Its not just women that need to lean in - Hays Viewpoint Viewpoint careers advice blog

It’s not just women that need to ‘lean in’ - Hays Viewpoint Since 2010, Sheryl Sandberg has been urging women to lean in and reach the boardroom. Gender diversity is an issue across all industries, not just confined to science, technology, engineering and mathematics (STEM). However, women working in STEM are more under-represented at senior levels than in any other business sector. Boardrooms at science and engineering companies have some of the lowest proportions of women. Meanwhile top academic societies have very few female members, with ratios as low as one woman for every 75 men according to a study by the Royal Society of Edinburgh. For example, just 4.9% of fellows at the Royal Society of Chemistry are women. At the Institute of Physics, it is 4.7%; the Royal Academy of Engineering has 3.8%; and the Institution of Civil Engineers has just 1.5%. These disciplines already attract relatively few women â€" but female representation is even lower at the top of the career ladder. So what can be done to encourage women to remain in science and climb to the top? Initiatives from the US The US is just one country that recognises the importance of diversity within STEM if standards of ingenuity and innovation are to be sustained. To that end the US has taken steps to boost the participation of women and minorities in the following ways: Exposing girls and young women to STEM fields: Through innovative arrangements such as the NASA/Girl Scouts of the USA partnership, the Department of Energy’s Women in STEM Mentoring Program, and numerous other commitments, agencies across the US government and the private sector are creating opportunities for students to gain hands-on experience and guidance as they navigate STEM subjects. Setting the standard with exceptional role models: Recognising the need for more female champions and role models, a number of talented women have been appointed to lead science and technology efforts for the US administration. Many of these women have also committed to reaching out to students through the OSTP/Council on Women Girls Women in STEM Speakers Bureau. However, the US should maybe look at policies involving women already on the STEM career ladder. It is one of only four countries in the world to have no mandated paid maternity leave, placing the US in the company of Liberia, Papua New Guinea and Swaziland. In the UK, the Chartered Management Institute has a number of recommendations to help women reach board level: Supporting employers to embrace flexible working for men and women, understanding that results are more important than “presenteeism” Employers, professional bodies and trade associations creating supportive networks and mentoring opportunities for female managers Employers developing future female leaders by providing management training and qualifications throughout careers Inspiring individuals to push for more varied career structures and to be true to themselves Challenging all to redefine success and workplace cultures. Diversity isn’t just a problem in the UK or the US; it’s a global issue. But one STEM company that has been recognised for its efforts recently is PepsiCo UK. It was presented with the Women in Science and Engineering (WISE) Corporate Leadership award in 2013, for its successful female-focused Leadership Development Programme. This was initiated in 2009 after identifying that there were no women in senior management roles in the company. Of the 54 women who participated in the leadership programme, 55% received a promotion. By the end of 2012, senior management and director level female representation had risen to 33%. So it’s not just women that should be encouraged to lean in; companies should look at their own efforts at encouraging women to reach the top. Without a change in attitude to presenteeism and part-time working, women who are ‘leaning in’ will still find it challenging to win that seat at the board table. The issue needs more than simply increasing the number of young girls studying science. The leaky pipeline of female talent in STEM needs to be supported along its entirety. Only then will we see more women on the boards of our science and technology companies. What is Hays doing to support the issue? We actively support the advancement of women in the workplace, and although progress is being made it remains a business-critical issue. Many companies are suffering from skills shortages, so increasing the number of female professionals will help to address this. By improving access to talent, organisations will be better able to drive performance, grow and secure future success. Our new initiative, ‘Hays Leading Women’ is a unique networking forum for senior business women to share ideas, attend events and gain access to training and development opportunities. In response to our clients needs, specifically in the STEM sectors, we want to give our members the tools to push through the glass ceiling and ensure that female representation is addressed as quickly and effectively as possible. Recognising that participation needs to start as early as possible,  â€˜Hays Leading Women’ has already worked in partnership with the ICE (Institute of Engineering) by going into schools and talking to girls about the career opportunities available to them in Engineering. This programme will be rolled out across the STEM industries, including science over the next few months. To find out more, please contact Helen Godwin: helen.godwin@hays.com Join the Life Sciences Industry Insights with Hays LinkedIn group to share your thoughts and stay up-to-date with the latest on business, employment and recruitment news in the life sciences industry. Join the conversation