Terms and Conditions – Candidates

Terms and Conditions - Candidates

  1. Definitions and Interpretation
    • In these Terms and Conditions, unless the context otherwise requires, the following expressions have the following meanings:


“HSW” means Hire STEM Women
“Candidate” means any person using the Services for the purposes of finding employment;
“Client” means any person, firm or company including any associates or subsidiaries to whom the Candidate may be introduced;
“Personal Data” means data relating to a living individual (in this case the Candidate) that enables them to be identified and includes, but is not limited to, the Candidate’s name, address, telephone number and email address;
“Services” means the employment agency services provided by Hire STEM Women to the Candidate as set out in these Terms and Conditions.


  • Unless the context otherwise requires, each reference in these Terms and Conditions to:
    • “writing”, and any cognate expression, includes a reference to any communication effected by electronic or facsimile transmission or similar means;
    • a statute or a provision of a statute is a reference to that statute or provision as amended or re-enacted at the relevant time;
    • “these Terms and Conditions” is a reference to these Terms and Conditions and each of the Schedules as amended or supplemented at the relevant time;
    • a Schedule is a schedule to these Terms and Conditions; and
    • a Clause or paragraph is a reference to a Clause of these Terms and Conditions (other than the Schedules) or a paragraph of the relevant Schedule; and
    • a “Party” or the “Parties” refer to the parties to these Terms and Conditions.
  • The headings used in these Terms and Conditions are for convenience only and shall have no effect upon the interpretation of these Terms and Conditions.
  • Words imparting the singular number shall include the plural and vice versa.


  1. The Contract
    • Any and all business entered into by Hire STEM Women is subject to these Terms and Conditions and in the event of any conflict with any other Terms and Conditions these terms shall prevail unless agreed otherwise in writing by a Director of Hire STEM Women.
    • The Candidate shall be deemed to have accepted and agreed to be bound by these Terms and Conditions upon either their submission of any information or data to Hire STEM Women; or their making an application to a Client, whichever occurs first.
    • Hire STEM Women may update these Terms and Conditions from time to time for legal or regulatory reasons. Hire STEM Women will make reasonable efforts to notify Clients and Candidates of any changes.
    • These Terms and Conditions supersede all previous terms of business.


  1. The Services
    • The Candidate shall have the facility to browse vacancy advertisements and apply for any vacancies that it so chooses.
    • Hire STEM Women shall provide its services to the Candidate as an employment agency at no cost to the Candidate.
    • [Hire STEM Women shall inform the Candidate of any and all vacancies for which the Candidate is suitable and which meet the Candidate’s requirements.]
    • [Whilst Hire STEM Women shall use its best and reasonable endeavours to inform the Candidate of any and all vacancies that meet the Candidate’s requirements, it does not warrant and provides no guarantee that any such vacancies will be available or that the Candidate shall be informed of available vacancies.]
    • Whilst Hire STEM Women requires its Clients to ensure that all information provided to it is complete, accurate and up-to-date, Hire STEM Women does not provide any warranty or guarantee of any kind that the vacancy advertisements and other information made available to the Candidate are complete, accurate and up-to-date.
    • Once a prospective Seeker has registered and created their profile on HSW, they will be able to connect with employers and employers will then have the opportunity to engage with them. The prospective Seeker agrees not to attempt to circumvent our site and service by independently attempting to communicate with an employer that contacted or communicated with him or her on our site or service.


  1. [Vacancy Notifications]
    • [If the Candidate has chosen to receive email updates of vacancies that are relevant to them from Hire STEM Women, the provisions of this Clause 4 shall apply.
    • Emails shall be sent to the Candidate regularly and shall contain listings of vacancies submitted to Hire STEM Women.
    • Hire STEM Women shall be under no obligation to send such emails and cannot make any guarantee with regard to the number of vacancies featured in each email.



