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Hire STEM Women run regular insight events with industry partners for students and graduates studying STEM subjects. The events have a huge focus on diversity, tech & STEM female talent.

Employers have a chance to meet carefully selected tech female students for their schemes. We also run other STEM fairs throughout the year.

Have a look at what a typical insight event would look like via our video on the left and get in touch with us to find out more about our events this year.

Contact us: hq@hirestemwomen.co.uk

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Our Reach

1.3 million females students were studying courses at an undergraduate or postgraduate level in 2016/2017.

88% of females were studying science subjects in the year 2016/2017 at UK universities.

39.5% of females were studying STEM subjects at UK universities in the year 2016/2017.

5.5% Engineering & Technology, 3% Maths and 3.5% Computer Science.

We travel to over 90 universities throughout the year to bridge the gender and diversity gap within STEM.

HESA Student Record 2016–2017, January 2018.

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Sponsored Employers

We are a science-led global healthcare company with a special purpose to improve the quality of human life by helping people do more, feel better, live longer.

Every day, we help improve the health of millions of people around the world by discovering, developing and manufacturing innovative medicines, vaccines and consumer healthcare products.

We are building a stronger purpose and performance culture underpinned by our values and expectations - so that together we can deliver extraordinary impact for patients and consumers and make GSK a brilliant place to work.

Our values are Patient focus, Transparency, Respect, Integrity.
Our expectations are Courage, Accountability, Development, Teamwork.

Key Diversity Information:

“We take pride in being a company where everyone can be themselves, and where diversity is embraced and celebrated. At GSK, we all hold ourselves accountable for ensuring that respect and inclusivity are at the very heart of our culture as a company.

Emma Walmsley, CEO, GSK

As a company which improves the lives of hundreds of millions of people globally with our medicines, vaccines and consumer products, we take pride in providing access to all – but we have an opportunity and obligation to do more to improve inclusion and diversity: for our people inside GSK; in the way we do business; and in the communities where we operate. 

We want our company to be a place where diversity of people and thought is valued everywhere and where we’re all able to be ourselves and feel a sense of belonging. Getting this right will strengthen our performance, by bringing us even closer to the needs of our customers and of each other. 

GSK has announced aspirational targets to make further progress on its gender and ethnic diversity representation in senior leadership…

As a result of work to increase female representation in senior roles, GSK has already exceeded its target of 37% of VP-level and above roles being filled by women. The company will now extend this to increase female representation in VP level and above roles to at least 45% by 2025.

In the US, a new target of at least 30% ethnically diverse leaders by the end of 2025 is now in place to increase representation from the current level of 23%. In the UK, the new target is at least 18% ethnically diverse leaders by the end of 2025, from a current level of 11%.

Avanade is the leading provider of innovative digital and cloud services, business solutions and design-led experiences on the Microsoft ecosystem. Avanade came to life in 2000 in the middle of the dot.com boom. Many companies started with high hopes and fizzled, but we’re still here. Perhaps it’s the strong support of our parent companies, Accenture and Microsoft, or maybe it’s because we have grown and learned as a team, looking out for each other, celebrating our differences and challenging each other to see where our passion and skills around digital innovation can take us.

Avanade is made up of 50,000 individuals. People who share a passion for technology, who push beyond their comfort zone and always bring an open mind and who really care about making a genuine human impact at work. We put them together to solve some complex challenges and bring to life possibilities for our clients around the world.

Our purpose is to make a genuine human impact and doing so starts with creating a company that welcomes every individual and harnesses the unique perspectives they bring with them every day. We celebrate the diversity of our teams and Avanade is a place where everyone can be themselves and are empowered to do their best work.

Diversity information:

At Avanade, Inclusion & Diversity is part of everything we do, from the way we treat people to how we make decisions, to the solutions we take to market. We believe it’s a discipline that must be practiced with vigilance every day.

