one by one basis with positive student feedback being received via the Student and Staff Liaison Committee (SSLC) and student survey.
• Elect a student representative on the SSLC specifically responsible for female issues.

Staff
• Review individual staff training needs annually to ensure high levels of female participation, actively discussing removing barriers.
• Provide a departmental a career development framework to supplement existing university resources with a focus on female staff. Continue to run promotions sessions annually, with one session specifically for females only.
• Create bespoke provision as is required especially for female staff where career planning issues maybe more challenging due to career break and caring duties.
• Disseminate sources of support to ensure fair access to external CPD activities.
• Female representation on all interview panels and to have staff involved in recruitment and selection trained in equality and diversity.

Outreach
• Encourage and participate in activities that aim to engage children from low representation groups in higher education, and in specific subjects. Including an Inspire Course for year 11 female students (June 2014) and RI Masterclasses aimed at year 9 students, with schools being asked to nominate a male and female student.
• Ensure WMG is fairly represented by male and female staff and students in outreach activities to encourage female staff and students to join both WMG and Higher Education/Engineering as a whole. Reviewing an annual time allowance for staff time to be spent on outreach.
Communications
• To attract more women to work and study specifically in WMG and also in Engineering more generally, by ensuring appropriate profiles are available on WMG's website.
• To increase in scope a number of departmental briefing seminars to showcase female staff and student activities.

Background
The University of Warwick is globally connected, forward-looking and entrepreneurial. We create new ways of thinking and achieving: making us stand out from our competitors and the more 'traditional universities' and creating an inspiring place to study and undertake research.
The Warwick Manufacturing Group (WMG) was founded by Professor Lord Kumar Bhattacharyya in 1980 to help reinvigorate UK manufacturing. From its inception WMG's mission has been to improve the competitiveness of organisations through the application of value adding innovation, new technologies and skills deployment, bringing academic rigour to industrial and organisational practice. The Group has grown into an international role model for how universities and business can successfully work together.

www2.warwick.ac.uk/fac/sci/wmg/

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Wellcome Trust
Wellcome Trust

Wellcome Trust

• The Wellcome Trust commits to continue to fund and work with the National Science Learning Centre, in partnership with government and industry, to ensure that Science Learning Centre professional development courses help teachers deliver the most appropriate STEM education to girls and young women.
• The Wellcome Trust commits to strongly encourage appropriate employees and grant holders to sign up for 'Speakers for Schools' and STEMNET.

The Wellcome Trust Monitor (2009 and 2012) asked a nationally representative sample of young people about their experience of science education. The results enable us to monitor gender differences in science careers and aspirations that might help identify appropriate interventions (e.g., 35% of young men who have undertaken work experience have done so in STEM related settings, compared with 21% of young women; 59% of 14- to 19-year-old young women surveyed said they were able to choose their preferred science options, compared with 76% of young men). In the future, we would like to work with other partners including signatories of the Call to Action, in commissioning secondary analyses of the data and in future iterations of the survey.

The new collaborative grants scheme, Science Learning+, is open to research applications which aim to build our understanding of the impact of informal science experiences and could be used to examine the impact of existing initiatives to reduce gender discrepancies in STEM. It was launched in April 2014 by the Wellcome Trust and the Economic and Social Research Council in the UK and the National Science Foundation in the US, in collaboration with the MacArthur Foundation, the Gordon and Betty Moore Foundation, and the Noyce Foundation. We will promote this scheme to the Call to Action signatories and help them forge relationships with potential co-applicants, should they desire.

We will continue to fund and work with the National Science Learning Centre, in partnership with government and industry, to ensure that Science Learning Centre professional development courses help teachers deliver the most appropriate STEM education to girls and young women (e.g., free from unconscious bias and rich in relevant contextual information).

We will continue to fund a professional development course to improve the subject confidence and teaching skills of primary science leaders for around 90 teachers in 2013-14. We will publish an evaluation of its impact by the end of 2014 and hope to advocate for and help support its further roll-out should it prove successful - weak subject confidence (especially in the physical sciences) of primary school teachers (80% of whom are female) may contribute to gender stereotyping.

We will strongly encourage appropriate employees and grant holders to sign up for 'Speakers for Schools' and STEMNET which provide young people with access to relevant role models.

