AN INDEPENDENT SUPPLEMENT FROM MEDIAPLANET WHO TAKE SOLE RESPONSIBILITY FOR ITS CONTENTS
DECEMBER 2018 YOURFUTURECAREER.CO.UK
Rachel Riley Improving confidence in young girls P6 CREDIT: (C) ITV STUDIOS LIMITED. PHOTOGRAPH PROVIDED COURTESY OF ITV STUDIOS LIMITED, CHANNEL 4 AND FRANCE TELEVISIONS DISTRIBUTION
2 YOURFUTURECAREER.CO.UK
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
IN THIS ISSUE “I wasn’t going to let sexism and racism affect my science career,” says Chi Onwurah about working in the 80s.
“If you want to be a doctor, you should have fair access to a medical degree,” says Dr Katie Petty-Saphon.
P4
P8
MEDIAPLANET
READ MORE ON YOURFUTURECAREER.CO.UK “Building a career in science is hard work. It’s also rewarding, challenging and inspiring,” says Professor Karen Vousden.
P10
We all want to make the world a better place - and science has a huge part to play
Katherine Mathieson CEO, British Science Associaion
Physicist, Dr Michio Kaku, describes science as the “engine of prosperity”, and I wholeheartedly agree.
M
any of society’s challenges will need solutions from science, such as water scarcity, climate change, antibiotic resistance, obesity and malnutrition, mental health, and many others. Follow us
But in order for us to reap science’s benefits, we need to involve the most talented people with the broadest range of experiences. We need more diversity; not only across the genders, but also across ethnicities, socioeconomic backgrounds, age, sexual orientation, nationality, disability, etc. Sadly, people still face challenges because of their characteristics. This occurs in obvious ways, such as discrimination - Google employees recently hit the headlines after doing
facebook.com/MediaplanetMarketing
a global walk out, protesting claims of systemic racism and gender bias at the tech giant. But impacts are also felt in less blatant ways. Only last month, Amazon had to scrap an artificial intelligence recruitment tool because it taught itself that men were preferable job candidates. How does this happen? I believe it’s because these industries still aren’t diverse. Homogenous groups lead to inherent biases and a narrow shared world-view. It’s therefore vital that our science industries become much
@MediaplanetUK
more inclusive, welcoming as much diversity as our species has to offer. Many organisations are working hard at this endeavour, from the award-winning social enterprise STEMettes to the Minorities in STEM network.This campaign is also part of this important work.The stories you’ll read here give valuable information, advice and hope for everyone, so that we can work together to make science an endeavour that reflects the full richness and diversity of our society.
@MediaplanetUK
Please recycle
Project Manager: Natasha Aston E-mail: natasha.aston@mediaplanet.com Senior Business Development Manager: Ellie McGregor Content and Production Manager: Kate Jarvis Managing Director: Alex Williams Head of Business Development: Rebecca Nicholson Digital Manager: Jenny Hyndman Designer: Kiane Blackman Content and Social Media Editor: Harvey O’Donnell Mediaplanet contact information: Phone: +44 (0) 203 642 0737 E-mail: info.uk@mediaplanet.com All images from Getty images unless otherwise specified
MEDIAPLANET
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
YOURFUTURECAREER.CO.UK 3
“Every day is different”
for these science and engineering graduates
T
hink a career in science is only for middle-aged men in lab coats? Think again. It’s an increasingly young, dynamic and diverse industry that’s attracting some of the brightest and best graduates from UK universities and beyond. And it’s constantly looking for an array of talent from all backgrounds to fill its many and varied roles. Here, Krishna Mistry and Katie Oxley, two graduates on rotation schemes at Johnson Matthey (JM), a global leader in science that enables a cleaner and healthier world, share insights about what it’s like to work at the sharp end of the industry. Kerry Beer, the company’s graduate programme manager, reveals the qualities that university leavers need in order to join — and then flourish in — the science sector.
Krishna Mistry Science Graduate Trainee, Johnson Matthey
Katie Oxley Process Safety Graduate, Johnson Matthey
How did you decide on a career in science?
