Case Study: Occupational Segregation - National Grid

National Grid (NG) has a range of strategies to improve the recruitment of women into the operational and engineering side of the business. These include:

• Imagineering Clubs – NG engineers volunteer as part of this after-school initiative to support and motivate children on engineering projects
• Financial support for the establishment of 4 Engineering Specialist Schools as part of a government initiative
• Engineering Education Scheme - An annual scheme involving a 6-month school-based project for bright 16+ students to problem solve
• The Arkwright Scholarship for 15/16 year old students studying Design Technology
• Sponsoring the Showcase Science event for science-based 6^th formers
• Sponsoring the national finals of the Young Engineer for Britain competition
• Sponsoring Headstart, a series of university-based courses for 16-17 year olds interested in mathematics or science. Recent NG graduates also address the groups to explain why they chose an engineering career
• Piloted government-supported programme to provide 14 year olds with an opportunity to study an engineering related course leading to a Level 2 qualification
• Participating in the Institute of Engineering and Technology Power Academy scheme for electrical/power engineering students, providing financial assistance and work placements
• The Year in Industry programme for gap year students, giving them 12 months work experience. This provides a route through the Sponsored Student and Graduate Development Programme.

When recruiting, girls are grouped together at assessment centres for peer support. A field force pilot includes workshops whereby the predominantly white male workforce identify ways to improve gender balance. Female workshops and surveys are run to inform the business.

Some of National Grid’s strategies benefit female engineering as a whole, while others directly impact on the company.

In 2004 78 apprentices were recruited, none of them female. In 2006 5% of the intake was female. There has been a steady rise in the number of applications from females as they become more aware of what a technical role has to offer and initial results for 2007 female recruitment are very positive. Although the number of applications for the graduate programme has been constant, the number of offers to females increased from 20% in 2004 to 36% in 2006.