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Skills shortages in Scotland's energy sector.
Scottish Power have warned of skills shortages facing Scotland's energy sector. They have estimated that 80% of its engineers are due to retire in the next 20 years.
According to Scottish Power, in order to fill the skills gaps and shortages the sector needs to attract more engineers or it will be unable to support future developments in the energy sector, especially in renewables.
In Scotland, women are substantially underrepresented on engineering courses; only 14% of engineering graduates are women and less than 2% of engineering modern apprentices are women (Close the Gap, 2010).
In employment, 81% of the engineering workforce are men and of the low percentage of women, 70% are concentrated in administration and sales (Close the Gap, 2010).
Why are there so few women in engineering?
Historically, this has been a male-dominated occupation, and still is. The exception is during periods of male labour shortages. For example, during World War II many women trained and worked as engineers only to be pushed back into the home when the men returned from war.
Women account for 47% of the workforce, but they are concentrated in certain occupations. This is due to the gender stereotyping of women and men's roles and as a consequence the undervaluing of 'women's work'.
Consequently women are still more likely to be the main carer in their family and therefore looking for part-time/flexible work to balance responsibilities. The majority of part-time jobs are concentrated in administration and caring related occupations, areas which are undervalued and lower paid.
How can we ensure there is a critical mass of female engineers?
Scottish Power suggests that school pupils should be encouraged to study science and maths, and many pupils do. Crucially, these interventions need to actively encourage girls and young women to pursue science and engineering which will help challenge gender stereotyping at an early age.
Employers, sector representative bodies and schools have a role to play in ensuring there is an understanding of the subjects needed to become an engineer, the variety of engineering careers and the reality of an engineering workplace.
More importantly, employers need to tackle the barriers which prevent women entering and remaining in the sector i.e. lack of flexible working, and ensure there are transparent career progression routes. Otherwise the energy sector will continue to draw on only half the potential workforce.
Close the Gap weekly (5)
This week we have events from the UKRC and a link to the UK Government's consultation on 'Strengthening Women's Voices in Government.'
EVENTS
24-25 May 2011
WiSE Conference: Counting on Women- Gender, Care and Economics
Speakers: Professor Marilyn Waring, globally renowned feminist economist and Professor Martha Fineman, internationally renowned law and society scholar.
The UKRC highlights apprentice recruitment drive by Jaguar Land Rover
March 2011
The UKRC welcome UN Status of Women Commission’s focus on science and technology
NEWS
Flexible working regulation to be scrapped
Cutting red tape can mean scaling back on equality
Women face discrimination for senior IT positions, claims study
Walmart sex-bias case divides US supreme court
Highlands and Islands Enterprise
Promoting a a new generation of engineers in Highland and Islands
Scottish Enterprise
European Court of Justice ruling on gender and pension costs
The European Court of Justice (ECJ) has ruled that insurance companies will no longer be able to use sex as a factor to determine premiums.
The media has largely focused on the way this will affect car insurance premiums. However, the ruling will also have a significant impact on the way that annuities are calculated. An annuity is the product that most people buy with their pension fund which provides them with an income in retirement. Currently, the calculation of annuities is based on a number of factors including life expectancy. As women, on average, live longer than men, their income from annuities is less than that of men’s as it.
In theory this should be better for women approaching retirement. Research from the Association of British Insurers (ABI) shows that women’s annuity rates could rise by 6% while men’s annuity rates could fall by about 8%. The requirements will come into force on 21 December 2012.
ECJ gender ruling could see insurance premiums rise
For more information, read our guide on equal pay and pensions.
Lord Davies Review: Women on Boards
Emma Ritch from Close the Gap has provided some comments on Lord Davies Review on Women on Boards published today, 24 February 2011. The comments are summarised below.
1. The key issue of discord is quotas: Davies has recommended them as backstop measure, after a voluntary approach is tried. However, he does recommend amending the UK Corporate Governance code to require listed companies to publish, “a policy concerning boardroom diversity, including measurable objectives for implementing the policy, and disclose annually a summary of the policy and the progress made in achieving the objectives."