What are you enjoying most about your career so far?
I have always had a passion for science through school with an ever-growing interest in chemistry. I studied medicinal chemistry for my undergraduate degree at the University of Manchester and I’ve just finished my PhD in organometallic chemical synthesis at the University of Bristol. I joined the company in September as a science graduate on a trainee programme. It lasts for two years and includes three eight-month placements within different areas of the business.
I’ve just got back from spending 12 months in the Netherlands at one of the company’s manufacturing sites. It was great to work internationally so early in my career. Currently, I’m involved in the development and implementation of the company’s process safety strategy and every day is different. I could be presenting to senior management, or in a technical meeting, or putting my safety boots on and heading out onto the shop floor to chat to process operators.
What do you enjoy most about science? I love learning about how the world works. If you dig deep enough, you’ll find everything relates to chemistry. My current role is heavily research based, so I’m planning projects and analysing data in the office and then carrying out experiments in the lab. It’s an exciting and important time to be a scientist. Science is playing a huge role in creating solutions for a sustainable future and I like how JM adopts sustainability in both its chemistry and overall business framework.
What would your advice be to anyone following in your footsteps? Every day is different, so don’t be afraid of the unknown. You’ll get to do things in this industry that you’ve never done before. It’s exciting to explore in detail how and why something works. In the world of science, it’s impossible to know everything, but that only means you’ll always be learning something new.”
Is it a challenge to be a woman in a scientific field? While there were a lot of women on my chemical engineering course at the University of Sheffield, at work I’m usually very much in the minority on the shop floor. I would say to any woman: don’t treat that lack of representation as a thorn in your side. Use your uniqueness and the fact that you do stand out to make sure your voice is heard. And if you’re good at what you do — which is why you’ve been hired, remember — that always shines through.
Would you recommend a career in science? Absolutely. It’s so varied. I’d like to do more traveling in the next five to ten years — which is one of the great things about working for a global company. I can see plenty of opportunity ahead of me.
SPONSORED
Kerry Beer Graduate Programme Manager, Johnson Matthey
What personal qualities are useful for anyone thinking of a science career? You need to be motivated, ambitious and keyed in to the ethos of the company you want to join.You need to be a team player with a good academic record and analytical skills; but you also need emotional resilience. Politically and economically it’s a volatile time for most industries, so you have to be able to roll with the changes, manage ambiguity and find different strategies to drive your career forward.
How important is getting a breadth of experience? Very. That’s why moving people across the business is a way to ensure they don’t get entrenched in siloed thinking — plus it gives them a chance to explore what they’re passionate about. If you’re going to be the leaders of tomorrow, you can’t be a specialist in just one area.
What’s your advice to graduates thinking of applying to a company in the science sector? I’m always impressed by the calibre of applicants we receive from people within science and engineering degree disciplines. The people that stand out are those that have relevant work experience. That doesn’t have to be a gap year. It could be a summer internship or two weeks of work experience — anything that shows they have an understanding of the industry. Tony Greenway
Read more at matthey.com/graduates
4 YOURFUTURECAREER.CO.UK
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
MEDIAPLANET
“I wasn't going to let sexism and racism affect my science career” Labour MP, Chi Onwurah, was an electrical engineer before she Chi Onwurah entered parliament. It wasn't easy being a woman in a maleShadow Minister, dominated world in the 1980s — but have things Industrial Strategy, Science and Innovation changed much?
B
efore she became an MP — and Shadow Minister for Industrial Strategy, Science and Innovation — Chi Onwurah worked as an electrical engineer. “It was a fabulous career,” she remembers. “I wanted to be an engineer or a scientist from the age or seven or eight. Maybe it was because I grew up in a region — the North East — where engineering was always respected. But I was also really curious and wanted to find out how things worked.” In the 1980s, Onwurah, now Labour MP for Newcastle Central, studied electrical engineering at Imperial College London, where numbers of women and ethnic minorities were worryingly low.
