Case Study: Occupational Segregation - JP Morgan

In December 2005 a group of employees within the Investment Banking (IB) business for JP Morgan in Glasgow launched the SODA initiative (Supporting Opportunities and Diversity for All). The objectives include:

• For JP Morgan to become the employer of choice for women in Scotland
• To increase the longer term female talent pool within IT
• To develop and support the female workforce within JP Morgan Glasgow
• To promote good work-life balance and flexible working practices
• To challenge preconceived ideas around gender for each role discipline

JP Morgan has worked with local schools to show girls the possibility of a career in IT that they may not otherwise have considered. SODA representatives also meet teachers and careers advisors to help them give the best possible advice to students considering careers in IT at JP Morgan. There is now a rolling programme supporting IT in schools, including sponsoring ‘Computer Clubs for Girls’ at Glasgow secondary schools.

The SODA initiative also looks at ways of encouraging women back into IT careers after breaks to bring up children, for example by offering part-time or flexible arrangements to women returners

Over 25 events were organised in the first year. Since the start of the initiative, female representation in IB Technology Glasgow has increased from 18% to 21%, particularly noteworthy when only 15% of Scotland’s IT workforce is female. Among the 38 people in the two-year training programme for graduate recruits, the proportion of women has risen to 34%.

Relationships with external bodies such as e-skills and Careers Scotland have been formed and the company has received several awards related to its IT work.

The SODA initiative has been so successful that it is now being extended across all lines of business for the JP Morgan Glasgow office in 2007. A Diversity Steering Group has been launched to drive the diversity agenda.

Maternity return rates at IB Technology in Glasgow are 100%.