  1. Candidate Information
    • In order to use the Services, the Candidate shall be required to provide details which shall include, but not be limited to, those regarding their contact information, qualifications, training, experience, employment history and references. Hire STEM Women requires such details in order to match the Candidate with the appropriate Clients and vacancies.
    • The Candidate must ensure that all information submitted to Hire STEM Women is, to the best of their knowledge, true, accurate, complete and up-to-date.
    • In the event that the information submitted to Hire STEM Women becomes incorrect, inaccurate, incomplete or out-of-date, the Candidate must submit appropriately revised information to Hire STEM Women as soon as is reasonably possible.
    • Where any of the information submitted to Hire STEM Women contains details which may be used to identify a third party (including, but not limited to, referees), the Candidate must obtain the permission of that party to supply their details to Hire STEM Women prior to submitting the information.
  2. Applications
    • When applying for a vacancy, the Candidate must ensure that they:
      • have read the complete details of the vacancy;
      • understand the requirements of the vacancy;
      • meet the requirements of the vacancy;
      • possess any requisite qualifications required by the vacancy; and
      • have obtained or applied for any relevant permits or authorisations.
    • When completing forms or any other application documents the Candidate shall ensure that the details included on the form are to the best of their knowledge, true, accurate, complete and up-to-date.
    • In the event that the information submitted to a Client becomes incorrect, inaccurate, incomplete or out-of-date, the Candidate must submit appropriately revised information to the Client as soon as is reasonably possible.
    • Where any of the information submitted to a Client contains details which may be used to identify a third party (including, but not limited to, referees), the Candidate must obtain the permission of that party to supply their details to the Client prior to submitting the information.
    • Hire STEM Women shall forward the Candidate’s details to Client’s for the purpose of the relevant vacancy only. In the event that the Candidate wishes to apply for multiple vacancies to the same Client, they must submit separate applications for each vacancy.
    • Hire STEM Women reserves the right and the discretion to decline to forward applications to its Clients if it considers them to be in breach of these Terms and Conditions.



  1. Data Protection
    • Hire STEM Women will collect certain Personal Data and other information from the Candidate which is required for the provision of the Services. Such Personal Data is collected, held and processed by Hire STEM Women for the following purposes:
      • Providing information regarding vacancies and other relevant information to the Candidate;
      • Matching relevant Candidates and vacancies; [and]
      • Monitoring and improving its services.
    • Hire STEM Women is a data controller under the Data Protection Act 1998 and as such is registered with the Information Commissioner’s Office.
    • Subject to sub-Clause 7.4, Hire STEM Women shall not share any Personal Data with any third parties without the consent of the Candidate.
    • Hire STEM Women may share Personal Data with the following parties without the prior consent of the Candidate:
      • Another business which merges with or acquires Hire STEM Women;
      • Regulatory bodies or law enforcement authorities; and
      • Any professional advisors, contractors or sub-contractors that Hire STEM Women may appoint from time to time.
    • Any third parties in receipt of Personal Data under sub-Clause 7.4 shall be subject to the provisions of the Data Protection Act 1998.
    • Hire STEM Women makes no warranty or representation that any Client or Employer will keep confidential any of the Candidate’s information or data provided to that Client or Employer.

Please read our PRIVACY POLICY to find out further information on how we use your data and what rights you have under the GDPR regulation.

  1. Liability
    • Hire STEM Women shall not be liable for any of the following:
      • The loss of any data, CV’s or other materials submitted by the Candidate;
      • Any errors or inaccuracies present in the information presented to Candidates including, but not limited to, vacancy advertisements;
      • The failure of the Candidate to secure employment with any of its Clients whether caused by the negligence of Hire STEM Women, its employees or agents, or any other cause;
      • Any loss or damage of any kind, howsoever caused arising out of the negligence, misconduct, dishonesty, breach of faith or breach of contract on the part of any Client; and
      • Any loss or damage of any kind, howsoever caused arising out of any material submitted to Hire STEM Women by the candidate.
    • If Hire STEM Women is in breach of these Terms and Conditions, we will only be responsible for any losses to the extent that they are a foreseeable consequence to both of us. Our liability shall not in any event include business losses such as lost data, lost profits or business interruption.
    • Nothing in these Terms and Conditions shall exclude or otherwise restrict Hire STEM Women’s liability for death or personal injury arising out of its own negligence.
  2. Indemnity

The Candidate shall indemnify Hire STEM Women against any costs, liability, damages, loss, claims or proceedings which may arise out of its use of the Services; its submission of any information set out in these Terms and Conditions or any other information; any applications it may submit to any Client; or any breach of any part of these Terms and Conditions.