30 years ago, as a black woman in science, I felt isolated It wasn't easy being a black woman in that environment, and having to deal with boorish, laddish, rugby club behaviour. “I went back to Imperial in October to deliver a Black History Month lecture on the importance of diversity,” she says. “But when I was there 30 years ago, the atmosphere in the (student) magazine was both sexist and racist. I felt incredibly isolated and under attack. I do remember being told that things would change over time.” Today, she says, the picture in industry remains mixed: some
female engineers tell her positive stories about their experiences — but others have negative ones.
Racist or sexist jokes were not unusual After graduating in 1987, Onwurah's engineering career began to take off. She worked for a number of private sector firms in the field of hardware and software development and product management; she completed an MBA at The University of Manchester and was appointed Head of Telecoms Technology at OFCOM. She thoroughly enjoyed her time at the sharp end of STEM and was always fortunate to work for companies that were — almost always — supportive of women. “I had some great male mentors and champions who offered me encouragement,” she says. “That was incredibly helpful when I was at conferences and the only woman in a room full of 200 or 300 men. At the conference dinner there would inevitably be sexist or racist jokes. It was important to know that my company would support me.”
You must speak up; don’t let others’ attitudes hold you back Luckily, Onwurah was not usually shy in coming forward. “I was very stubborn and quite bloody-minded. But, also, as a socialist, I believed
fundamentally that I was equal. When I was at Imperial, I remember some of the young men saying that women were only at the university to find rich husbands. I wasn't going to let that type of attitude defeat me.” If you're in the minority because of your race or gender, it's imperative to speak up and speak out — but that isn't always easy, admits Onwurah. “You can only do it if you have enough confidence,” she agrees. “And the fact is that if you're the only woman at the table, you're less likely to speak up. As I grew older, that changed for me.”
I remember some of the young men saying that women were only at the university to find rich husbands Onwurah also became more pro-active in progressing her career, and would apply for jobs even if she didn't have every skill listed on the job description. “It's important not to put the emphasis for that type of change on underrepresented groups,” she says. “The business culture has to find ways to welcome and encourage different applications.”
The economic argument for diversity The numbers of women studying engineering have grown since Onwurah's university days; but not in any earth-shattering way, which was one reason why she decided to stand for Parliament. “I realised that in the course of 30 years the numbers of women (on engineering courses) had gone from 12% to just 13%.” Chi is now chairing the All-Party Parliamentary Group (APPG) in Diversity and Inclusion in STEM to drive this mission forward. She is leading the way to creating tangible policy change to make STEM recruitment more inclusive. Yet, it's a matter of fairness and social justice that everyone — whatever their gender or race — should have access to high-flying STEM careers, says Onwurah. Thankfully, industry is starting to see the economic imperative of diversity. “Innovation comes from diversity of thought,” she says. “If everyone came from the same background and went to the same kind of schools, then a company would have less innovation and less resilience to respond to market changes.” Tony Greenway
Read more at britishscienceassociation.org/appg
MEDIAPLANET
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
YOURFUTURECAREER.CO.UK 5
Why it's high time to break the 'male' science stereotype Encouraging more women into the STEM industries starts at school, says one head teacher, who inspires her pupils by connecting them with sector role models and by challenging stereotypes.
R
ecently, Julia Harrington, Headmistress of Queen Anne’s School — an independent boarding and day school in Caversham, Berkshire — saw a statistic that alarmed her. “In 2017, only 23% of people in core STEM occupations were women,” she says. “That's shocking. That these industries have had a wide gender gap in the past is perhaps well known. The fact that the problem is still so acute needs addressing, which becomes very obvious when you look at the small number of women in top jobs in STEM companies.” Harrington also points to research carried out by the IET (Institution of Engineering and Technology) four years ago, which found that only 1% of parents would recommend engineering to their daughters. That has to change, so it's time to break the stereotype, she says. “The fact is, we don't just need 'more women in science', we need lots of different
women in lots of different areas of science.”
