Measuring

Progress

with the

Ten Steps

Agenda

• 2018 Ten Steps results and themes

Anne-Marie Tuck, Development ManagerStephen Howse, Research Manager

• Mace: Sharing good practice Zoe Madams, Mace

• AVEVA: Sharing good practice Clare Bye and Jo Stansfield, AVEVA

• Reviewing the Ten Steps Sally Kemkers, Untapped Innovation

Short break (11.30am)

• Sharing good practice from the floor

• Using the Ten Steps Shelley Caton, BAM Nuttall

• Developing the Ten Steps Anne-Marie Tuck

Close and lunch (1pm)

Ten Steps

ResultsAnne-Marie Tuck, Development Manager

Stephen Howse, Research Manager

TEN STEPS

27 attendee organisation responses

Over 30 signatories in attendance

Welcome to new members

and signatories

Thank you for the

responses

Performance on each of the Ten Steps – 2018

Performance on each of the Ten Steps – 2018

Mean score 67% (+1.5%)

Reviewing responses

• Some really positive changes visible – especially in new members reviewing score after first year as signatories.

• As we saw last year some companies scores have stayed the same or decreased possibly due to a better understanding of what is really happening.

• Where organisations have scores compiled from multiple employee responses are lower than most derived from one manager completing the diagnostic.

• Third year on most companies have been more self critical and realistic and involved more people.

• Some high scorers have not attended.

Collective results

Educate your leaders and give them accountability

Do Leaders understand and articulate the

business case for D& I?

76% (70%)

Have your leaders been trained in Unconscious

Bias?

68% (56%)

Do leaders have performance targets related to

D&I?

20%(28%)

Do you leaders act as sponsors and mentors to

women in the organisation?

69%(67%)

Do they lead by example to raise the profile of

diversity issues?

46%(58%)

BUSINESS CASE FOR DIVERSITY

Ten Steps Clickable

Case Studies

Also – webinars, notes from previous KSEs, info on other help from WISE.

More Data = Better Results!

• Thank you for data so far

• More data on workforce needed• especially % women in STEM/senior STEM roles

• Emerging trends from the data we do have

• More data would mean:• more robust findings

• better recommendations

• ..and more effective actions for our members!

• So please – send it over if you’ve not already!

Female Employment – Averages From Responses

23.1

16.414.7

8.7

0.0

5.0

10.0

15.0

20.0

25.0

% Total employees -female

% Total employees inSTEM roles - female

% Total employees insenior management

roles - female

% Total employees inSTEM senior

management roles -female