Avanade has pursued a deliberate and purpose-driven strategy around Inclusion & Diversity (I&D) since our founding in 2000. It started with our focus on a challenge that we face: the lack of women in the technology industry. To address that, we had to go to the root of the problem, which was attracting girls and young women to STEM, offering scholarships and creating programs. But Inclusion & Diversity is not limited to one group of people or one challenge. Inclusion is everyone, everything, every day. It’s the rising tide that lifts all boats. If our inclusive culture doesn’t consider all races, gender identities, ethnicities, sexual orientations, disabilities, ages, religions – all people and all phases of life – it falls short.

In 2019, Pam Maynard became not only Avanade’s first woman CEO, but the first CEO who is a woman of colour. She is passionate about building on the I&D foundation Avanade had already established with a comprehensive strategy that involves every person at Avanade. In 2020, Hallam Sargeant joined Avanade as our first Chief Inclusion & Diversity Officer to help accelerate this vision.

Inclusion: ensuring all individuals feel respected, heard, and that they can do their best work

Diversity: ensuring our workforce demographics reflect our clients and communities

Belonging: ensuring that everyone can be their authentic selves at work and that they feel welcomed and valued

To prioritise these concepts, we must invest in tangible, positive actions: create an inclusive culture, activate allyship, increase representation, accelerate development, communicate with transparency and amplify employee networks.

Arup is the creative force at the heart of many of the world’s most prominent projects in the built environment and across industry. We offer a broad range of professional services that combine to make a real difference to our clients and the communities in which we work. We are truly global. We have worked in more than 145 countries serving more than 7,000 clients. Our 16,000+ planners, designers, engineers and consultants deliver innovative projects across the world with creativity and passion. Founded in 1946 with an enduring set of values, our unique trust ownership fosters a distinctive culture and an intellectual independence that encourages collaborative working. This is reflected in everything we do, allowing us to develop meaningful ideas, help shape agendas and deliver results that frequently surpass the expectations of our clients. The people at Arup are driven to find a better way and to deliver better solutions.

Diversity information:

Equality, Diversity and Inclusion (EDI) is part of our DNA and we continually review our strategies and evolve our practices to redefine what diversity and inclusion means to our people and how we embed it as ‘business as usual’ across our firm.

We aspire to be – and work hard to be – an organisation which recruits, retains and develops a truly diverse workforce reflective of the communities we serve and the kind of place where people are proud to work.

Total Inclusion is UKIMEA's over arching plan for 2019-2021. It sets out what we want to achieve in EDI. We’ve been working on a number of activities with many more to come:

We launched the Women in Leadership programme designed to support high-potential women in developing their leadership skills and to assist with reaching our commitment to employ 40%-60% of each gender at all levels of the firm as soon as we can reasonably do so.

We provided workshops on challenging inappropriate behaviour to equip people with the tools and confidence to address some of the issues highlighted in the Inclusion Diary Room. Look for upcoming sessions in Moodle or speak to your Office Leader.

We celebrated National Inclusion week by showcasing excellence in EDI on our project work.

We achieved Bronze status in the National Inclusion Standard.

We celebrated Black History Month with a programme of events including.

We developed and launched the Inclusive Design e-learning on Moodle in collaboration with the Inclusive Envionrments team.

About:

Cummins Inc. is a global power leader with complementary business segments that design, manufacture, distribute and service a broad portfolio of power solutions. Our culture is one that believes in POWERING YOUR POTENTIAL. We provide global opportunities to develop your career, make your community a better place and work alongside today’s most innovative thinkers to solve the world’s toughest problems. We believe in flexibility for you to explore your passions and make an impact through meaningful work within our diverse workforce

Diversity information:

Cummins Diversity Statement:

Cummins employees come from different backgrounds and experiences and aspire to a workforce that is representative at every level of the communities in which Cummins operate around the world. They are each unique in their perspectives and passions. Employees have varied experiences and personal motivations that drive them. They are united in their relentless desire to see a world, a workplace, a team where all people are embraced for who they are and what they aspire to do.
At Cummins, diversity, equity and inclusion is a business imperative. Having diverse, equitable and inclusive workplaces allows Cummins to attract and retain a truly global workforce. Diversity, equity and inclusion enable Cummins’ ability to bring the right combination of perspectives, insights and skills to solve the challenges of today and tomorrow. As part of Cummins’ global commitment to diversity, equity and inclusion, it is taking proactive measures to review talent management and accountability systems and processes to mitigate bias and ensure the equitable acquisition and advancement of all talent.
Discover a company founded on unwavering values and willing to solve problems for our customers, communities and environment to make the world a better place.

