In December 2017, our Operations Director Adrian attended a Women In Engineering Event on behalf of the IEEE PES Student Branch Chapter at the University of Manchester and in collaboration with IEEE UKRI, IEEE WIP (Women in Power) and IEEE WIE (Women in Engineering). The event was to discuss ways in which to empower female engineers in current and emerging engineering roles by focusing on gender equality, work-life balance and being a role model for change.
Within the panel discussion, Adrian was asked:
“When resourcing projects or during the hiring process, is there any mechanism that is in place in Morson Group to ensure gender balance? How do you retain women in engineering once they are recruited?”
His response was:
From our perspective, we’re the third biggest global recruiter of engineering skills, so you can tell from our website and the work that we do, that we’re really passionate about getting our clients the best talent; whether that be male or female.
I think it’s been great over recent years that it has really come to the top of the agenda about recruiting more female engineers.
For us, it’s about working with our customers to make sure they understand, even starting right back to the advertising, to make sure the right language is used. Sometimes the words used can be more bias to males than females. Also, to consider is your selection panel – making sure there is an appropriate and diverse panel of people.
We have also provided our customers with unconscious bias training to help them. Again, everyone is wired in a certain way, so actually it’s about challenging those stereotypes back and introducing new positive behaviours. We advise on interviewing more around technical and competency skills, rather than an old-style interview of a coffee and chat. Therefore, for us, getting those bits in the process are key.
I think once people are recruiting talent with retention and engagement at the forefront of the process then ensuring the working environment nurtures this talent becomes critical. A few people today have talked about a lack of access to a mentor for example. So, making sure when people join organisations there is a mentor in place, so that they have got access to support and developmental guidance.
We have done a series around changing perceptions. Just look at some role models that people can aspire to be in terms of how can they become this next person. So again, giving current and future employees access to information and people – is critical in retaining talent within the workplace.
Or, listen to his response below in our sound bite…