Terms and Conditions – Employers

Terms and Conditions - Employers

BACKGROUND:

These Terms and Conditions shall apply to the provision of Services by the Graduate Recruitment Agency to the Client.

In the event of conflict between these Terms and Conditions and any other terms and conditions (of the Client or otherwise), the former shall prevail unless expressly otherwise agreed by Hire STEM Women in writing.

 

  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 a company registered in United Kingdom under number 09890141.
Candidate means any person introduced by Hire STEM Women to the Client for an Engagement;
Client means any person, firm or company including any associates or subsidiaries to whom a Candidate is introduced;
“Confidential Information” means any information concerning either Party and relating to its business methods, plans, systems, finances or projects; its trade secrets; its products or services; or any other information which is expressly described as confidential;
“Engagement” means any employment, engagement or use by a Client of an Candidate whether part or full time, with or without a contract;
“Introduction” an introduction will be deemed to have taken place where Hire STEM Women has provided a Client with any information concerning a Candidate, or where a Client interviews a Candidate following an instruction from a Client to locate a Candidate;
“Introduction Fee” means the fee payable by the Client to Hire STEM Women in accordance with these Terms and Conditions, on the introduction of a Candidate to a Client which results in the Engagement of a Candidate;
“Remuneration” means any salary, fees, bonuses, commission, allowances, or any other financial benefit payable to, or received by a Candidate for services to a Client; and
“Services” means the employment agency services provided by Hire STEM Women to the Client 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 One of the Directors of Hire STEM Women.
    • No modification or change to these Terms and Conditions will be valid unless the details of any such changes are in writing, signed on behalf of Hire STEM Women and the Client, and state the date on or after which such new terms will apply.
    • In the event that any part(s) of these Terms and Conditions or part thereof is declared to be invalid, unlawful, void or unenforceable then such terms or parts shall be severed and the remaining terms and conditions shall continue to be valid and enforceable to the fullest extent of the law.
    • The Engagement or interviewing of a Candidate, by or on behalf of the Client, or the commencement of work or provision of services by a Candidate for the Client shall be deemed acceptance of these Terms and Conditions.
    • These Terms and Conditions supersede all previous terms of business.

 

  1. Vacancies and Advertisements
    • Hire STEM Women shall have the right to decline, cancel or otherwise remove any vacancy advertisement provided by the Client to Hire STEM Women at any time, for any reason and without giving prior notice to the Client.
    • If any vacancy advertisement appears to demonstrate that the Client intends to discriminate on the grounds of gender, sexual orientation, race, religion or age, it will be declined unless the vacancy is exempted from the provisions of the Sex Discrimination Act 1975; the Employment Equality (Sexual Orientation) Regulations 2003; the Race Relations Act 1976; the Employment Equality (Religion and Belief) Regulations 2003; or the Employment Equality (Age) Regulations 2006. In the case of any applicable exemptions, the vacancy advertisement must be accompanied by a written statement explaining those exemptions and how they apply to the vacancy.
    • If, in the opinion of Hire STEM Women, any vacancy advertisement indicates any illegal purposes on the part of the Client, Hire STEM Women may, without notice, report the vacancy and the Client to the relevant authorities. Such authorities may include, but are not limited to, the Department for Work and Pensions, ACAS, the Information Commissioner’s Office; and the Recruitment and Employment Confederation.
    • Vacancy advertisements shall remain open and viewable by prospective Candidates for a period agreed between Hire STEM Women and the Client.
    • All vacancy advertisements shall contain details of no more than one single vacancy unless otherwise agreed in writing between Hire STEM Women and the Client.

 

  1. Hire STEM Women’s Obligations
    • Hire STEM Women shall use its best and reasonable endeavours to find suitable and willing Candidates to fill such vacancies as are notified to Hire STEM Women by the Client or to notify the Client if Hire STEM Women believes it is unable to assist with the Client’s requirements.
    • Hire STEM Women shall use its best and reasonable endeavours to ensure that all vacancy advertisements are published on the date agreed with the Client or, where no date is agreed, within a set period of receiving details of the vacancy.
    • Hire STEM Women will endeavour to ensure that all Candidates introduced to the Client have the experience, qualifications, and authorisations which are required by the Client, by law or by any professional body, for the position(s) that the Client wishes to fill.
    • At the same time as proposing a Candidate to the Client Hire STEM Women will inform the Client of such matters as detailed in sub-Clause 4.3 that Hire STEM Women has obtained confirmation of.
    • Hire STEM Women will endeavour to take all reasonable steps to ensure that Clients and Candidates are aware of any requirements imposed by law or any professional body on the vacancy / vacancies that the Client seeks to fill.
    • Hire STEM Women cannot guarantee to find a suitable Candidate for each vacancy and gives no warranties as to the suitability of any Candidate.

