Careers in STEM Q4 2023 | A promotional supplement distributed on behalf of Mediaplanet, which takes sole responsibility for its content
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“We want more people in the UK to be building STEM skills.”
“Ultimately, women in tech who had more flexibility and control over their work were more likely to stay in their roles.”
Robert Halfon MP, Minister for Skills, Apprenticeships and Higher Education
Karen Blake, Co Chief Executive Officer, Tech Talent Charter
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Inspiring careers, where you count
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Backing the industries of tomorrow with investment in STEM skills WRITTEN BY Robert Halfon MP Minister for Skills, Apprenticeships and Higher Education, Department for Education, MP for Harlow
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Our world revolves around science, technology, engineering and mathematics (STEM). It is the past, the present and the future. Skills in those fields have never been more important.
e want more people in the UK to be building STEM skills. That means giving people from all backgrounds access to top-tier technical qualifications and training.
build the skills for a successful career in STEM — all without building up student debt. There are over 365 STEM apprenticeships designed with businesses across the country, which include digital, engineering, manufacturing and health and science.
STEM education for school-age children For school-age children, we are investing in school programmes like Support for STEM teachers the Stimulating Physics Network to We are bringing in and training more revitalise the way physics is taught teachers in STEM subjects. The Prime in schools. Our network of 40 maths Minister has announced that eligible hubs is nurturing the next generation teachers (in the first five years of their of scientists, tech leaders and careers working in disadvantaged engineers. schools and colleges) will receive an Looking further forward, our extra £6,000, annually, to get more recently announced science and maths Advanced British Standard teachers into schools Our network of will be a game-changer, ahead of the Advanced 40 maths hubs making sure all young British Standard (ABS). people get the opportunity This will double the is nurturing the to study a mix of academic existing ‘levelling next generation and technical subjects. up premium’ paid to of scientists, To support this, we’re schoolteachers and tech leaders and providing a downpayment extend it to all further of £600 million over the education colleges for engineers. next two years to help the first time. recruit maths teachers. Securing skills for the future A skills system revolution The Advanced Mathematics Support The rollout of T Levels continues, Programme also offers support for including new courses in engineering teachers and students in state-funded and manufacturing, giving 16 to schools and colleges. This initiative 18-year-olds a combination of targets areas with low social mobility on-the-job training and classroom so that students of all backgrounds teaching. can get ahead in maths. We’ve also backed our network of 21 STEM skills are central to this new Institutes of Technology with Government’s agenda — not only to £300 million, delivering higher-level support people in their careers but to STEM training and getting more futureproof the nation’s skills and put women into STEM fields. British business at the forefront of the Apprenticeships are another industries of tomorrow. brilliant way for more people to receive high-quality training and
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Five factors to look at when searching for an apprenticeship
WRITTEN BY Anna Morrison CBE Director, Amazing Apprenticeships
When it comes to apprenticeships, researching the options might feel complex. Although some of the core elements of apprenticeships remain the same, such as the available levels, there are also several variables to consider.
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hat do we really mean when we say, ‘Keep your options open’? It’s about taking time to explore and research all of the options that might be available to you and only saying no — or ruling something out — when you know that you’ve looked at everything.
names that feel more familiar, there are thousands of fantastic vacancies with smaller employers, too. The terms and conditions Employers can set their own terms and conditions. They will decide what to pay (as long as it meets the minimum wage for apprentices), and they will decide on the holiday and any extras that you may be entitled to receive.
