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Women in STEM action needed says survey

Government and employers must act now to help women return to science and engineering careers Government and employers must remove the barriers for women who want to return to jobs in science, technology, engineering and mathematics. The cost of childcare and inflexible working hours were the main barriers to a return to work according to the interim findings of a new survey run by Prospect, Talent Retention Solution, Women in Manufacturing and the Women’s Engineering Society.  

Government and employers must remove the barriers

Talent Retention Solution

Women’s Engineering Society

The Union for Professionals

Flexibile working for men

Intersting blog about City Fathers.


In support of the welfare state

If you read nothing else today, read this:


What the myriad opposition to austerity represented was something much bigger than the sum of its parts. The groups and individuals speaking out held up a moral mirror to the politicians who were the architects of austerity, and to those in society who remained silent or complicit as injustice grew. Most importantly, they were a reminder, with each interview, each campus upset, each arrest, each petition and each wheelchair chained to another, that the belts being tightened were not those of the rich but of the poorest, most marginalised and most vulnerable in society. We were not all in this together. We never were. And if austerity was to be allowed to become a permanent fixture of the British state, then what was at stake was that we never would be.

Diversity Leadership from "askten"


There’s a growing movement to rank and judge companies based on how many women executives they have. At first blush, it’s a good thing to hold companies accountable for diversity, but, in order to get an accurate picture, it’s important to go beyond simple numbers. A more important metric, albeit a more subtle one, is how well a company promotes a culture of inclusiveness - that is, do its leaders and managers, both men and women, respect the opinions, ideas, perspectives, and styles of everyone? Even if a company seems to be asleep at the wheel when it comes to diversity, an inclusive culture is usually a sign of good things to come.


In work poverty - latest Joseph Rowntree Report

New research by the Joseph Rowntree Foundation examines how employers can help to tackle working poverty. It takes paying the Living Wage as a given, and asks what other employment and management practices might help to address poverty. Written by economist John Philpott, importantly it also asks what the business case is for employers implementing different practices.

The report looks across human resources management and development practices such as structured recruitment, training, performance management, flexible working and fringe benefits, such as help with travel and childcare costs or access to a staff discount scheme. It finds that – when delivered well – these practices can help employees progress to a better job, reduce the stress of balancing work and home life, and help reduce the cost of living. For employers they can boost productivity, employee motivation and loyalty. They can also reduce staff turnover costs and absenteeism.

Report - Why Women in Business Need to be on the Agenda

Prowess Connect have launched a

Manifesto<http://www.prowess.org.uk/manifesto> to put women in business on the agenda.

The Manifesto can be seen pdfhere322.44 KB

Budget Response by Women's Budget Group

Women pay again!

ESF Programme Consultation - FPSW response

Fair Play SW has commented on the national programme for spending European funding in localities by stating:

"Whilst welcoming the fact that gender equality features in the programme we would wish to see more emphasis on improving the position of women in the economy through enhancing their access to high quality jobs. By “high quality” we mean well paid, flexible work appropriate to the skills women have or are capable of achieving.

In the South West of England too many women in work earn less than a living wage per week, either because they are trapped in jobs paying poverty pay per hour or because they cannot access enough hours of work or, frequently, both. Our research can be found at http://www.fairplaysouthwest.org.uk/manifesto .

We would like to see the main investment priorities strengthened to include:
Helping to reduce the gender pay gap by improving women’s access to high quality jobs"

More of the Fair Play SW response can be found docHere1.05 MB

The consultation on the contents of the draft European Social Fund (ESF) Operational Programme for England 2014 to 2020 (part of the 2014 to 2020 European Structural and Investment Funds Growth Programme in England) has been launched to ensure partners have the opportunity to comment on the main document, setting out the strategy and priorities for the use of funds in support of theEurope 2020 strategy for smart, sustainable and inclusive growth.

WES Event - Women in Engineering Conference

Women in Engineering: The Challenge, 23 June 2013, London - See more at: http://www.nwed.org.uk/wes-conference.html#sthash.FSbKaDtu.dpuf

This event organised by the Women's Engineering Society marks National Women in Engineering Day (NWED)

pdfMore about the event951.17 KB

More about NWED

More about WES

How many engineers does it take to make a tin of baked beans?

Produced by the Royal Academy of Engineering, this booklet is a collection of role models to encourage more young people from different backgrounds to consider a career in engineering. Features 2013 WISE awards winner, Jo Carris. Find out more and download the pdf