Science, Engineering and Technology (Women)

Heather Wheeler Excerpts

Tuesday 2nd November 2010 Westminster Hall

[Meg Munn]

These are important areas. It demonstrates that, while we have the Minister from the Department for Business, Innovation and Skills here today, other Departments also have a key role. It is a cross-Government issue. Less than 30% of all female STEM graduates—compared with half of all male graduates—are working in those occupations. Many of those skilled women work in lower-skilled, lower-paid jobs, and the economy is therefore operating below its potential. That is not a recent phenomenon, with 70% of women overall with SET qualifications not working in those areas. Encouraging women into higher-skilled, higher-paid jobs would help us to reduce the current skills shortage and ensure that women have the opportunity to reach their potential.

Unfortunately, in ICT there are particular challenges, with low levels of participation at GCSE, which fall further at A-level and subsequently degree level. Worryingly, participation levels of women and girls have fallen in recent years and that is reflected in a fall in female IT professionals from 25% in 2001 to 21% today. To be successful in the global economy the UK needs more technologists, more scientists and more engineers at every level.

[Heather Wheeler (South Derbyshire) (Con)]

I wonder whether the hon. Lady would like to pay tribute to some of the engineers in my constituency, who are at the forefront of the Young Engineers project. They do not just take it into primary schools, they follow on through and are particularly keen on using the opportunity to go into girls-only schools. I know three ladies who worked incredibly hard on the engineering projects and are now at Cambridge doing engineering. Clearly, that is the future.

[Meg Munn]

I am delighted to pay tribute to the work they are doing. The hon. Lady is absolutely right about the importance of role models. I shall shortly come on to talk a little about that.

We need people with the experience and skills; we need them for their positive impact on our manufacturing sector and to broaden our innovative capacity. How can we entice female graduates with the knowledge and skills into these sectors of the economy, sectors which are vital to our future? We need to change the culture of many organisations; we must have greater opportunities for women to enter and return to SET training, to education in this area and to employment. To attract, retain and promote women more actively, companies should support women through targeted programmes and improved opportunities. The UKRC runs innovative programmes to help companies understand unconscious bias, which can impact on their work, and to help them identify the practical steps that can help promote gender equality. We need employers also to recognise the benefits of keeping women with skills, through promoting the availability of senior, high-quality part-time and flexible roles. We lose far too many women who just cannot make a full-time job work with family life. They then find that, by the time they can return to full-time work, their skills are out of date.

Of course, it is important to note that some of the companies that are putting those programmes into action are themselves experiencing real benefits, as well as benefiting our economy. Atkins Global, E.ON, BT, Sony and PepsiCo are among more than 100 businesses and organisations that have signed up to the UKRC chief executive officer charter. Women taking part in this type of support project report real change in their job prospects, with more than 60% of them securing work or promotion.

One company where we can see a positive effect of the UKRC CEO charter is E.ON. Back in 2007, the EU Commission found that just 10% of board members across Europe were women, despite the degrees and training that women had. E.ON acknowledged that it was not an exception to those findings. At E.ON, 27% of the employees were female but only 11% held positions in senior management. E.ON wanted to change that and double the number of women in leadership positions in the medium term. It created the Women@Energy project in 2007 to support women. The first results from the research have already been put into practice. Gender issues are now part of the leadership training programme. After a year, more than 100 employees were involved in the group-wide IngE network for women in engineering—I am not sure if I have pronounced the name of that network correctly, but I will give the Hansard reporters the spelling. As well as being a fantastic networking device, the key objective of IngE was to find ways to support the prospects for women in technological jobs.

The effort at E.ON progresses. The female network for women executives, which was founded in 2008, provides six half-day seminars over the course of a year, giving focused advice and intensive leadership training to female managers. There is also the women into engineering programme and there are girls’ days. E.ON really is a company that recognises the benefits of having a more diverse work force.

I now come on to the issue of role models. The Institution of Engineering and Technology runs the young woman engineer of the year award. That award goes to the very best female engineer that the UK has to offer and highlights the achievements of women in engineering. There is no doubt that providing high-profile role models is an effective way to encourage women to become engineers. The institution supports the winners throughout their year in office and ensures that they get media coverage, highlighting what female engineers can achieve. I wonder if the Minister can commit to supporting this excellent scheme. He will be relieved to know that I am not necessarily talking about money. Rather, I am talking about raising its profile throughout the engineering industry, which would be a signal to young women that their talents and skills are seen as important.

I also want to mention the work being done in the charity sector. The Daphne Jackson Trust is an independent charity focusing on returning talented scientists, engineers and technologists to careers after a break of two years or more. The trust offers flexible, part-time and paid fellowships in universities and industrial laboratories throughout the UK. It has been highly praised by the Government and is acknowledged as running a vital returners scheme. It has a 96% success rate in returning fellows to SET careers. I hope that the Minister will join me in commending the trust’s work and thanking it for the effort that it has put into supporting women to return to the careers in which they were previously successful.

Finally, I turn to the women and work sector pathways initiative, which focuses on women’s career progression in industries where women are under-represented. For example, Aston Martin is putting 17 female employees through the programme. The company realised that women were encountering barriers and it wanted to equip female employees with the right skills to promote themselves within its engineering business. The company accessed £400 towards the cost of tailor-made training for each of those 17 employees, which was matched by its own contribution. Since the pathways initiative was established in 2006, £20 million in funding has helped more than 22,500 women and 3,200 employers. It is estimated that the value to the economy per woman helped by this scheme is between £900 and £1,300 per annum, and 93% of employers have stated that the initiative has met previously identified skills gaps within their industries.

However, I am concerned that that initiative is at risk of not being renewed as its final phase is due to end in March 2011. So, can the Minister reassure me that programmes such as this one will continue to receive the vital support that they require? I am sure that the Minister is aware that this project grew out of the Women in Work Commission, which looked at the gender pay gap. Interestingly, today is equal pay day, as designated by the Fawcett Society. The full-time pay gap means that effectively this is the last day on which women are paid in the financial year compared to men. So it is highly appropriate that we are having this debate in Westminster Hall today.

Today’s debate will only scratch the surface of this very important issue. I have not discussed in any detail the important role of early school experiences, which some of my hon. Friends, including the hon. Member for South Derbyshire (Heather Wheeler), have mentioned —I will call them hon. Friends today. [Hon. Members: “Hear, hear.”]. I have also not mentioned the role of work experience in encouraging girls into these sectors, nor have I touched on the importance of careers guidance, university funding or apprenticeships. In this short debate, I have put briefly to the Minister some of the important work that has been started in this area during the last few years.

It is recognised by everybody that there must be public spending cuts and I acknowledge that the Government have identified the importance of protecting the science budget as much as possible. However, within that budget I ask the Minister to acknowledge the importance of continuing to support the initiatives that I have mentioned, which are making a difference to science, engineering and technology. By ensuring that women are encouraged to develop these skills and by supporting women with these skills to return to their professions, we can help our economy to grow and prosper.