Employee Resource Groups within Cummins

With more than 150 employee resource groups (ERGs) worldwide, Cummins constantly seeks new ways to provide ample opportunities for leadership training, cross-cultural learning and professional development. Established around the world, ERGs are open to all employees and organized by different facets of diversity like gender, age, disability, sexual orientation/gender identity, multicultural and military status.
ERGs at Cummins are voluntary, employee-led groups that serve as a resource for members and the company by helping to foster a diverse and inclusive workplace aligned with Cummins’ mission, vision and values.
The Cummins Global Inclusion Leadership Council (GILC) was created to more closely knit together the array of global ERGs to amplify the voices they represent and harness their collective power to effect positive change within the company. Through this global council, each dimension of diversity has a global executive sponsor and chair to help ERGs work across regions creating unprecedented, positive impact within Cummins.
The following dimensions of diversity have representative ERGs and GILC chairs:

Age
Disability Inclusion
Gender
Military Status
Multi-Cultural (Race/Ethnicity)
Sexual Orientation/Gender Identity

Learning and Development:

Cummins leaders understand the importance of diversity, equity and inclusion to our global company. Cummins continually seeks to increase awareness and grows DE&I skill by educating all employees on cultural competence, valuing difference, and fostering an inclusive environment. We encourage every employee to take personal ownership and accountability for DE&I. We offer a wide range of learning and development opportunities. Here are some of our development programs focused on aspiring leaders:
Global Leadership Development Program was first launched in 2010 with a goal to better leverage our key talent globally. The program focuses on individual and team development.
Global Leadership Representation was first launched in 2010 with a goal of providing focused mentoring and visibility to our up-and-coming leadership talent across the globe. The program also supports our global diversity and inclusion goals of developing women and minority employees.
Here are some of our training opportunities for all employees:
Communicating Across Cultures
Culture and Its Effect on Communication
LGBTQ+ Safe Leader Training
Preventing Sexual Harassment
The Spectrum of Diversity and Inclusion

I Belong at Cummins – Cummins Careers YouTube
https://www.youtube.com/watch?v=s3dZL6rs0fk

Diversity and Inclusion

We are an award-winning consultancy that’s committed to closing the digital skills gap and making data, AI, and technology accessible for all. We do this by hiring graduates and junior professionals without any relevant skills or experience in data, AI, or technology, and paying them to train over 15 weeks. Once trained, our consultants are assigned to leading UK clients for a period of two years where they apply the skills acquired to real-world projects.

Our mission is to develop a diverse workforce for the technology industry and make Kubrick a place for everyone, regardless of gender identity, ethnicity or nationality, disability, religion, sexual orientation, socioeconomic background, or age. We strive to build a workforce that is representative of the society we operate in. We look to consider diversity in everything we do, and have implemented some more specific initiatives:

Our network of Diversity Champions brings their passion for inclusion into Kubrick by acting as ambassadors to educate and support colleagues, as well as advocate for positive change.

Our consultants all have dedicated success managers providing them with the help and support they need, both during their training, and while deployed onto our client sites.

We help amplify the voices of underrepresented groups in our industry through a variety of initiatives which include podcasts and live events.

We have developed partnerships with organisations such as Young Data Minds and Women in Data to help improve diversity in the industry.

We have started supporting young people to develop an awareness of careers in tech through outreach events in schools.

We are proud sponsors of social mobility charity Shadow to Shine and are working closely with them on a variety of initiatives to increase diversity in technology.

And we are continuously looking for more new ways in which Kubrick can play a leading part in improving diversity in tech, and support everyone to fulfil their potential.

Videos:-

Become a Kubrick consultant even without any data experience!

Gallery:

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