The job roles There are more than 680 different apprenticeship standards covering thousands of different job roles. Each When and where they are advertised apprenticeship will be different, with Knowing where to look and when employers designing to apply is one of the the job roles that biggest tasks you will It’s about taking time to they need for their need to consider. explore and research all businesses. Apprenticeships of the options that might could be advertised be available to you and The job title on the Government The job roles website ‘Find an only saying no — or ruling themselves will have Apprenticeship,’ something out — when different titles that through jobs sites, you know that you’ve are decided by the through social looked at everything. employer. Some might media and also sound obvious, but on the employer’s some might sound more obscure. Try own website. not to let this put you off, and always Considering apprenticeships is take a look at the role description not a ‘once in a lifetime’ decision. before ruling it out. Apprenticeships can be a great choice for those leaving school or The employers college but are also a brilliant option Employers of all sizes from for later in your career as a way to every corner of the country offer increase your skills or even re-train apprenticeships, so there are many for a new career. Apprenticeships can vacancies to look through and be started at any age, so my key piece companies to compare. Although it of advice: keep your options open. might be tempting to look at the big To learn more, go to amazingapprenticeships.com
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“Why I genuinely wouldn’t change anything about my career in aerospace” Aerospace is a fascinating, fast-paced and fun career, says aeronautical engineer Sukhpreet Black. The working environment is also becoming more diverse and inclusive.
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hen she was young, a fascination with engineering was a way for Sukhpreet Black to bond with her father. “My dad was a civil engineer,” she says. “He’d always tell me about the interesting projects he was working on, I’d help him with DIY projects and we’d watch TV programmes about engineering together. So, I was thinking and talking about engineering from an early age.”
INTERVIEW WITH Sukhpreet Black Landing Gear R&T Technical Leader, Airbus
Developing skills in a rewarding environment “It’s such a professional environment,” she says. “People spoke to me with respect, and it felt like I belonged. Plus, I’ve had so much support throughout my career with regular training opportunities to develop many skills. Because we have suppliers, partners and customers from all around the world, there’s a big cultural benefit, too.” It’s a constant thrill to contribute to such an important, exciting industry. For instance, Sukhpreet points to a component that she designed for all Airbus A350 aircraft. “It’s only a small piece, but I’m so proud of it!”
Growing passion for aerospace Living near Heathrow, Sukhpreet was also fascinated by aircraft — particularly Concorde. “I was lucky enough to see Concorde taking off,” Promoting diversity and inclusion she remembers. “I found it completely If a company is making She admits that engineering can be seen as a mesmerising how this beautiful, elegant environment, however, she products and solutions male-dominated machine created such a rumble and was has already seen the business become more that apply to everyone, able to fly at supersonic speeds. The more I diverse on many levels over a short period of found out about aviation and aerospace, the time. “If a company is making products and then you need a more my passion for it grew.” solutions that apply to everyone, then you diverse workforce. It’s no surprise to discover that need a diverse workforce,” says Sukhpreet, Sukhpreet studied aeronautical who is site lead for an employee resource engineering to master’s level and, after leaving university, group promoting diversity and inclusion. “Airbus is always joined the graduate scheme at aerospace engineering trying to understand how it can increase diversity including company Airbus. Almost 12 years later, she’s working as a women into the business.” Technical Leader for Landing Gear R&T and will be taking Sukhpreet doesn’t hesitate to recommend aeronautical up a new role at the company in 2024. engineering as an exciting career. “It’s helped me become a more well-rounded person because I can apply my skills anywhere,” she says. “I genuinely wouldn’t change what I’m doing.”
WRITTEN BY Tony Greenway
Paid for by Airbus
Find out more at airbus.com/ careers
Why one of the most influential people in data was always destined for success Sholthana Begum explains how her high-flying career developed, and why the fields of data and technology need diverse role models.
H INTERVIEW WITH Sholthana Begum Head of Data Strategy, Financial Conduct Authority WRITTEN BY Tony Greenway
Paid for by Financial Conduct Authority
ow data-driven is Sholthana Begum? Put it like this: after her A Levels she joined the Bank of England where, during the day, she was “surrounded by numbers, numbers, numbers.” Then, in the evenings, as part of her first degree, she would study quantitive maths and data. “Before going to university, I would say that I wasn’t a data person,” she smiles. “Now I realise I was destined for data. I’ve learned that data is my spiritual home.”