  1. Force Majeure

Neither Party to these Terms and Conditions shall be liable for any failure or delay in performing their obligations where such failure or delay results from any cause that is beyond the reasonable control of that Party. Such causes include, but are not limited to: power failure, Internet Service Provider failure, industrial action, civil unrest, fire, flood, storms, earthquakes, acts of terrorism, acts of war, governmental action or any other event that is beyond the control of the Party in question.

  1. Notices
    • All notices under these Terms and Conditions shall be in writing and be deemed duly given if signed by, or on behalf of, a duly authorised officer of Hire STEM Women or by the Candidate.
    • Notices shall be deemed to have been duly given:
      • when delivered, if delivered by courier or other messenger (including registered mail) during the normal business hours of the recipient; or
      • when sent, if transmitted by facsimile or e-mail and a successful transmission report or return receipt is generated; or
      • on the fifth business day following mailing, if mailed by national ordinary mail, postage prepaid; or
      • on the tenth business day following mailing, if mailed by airmail, postage prepaid.
    • All notices under this Agreement shall be addressed to the most recent address, e-mail address, or facsimile number notified to the other Party.


  1. Relationship of Parties

Nothing in these Terms and Conditions shall create, or be deemed to create, a partnership, the relationship of principal and agent, or of employer and employee between Hire STEM Women and the Candidate.


  1. Third Parties

Nothing in these Terms and Conditions shall be enforceable under the Contracts (Rights of Third Parties) Act 1999 by any party that is not a party to these Terms and Conditions.


  1. Severance

In the event that one or more of the provisions of these Terms and Conditions is found to be unlawful, invalid or otherwise unenforceable, that / those provisions shall be deemed severed from the remainder of these Terms and Conditions. The remainder of these Terms and Conditions shall be valid and enforceable.


  1. Modification
    • Hire STEM Women may modify these Terms and Conditions at any time. In the event that modifications are made, details of them will be published forthwith Hire STEM Womens website at https://hirestemwomen.co.uk. Candidates will also receive an email detailing the modifications.
    • If the Candidate does not agree to be bound by any modified terms and conditions Hire STEM Women may introduce, they should immediately cease using the Services upon publication of those terms and conditions.
  2. Law and Jurisdiction
    • These Terms and Conditions (including any non-contractual matters and obligations arising therefrom or associated therewith) shall be governed by, and construed in accordance with, the laws of England and Wales.
    • Any dispute, controversy, proceedings or claim between the Parties relating to these Terms and Conditions (including any non-contractual matters and obligations arising therefrom or associated therewith) shall fall within the jurisdiction of the courts of England and Wales.
  3. Graduate, Undergraduate,Students & Professionals

17.1     You are of legal age to form a binding contract with HSW and if you are at school you have to have your parents or guardian’s permission by confirming the terms and conditions at the registration sign up process.