 

  1. The Client’s Obligations
    • The Client shall provide to Hire STEM Women all information which is reasonably required for Hire STEM Women to provide the Services. The Client shall use its best and reasonable endeavours to ensure that such information is complete, accurate and up-to-date.
    • The Client shall ensure that all information provided to Hire STEM Women does not contain any material which could be regarded as offensive, indecent, obscene, illegal, dishonest, untruthful, defamatory or discriminatory.
    • The Client shall ensure that all information provided to Hire STEM Women does not contain any material which infringes the rights of any third parties (including, but not limited to, intellectual property rights).
    • The Client must provide Hire STEM Women with details of the vacancies that the Client wishes to fill, which must include the type of work required, the date of commencement, the duration, the hours, rates of pay and location as well as the training, qualifications and other authorisations required by law, the Client and any professional body for the position(s).
    • The Client must inform Hire STEM Women of any Health and Safety risks or requirements of the vacancies the Client wishes to fill, as well as the action taken by the Client to minimise and control such risks.
    • The Client must not seek to employ any member of Hire STEM Women’s staff, but in the event that any member of staff accepts an Engagement with the Client, the Client must pay an Introduction Fee in accordance with Clause 6.
    • The employer agrees not to attempt to circumvent our site and service independently attempting to communicate and hire the prospective employee through alternative means after discovering the prospective employee or our site or service.
    • If an employer circumvents our site / service after discovering a prospective Seeker through our site or service and subsequently hires that prospective Seeker of the date on which the employer first viewed the prospective Seeker on the site, the employer will pay a fee equal to 30% of the 1st year base salary and HSW may in sole discretion terminate the employers account.
    • The Client acknowledges that Hire STEM Women is under no obligation to provide the Services until all required information has been provided by the Client in accordance with sub-Clause 5.1.
    • The Client shall inform Hire STEM Women immediately in the event that any relevant information changes following the submission of that information to Hire STEM Women. Hire STEM Women reserves the right to charge the Client for any work required to make alterations to vacancy advertisements or other relevant information it holds.
    • Subject to the provisions of sub-Clauses 4.3 and 4.7, Hire STEM Women shall not verify or otherwise check any Candidate details, howsoever they may be provided to the Client at an additional cost.
    • It shall be the sole responsibility of the Client to ensure that Candidates are suitable for the relevant vacancies and to obtain any references required.
    • It shall be the sole responsibility of the Client to obtain any required permits (including, but not limited to, work permits).
    • It shall be the sole responsibility of the Client to arrange for any required medical examinations or investigations.
    • The Client must notify Hire STEM Women immediately of any offer of an Engagement that it makes to a Candidate.
    • The Client must notify Hire STEM Women immediately of the acceptance of any offer of Engagement that is made to a Candidate and provide details of the Candidate’s remuneration.
    • The Client must notify Hire STEM Women immediately if, following the Engagement of a Candidate, the Candidate’s remuneration increases at any time during the first 12 months of the Engagement, and the introduction fee detailed in clause will be increased accordingly.
    • The Client must within two weeks of offering an Engagement to a Candidate provide Hire STEM Women with a copy of the job offer or contract given to the Candidate.
    • Notwithstanding sub-Clauses 4.3 and 4.7 above the Client must satisfy itself as to the suitability of a Candidate for any vacancy, and the Client must be responsible for taking up references and checking the validity of qualifications.
    • The Client is responsible for payment of remuneration to the Candidate.

 

  1. Fees and Payment
    • Fees are payable by the Client to Hire STEM Women upon the commencement of engagement which shall be calculated as the amount equal to the per hire fee, the annual package fees and job board fees (exc. VAT)
    • The Client will not be liable for any fees until a Candidate commences an engagement when Hire STEM Women will render an invoice to the Client.
    • The Client must pay Hire STEM Women’s fees within 14 days of receiving the invoice.
    • Hire STEM Women reserves the right to charge a late payment fee of 10% if the invoiced fees that remain unpaid by the Client from the due date to the date of payment.