Creating open-minded and diverse environments for better outcomes Being a woman in financial data and technology can be tough, she admits. “It can be challenging to get your voice heard. However, it’s through people like me — who have managed to navigate the system — that we can create environments that are much more open-minded. “For example, my department is diverse, both in physical diversity and I’ve been able to bring in thought diversity. I’ve been able to Working with talent and leading bring in a variety of people — including in a variety of people — with a vision apprentices and people who don’t come including apprentices Begum has an impressive track record from data backgrounds — and watch of delivering large scale data change them flourish. It’s changed people’s and people who and transformation. She stayed with careers. I’ve seen administrators become don’t come from data the Bank of England for 16 years and data scientists and risk people become is now Head of Data Strategy at the data leads. A diverse workforce equals backgrounds — and Financial Conduct Authority (FCA). better performance, which equals better watch them flourish. In 2021, she was named on the DataIQ outcomes for consumers.” power list as one the most influential She would recommend a career in people in data. data and tech to anyone — although, In her current leadership role, Begum is a lot more ‘hands these days, there is no escaping data, whatever job you do. off ’ than she used to be at the start of her career. “I don’t “If you’re a doctor, you need to know data,” says Begum. “If necessarily build code anymore,” she says. “But what I am you’re a lawyer or an accountant, you need to know data. able to do is work with a bunch of talented people who really Being technologically savvy is not ‘a guy thing’. It’s a human know their stuff. That allows me to co-create and design a thing and it’s important that we have diverse role models vision — and then watch it happen. That’s what ignites me.” who can showcase it.”
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Stepping away from traditional career paths to seize tech opportunities Increasing cost of living pressures and a world full of technology evolving at a relentless pace can make embarking on a STEM career intimidating. However, this shouldn’t be the case.
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he idea that you need to hone in on a single profession and spend your entire career in that area, is one of the past. We have seen a big shift in attitudes, which have been linked to both the ‘Great Resignation’ and job losses from the Covid-19 pandemic. Career-changers going into STEM Something that was not expected is the increasing number of people with nontraditional backgrounds and skillsets using these inflexion points in their lives to transition into jobs in technology and wider STEM roles. In my position as Head of Apprenticeships at BAE Systems, we’re seeing a huge rise in applicants who want a change from their career path, whether they be in the early stages of their vocation or 15 years in. A lot of the work that companies such as BAE Systems undertake is specialised, which means we need to train you ourselves. This puts many applicants on an equal footing no matter what point in their career they are at, so there really is no wrong time to start. Easier access to careers Apprenticeships are a career avenue which helps to level the playing field and break down barriers to a career in STEM with a ‘learn as you earn’ approach, meaning you do not have to endure financial sacrifices. At any one time, we have thousands of new apprentices in a range of age groups and have seen situations as unusual as teachers becoming software engineers. We also understand that choosing to make a career change can be quite daunting, so we offer one-on-one support every step of the way. Embarking on a new journey We as employers look for more innovative ways to bring new talent into the workforce from a range of backgrounds, and it’s becoming clear that those without a STEM background are keen to meet us halfway and take the plunge.