Bringing in industry role models Addressing this problem starts at school, says Harrington, where increasing numbers of girls and young women need to be encouraged to study science subjects. That means presenting science to them in a way that is both fun and fascinating. It also means moving away from the (false) belief that boys are better at maths and science than girls. “I think that goes back to an in-built, unconscious gender bias,” she says. “Although it's more of an issue in mixed educational settings because girls tend to be more risk averse than boys — so there's a temptation for them to sit back and let the boys answer the questions. But there's simply no room for that kind of thinking in an all-girl classroom.” In her own establishment, Harrington brings in leading
Julia Harrington Headmistress, Queen Anne’s School
industry role models to work with the pupils. “I'm a strong believer in connecting girls with cutting-edge scientific researchers who help them find solutions to real-life industry problems,” she says. “If pupils can get involved in real-life applications of science, they'll realise that it's a massive subject that touches all areas of our lives, and that scientists are just like everyone else. They're not 'geeks'. That way, girls are more likely to connect with it and be interested in it.”
science qualifications can help shape the future direction of careers. “There are so many opportunities in STEM,” says Harrington. “I tell pupils that it's such a creative area in which to work. Scientists have to think of the impossible and make it a reality. And if that isn't creative thinking, I don't know what is.” Tony Greenway
SPONSORED
Making science an inspiring subject Inspirational teachers can also encourage more young women into science. “They could be male or female,” says Harrington. “It doesn't matter, as long as they can talk about science in an inspiring way. It's about presenting science as a subject of wonder and making pupils go: 'Wow!'” This is critical because first-class
Hear more about Julia and Queen Anne’s pupils at yourfuturecareer. co.uk/why-its-hightime-to-breakthe-male-sciencestereotype
6 YOURFUTURECAREER.CO.UK
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
MEDIAPLANET
Improving the prospects of young women in STEM ‘I don’t have a maths brain’ is one of many negative messages we pass on to the next generation of potential scientists and mathematicians. Rachel Riley tells a new story for young women in STEM. Whether from a visible lack of female role models, or simply mum saying, ‘I don’t have a maths brain,’ from an early age, children are fed stories that influence their self-expectation.
F
or Rachel Riley, it’s time to re-write these expectations for the next generation of mathematicians and scientists. “Increasing girls’ participation in STEM (science, technology, engineering and mathematics) is about improving confidence and changing perceptions. There are many different ways to help realign mindset, but the best is seeing women in these STEM roles. They aren’t some weirdo in a white jacket and you don’t have to be Einstein!” says Rachel.
Improving confidence in young girls Growing up, Rachel quickly realised the importance of positive reinforcement to avoid disengagement from education, especially with science and maths. “I was lucky, in a way, as I got early praise, but some kids don’t get it quite as quickly, or they are labelled ‘not as good’ and this has a damaging effect,” says Rachel. After achieving four A-grades in college, Rachel studied a range of pure and applied mathematical concepts at Oxford University from quantum computing through to mathematical biology (not least because there was ‘no dissertation and no lab coats’). “It all sounds terrifying if you haven’t done it – new experiences can be – but maths is a ladder. Don’t
Rachel Riley Ambassador, Women in STEM
be intimidated, just build on your understanding,” says Rachel. Avoiding the stereotypes Studies show girls as young as six can be influenced by stereotypes, identifying ‘brilliance as a male trait’. The damaging effect these internalised cultural messages could have on the academic paths of young girls requires addressing according to Rachel. “The lack of female role models is a result of not being allowed to do these things for centuries – not because we aren’t as good! Now, it’s a social thing and about breaking down those barriers,” says Rachel. Young girls are often given an outdated image of scientists and mathematicians, from their clothes through to personality traits. Rachel laments at how often her television producers ask her to ‘put on a lab coat and stand in front
of a bunch of equations’. “I refuse because it should just be me in jeans and a jumper – that’s what mathematicians look like,” says Rachel. Another misconception of the value of maths and science education is that they aren’t creative subjects. However, for Rachel, ‘There is nothing more creative than the thought of finding answers for questions that haven’t even been thought of.” Re-writing girls’ expectations and breaking through the psychological and social barriers for participation requires both industry action and self-belief. The new message is clear: “It’s not a boy or a girl thing. If you enjoy it, apply yourself and go do it. You can achieve incredible things.” Alex van den Broek
MEDIAPLANET
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
YOURFUTURECAREER.CO.UK 7
All the ingredients for a varied career Helen Hougham Associate Director, Mondelēz
The food industry is a rewarding and fascinating sector to work in, say two women who are at different stages of their culinary careers. They explain the roles and opportunities it offers.