We have recently launched a website to help governors ask school leaders about science and maths in their schools - including questions, benchmarks, and ideas for improvement. This includes consideration of gender differences, including in performance and progression, and makes suggestions for tackling discrepancies. It will also include links to the national campaign website. Increasing the numbers of women in these fields within their own organisations

The Wellcome Trust already takes a number of actions, as a research funder, to improve the retention and progression of women in research science. For instance, offering, Research Career Re-Entry Fellowships, encouraging researchers to inform us of career breaks which are then taken into consideration during the assessment of grant applications, and enabling researchers to change their working hours at any point during their awards. We will continue to track the career pathways of PhD researchers we funded and recently published a report on this.
Background:
The Wellcome Trust was established in 1936 as an independent charity funding research to improve human and animal health. The aim of the Trust is to "achieve extraordinary improvements in health by supporting the brightest minds", and in addition to funding biomedical research it supports the public understanding of science.

www.wellcome.ac.uk

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Wellcome Trust Sanger Institute
Wellcome Trust Sanger Institute

Wellcome Trust Sanger Institute

• The Wellcome Trust Sanger Institute commits to championing the STEM potential of genomics highlighting recent technological advances in the field and the range of careers that will unfold as genomic research progresses
• The Wellcome Trust Sanger Institute commits to engaging with young people through campus visits, online resources, teacher training and curriculum development

Engaging with young people
• We will encourage more young people to engage with mathematics at an advanced level, particularly girls who are under-represented in this discipline, in order to support the bioinformatics and analytical skills required to understand the big data produced by research in genomics.
• We will work with curriculum developers and UK Exam Boards to embedded bioinformatics and genomics as inspirational areas of science into school and vocational science curricula.
• We will provide teacher training opportunities tailored for science teachers of GCSE and post-16 students introducing the science, concepts and challenges of genomics, including an understanding the technical advances in genomics and of how bioinformatics and mathematics are integral to the successful future of genomic discoveries.
• The end of 2014 will see the re-launch of the Wellcome Trust Genome Campus's public engagement website www.yourgenome.org. The new site will promote the STEM career perspectives for women (and men) in bioinformatics and genomics for students and careers advisers.
• We will continue to host campus visits from schools to encourage and inspire young people with the science and technology driving genomics.
• Our exceptional female scientists will act as role models delivering the novel areas of bioinformatics and genomics to schools and families.
• We will continue to engage families to explore science, engineering and maths through events and exhibits on genomics, bioinformatics and big data building family science capital.
• We will examine how girls and young women engage with the ethical, social and legal aspects of issues around big data - ownership, accessibility and interpretation.

Leading the way at an organisational level
We are a member of the Athena SWAN Charter to advance women in science and Institute has achieved the Athena SWAN Bronze award. Our action plan to address gender equality includes:
• Increasing the amount of women appointed to Sanger Faculty positions through positive action in recruitment campaigns and clarifying our family friendly policies and benefits
• Improving gender balance on decision making committees and scientific advisory boards
• Encouraging and supporting career development by introducing a Carer's Grant where staff are supported with any caring costs incurred when traveling away from home for conferences or training
• Launching a three-year career re-entry postdoctoral fellowship for those who have had one year or more away from scientific research
• Striving to achieve balance in how female and male scientists are represented externally e.g. media releases and representation at conferences
• Implementing a work place nursery on site to provide significant child care cost benefits to staff on campus

Background
The Wellcome Trust Sanger Institute is a genomic research centre located near Cambridge in the UK. The Institute is one of the world's leading centres in genomics and is the largest DNA sequencing centre in Europe. It played a principal role in the landmark Human Genome Project and continues to lead and collaborate in ground-breaking international studies that are improving our understanding of the biology of genomes. The results from the Institute's research are already being translated into diagnostics, treatments and therapies to improve human health across the globe.

• As a fusion between advanced technology and healthcare, translational genomics presents a huge area of potential to boost female participation and leadership in the UK's STEM capabilities.
• We champion the STEM potential of genomics via a wide range of activities which highlight the recent technological advances in the field, the vast scope of potential practical applications from its outputs and the range of careers which will unfold as genomic research progresses.

Sanger homepage: www.sanger.ac.uk
Sanger public engagement: www.sanger.ac.uk/about/engagement/
yourgenome.org www.yourgenome.org
Sanger Athena SWAN page: www.sanger.ac.uk/workstudy/sexinscience/athenaswan.html
Sex in Science: www.sanger.ac.uk/workstudy/sexinscience/

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WISE
WISE

WISE

• WISE commits to working in partnership with our corporate members, members of the Royal Academy of Engineering's Diversity leadership group and other partners in a strategic alliance to take forward joint initiatives to increase and sustain the pipeline of female talent in the UK STEM workforce.