WRITTEN BY Dr Jacqueline Hall Head of Apprenticeships and Skills, BAE Systems Plc
Paid for by BAE Systems Find out more at baesystems.com/ukcareers
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Why women are leaving tech careers — and how to keep them Tech careers are some of the most exciting areas of impact, innovation and earning potential in today’s job market. UK tech jobs are estimated to pay between 60% and 80% higher salaries than average jobs.1
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Flexible working is non-negotiable The tech industry is one of the most flexible sectors to work in, with nearly half of employees having the ability to work remotely as much as they like.4 However, just having a flexible work policy is not enough; women reported that if they worked part-time, their careers stalled. Women leaving tech jobs By using policies like ‘fair work However, despite the benefits of allocation,’ companies can ensure The tech industry is tech careers, the tech industry flexible working is part of a great one of the most flexible skews heavily towards men; just work culture, especially for those 28% of the UK tech workforce is who don’t do an in-office ninesectors to work in, estimated to be women. More to-five job. Ultimately, women in with nearly half of concerningly, a whopping one in tech who had more flexibility and employees having the three women are planning to leave control over their work were more their tech jobs.2,3 ability to work remotely likely to stay in their roles. 5 Tech Talent Charter (TTC) By leaning into flexible and as much as they like. undertook research earlier this year, inclusive work practices, and with the Department for Science, focusing on the vital role of ongoing Innovation and Technology, to understand why training, we can ensure that STEM innovation women leave tech jobs. By learning what we can do benefits all in society to fuel the UK’s growth in the to improve diversity in tech, we can supercharge the long term. tech talent pipeline and the digital skills gap — which References costs the UK an estimated £63 billion in lost GDP. 1. https://technation.io/people-and-skills-report-2022/#key-statistics and he tech industry also has a reputation for leaning into the latest and most innovative workplace practices that benefit both employers and their workers, with higher use of remote working practices.
Tech training and career development Four out of five women who left a tech role agreed that dissatisfaction with their career development had an impact on their decision. In tech roles, you always need to be developing your skills. While some companies leave their employees to manage and fund their professional development independently, many are taking a more active role in developing their employees’ skills. A study from TTC Signatory, NTT Data, found that more than half of businesses have launched skills initiatives for both new and existing employees.
https://www.thetimes.co.uk/article/demand-for-software-experts-pushes-itsalaries-far-higher-2s356383x 2. https://report.techtalentcharter.co.uk/diversity-in-tech 3.https://www.techtalentcharter.co.uk/why-women-leave-tech-jobs 4. https://report.techtalentcharter.co.uk/diversity-in-tech 5. https://www.techtalentcharter.co.uk/why-women-leave-tech-jobs
WRITTEN BY Karen Blake Co Chief Executive Officer, Tech Talent Charter
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While there are often fewer women in strategic positions, leading large teams and in decision-making roles, organisations can take a range of effective steps.
Personal and professional strategies to help women thrive in STEM Women are being urged to be themselves and adopt their own, unique style as they aspire to leadership positions within the STEM sector. Companies must also do more to attract and enable women to fulfil their potential.
E INTERVIEW WITH Carole Noutary Beyond Printer Director, Domino WRITTEN BY Angelica Hackett O’Toole
Paid for by Domino
ffective role models within an organisation are key to helping more women reach senior leadership positions within the STEM sector. Carole Noutary, Beyond Printer Director at Domino Printing Sciences, also underlines the pivotal role senior leaders play in making everyone feel listened to and respected as businesses strive to create a more diverse working environment. Biggest challenges for women in STEM Noutary, who has held a number of senior jobs within STEM, says that one of the biggest challenges women face in reaching leadership positions is the lack of role models at the senior level within STEM industries. “Tech companies typically have very male-dominated cultures that women feel excluded from,” says Noutary. “This environment instils low confidence in women and reinforces stereotypes and unconscious bias. It all adds up to undermining women’s performance and potential.” Why companies need initiatives for women While there are often fewer women in strategic positions, leading large teams and in decision-making roles, organisations can take a range of effective steps to begin to address this. Domino Printing Sciences is working
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to attract women into STEM careers by partnering with relevant communities that promote women in engineering — including SheCanCode, a femalefocused global career platform that works to close the tech gender gap. Mentoring and consistent leadership Noutary says the company actively participates in STEM career events and provides unconscious bias training to help colleagues avoid social stereotyping. “We also have women’s networks within the organisation and mentoring programmes,” she adds. Another critical element to supporting women is consistent leadership behaviours — embodied in day-to-day work and led from the top. “Leaders should consistently adopt behaviours and mindsets that make everyone feel valued and respected and create a sense of belonging. This allows people to give the best of themselves.” Support from early stages to leadership Domino Printing supports women at all career stages — from transitioning, remaining or returning to the tech industry. Having joined the company as recently as April 2023, Noutary says she is already noticing the impact of those initiatives. “Thanks to the company’s sustained effort and commitment to increasing
diversity. I can see more women joining the organisation both in leadership positions and also — importantly — at entry-level roles. We need representation early on to ensure we can help them grow by giving them the tools to fulfil their potential,” says Noutary. Embracing opportunities and uniqueness Advice Noutary would give to women aspiring to leadership roles in STEM is to be themselves. “It is easy to fall into the trap of trying to emulate other leaders,” she continues. “Women should focus instead on understanding what works for them and embrace their own way of doing things. There are so many things that make us who we are besides gender — including our own personalities, cultural background and beyond — which underpin the unique perspectives and contributions we can bring to an organisation.” She encourages women to embrace their uniqueness. “This is your way of adding value and making an impact. As Oscar Wilde famously said: ‘Be yourself, everyone else is already taken.’”