H
elen Hougham has worked in a range of jobs in the food industry. “It’s a brilliant sector for opportunity,” she says. “In my organisation I’ve done everything from running pilot plant trials where we develop prototypes on a small scale to test our ideas, to improving the functionality of packaging, to the development and commercialisation of new ingredients.” Hougham — a chemical engineer by training — moved into the food sector from the petrochemical industry and doesn’t regret her
decision for a second. She’s now Associate Director with food and beverage company, Mondelēz International, based in Bournville, Birmingham, working on strategic initiatives in company R&D. There’s gender diversity in the food industry A STEM career was Hougham’s focus from an early age. As a woman in chemical engineering, she admits she was in the minority at university; but that’s not the case in her current workplace. “Within this environment, there’s a much better mix,” she says. “I also feel supported and no different to my male colleagues. Plus, I enjoy a worklife balance, which is important when you have a family to consider.” I love creative problemsolving in my job Bea Allen also works for Mondelēz
Bea Allen Scientist, Mondelēz
as a scientist, mainly in recipe development. She joined the company recently after finishing her degree in food science and nutrition, (“which was female dominated!” she says), even though she wasn’t a natural at science at school. “I love the problem-solving aspect of my job,” she reveals. “In my role, I have to think about what the consumer wants and apply it to recipes within certain parameters. It’s technical but also creative, and I find that so enjoyable.” Allen agrees that the food industry is as exciting as it is eclectic. “My advice for anyone thinking of joining the sector is ‘don’t limit yourself to one area of the industry’,” she says. “There are so many different jobs and opportunities available. You could be in the lab, you could be in a pilot plant, in the kitchen or factory.
I’d suggest exploring lots of roles until you find one that you want to focus on.” “I would say ‘go for it’,” echoes Hougham. “If you have a passion for technology and understanding the consumer — and are able to bring those two elements together to make wonderful products — this is a rewarding and fascinating industry.” Tony Greenway
SPONSORED
Read more at yourfuturecareer. co.uk/all-the-ingredients-for-a-variedcareer/?6
8 YOURFUTURECAREER.CO.UK
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
MEDIAPLANET
Diverse medicine is good medicine
Dr Katie Petty-Saphon CEO, Medical Schools Council
The medical profession is not just for the privileged. That’s an out-of-date mindset, which medical schools are working together to change.
M
edical schools will often tell their students that to become a doctor is a privilege. Doctors are entrusted by the public to work with patients at their most vulnerable and to suggest the most appropriate care pathway. However, while it remains a privilege to be a doctor, medicine itself must not be perceived as career for the privileged.
In 2012, 80% of med students came from just 20% of secondary schools A 2012 report from the Social Mobility and Child Poverty Commission found that medicine was substantially behind other professions in ensuring fair access. The Medical Schools Council (MSC) therefore launched a yearlong analysis of the demographics of
medical students and the selection methods used across medical schools. The findings were stark: 80% of all medical students came from just 20% of secondary schools, and in the preceding three years half of all schools in the UK had not sent a single applicant to medicine.
Shared efforts to reach under-represented groups in medical education Medical schools already had many initiatives to widen access, including foundation courses and conducting outreach to local schools. But the MSC analysis allowed them to work together at a national level, coordinating their efforts and sharing successful methods for reaching underrepresented groups. More medical schools now offer aspirational summer schools and the number of Gateway to Medicine programmes (which are targeted at young people from educationally and socially disadvantaged backgrounds) has more than doubled over the last few years.