  • You are responsible for all activities that occur under your account. If you provide any content that is untrue inaccurate, not current or incomplete or HSW has reasonable grounds to suspect that such content is untrue, inaccurate, not current or incomplete, HSW has the right to suspend or terminate your account and refuse any and all current or future use of the site and / or service.
  • You agree to not create an account using a false identity or information or on behalf of someone other than yourself.
  • You agree to not have more than one account.
  • You agree to not create an account or use the site or service if you have been previously removed by HSW, or if you have been previously banned from the site or service.
  • When registering with HSW, we may require you to provide us with information such as your name, email address, employment history, work experience, educational background, and skill set.
  • You agree to provide us with any other identifying documents that we may request. We may also allow you to use a third party service such as LinkedIn to register. We will review all information that you provide to us during the registration process and we may also review the information that you provided us and any information that is publicly available. We reserve the right, in our sole discretion to accept or reject your registration to use our site and service. If your registration is accepted, you will be allowed to use our service.
  • Responsibilities: You are responsible for your use of the site and service and for any use of the site or service made using your account. You agree not to access, copy or otherwise use the site or the service, including our intellectual property and trademarks, except as authorized by this agreement or as otherwise authorized in writing by HSW.
  • Your continued access to our site and use of our service are contingent on your agreement to act in a proper manner.
  • Once a prospective Seeker has registered and created their profile on HSW, they will be able to connect with employers and employers will then have the opportunity to engage with them. The prospective Seeker agrees not to attempt to circumvent our site and service by independently attempting to communicate with an employer that contacted or communicated with him or her on our site or service.
  • HSW is free for prospective Seekers, however it is mandatory for a prospective Seeker to promptly notify HSW if any of the following has taken place:
    • You have accepted an offer of employment, whether this is an indefinite or fixed term or any other type of employment
    • If you are a prospective employee who is using our site / or service, you agree that if you receive an offer you shall promptly notify HSW of your start date and key terms of employment. If your start date changes you must notify HSW promptly of the amended start date or offer terms if they change at any time. You shall provide HSW the following:
    • Fully executed covered offer letter or a document between the employer and Prospective Seeker that states the material employment terms, including other things such as start date, compensation, promptly upon the signing of an offer of employment.
    • You will promptly notify HSW after termination of your employment as an employee. In the event that an employer terminates your employment within the probation period.
    • You voluntarily terminated your employment within the probation period of your employment.
    • In the event that before the start date, either employer or prospective Seeker elects not to begin the employment relationship as communicated by the cover offer, prospective Seeker shall promptly notify HSW and such prospective employee shall not be eligible for the related prospective Seeker payment.
    • In the event that within the probation period of the date on which your Employment commenced an Employer terminates your Employment (other than as part of a redundancy) or you voluntarily terminate your Employment, and you have received the Prospective Seeker Payment, then HSW is entitled to the return of the Prospective Seeker Payment and you shall promptly return that Prospective Seeker Payment to HSW. The foregoing repayment amount is a debt immediately owed to HSW and the Prospective Employee will pay for any professional fees HSW incurs in enforcing such repayment obligation.


  1. Events & Photography
    • Participants consent to their/his/her appearance in any filming / photography we do during at events unless you have explicitly asked us to opt you out of this.
    • Participants consent to the use and reproduction of their name, likeness, appearance and photographs, films and recordings by all means and in all media for the purpose of advertising, publicity and otherwise in relation to the exploitation of events or competition and/or the promotion of Hire STEM Women related events and the commercial rights relating to these, provided that such use does not imply direct endorsement by the Participants of any official sponsor or supplier.
  2. Security & Passwords

19.1     In order to register with this site and to sign in when you visit the site, you will need to use a user name and password. You are solely responsible for the security and proper use of your password, which should be kept confidential at all times and not disclosed to any other person. You must notify us immediately if you believe that your password is known to someone else or if it may be used in an unauthorised way. We accept no liability for any unauthorised or improper use or disclosure of any password.

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%.

We are a global alternative investment management company where clients come first

Our core purpose is to deliver returns for our clients who entrust their assets to our care.

We do this by placing enormous trust in our people – a diverse, talented and creative team – who each take responsibility for their part in making Marshall Wace the rigorous, disciplined and innovative company it is.

Integrity is fundamental to how we operate. It underpins how we treat our clients, our people, our investments and our communities.

We hold ourselves to high standards and aim to lead by example. We are signatory to several industry standards, including the UN supported Principles of Responsible Investing.

Diversity information

We are committed to social responsibility

Individually and collectively, we look for opportunities to contribute to society through charitable and support initiatives. We wish to set ourselves ambitious, measurable and data driven corporate responsibility targets. We match staff donations up to £12,000 per annum and our founders also found the Ark School initiative. 

