Beyond WISE

Between starting a career to being promoted to middle management, 50{2d8ca8a57a2be9c4e7c5f608c633b8d2972cbc20ea13f00e48eca0a2f3e4a9f8} of the female talent leave the STEM profession. Yet we need these women to stay, if we are to address the skills shortage.

Having interviewed many women who leave STEM professions, it is sad to hear that they all share similar experiences that influenced their decisions. This indicates that current initiatives are failing to have an impact on talent and skills retention.

At the Beyond WISE (Women in Science and Engineering) event, we share postgraduate research and industry evidence on how pay inequality, promotion blockages, and lack of external opportunities are experienced. Armed with this information, you will see why a different approach is needed to have a greater impact on recruiting and retaining a diverse workforce.

Join us on 30th June to find out more on:

  • The evidence that drives women out of STEM professions
  • Why industry has made insignificant progress in addressing Diversity and Inclusion
  • The small changes needed, to make big differences to promote Fairness, Inclusiveness and Respect in the workplace

Use the link below to register your place on the “Beyond WISE” event

Beyond WISE

This is a must attend event for you, if you are passionate about making a difference and/or want to succeed.

Change can only happen if you step forward. Be that person.

 

National Women in Engineering Day – 23rd June

Kaur Values is involved with a number of projects and events associated with National Women in Engineering Day on 23rd June.

Why are we involved? If we can sort out the challenges faced by any one diverse group it has a positive impact on the other diversity strands. Every little bit promotes Fairness, Inclusiveness and Respect in the workplace and outside.

The lack of skills and lack of diversity in the science, technology, engineering and mathematics (STEM) professions is a problem that has been growing year on year.

EngineeringUK estimates the current shortfall of engineers in the UK is at 69,000 a year. The Royal Academy of Engineering reports that the current engineering workforce is 92{2d8ca8a57a2be9c4e7c5f608c633b8d2972cbc20ea13f00e48eca0a2f3e4a9f8} male and 94{2d8ca8a57a2be9c4e7c5f608c633b8d2972cbc20ea13f00e48eca0a2f3e4a9f8} white.

If we are to address the skills shortage we have to address diversity and inclusion at all levels in the STEM sector.

Get involved, and do your bit. Check out these links too.

Women in Engineering

NWED2016

Beyond WISE

Women in Transport – Step Up, No Excuses

The Business Case

Who is Inspired by you?

Everyone has an inspirational story to …

Have you discovered yours?

 

It’s International Women’s Day 8th March and our 2016 mission is to support 100 women in discovering their own inspiring stories, to be awesome and pioneering in changing perceptions of what we can and cannot achieve.

Most women don’t see themselves as inspiring. This means fewer role models and tough challenges for everyone. By acknowledging your own worth and sharing your own inspiring story – together we can break down barriers that hold women back. So let us help you in being that awesome woman recognised by others.

Book your free consultation on recognising your hidden awesomeness by emailing info@kaurvalues.com or phoning 07590 993094

BONUS OFFER FOR LIMITED PERIOD

To celebrate International Women’s day we are offering our one-to-one “Awesome Woman” personal development program at half price for a limited time only.

Book your no obligation, free consultation by 14th April 2016 to find out more.

We have helped women discover their true strengths, recognise their achievements and lay down strong foundations to achieve their awesome goals.

Nothing is impossible. Let us help you on your journey to achieve your dreams and inspire others.

To find out more – book your free consultation now. Offer expires midnight 14th April 2016.

Would you Fire your Employees too?

A few days ago it was reported that two respected police officers had been fired for sending racist text messages. The Metropolitan Police commented that police officers holding racist views do not have a place in the Police Force. Scotland Yard reported that the officers had “breached its standards in relation to authority, respect and courtesy, equality and diversity” (Click here to read full report)

Some of you will be sympathetic that these officers have had their careers ruined. Some of you may be wondering why were these texts sent when the Metropolitan Police heavily invest in diversity, equality and inclusiveness training.

What action would you take if your employees behaved in this manner? Would you have fired them too?

More importantly in your organisation, what do people really think after participating in diversity and inclusiveness training?

Is your diversity and inclusiveness training achieving the desired outcome? How do you know? If your evidence is numbers and graphs, then I am sorry to say, you are not looking at the complete picture.

The organisational culture is at two levels: what the bosses “see” as a result of their training investment and the “real” culture where people haven’t embraced the changes needed. The “real” culture often stays hidden below the bosses’ radar but is very much experienced by the employees.

There is a lot of talk on how diversity training should address unconscious biased thinking, which is great except you don’t know what you don’t know. You cannot change a person’s values and embedded beliefs by awareness training alone.

What we say and how we behave are indicators of attitudes stemming from our beliefs. The real indicator of whether your training interventions have had the desired effect is to notice what they say and how they behave outside of the work environment. This will reveal whether they are embracing the learning and therefore changing or are they paying lip service and going through the motions of being politically correct in the office.

Your organisational culture is defined by real behaviours from real people and unless you really make an effort to notice, you won’t see the “real” culture.

So, what can you do?

Start by encouraging your staff to build genuine rapport with people who are different to them, by finding connections and exploring similar interests and hobbies. If you think about your close circle of friends, how diverse is it? If your social group isn’t diverse do you really understand some of the different challenges, concerns and viewpoints of other people and cultures?

If you have built up a relationship with someone, you don’t see their colour, gender, disability etc, you converse with the person on the inside. This leads to increased trust and you start to understand each other better. This is your opportunity to understand different people and cultures, leading to new ways of thinking and creating an exciting environment to work in, all of which impacts positively on the company performance.

Changing the organisational culture isn’t easy. We specialise in leadership training that delivers. Our delegates genuinely embrace the changes needed within themselves, proven by the feedback we get from their bosses.

To deliver diversity training that has real impact is the biggest challenge in the workplace. If you would like more information and access to free resources please contact us on info@kaurvalues.com