New, free guidance to advice for applying to medicine There has also been a substantial improvement in the quality and availability of guidance for potential applicants, with admissions staff working through the Medical Schools Council to produce 22 free pieces of guidance ranging from the collation of all annual entry requirements to advice on work experience and personal statements.
Tracking progress One of the most complex aspects of this work is to evaluate progress, which involves the collection and alignment of data. Medical schools can now consensually track the applications and medical school careers of students who may have taken part in outreach or who fulfil “widening participation” criteria. Higher education monitoring measures (such as HEAT or STROBE) can be used to assess whether targeted outreach has translated into successful applications.
Students from statefunded schools outperform independent schools despite grade parity Data are amassing on the changes that are occurring, as well as on the value of widening participation itself. A recent study found evidence that students from state-funded schools are likely to outperform students from independent schools when entering with similar grades .
If you want to be a doctor, you should have fair access to medical degrees Medical education seeks to provide a supportive environment in which all students reach their full potential through their ability, hard work and desire to care. A meritocratic profession will be the most caring profession. This is why it is vital to ensure that any student who has the potential and desire to be an excellent doctor, regardless of background, is given a fair opportunity to earn that privilege. Not to do so would be to the detriment of the NHS.
10 YOURFUTURECAREER.CO.UK
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
MEDIAPLANET
Breaking barriers to a career in cancer research
Professor Karen Vousden Chief Scientist, Cancer Research UK
Building a career in science is hard work. It’s also rewarding, challenging and inspiring.
W
hen I began my career in cancer research as a genetics and microbiology student, I couldn’t have predicted where it would take me. I’ve delved into the intricacies of how tumours develop, collaborated with world-leading scientists around the globe, and experienced the highs and lows of working in research. I’ve been lucky enough to see amazing scientists grow in their careers, building their research networks and achieving funding success. From experience, I know that researchers make better progress if they are properly supported with career development and build up a broader range of personal and
leadership skills. And when it comes to cancer research, every step forward brings us closer to achieving our goal of seeing three in four patients surviving their cancer by 2034.
Science careers can take different paths to the same goal In my role as chief scientist at Cancer Research UK, I want to embrace the ambition of all our scientists. We take the careers of our researchers extremely seriously, and importantly, we appreciate that there are many different routes to scientific success. There are several perceived barriers to progressing up the career ladder - taking time out and having children are among them. But these shouldn’t get in the way of someone fulfilling their scientific potential. As part of our commitment to
equality, diversity and inclusion, we’re making sure that, regardless of background or circumstance, we’re supporting the best people and ideas. To address this, we’ve removed time-bound eligibility criteria for our career fellowship applications. We’re eliminating a potential barrier for researchers who have taken time out from their career, who have changed disciplines or have taken a different route to independence, giving them more flexibility to apply for schemes when the time is right for them.
Recognising and nurturing scientific merit over gender We reward scientists based on their research ideas and achievements, level of independence, research ambition, and the skills they can demonstrate. But, recognising that this is the best way to identify future leaders
is only half of the solution. Guiding and encouraging researchers at all stages of their career to develop a broad range of skills and experience will help them make the most of the resources we offer. Our competency framework offers guidance on the skills and experience required for our different research fellowships and sets out how we want researchers to develop as they work towards becoming a future cancer research leader. Whether it’s establishing independence in a specific field, or making the transition to scientific leadership, we want to help individuals realise their ambitions. This is an incredibly exciting time to pursue a career in cancer research. Right now, the next generation of scientific leaders are poised for success, and with the right amount of support and guidance, there’s no telling where their careers will take them and what they could achieve.