We also give grants of up to £5,000 per employee to attend conferences or study new topics in order to advance their knowledge as well as fully paying for any professional qualifications that staff wish to take. 



Vodafone is a leading telecommunications company keeping society connected and building a digital future for everyone. 

Our purpose is to “connect for a better future” and our expertise and scale gives us a unique opportunity to drive positive change for society. Our networks keep family, friends, businesses and governments connected and – as COVID-19 has demonstrated – we play a vital role in keeping economies running & the functioning of critical sectors like education and healthcare.

We are optimistic about how technology & connectivity can enhance the future & improve people’s lives. Through our business, we aim to build a digital society that enhances socio-economic progressembraces everyone and does not come at the cost of our planet.

Diversity & Inclusion: 

At Vodafone, we embrace and welcome everyone.

We’re proud to offer equal opportunities regardless of age, cultural background, disability, gender, marital status, nationality, political belief, race, religious or sexual orientation. Our difference makes us stronger. The best innovations happen when diverse people with different perspectives collaborate. That’s why we’re building an environment where everyone can thrive. Where we track our progress through regular check-ins rather than annual surveys. And where everyone plays a part in making people feel welcome and accepted. 

From networks such as the LGBT+ Friends Network, vodAbility to the Multicultural Inclusion Network, from policies such as the globally-renowned 16-week paid parental policy to those that support victims of domestic abuse. We have a number of policies, processes & people networks that help us thrive in our work environment.


#ChoosetoChallenge: https://www.youtube.com/watch?v=uymRH7ASoTY

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 

We are Newton.  

We’re a team of the brightest and most curious minds with a fundamental belief that every organisation can be better. 

We crack some of the toughest business and public sector challenges of the day. Not with reports or copy and paste thinking. But by pinpointing and implementing the changes that will make the biggest difference – and then guaranteeing our fees against delivering measurable results. 
We never start out assuming we know the answer, but we’re always certain we’ll find it and see it through to the finish. By uncovering the data that means the most important decisions are made with facts, not opinions. By bringing together people who live and breathe delivering results. And by embedding in client organisations this same passion, self-belief and know-how to thrive on any challenge in the future. 

Diversity Information:

Newton has multiple networks for both allies and members of the group in question. These include the Wom-N network, the Disability Network, N-Pride and the Ethnicity Network. In turn, the networks run various events. For example, we have had a Gender Month (involving feminist speakers such as Sara Sandford, discussions of masculinity from David Brockway, and a book club focusing on Criado Perez’s Invisible Women). A Black History Month, including a Black Voices Panel session is occurring over October. Newton regularly runs Lunch and Learn discussion groups, to allow employees to learn from the perspectives of others – a recent Lunch and Learn about transgender perspectives was attended by over 100 employees.

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.


Become a Kubrick consultant even without any data experience!


Jane Street works differently. We are a quantitative trading firm active on more than 200 trading venues across 45 countries. As a liquidity provider and market maker, we help form the backbone of global markets. Our approach is rooted in technology and rigorous quantitative analysis, but our success is driven by our people.

Our bright, beautiful offices in the heart of New York, London, Hong Kong, and Amsterdam are open and buzzing with conversation. We come from many backgrounds and encourage travel between offices to share perspectives. Some of our best ideas come from bumping into a colleague at the office coffee bar.

Markets move fast. Staying competitive as we’ve grown has required constant invention—of new trading strategies, technology, and processes. We’ve found this is easier when you hire humble, kind people. They tend to help each other, and prioritize teamwork over titles.

We invest heavily in teaching and training. There’s a library and a classroom in every office, because deepening your understanding of something is considered real work. Guest lectures, classes, and conferences round out the intellectual exchanges that happen every day.

People grow into long careers at Jane Street because there are always new and interesting problems to solve, systems to build, and theories to test. More than twenty years after our founding, it still feels like we’re just getting started.

Diversity information:
Work at Jane Street is exciting and challenging. We trade in incredibly competitive, fast-paced environments, and feedback on successes and failures is quick and tangible. This allows for constant evaluation and improvement of our strategies and performance.

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