However, the UK Corporate Governance code is principles-based, and targeted at listed companies. Companies are not required to demonstrate that they have achieved compliance with the code.
The voluntary approach also includes; a charter; an aspiration that 'Chairmen' of FTSE 350 companies will set a target for female board members, to be achieved between 2013 and 2015; ditto for FTSE 100 companies, with the additional proviso that theirs should be at least 25 per cent (even though the evidence cited in the review suggests a ‘critical mass of 30 per cent or more women at board level or in senior management produces the best financial results’; executive search companies should develop policies around diversity.
The Recruitment & Employment Confederation (the representative body for recruitment agencies) Code of Practice does cover equality and diversity. They also have an equality pledge, developed in partnership with the Job Centre, which they ask recruiters to sign. http://www.rec.uk.com/about-recruitment/diversity/diversity-signthepledge
2. Davies reiterates the business case for increasing the representation of women on boards drawing on an increasing wealth of evidence, suggesting that, “the issues debated here are as much about improving business performance as about promoting equal opportunities for women.”
The familiar business case arguments such as capitalising on a wider pool of talent and utilising the skills and experience of women to challenge the homogeneity of decision-making in the boardroom, are all evidenced in the review as contributing to improved performance.
There are also some additional points. In Europe and the USA, women account for six out of every ten graduates, suggesting the career pipeline is leaking. Women in the UK are responsible for 70 per cent of purchasing decisions – having women on boards might open up new markets and ensure companies are responding to consumers needs effectively.
Interestingly, having a single woman on your board decreases your bankruptcy risk by 20%, and that having women on the board is negatively associated with bankruptcy across all business types, sizes of business, and age of business.
There is also discussion about women's presence improving and enhancing corporate governance, and mixed boards achieving objective corporate governance standards, and standards for strategy, earlier and better.
3. There is some interesting international comparator information in the appendices.
Close the Gap weekly (4)
This week we have events listed from Engender, WINNET8 and the UKRC and some news items on the 'glass ceiling.'
EVENTS
Tuesday 1 March, various places
Engender are hosting a series of events as part fo their Who Counts? Project. The events are across Scotland and will bring together the voices of women in poverty in Scotland. At 1pm purple and white balloons will be released from each venue.
Apprenticeship and Training Summit
Tuesday 1 March, The Royal College of Surgeons, Edinburgh.
Panal speakers include Emily Thomson, Dept. Economics and International Business, Glasgow Caledonian University. Who will bring her expertise on gender segregation in the Modern Apprenticeship Programme to the panel.
WINNET 8 Inspiring enterprise for women in Scotland
Tuesday 8 March 2011, 915pm-245pm, Surgeon's Hall, Edinburgh
Women represent 28% of business start-ups in Scotland. This event is for practitioners, managers and policy-makers who support business growth and wider enterprise and economic development initaitives. Speakers include Jim Mather Minister for Enterprise, Energy and Tourism, Tanya Ewing, British Entrepreneur of the Year 2008 and Brian Smail, Business Gateway.
Meet Online and explore the Future of Women in Chemistry and Science
Tuesday 1 March
2011 is the Internationla Year of Chemistry. There are many event across the globe celebrating the achievements of chemistry and the contributions to the well being of society. This virtual conference focuses on exploring women in chemistry and in leadership roles in science.
Women in Engineering & Technology Global Marathon
From Monday 7th to Friday 11th March 2011, the Global Marathon becomes a place for connecting girls and women in engineering and technology who “meet” via live internet chats, telephone conversations, webcasts and live events over the course of six days.
The responsibility of women in technology innovation: Why should we care?
International Women's Day Distinguished Guest Lecture By Sarah Williams-Gardener, Government Affairs Director, IBM UK Ltd. Lecture is in London.
Leading scientific researchers and artists discuss the continuing under-representation of women in science.
NEWS
Women still face a glass ceiling
FT - Women at the Top:Women on Boards: Time for the Stick
Public Sector Duty: non-statutory guidance for Scottish public authorities
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