About Wise
WISE (Women in Science & Engineering) is a campaign group and membership organisation that has been working for 30 years to support education and industry in the UK to attract more women and girls into rewarding and exciting STEM (Science Technology Engineering & Mathematics) study and careers.

WISE was established in 1984 following a report which emphasised the need for a broad talent pool of scientists and engineers in the UK. Since then WISE has helped a huge number of individuals, organisations and businesses, and contributed to a wide range of campaigns to raise the profile of women and girls in STEM.

Our mission is to push the presence of female employees from the current figure of 13% across the sector to a critical mass of 30%.

The work WISE does is divided into three key areas in order to attract, retain and develop female talent in STEM:

Make the case
• Evidence: provide statistics and case studies
• Media: raise awareness of the campaign and issues
• Policy influence: work with decision makers

Build the pipeline
• Schools and colleges: through pupils, teachers and careers advisors
• Parents: breakdown stereotypes and raise awareness
• Apprenticeships: encourage more female applicants
• Targeted recruitment: showcase opportunities

Sustain the pipeline
• Expert consultancy: to businesses, educational facilities and individuals
• Training: for businesses, educational facilities and individuals
• Share knowledge: bring together STEM sector industry representatives
• WISE Awards: celebrate female talent and success and identify inspirational role models

For more information, resources, news and inspiration please visit our website. You can also get in touch with any comments, subscribe to our free newsletter to keep updated on future events and join WISE as a member Read more
Women in Nuclear UK
Women in Nuclear UK

Women in Nuclear UK

• Women in Nuclear UK commits to host at least 6 events in 2014 which will help raise awareness of the contribution women make to industry and provide a forum for networking.
• Women in Nuclear UK commits to actively exchange good practice with other UK professional women's associations and with appropriate international groups on at least 6 occasions in 2014.
• Women in Nuclear UK commits to participate in both 'Big Bang' and 'Inspiring the Future' to promote STEM careers to young women and girls in 2014.

Women in Nuclear UK's mission is to address the industry's gender balance, improve the representation of women in leadership and to engage with the public on nuclear issues. To meet the mission it has three key objectives:
1. Attract more women in choose a career in the nuclear sector
2. Support retention and career progression of women in the industry
3. Promote dialogue with the public about the nuclear industry

Women in Nuclear UK is a non-profit making organisation run entirely by a volunteer Executive Board composed of a wide range of representatives from industry and is supported by both the Nuclear Industry Association and the Nuclear Institute. Formed in early 2014, it is currently in it's founding year and is working towards more formal constitution by January 2015.

Both women and men are welcome to become members of of Women in Nuclear UK. Further information on the organisation and membership can be found at our website www.womeninnuclear.org.uk

Women in Nuclear UK is one of over 30 international chapters under the umbrella of Women in Nuclear Global www.win-global.org

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Women in Rail
Women in Rail

Women in Rail

• Women in Rail commits to increasing the number of women being mentored to up to 100 as part of the Women in Rail Mentoring Programme by December 2015. The programme is designed to help women within the rail industry have access to senior industry professionals for advice and guidance on furthering their career.
• Women in Rail commits to partnering with like-minded organisations to jointly deliver 40 university presentations aimed at showcasing the breadth of opportunities offered by the UK rail industry by December 2015, so as to inspire young people to consider a career in the rail sector.
• Women in Rail commits to identifying 10 female role models within the sector by December 2014 who demonstrate why the rail sector is an attractive option for women who are looking for exciting career opportunities with the possibility of progression, so as to inspire more young women to consider a career in rail.
• Women in Rail commits to gathering the necessary data by June 2015 to build a strong business case for improving gender diversity within the rail industry and to demonstrate to industry stakeholders and undertakings the benefits of promoting gender diversity by adopting diversity as a business strategy.

Women in Rail was created on the business networking site, LinkedIn, on 17th April 2012. It aims to provide networking opportunities and support for all women in the rail industry, to encourage rail undertakings and stakeholders to adopt diversity as a business strategy and to promote, in particular, the breadth of employment opportunities offered by the UK rail industry to the younger generation.