Domino Printing Sciences provides coding and marking solutions, developing and manufacturing printing products to optimise customers’ manufacturing processes and minimise waste. Find out more at domino-printing.com
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Fostering diversity in STEM through role model representation This year, the Government launched the UK’s plan to cement itself as a ‘Global Science and Technology Superpower’ by 2030. Yet, women make up less than 20% of the tech workforce and Black and minority ethnic groups make up 15%.
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long the pipeline into the STEM sector, marginalised individuals are dropping off, and curriculum reform may be one way to address this.
Current state of STEM representation In a survey of students commissioned by Stemettes and the British Science Association (2023), it was found that nearly double of the female-identifying respondents disagreed that their ‘identity is reflected in the STEM curriculum.’ Moreover, 1 in 3 students had not been taught about a woman scientist in the past two years. Stemettes analysed the current UK KS1–4 curriculum and found that there is currently no mention of role models in mathematics at all stages. In science, role models are only mentioned between KS2 and KS3, and of the 23 role models mentioned, four of them are women. Accessible resources on role models, which can be integrated into established lesson plans, already exist. We need a top-down measure to spark the realisation that ‘STEM is for everyone’ back into the classroom.
WRITTEN BY Callie Rose Winch Advocacy Analyst, Stemettes
Role models: bridging the gap The quote ‘if you can see it, you can be it’ encapsulates the issue with the current UK curriculum content. We need to broaden who can pursue a career in STEM and challenge
stereotypes and dominant ideas that have long excluded women and non-binary people. Over the 10 years that Stemettes has spent working with young people, we’ve consistently noted that marginalised young people rarely see someone who looks like them thriving in the industry. Representation is important to create a sense of belonging for staff and students alike, reduce instances of bullying and mental health problems and reduce barriers to achievement.1 We need a mindset shift to allow more individuals to engage with and understand the depth behind issues of equity and social justice — in policy and practice — by using tools such as ‘The Equity Compass,’ developed by the YESTEM project. An inclusive STEM future: collective efforts Alongside curriculum reform, we also need to shift mindsets away from ‘mad, white, old scientist stereotypes’ and boost organisations championing diversity in STEM such as Tech Talent Charter and AFBE-UK. Working as a collective, we can achieve an inclusive future where STEM is for all. References 1. Pearson Diversity and Inclusion in Schools Report 2020
Exploring STEM careers: unveiling opportunities in the pharmaceutical industry When we talk about careers in STEM (science, technology, engineering and mathematics), pursuing traditional STEM roles within the pharmaceutical industry is not necessarily the connection that students make.
V WRITTEN BY Andrew Croydon ABPI Director, Education and Examination Policy & Partnerships, Association of the British Pharmaceutical Industry
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isions of medics, engineers or environmental advisors are often the first thoughts in the minds of aspiring students in STEM. Yet, because the pharmaceutical industry drives every stage in the research, discovery, development and manufacture of medicines and vaccines, it hosts a wealth of opportunities for doctors, nurses, pharmacists, research and data scientists, technicians, financial and environmental analysts, quality control specialists, engineers — and many more STEM professions.
