In the UK, individuals from minority backgrounds, including women, face barriers when entering Science Technology Engineering & Maths (STEM) fields, stemming from socioeconomic, cultural, and institutional factors. Women represent only about 24% of the core STEM workforce, with female engineers comprising just 16.5% of the total in 2022. Ethnic minorities are also underrepresented in these sectors, and these gaps are exacerbated by cultural perceptions, biases in recruitment, and limited access to career guidance for underrepresented groups, especially in engineering and technology. Socioeconomic background further impacts STEM entry, with students from affluent families more likely to view STEM careers positively and have higher academic support, while those from lower-income backgrounds often lack the same exposure to STEM fields, which limits diversity in these areas.
Following the recent Employer Breakfast event at Newbury College, here are seven tips from our esteemed panellists on how to successfully attract and recruit diverse talent as well as how they are integrating Equality, Diversity & Inclusion (EDI) into their organisations.
1. Start Early and Build Awareness
- Engage at a Young Age: Initiatives targeting primary and secondary schools can inspire interest in STEM. Programmes that involve parents and use relatable role models help break stereotypes early.
- Leverage Role Models: Role models from diverse backgrounds who reflect the target audience can ignite interest and show that success is attainable.
2. Remove Barriers in Recruitment Processes
- Simplify Application Steps: Avoid always requiring CVs, which can disadvantage candidates with less formal guidance. Instead, focus on minimum qualifications and assess potential through tailored psychometric tests and group exercises.
- Anonymise Applications: Remove personal details (e.g., names, gender, or educational background) from applications to minimise unconscious bias.
- Inclusive Screening Practices: Consider using external partners and structured assessments to ensure equity in the process.
3. Offer Tailored Support and Adjustments
- Provide Individualised Assistance: Offer pre-assessment mentoring, extra time, or adjustments for candidates with disabilities, neurodiversity, or other needs to level the playing field.
- Pastoral Care: Establish dedicated support teams to address apprentices’ personal and professional challenges throughout their journey.
4. Build a Culture of Inclusion
- Highlight Inclusion Beyond Protected Characteristics: Emphasise diversity of thought, socioeconomic backgrounds, and experiences as core strengths.
- Comprehensive Support Policies: Ensure inclusive offerings like shared parental leave, menopause support, dietary accommodations, and cultural awareness programmes.
- Support Networks: Leverage Employee Resource Groups (ERGs) and buddy systems to create a sense of belonging for all employees, including new recruits.
5. Use Communication and Social Media Effectively
- Showcase Real Stories: Share authentic day-in-the-life content from diverse employees, apprentices, and leaders to demonstrate inclusivity in action.
- Targeted Messaging: Ensure language in recruitment materials appeals to diverse audiences and reflects your commitment to inclusion.
- Engage Digital Platforms: Utilise social media to highlight company culture, employee achievements, and pathways into the organisation.
6. Invest in Training and Awareness
- Educate Employees at All Levels: Train hiring managers, mentors, and teams to understand unconscious bias, mental health awareness, and inclusive practices.
- Experience-Based Learning: Host sessions where employees share personal experiences to foster empathy and understanding of diverse perspectives.
- Generational Exchange Programs: Pair apprentices and seasoned employees to bridge generational gaps and foster mutual learning.
7. Align Recruitment with Organisational Purpose
- Community-Focused Recruitment: Actively seek candidates from the communities you serve to ensure representation aligns with the organisation's mission.
- Equity, Not Just Equality: Recognise that candidates may require different levels of support to thrive. Provide tailored resources to ensure a truly level playing field.
Successful recruitment from the broadest talent pool requires intentional strategy, sustained effort, and authentic inclusion. By implementing these practices, organisations can attract, support, and retain diverse talent while driving innovation and growth.