 

  1. Confidentiality
    • Each Party undertakes that, except as provided by sub-Clause 7.2 or as authorised in writing by the other Party, it shall, at all times:
      • keep confidential all Confidential Information;
      • not disclose any Confidential Information to any other party;
      • not use any Confidential Information for any purpose other than as contemplated by and subject to these Terms and Conditions;
      • not make any copies of, record in any way or part with possession of any Confidential Information; and
      • ensure that none of its directors, officers, employees, agents or advisers does any act which, if done by that Party, would be a breach of the provisions of sub-Clauses 7.1.1 to 7.1.4 above.
    • Either Party may:
      • disclose any Confidential Information to:
        • any sub-contractor or supplier of that Party;
        • any governmental or other authority or regulatory body; or
        • any employee or officer of that Party or of any of the aforementioned persons;

to such extent only as is necessary for the purposes contemplated by these Terms and Conditions, or as required by law, and in each case subject to that Party first informing the person in question that the Confidential Information is confidential and (except where the disclosure is to any such body as is mentioned in sub-Clause 7.2.1.2 above or any authorised employee or officer of any such body) obtaining and submitting to the other Party a written undertaking from the person in question, as nearly as practicable in the terms of this Clause, to keep the Confidential Information confidential and to use it only for the purposes for which the disclosure is made; and

  • use any Confidential Information for any purpose, or disclose it to any other person, to the extent only that it is, or has become, public knowledge through no fault of that Party, provided that in doing so that Party does not disclose any part of that Confidential Information which is not public knowledge.
  • The provisions of this Clause 7 shall continue in force in accordance with their terms, notwithstanding the termination of these Terms and Conditions for any reason.
  • The client agrees not to attempt to circumvent our site and service independently attempting to communicate and hire the prospective employee through alternative means after discovering the prospective employee or our site or service.
  • If an employer circumvents our site / service after discovering a prospective Seeker through our site or service and subsequently hires that prospective Seeker within 12 months of the date on which the employer first viewed the prospective Seeker on the site, the employer will pay a success fee equal to 30% of the 1st year base salary and HSW may in sole discretion terminate the employers account.
  • HSW reserves the right at any time to change its fees including to begin charging for services that it is currently providing free of charge, and billing methods, either immediately upon posting on the site or by email delivery to you.

 

 

  1. Data Protection
    • The Client shall be required to comply with the provisions of the Data Protection Act 1998 and any other relevant data protection legislation from time to time in force when processing or otherwise dealing with personal data relating to Candidates. All such information shall remain confidential.
    • The Client shall, as required by the Data Protection Act 1998, notify itself as a data controller to the Information Commissioner’s Office.

 

  1. Liability

With the exception of death or personal injury Hire STEM Women shall not be liable or responsible for any loss or damages of any nature whether direct or indirect including any loss of profits or any consequential damages suffered or incurred by the Client as a result of the Introduction of a Candidate to the Client by Hire STEM Women, the Engagement of a Client Introduced by Hire STEM Women or the failure of Hire STEM Women to Introduce any Candidate to the Client.

 

  1. Indemnity

The Client shall indemnify Hire STEM Women against any costs, liability, damages, loss, claims or proceedings which may arise out of its use of the Services or out of 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. 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.

 

 

  1. Termination

 

13.1 Notwithstanding and without prejudice Hire STEM Women shall be entitled to terminate this agreement immediately by giving written notice to the Client in any of the following events:

  • if the Client fails to make payment in accordance with this Agreement;
  • if the Client convenes a meeting of its creditors, becomes insolvent, is unable to pay its debts, has an administrative receiver or receiver or administrator appointed over its assets or business or is the subject of a petition presented to put it in into liquidation; or
  • if the Client in the opinion of Hire STEM Women is in breach of any material term of this Agreement.
  • In any such case Hire STEM Women shall be entitled to charge the Client any costs, charges or expenses (direct or consequential) howsoever arising incurred by Hire STEM Women
  • Termination of this Agreement howsoever, shall not affect the accrued rights or the liabilities of either party.

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. 

Gallery:

https://vimeo.com/516169123

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.

Gallery: 

#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 
https://www.youtube.com/watch?v=s3dZL6rs0fk  

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.

Videos:-

Become a Kubrick consultant even without any data experience!

Gallery:

About
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:
Culture
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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