Inclusive pharmaceutical environment Pharmaceutical companies are also natural champions of diversity, as their work depends on collaboration driven by varied perspectives. Companies in the sector create environments where differences are celebrated and used to propel advances in their work, whether researching treatments for specific populations, dispelling myths or finding ways to tailor the presentation of medicines to help cohorts of patients with different needs get the best possible outcomes.
Global pharmaceutical career development Companies also host a wide range of non-STEM roles in HR, legal, communications and marketing. Furthermore, since the industry operates globally, with most companies conducting research and having operations in several parts of the world, there is usually a clear path to career development through international opportunities. We also have a part to play in working towards a sustainable future for the planet; the industry is a leader in developing sustainable research, manufacturing and waste reduction techniques. Companies are also continually making strides towards sustainability through the ‘greenification’ of existing roles, by adapting jobs to focus on environmental responsibility.
Become part of the pharmaceutical industry The focus on patients is the most rewarding aspect of a career in pharmaceuticals. From early-stage research all the way to advanced manufacturing, industry professionals are driven by the knowledge that their work has a vital impact on the health and wellbeing of people at home and around the world. If this sounds appealing, visit ‘Careers in the pharmaceutical industry’ (abpi.org.uk) to find out more. The pharmaceutical industry really does have something to offer everyone in search of making a difference in the world — whether you have a STEM background or not or whether you choose the university or vocational route. A diverse, rewarding and impactful journey lies ahead.
Visit abpi.org.uk to read about pharmaceutical industry opportunities
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Pharmaceutical companies are also natural champions of diversity, as their work depends on collaboration driven by varied perspectives.
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Shattering ceilings, igniting progress: the bottom line of gender parity in STEM The business case for gender parity isn’t just a moral compass but an economic powerhouse. We must acknowledge this if we are to make lasting change.
T INTERVIEW WITH Kay Hussain CEO, WISE WRITTEN BY Kirsty Rigg
he quest for gender balance, particularly in STEM, is much more than a virtuous endeavour — it’s a catalyst for economic growth.
Awareness of STEM gender parity benefits Naturally, when we think of gender imbalance in STEM, our minds wander towards glass ceilings, gender pay gaps and male-dominated boardrooms. It’s no wonder then, that when efforts are made to move the needle, they are done so with the goal of morality and ‘doing what’s fair.’ While this is reasonable, the quest for gender equality goes beyond the rhetoric of fairness and social justice. Becoming aware of the business benefits of gender parity is the first step to making real change in our workforces — and society. Business case for gender diversity Greater gender diversity makes a company more adaptable, productive and responsive to its customers; this, in turn, helps deliver better business results. It is well-known that STEM employers face ongoing skills shortages. As such, the recruitment, retention and development of female talent will benefit employers as well as women who want to pursue a career in the field. WISE Campaign is a notfor-profit community interest company (CIC), which exists to deliver women-centred equity, diversity and inclusion
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solutions for the STEM sectors. They work with major UK organisations to improve gender balance, and they are open about the economic and business benefits of doing so. Gender balance as an economic imperative WISE CEO Kay Hussain states that getting women into STEM is not a nice-to-have, but an ‘economic imperative.’ She explains: “Gender diversity provides a better choice of skilled workers, enhanced employee engagement and resultant productivity, a better platform for innovation and creativity and, therefore, improved customer experience and financial performance.” Research by McKinsey confirms that creativity is associated with superior performance; it’s at the very heart of business innovation, and innovation is the growth engine. “Their findings showed organisations with better creativity scores outperformed their peers in crucial areas such as organic revenue growth, total return to shareholders and net enterprise value — what business wouldn’t want this? She continues: “Women’s inclusion and equity have been a topic of debate for centuries. We now need to accelerate our collective efforts if the UK is to emerge as a STEM skills leader, and it’s essential for leaders to be part of the change they want to see.”
For more information on WISE and how you can get involved, visit: wisecampaign. org.uk/
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