The Group officially launched on 10th April 2013 and can be accessed through LinkedIn, Twitter and, very soon, on the website www.womeninrail.org.

The strategic platform of Women in Rail is to:
• Offer a robust support network for women from across the UK rail industry through regular networking events, themed workshops and a mentoring programme;
• Campaign for the rail industry by showcasing it as a dynamic and innovative sector and devising initiatives to demonstrate its strengths as an employer; and
• Promote to rail undertakings and stakeholders the benefits of improving diversity within the sector by demonstrating the business case for gender balance.

The Steering Committee of Women in Rail comprises representatives from Angel Trains, Bombardier Transportation UK, Clifford Chance, East Midlands Trains, Wabtec, Network Rail and the Office of Rail Regulation.

Membership of the Group includes board members, senior managers, engineers, professional service providers and administrators from a wide range of undertakings and stakeholders across the UK rail industry representing rolling stock companies, train operators, government agencies, regulatory authorities, manufacturers and suppliers.

Since its creation, Women in Rail has engaged with MPs and recently gave a well-received presentation to the All-Party Parliamentary Rail Group. Women in Rail has gained many supporters including influential figures in business, politics, the rail industry and media (such as, amongst many others, Thérèse Coffrey MP, Mary MacLeod MP, Meg Munn MP, Theresa Villiers MP, Lilian Greenwood MP, Esther McVey MP and Clare Moriarty).

The Group has also established strong links with like-minded organisations including The SmallPeice Trust, Young Railway Professionals, Women in Transportation (WTS), National Skills Academy for Railway Engineering (NSARE), Women In Science and Engineering, the Rail Safety and Standard Board and has a seat on both the Diversity Leadership Group (run by The Royal Academy of Engineering) and the NSARE Industry Promotion Steering Group.

Women in Rail has engaged with the TUC and ASLEF and has recently hosted an event supported by ASLEF, Timewise, WTS and Stephenson Harwood Solicitors exploring flexible working and how it may work for the rail sector.

The work undertaken by Women in Rail has received extensive coverage and support in the trade press with articles published in Rail Professional, Rail Strategies, RailStaff and in industry internal newsletters. The Group's work has been directly responsible for the creation of three new awards at the 2014 Rail Business Awards, namely "Rail Engineer of the future", "The Diversity and Inclusion Award" and "Women in Rail Award".

Women in Rail has many followers on Twitter and, through regular tweeter feeds, is also establishing itself as a recognised source of policy and industry intelligence.

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Women in Security
Women in Security

Women in Security

• Women in Security commits to raising the profile of women IT security experts via its mentoring scheme.
• Women in Security commits to actively promoting role models in the industry.
• Women in Security commits to helping promote the IT security profession's image and attractiveness amongst female students.

1. Women in Security commits to raising the profile of women IT security experts via various initiatives, one of these is to enrol 50 women in its mentoring scheme in 2014
2. Women in Security commits to participating in 2 cross specialism security events in 2014, which will strengthen relationships between members of the security community
3. Women in Security commits to actively promoting role models in the industry via various initiatives, one of these is to encourage women take on speaking opportunities at IT Security conferences, workshops and roundtables and threreby raise the % of female speakers at industry events
4. Women in Security commits to maintaining an open and friendly approach in our work so that new members regardless of their experience can feel welcome and confident to participate in our activities, we therefore actively promote inclusion of women who are transitioning to the industry from other industry sectors
5. Women in Security commits to using its communication channels to ensure women at all levels are aware of the events and resources available to them within the IT security industry
6. Women in Security commits to helping promote the IT security profession's image and attractiveness amongst female students

About Women in Security
Women in Security was formed in 2012 with the mission of raising the profile of women in the Information Security industry through enabling participation, promoting networking and offering training opportunities. The group was formed within the (ISC)2 London Chapter and within two years has expanded its membership to include key technical experts as well as professionals who are transitioning to the IT security industry.

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Women's Engineering Society
Women's Engineering Society

Women's Engineering Society

• The Women's Engineering Society (WES) commits to support female engineering students and connect them to industry by holding at least one Student Conference annually and help set up Student Engineering Network Groups in universities.
• The Women's Engineering Society (WES) commits to promote engineering to schools through our national outreach activity Magnificent Women and their Flying Machines and provide outreach support to schools through career events and school activities

Between May 2014 and May 2015, the WES will:
WES commits to support female engineering students and to connect them to industry by holding at least one Student Conference annually and helping them set up Student Engineering Network Groups in universities.