MEDIAPLANET
AN INDEPENDENT SUPPLEMENT BY MEDIAPLANET
YOURFUTURECAREER.CO.UK 11
YOURFUTURECAREER.CO.UK
Get in touch to be part of the 2019 edition natasha.aston@mediaplanet.com +44 (0) 203 6420 739 uk.info@mediaplanet.com @mediaplanetUK
CREDIT: GETTYIMAGES
Encouraging more women into STEM degrees
The STEM sector desperately needs more diverse people within its ranks — which is why women with an interest in science should think about studying a STEM subject at degree level. THE OPEN UNIVERSITY FACULTY OF STEM:
Cath Brown Dr Clem Herman Director, eSTEeM You don’t need a degree in mathematics to realise that more women are needed to study the STEM subjects at university.
S
tatistics from the WISE (Women in Science and Engineering) campaign show that the percentage of female graduates in core STEM subjects actually fell to 24% in 2016/17. Although actual numbers of female graduates in these subjects grew slightly (from 22,020 in 2015/2016 to 22,340 in 2016/2017) there was an even bigger increase in the number of male graduates. Fewer than 25% of STEM students are female “Industry benefits most when it has the widest pool of talent to choose from,” insists Dr Clem Herman, Director of eSTEeM, the Open University’s centre for STEM Pedagogy. “Gender barriers don’t just limit the opportunities of individual women, but also have an effect on the economy and society as a whole. From the student perspective, lack of representation in the STEM education pipeline ultimately leads to women and girls having fewer employment options in the STEM sector,” she points out. “From a business point of view, if your workforce excludes women, you risk developing products or services that are only informed by the perspective
Dr Nisha Ramkissoon Post-Doctoral Research Associate
of men. That’s a problem, because, as we build and apply science in the real world, we need diverse opinions and representation to ensure we are meeting the needs of a wide range of people.” Dispelling stereotypes across STEM course content There are various action plans that the Open University has initiated to ensure they are encouraging women onto traditionally male-dominated courses, says Herman. “For example, it’s important to ensure that all educational materials are inclusive and don’t inadvertently perpetuate any biases. Also, women who are studying male-dominated subjects should have access to networking events and mentoring; and images of women should be represented on marketing materials and websites. That visibility is needed in order to dispel stereotypes that some people — especially children — can have.” Capture young girls’ imaginations with images of women in science roles Dr Nisha Ramkissoon — Post Doctoral Research Associate at The Open University’s Faculty of STEM — knows all about banging the drum for female scientists. As part of an outreach programme called Soapbox Science, she’s literally stood on a soap box in a Milton Keynes shopping centre to talk to passersby about her
work. She regularly visits schools to engage children with stories about her studies in space science, too. “It’s great when you can capture the imaginations of young people,” she says. “They’ll ask me questions about what I do in STEM and how I do it. I think female role models are important because if young people — and particularly girls — can see someone who is working in a particular STEM field, they’ll think: ‘Maybe I can do that too’.” Ramkissoon’s advice to women wanting to study science is, ‘just do it’. “If you enjoy the subject and want to pursue it, try not to think about being in the minority. That thought can be intimidating, but remind yourself that, at university, everyone is working at the same level.” Empowering yourself through study Cath Brown is a student at the the Open University’s Faculty of STEM and is also The Open University Students Association President. She doesn’t need anyone to tell her about the empowering nature of STEM study — or study in general — because she has a maths degree from Cambridge and two Open University degrees (including one in molecular science). Cath is even currently studying a third OU degree in data science. Her currently area of study was inspired by a female Open University Academic “Education is addictive,” she says.
Faculty of STEM, Student and Open University Students Association President
Brown was drawn to STEM at a young age. As an adult, she’s managed to cram in a lot of study with distance learning because it fits with her lifestyle. “Like a lot of people, I wasn’t in a position to give up my job, so [the Open University] just worked for me. It was convenient, and I could do it at my own pace,” she says. Funding for studying STEM subjects at degree level, part-time Industry needs more specialist STEM graduates to fill specialist jobs. In England, student fee loans may be available for those looking to study a second degree within the STEM subjects part-time. “I think that’s great because it can help you into a career — or help you change your career,” says Brown. “Yes, you might come up against the odd person who thinks a woman in STEM is unusual. But, so what? Go out there and be a role model.” Tony Greenway
SPONSORED
Read more at stem.open.ac.uk