WES commits to continue to provide a network of support for women working in engineering through national and local events, printed quarterly journals and monthly e-newsletters and to maintain our advice line for queries about engineering and diversity from women, girls, parents and companies.

WES commits to promote engineering to schools through our national outreach activity Magnificent Women and their Flying Machines and provide outreach support to schools through career events and school activities

WES aims are to keep women's careers on track, to speak out about issues of concern to women engineers, to help engineering companies promote gender diversity and equality in the workplace, to celebrate women's successes and to connect women across different levels.

"WES is proud to be working with BIS and other national organisations to help promote engineering especially to women" WES President

National Women in Engineering Day has been set up by the Women's Engineering Society (WES) to celebrate its 95th anniversary. On 23 June 2014 WES wants to focus attention on the great opportunities for women in engineering, at a time when it has never been more important to address the engineering skills shortage. By encouraging girls into engineering careers we will not only be increasing diversity and inclusion - a business imperative - but enabling us to fill the substantial future job opportunities that have been predicted in this sector. The idea behind National Women in Engineering Day is to encourage all groups (Governmental, educational, corporate, Professional Engineering Institutions, individuals and other organisations) to organise their own events in support of the day, and link them together for maximum impact through the use of the NWED logo, corresponding website, and supporting resources.

The WES Female Engineering Student Conference: Engineering Inspiration was started in 2009 with the aims of:
a) Giving female engineering students the chance to meet each other
b) To provide students with the opportunity to engage with professional engineers at different stages of their careers about their options, opportunities and experiences
c) Connecting students to industry through sponsorship and presentations
d) Boost students confidence and develop their skills around teams and leadership via workshops

In 2013, 109 students attended from 34 universities across England, Scotland and Wales. Overall feedback from the students and sponsors was overwhelmingly positive. The 6th conference will be held at Aston University on the 14th and 15th of November. The aim is to grow these conferences and hold then across the UK.

WES has developed a student group toolkit to help students set up a local network and to encouraged students to organise and undertake activities both locally and in collaboration with other WES affiliated student groups. WES aims to connect these groups with local employers for speakers and sponsorship.

WES has also developed the•Magnificent Women and their Flying Machines" which is an outreach activity for schools based on the build of aircraft wings. This activity combines the history of World War One including the rise of the suffrage movement, the Design and Technology aspects of creating and building authentic wing structures, a science aspect relating to wing design and flight mechanics, the incorporation of art work on the wing fabric, team working skills, and careers advise relating to the modern day work of aerospace engineers highlighted by role models.

Background
WES is the oldest not-for-profit professional network dedicated to promoting women engineers. WES was established in 1919 with the aim of promoting the study and practice of engineering among women and providing a forum for women to publish their research.
95 years later WES is the only significant, multidisciplinary network for women in engineering, science and technology in the UK.

www.wes.org.uk

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Works Management
Works Management

Works Management

• Works Management commits to launching the Females in Factories campaign to champion the hugely rewarding careers on offer to young women entering manufacturing.
• Works Management commits to featuring female manufacturing managers in the magazine to inspire its female readers.
• Works Management commits to aiming to develop 25 female manufacturing champions to go out into local schools.

Between May 2014 and May 2015 Works Management commits to:
• Launch a campaign in May 2014 to champion the hugely rewarding careers on offer to young women entering the manufacturing sector.
• The Females in Factories campaign will feature female manufacturing managers in the magazine to inspire its female readers and provide these as case studies to help engineering skills bodies engage female pupils in engineering.
• Feature three women on the cover of the magazine as part of the Campaign. The three cover interviews of successful female managers will also be turned into a single promotional pdf that cab be used by schools/colleges
• Aim to develop 25 female manufacturing champions to go out into local schools and colleges to talk with female students about manufacturing as a career choice.

Background
For more than 60 years, Works Management's (WM) manufacturing magazine has been the authentic voice of UK manufacturing, providing the industry with a forum to exchange views and a platform for business improvement. WM champions the cause of directors and managers in charge of frontline factories and offers a wealth of best practice ideas. Our exclusive interviews with industry's leading lights reveal the strategic thinking behind UK manufacturing success stories.

www.worksmanagement.co.uk

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